Rick Pauls is President and Chief Executive Officer of DiaMedica Therapeutics Inc. (DMAC). The company reported total compensation of $2,727,350 for fiscal year 2025.
| Salary | $645,000 |
|---|---|
| Bonus | $0 |
| Stock awards | $0 |
| Option awards | $1,652,400 |
| Non-equity incentive plan | $412,500 |
| Pension and non-qualified deferred compensation | $0 |
| All other compensation | $17,450 |
| Total | $2,727,350 |
A dash means the company reported no figure in that column; 0 means it reported zero. Figures are as printed, without adjustment.
Cited to the compensation disclosure DiaMedica Therapeutics Inc. filed April 1, 2026, accession 0001437749-26-010879.
| Fiscal year | Role | Salary | Bonus | Stock awards | Option awards | Non-equity incentive | Pension / NQDC | All other | Total |
|---|---|---|---|---|---|---|---|---|---|
| FY2025 | President and Chief Executive Officer | $645,000 | $0 | $0 | $1,652,400 | $412,500 | $0 | $17,450 | $2,727,350 |
| FY2024 | President and Chief Executive Officer | $593,250 | $0 | $0 | $633,510 | $306,975 | $0 | $17,250 | $1,550,985 |
Totals as disclosed in each year's own compensation disclosure for DiaMedica Therapeutics Inc..
| Peer-group chief executive median | $2,149,829 |
|---|---|
| Difference from that median | $577,522 |
| Percentile within the disclosed peer group | 88th |
| Peers with a disclosed figure | 8 |
Medians and percentiles are computed across the peer group DiaMedica Therapeutics Inc. discloses in its own compensation disclosure.
| Named executive officer | Role | FY2025 total |
|---|---|---|
| Rick Pauls this page | President and Chief Executive Officer | $2,727,350 |
| Julie Krop | Chief Medical Officer | $1,707,563 |
| Scott Kellen | Chief Financial Officer and Secretary | $1,229,520 |
The company's named executive officers for fiscal year 2025, and what it reported for each. See the full DiaMedica Therapeutics Inc. compensation brief.
Rick Pauls's compensation sits inside DiaMedica Therapeutics Inc.'s full executive and board picture — the peer group, pay against peers, incentive design and the board itself.