Allison Dillon
About Allison Dillon
Allison Dillon, Ph.D., is Chief Operating Officer of ALX Oncology (ALXO), promoted from Chief Business Officer on August 12, 2025 after joining the company on May 7, 2024 . She brings 15+ years of oncology commercialization and portfolio strategy experience (Genentech; Calithera Biosciences) and holds a Ph.D. and M.S. in Neuroscience (Albert Einstein College of Medicine) and a B.A. in Psychology (University of Richmond) . Company performance context during her tenure window: Pay-versus-Performance tables show TSR of $7.77 (value of initial $100 investment) and net loss of $134.85 million in FY2024, vs TSR $17.27 and net loss $160.81 million in FY2023 (company-level metrics; attribution not implied) .
Company performance context (company-level):
| Metric | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|
| Value of initial fixed $100 investment (TSR) | $13.07 | $17.27 | $7.77 |
| Net Income (Loss) | $(123,482,000) | $(160,805,000) | $(134,850,000) |
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| ALX Oncology | Chief Business Officer | 2024–2025 | Led business strategy and IR/communications ahead of multiple clinical readouts . |
| Calithera Biosciences | SVP, Commercial & Portfolio Strategy | 2017–2023 | Drove commercial planning across heme/solid tumor/CF pipeline; supported fundraising and in-licensing (mivavotinib, sapansertib) . |
| Genentech (Roche) | Multiple commercial roles including Marketing Lead (GU) | Pre‑2017 | Led initial US launch plan for TECENTRIQ and subsequent launches; roles on AVASTIN, TARCEVA, ZELBORAF; US commercial rep to Roche global teams . |
| Campbell Alliance | Senior Consultant | Prior to Genentech | Commercial/strategy consulting across pharma/biotech clients . |
| UCSF/HHMI | Postdoctoral Fellow | Early career | Research on genetic pathways in medulloblastoma . |
External Roles
- Not disclosed in SEC filings or ALX press materials reviewed.
Fixed Compensation
Notes: Dillon was not listed as a Named Executive Officer (NEO) in ALX’s 2025 proxy (covering FY2024), and no 8-K detailing her individual compensation terms was found; therefore, ALX did not disclose her base salary or target bonus in available filings .
| Item | FY 2024 | FY 2025 YTD |
|---|---|---|
| Base Salary | Not disclosed (not an NEO) | Not disclosed (no 8‑K with terms found) |
| Target Bonus % | Not disclosed (not an NEO) | Not disclosed (no 8‑K with terms found) |
| Actual Bonus Paid | Not disclosed (not an NEO) | Not disclosed |
Performance Compensation
- Annual executive incentive plan exists company-wide, with goals spanning program-specific milestones and cross-functional objectives; 2024 bonus pool funded at 76% for corporate goals, with individual goals for NEOs at 100% (Dillon not an NEO; no individual metrics/weightings disclosed for her) .
- Plan permits a broad universe of performance goals (R&D milestones, regulatory, revenue, TSR, stock price, cash, ROE/ROA, etc.), with committee discretion and clawback applicability via the Compensation Recovery Policy adopted July 2023 .
| Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|
| Not disclosed for Dillon | — | — | — | — | — |
Equity Ownership & Alignment
- Beneficial ownership: Dillon is not included among named executives or directors in the beneficial ownership table as of March 31, 2025; her individual holdings are not disclosed .
- Hedging/pledging: Company policy prohibits hedging transactions, margin accounts, and pledging of company securities for all employees and directors .
- Clawback: Compensation Recovery Policy adopted July 2023 applies to incentive compensation .
- Outstanding awards: No RSU/PSU/option grants to Dillon disclosed in proxy tables; no inducement grant PR for Dillon found (contrast: CFO inducement option grant disclosed separately) .
| Item | Status |
|---|---|
| Shares beneficially owned | Not disclosed; not listed in 3/31/2025 table . |
| Vested vs. unvested breakdown | Not disclosed . |
| Options (exercisable/unexercisable) | Not disclosed . |
| Shares pledged/hedged | Prohibited by policy . |
| Ownership guidelines/compliance | Not disclosed for Dillon in filings reviewed. |
Employment Terms
| Term | Details |
|---|---|
| Current role | Chief Operating Officer, effective August 12, 2025 . |
| Prior role | Chief Business Officer, appointed May 7, 2024 . |
| Employment agreement/offer letter | No Dillon-specific offer letter/severance agreement disclosed in 8‑Ks or proxy; not an NEO in 2025 proxy . |
| Severance/change‑in‑control | Standard Severance Agreements described for NEOs (multiples, COBRA, accelerated vesting, 280G cutback/no tax gross-ups), but Dillon not covered in 2025 proxy; CFO’s agreement referenced to standard form for context . |
| Non-compete/non-solicit | Not disclosed. |
| Clawback | Company policy in place since July 2023 . |
Performance & Track Record
- Corporate milestones during her leadership window included program prioritization (focusing on biomarker-driven breast cancer strategy for evorpacept), initiation of ALX2004 Phase 1, and extension of cash runway to Q1 2027 (company statements; not individually attributed) .
- Appointment cadence indicates increased operational scope: CBO (May 2024) to COO (Aug 2025) .
Risk Indicators & Red Flags
- Hedging/pledging prohibited by policy; reduces alignment risk from collateralization or derivatives .
- Clawback policy in place; aligns with governance best practices .
- Section 16 compliance: 2025 proxy states all insiders complied with filing requirements in FY2024 .
- No Dillon-specific Form 4 transactions located in filings reviewed; continue to monitor for future insider activity (no 8‑K Item 5.02 disclosing her compensation terms found) .
Compensation Committee & Say‑on‑Pay (company-level context)
- Compensation committee uses Compensia as independent consultant; market-based design emphasizing at-risk pay, with broad permissible performance metrics and committee discretion .
- Say‑on‑pay approval in 2024 was 97% (supportive shareholder sentiment toward overall NEO pay framework) .
Investment Implications
- Retention and alignment: Dillon’s rapid promotion to COO suggests elevated responsibility and potential retention priority; however, absence of a disclosed employment/severance agreement or equity detail limits visibility on her long-term retention incentives. Company-wide prohibitions on hedging/pledging and a clawback policy support alignment and reduce governance risk .
- Near-term trading signals: No Dillon-specific insider Form 4s identified; monitor future filings for potential selling pressure once any inducement or refresh awards (if granted) start vesting. Current disclosure gap means no quantified vesting calendar is available for Dillon .
- Pay-for-performance analysis: Without individual metrics or award details for Dillon, pay-for-performance cannot be assessed at the executive level. Company-wide structures (broad performance goals, clawback, no tax gross-ups under 280G cutback) indicate governance discipline; shareholders showed strong support in 2024 say‑on‑pay .
- Watch items: Next proxy (covering FY2025) may add Dillon as an NEO following her August 2025 promotion, potentially disclosing base salary, target bonus, equity awards, and severance/change-in-control terms—key for analyzing alignment and retention risk .