# Matthew Jarvis Interim Chief Executive Officer ## Career chronology - **Joined 2022; dates not further specified: Jupiter Mines** — Mining leadership and mine-planning work (specific former employer not named in appointment notice). [Leadership Transition]() (p.1 lines 10–14, joined Jupiter in 2022 and described prior/ongoing mining experience.) - **Current at evidence cutoff: Jupiter Mines Limited** — Interim Chief Executive Officer. [Board of Directors and Executives]() (Jupiter Mines Board of Directors and Executives page, named profile and role; leadership transition announcement dated 11 September 2026.) ## Personal achievements ### Manganese and mine-planning experience [jms_matthew_jarvis_mining_experience] Career before and during interim appointment from 11 September 2026 · issuer reported · medium materiality Jupiter described Jarvis as a mining engineer with 25 years’ experience across South Africa and Australia, including 16 years in manganese. It said he had contributed to Jupiter’s growth and consolidation strategy and Tshipi mine-planning and operational-improvement initiatives. **Attribution:** Individual involvement documented. The company attributes strategic and mine-planning contributions to Jarvis; it does not quantify personal impact on Tshipi outcomes. **Relevance:** The experience is directly relevant to leading Jupiter’s manganese business during a CEO transition. [Leadership Transition]() (p.1 lines 10–14 and 21–23) ## Suitability for the current role ### Current role relevance is supported at title level [jms_matthew_jarvis_role_fit] At evidence cutoff · analyst inference · medium materiality Analyst inference: the disclosed current title indicates experience relevant to the assigned function. The record reviewed does not establish individual delivery outcomes or independently verify credentials beyond the cited issuer disclosure. **Attribution:** Responsibility not applicable. This is an analytical role-fit judgment, not a claim of proven performance. **Relevance:** Current role scope is directly relevant to team composition; evidence of delivery remains limited. [Leadership Transition]() (p.1 lines 10–14, current role and experience.) ## Evidence gaps - Independent verification of the complete career chronology, education and professional memberships is not established by the sources reviewed. - No comprehensive regulator, court, safety, environment or litigation-record review was completed; absence of a finding here is not a clearance. - Individual contribution to employer outcomes and concurrent board interests require additional source-level verification.