Derrick Richardson
About Derrick Richardson
Senior Vice President of People and Culture at Alumis Inc. since June 2023; previously VP, People & Culture (Apr–Jun 2023) and VP & Head of Program and Portfolio Management (Jan 2022–Apr 2023). Age 55; education: M.S. Mechanical Engineering (Cornell) and B.S. Product Design Engineering (Stanford) . Company performance context during his tenure: Q3 2025 revenue of $2.1 million (collaboration), net loss of $110.8 million, cash and marketable securities of $377.7 million, with elevated R&D and G&A reflecting ACELYRIN integration .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Alumis Inc. | VP & Head of Program and Portfolio Management | Jan 2022 – Apr 2023 | Led program/portfolio management during IPO and pipeline scaling |
| Alumis Inc. | VP, People and Culture | Apr 2023 – Jun 2023 | Built HR capabilities ahead of post-IPO growth |
| Alumis Inc. | SVP, People and Culture | Jun 2023 – Present | Executive HR leadership through ACELYRIN merger integration |
| Bristol-Myers Squibb (post-Myokardia acquisition) | Head, Cardiovascular Late-Stage Project Management | Nov 2020 – Dec 2021 | Led late-stage CV project management post-acquisition integration |
| MyoKardia, Inc. | Executive Director & Head of Project Management | Apr 2020 – Nov 2020 | Scaled PM for precision CV programs prior to BMS acquisition |
| MyoKardia, Inc. | Consultant | Oct 2018 – Apr 2020 | Supported program execution and PM frameworks |
| Genentech, Inc. | Consulting Project Manager | Feb 2016 – Oct 2018 | Managed cross-functional projects in biotech R&D |
External Roles
None disclosed .
Fixed Compensation
Not disclosed for Richardson; Alumis’ proxy identifies named executive officers (NEOs) for detailed compensation (CEO, CSO, Chief Business & Strategy Officer), but Richardson is not an NEO in 2024 disclosures .
Performance Compensation
Not disclosed for Richardson. Company-wide 2024 corporate bonus outcomes (used for NEOs) were paid at 105% of target based on corporate goals; applies to NEOs listed and not necessarily to Richardson .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Insider holdings and transactions | SEC Form 4 filed July 31, 2025 shows Richardson as reporting person, SVP People & Culture, with transactions reported; aggregate directly owned shares indicated at 107,000 following awards reported in mid-2025 . |
| Award vesting schedule (example) | A June 6, 2024 stock option reported in Form 4 vests 25% on June 6, 2025 and the remainder monthly over 36 months, subject to continuous service; standard time-based vesting language included in the filing . |
| Company hedging/pledging policy | Alumis’ insider trading policy prohibits hedging and pledging of company securities; prohibits holding stock in margin accounts and derivatives on company stock (puts/calls), improving alignment by limiting downside-hedging behaviors . |
| ESPP availability | 2024 ESPP effective June 28, 2024; 650,000 initially reserved, +544,073 added Jan 1, 2025 via evergreen. First purchase period Jan 24–May 20, 2025; 184,633 shares purchased during nine months ended Sept 30, 2025 . |
Employment Terms
- Company clawback policy adopted June 2024 per Dodd-Frank and Nasdaq/SEC rules; policy filed as Exhibit 97.1 to 10-K/A for FY2024 .
- No individual employment agreement, severance, or change-of-control terms disclosed for Richardson; Alumis discloses such terms for NEOs only .
- Insider Trading Policy details pre-clearance, 10b5‑1 plans, blackout management; pledging and derivatives transactions prohibited .
Company Performance Snapshot (Context for pay-for-performance alignment)
| Metric | Q3 2025 |
|---|---|
| Cash, cash equivalents, marketable securities ($mm) | $377.7 |
| Revenue ($mm) | $2.1 (collaboration) |
| R&D expense ($mm) | $97.8 |
| G&A expense ($mm) | $19.5 |
| Net loss ($mm) | $(110.8) |
Compensation Structure Analysis (Company-level signals relevant to executives)
- March 2024 option repricing reduced exercise prices to $8.84 for certain outstanding options (including directors/NEOs) to retain talent without large new grants, a governance-sensitive action often flagged as shareholder-unfriendly if repeated without clear rationale; Alumis cited retention and cash preservation .
- 2024 POP (Performance Option Plan) for NEOs uses share-price hurdles at $46.75, $70.125, and $93.50 with service-based monthly vesting upon hurdle achievement; strong emphasis on market-based performance alignment for top executives .
Risk Indicators & Red Flags
- Hedging/pledging prohibited by policy, reducing misalignment risk .
- Company-wide clawback policy in place, improving accountability for financial restatements/misconduct .
- Option repricing in 2024 is a governance watch item; needs monitoring for frequency and rationale .
Investment Implications
- Alignment: Richardson’s equity awards with standard cliff-plus-monthly vesting support retention; no pledging/hedging permitted improves alignment .
- Disclosure gaps: Lack of individual cash/bonus/severance details for Richardson limits granular pay-for-performance assessment; focus on company-level policies and insider filings for signals .
- Company execution risk: Elevated losses and heavy R&D/G&A tied to merger integration and pipeline acceleration frame the environment in which HR leadership affects retention and culture; monitoring insider activity and future proxy disclosures for Richardson-specific incentives is advisable .