Breakdown | Mar 2025 | Mar 2024 | Mar 2023 | Mar 2022 | Mar 2021 |
---|---|---|---|---|---|
Income Statement | |||||
Total Revenue | 20.52M | 21.77M | 29.69M | 33.38M | 27.73M |
Gross Profit | 10.14M | 11.82M | 17.68M | 18.54M | 13.22M |
EBITDA | -15.96M | -19.50M | -14.01M | -15.04M | -20.05M |
Net Income | -10.64M | -20.09M | -15.98M | -16.37M | -21.50M |
Balance Sheet | |||||
Total Assets | 43.32M | 42.46M | 59.88M | 76.42M | 87.61M |
Cash, Cash Equivalents and Short-Term Investments | 13.43M | 14.43M | 30.57M | 43.96M | 53.95M |
Total Debt | 9.64M | 1.52M | 651.00K | 898.00K | 699.00K |
Total Liabilities | 15.09M | 6.49M | 8.50M | 13.31M | 12.02M |
Stockholders Equity | 28.23M | 35.97M | 51.37M | 64.45M | 75.59M |
Cash Flow | |||||
Free Cash Flow | -13.02M | -18.00M | -17.16M | -14.60M | -15.46M |
Operating Cash Flow | -12.97M | -17.35M | -16.84M | -13.83M | -15.25M |
Investing Cash Flow | 11.35M | 2.76M | 6.68M | 4.20M | 3.29M |
Financing Cash Flow | 633.00K | 1.81M | 402.00K | 2.37M | 4.69M |
Name | Overall Rating | Market Cap | P/E Ratio | ROE | Dividend Yield | Revenue Growth | EPS Growth |
---|---|---|---|---|---|---|---|
66 Neutral | $23.12M | 37.80 | 0.06% | ― | -14.64% | -97.84% | |
63 Neutral | $34.26B | 5.42 | -11.67% | 1.85% | 5.30% | -18.55% | |
62 Neutral | $39.98M | 6.25 | 12.16% | 1.81% | 27.23% | 47.65% | |
58 Neutral | $138.80M | ― | -33.15% | ― | -5.73% | 47.83% | |
56 Neutral | $57.97M | 39.29 | 8.17% | ― | 8.40% | -18.22% | |
51 Neutral | $49.42M | ― | -25.57% | ― | 8.46% | 39.81% | |
51 Neutral | $50.80M | ― | -161.18% | ― | 63.08% | 96.46% |
On May 29, 2025, Jack A. Bradley, a key member of GSI Technology‘s Board of Directors, announced he would not seek re-election at the company’s upcoming annual stockholders’ meeting. Bradley’s departure is not due to any disagreements with the company’s operations, policies, or practices, suggesting a smooth transition for the board and minimal disruption for stakeholders.
On May 27, 2025, GSI Technology‘s Compensation Committee approved the 2026 Variable Compensation Plan to incentivize performance and retain key employees through cash bonuses tied to the company’s fiscal performance ending March 31, 2026. The plan includes executive officers and key employees, with bonuses based on SRAM and APU net revenue targets, and offers potential payouts up to twice the target bonus if goals are exceeded, with vesting conditions extending through April 2028.