Scott Cenci
ACADIA PHARMACEUTICALSAbout Scott Cenci
Scott Cenci is Senior Vice President, Chief Information and Data Officer at Acadia Pharmaceuticals, appointed on August 4, 2025; he leads enterprise technology, data, and AI strategy and sits on the Executive Leadership Team reporting to CEO Catherine Owen Adams . He brings 25+ years in biopharma IT and digital transformation including senior roles at Genmab, Biogen, Zoetis, and Pfizer; education includes an MBA (MIS) from Seton Hall University and a BS in Computer Science with a Math minor from The College of New Jersey; he serves on the Osage Venture Partners Technology Advisory Board . Management has publicly framed his mandate as accelerating Acadia’s AI-enabled transformation across R&D and commercial operations . Context on company performance during his initial tenure: Q3 2025 total revenues were $278.6 million vs $250.4 million in Q3 2024, with net income of $71.8 million and diluted EPS $0.42 vs $0.20 in Q3 2024 .
| Metric | Q3 2024 | Q3 2025 |
|---|---|---|
| Total revenues ($USD Millions) | $250.401 | $278.633 |
| Net income ($USD Millions) | $32.765 | $71.779 |
| Diluted EPS ($USD) | $0.20 | $0.42 |
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Genmab | SVP, Global Information Technology and Digital | — | Transformed IT into full-scale digital org; scaled from ~500 to ~2,700 employees and ~$0.75B to >$3B revenue . |
| Biogen | Senior leadership roles in IT/digital | — | Led enterprise-wide digital and AI initiatives; implemented global ERP/cloud platforms; drove efficiencies via agile/data analytics . |
| Zoetis | Senior leadership roles in IT/digital | — | Led digital programs supporting corporate transformations (IPO/spin-offs/M&A integrations) . |
| Pfizer | Senior leadership roles in IT/digital | — | Global IT operations and data-led transformation experience . |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Osage Venture Partners | Technology Advisory Board member | — | Advises on technology; contributes domain expertise in AI/digital transformation . |
| Professional organizations | Speaker on Generative AI and digital transformation | — | Promotes best practices and thought leadership on AI-enabled operating models . |
Fixed Compensation
- Specific base salary, target bonus, equity grants, and employment agreement terms for Cenci were not disclosed in ACAD’s FY2024 proxy (named executive officers did not include him) and were not detailed in an 8-K; his appointment occurred August 2025, with disclosure expected in the next proxy cycle .
- Executive compensation framework: base salary, annual incentive bonus, long-term incentives, and post-employment compensation determined by the Compensation Committee; CEO evaluates other executives and provides input to the committee .
- Stock ownership guidelines: CEO 6x salary; other executive officers 2x salary; owned shares and unvested time-based RSUs count; unexercised options and unearned PSUs do not; 50% retention requirement until compliant; expected compliance within 5 years .
- Governance safeguards: hedging/pledging prohibited; no option repricing; no excise tax gross-ups on change-in-control payments; no automatic single-trigger CIC payments; clawback policy covers cash and equity incentives .
Performance Compensation
| Metric | Weighting | Target Definition | Payout Range | Vesting Terms | Source |
|---|---|---|---|---|---|
| Relative TSR vs peer group (PSUs) | — | rTSR over a 3-year performance period vs peer group | 0–150% of target | Earned over 3-year performance period; recognizes expense over service period regardless of outcome | |
| Operating goals (PSUs) | — | Net product sales, R&D, and business development goals as determined for grant year | Capped at 200% of target for prior-year operating goal PSUs | Generally recognized ratably over expected performance period once criteria are probable |
Notes: Company adopted rTSR PSUs in 2024 with Monte Carlo valuation; specific 2025 awards, weighting, and targets applicable to Cenci are not disclosed .
Time‑Based Equity Awards
| Award Type | Vesting | Term/Other | Source |
|---|---|---|---|
| Stock options | 25% after one year, then equal monthly installments over the next 3 years | 10-year term; exercise price at grant | |
| RSUs (time-based) | Four equal annual installments starting on first anniversary | Certain RSUs have accelerated vesting upon stock price thresholds per individual award terms |
Equity Ownership & Alignment
| Element | Policy |
|---|---|
| Stock ownership multiples | CEO 6x salary; other executive officers 2x salary |
| Counting toward guideline | Owned shares and unvested time-based RSUs count; options and unearned PSUs do not |
| Compliance timeline | 5 years to reach guideline; 50% retention until met |
| Hedging/pledging | Prohibited |
| Clawbacks | Apply to cash and equity incentive awards |
Employment Terms
- Role and reporting: SVP, Chief Information and Data Officer; member of Executive Leadership Team; reports to CEO; mandate is to lead digital transformation including technology, data, and AI strategy .
- Equity plan architecture: 2024 Equity Incentive Plan enforces minimum 12‑month vesting on awards (with limited exceptions up to 5% pool), permits stock options/RSUs/PSUs/other awards, and sets 10‑year option term; 2024 Inducement Plan for new hires mirrors terms .
Investment Implications
- Compensation alignment: rTSR PSUs tied to 3‑year performance vs peers, clawbacks, and bans on hedging/pledging support long‑term alignment and downside risk discipline for executives including Cenci once grants are disclosed .
- Retention dynamics: Company‑wide equity structures (12‑month minimum vesting; options with 4‑year vesting cadence) and stock ownership requirements create durable retention hooks for newly hired executives .
- Execution signal: CEO and management emphasize an AI/data transformation agenda with Cenci’s hire; this can be an operational efficiency lever across R&D/commercial while Q3 2025 results show double‑digit revenue growth year‑over‑year, providing near‑term credibility tailwind .
- Monitoring needs: Watch for next proxy to quantify Cenci’s cash/equity mix, PSU metric specifics and weightings, and any inducement awards under the 2024 Inducement Plan; these will refine views on pay‑for‑performance linkage and potential insider selling pressure from future vesting schedules .