Mark Bradley
About Mark Bradley
Mark Bradley is Chief Development Officer at Alumis Inc., serving since May 2021; age 60. He previously held senior development leadership roles at Bristol‑Myers Squibb following its acquisition of MyoKardia, and at Genentech; he holds M.A. and B.A. degrees from the University of California, Berkeley . Company filings do not disclose TSR, revenue, or EBITDA performance metrics attributable to Bradley; he was not a named executive officer (NEO) in the 2024 proxy compensation tables .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Alumis Inc. | Chief Development Officer | 2021–present | Leads development across late-stage immune-mediated disease portfolio |
| Bristol‑Myers Squibb (post‑MyoKardia acquisition) | SVP & Site Head | 2020–2021 | Oversaw integration and site leadership in precision cardiovascular programs |
| MyoKardia, Inc. | SVP, Development | 2017–2020 | Led development of precision cardiovascular candidates pre‑acquisition |
| Genentech, Inc. | Head, Business Management gRED Clinical Operations | 2004–2017 | Managed clinical operations in research and early development |
| UCSF | Public health research | Early career | Foundation in clinical/public health research |
External Roles
No public company board roles or external directorships are disclosed for Bradley in company filings reviewed .
Fixed Compensation
| Item | 2023 | 2024 | Notes |
|---|---|---|---|
| Base salary | — | — | Bradley was not listed as a NEO; proxy tables cover CEO, CSO, and Chief Business/Strategy Officer only . |
| Target bonus % | — | — | Executive bonus targets disclosed for NEOs; Bradley-specific targets not disclosed . |
Performance Compensation
| Metric | Weighting | Target | Actual/Payout | Vesting |
|---|---|---|---|---|
| Not disclosed for Bradley | — | — | — | — |
Note: Alumis uses stock options and, for certain executives, performance option awards with share‑price hurdles ($46.75/$70.125/$93.50) and service conditions under the 2024 Performance Option Plan (POP); these were detailed for other NEOs, but Bradley’s awards were not disclosed .
Equity Ownership & Alignment
- Beneficial ownership: Bradley is not listed among directors/NEOs in the June 4, 2025 beneficial ownership table; thus individual share counts and % are not disclosed in the proxy .
- Hedging/pledging: Alumis’ Insider Trading Policy prohibits hedging transactions and pledging company stock as collateral; it also prohibits holding stock in margin accounts .
- Clawback: A Dodd‑Frank‑compliant compensation recovery policy was adopted in June 2024 and filed with the 2024 Form 10‑K/A .
- General vesting practices: Company options reported for NEOs typically vest 25% at one‑year cliff, then monthly over 36 months; select grants include six‑year schedules or performance share‑price hurdles; Bradley’s specific vesting not disclosed .
Employment Terms
| Agreement/Plan | Date | Key Economics |
|---|---|---|
| Offer Letter (Mark Bradley) | Mar 15, 2021 | Offer letter exists; terms not summarized in filing body (listed as Exhibit 10.15) . |
| Amendment to Offer Letter (Mark Bradley) | Jul 18, 2023 | Amendment exists (Exhibit 10.16); details not summarized in filing body . |
| Severance & Change‑in‑Control (Company Plan) | Feb 18, 2025 | Outside CIC: 3–12 months base salary, pro‑rated target bonus, company‑paid COBRA; certain equity acceleration for pre‑Plan grants. During CIC period (12 months post‑CIC): 6–18 months base salary, 1.0x–1.5x target bonus (tier‑based), company‑paid COBRA, and full acceleration of outstanding unvested equity awards; eligibility via participation agreement . |
| Good Reason/Relocation | Feb 18, 2025 | Good Reason includes material duty reduction, relocation >35 miles, salary reduction, or material breach; with notice/cure requirements . |
Compensation Structure Signals
- Option repricing: On March 29, 2024 the Compensation Committee repriced certain outstanding options to $8.84 (fair market value), covering directors and NEOs, to retain/incentivize talent while conserving cash; this is a governance red flag for some investors and suggests pressure on legacy equity value .
- Equity incentive design: POP grants for some executives require sustained share‑price performance ($46.75/$70.125/$93.50 VWAP over consecutive days) plus service conditions, aligning incentives to TSR outcomes .
- Perquisites/benefits: Company generally does not provide executive perquisites; executives participate in standard employee benefit plans and 401(k) on the same basis as employees .
Vesting Schedules and Insider Selling Pressure
- Company vesting structures for NEOs emphasize multi‑year vesting and, in some cases, performance‑conditioned vesting; POP awards include post‑termination eligibility windows for performance condition satisfaction (one year for voluntary resignation; two years if terminated without cause or constructively terminated), potentially reducing forced selling and aligning retention .
- Hedging/pledging bans reduce near‑term selling pressure and alignment risks; actual Bradley holdings and exercisable balances are not disclosed .
Performance & Track Record
- Organizational performance context: Alumis completed its merger with ACELYRIN on May 21, 2025, citing strengthened balance sheet and cash runway into 2027 to advance multiple readouts; integration elevated R&D and personnel costs in Q3 2025 .
- R&D trend: Q3 2025 R&D expenses increased $10.0M YoY to $97.8M, driven by CRO/CMO, clinical trial acceleration and personnel-related costs (including ACELYRIN integration), underscoring development scale‑up under Bradley’s development leadership .
Risk Indicators & Red Flags
- Option repricing of executive/board options in 2024 .
- Elevated integration and severance costs post‑merger impacting R&D and personnel expenses .
- Strong hedging/pledging prohibitions and adopted clawback mitigate alignment and recourse risks .
Investment Implications
- Alignment: Hedging/pledging prohibitions and a formal clawback policy support pay‑for‑performance alignment; POP share‑price hurdles used for certain executives tie payouts to sustained TSR, though Bradley‑specific awards are not disclosed .
- Retention: The 2025 Severance & CIC Plan provides tiered cash severance, bonus treatment, COBRA, and full equity acceleration upon CIC‑period terminations, reducing retention risk through deal cycles; outside CIC, severance/partial equity acceleration still apply .
- Governance: 2024 option repricing reflects prior equity underperformance and is a cautionary signal; investors should monitor future equity award structures and any POP participation by Bradley for stronger TSR linkage .
- Disclosure gap: Bradley was not a 2024 NEO; absence of detailed compensation, ownership, and award schedules limits precision on personal selling pressure and alignment; consider monitoring future proxies and Form 4s for grant and transaction detail .