Camille Bedrosian
About Camille Bedrosian
Camille L. Bedrosian, M.D., is Chief Medical Officer of Amylyx Pharmaceuticals, appointed in November 2023, with nearly 30 years of clinical development leadership across rare disease and oncology; she is 72 years old as of April 11, 2025 . She holds an A.B. in Honors Chemistry (Harvard), M.D. (Harvard Medical School), and an M.S. in Biophysics (MIT); previously Assistant Professor of Medicine at Duke and member of the Duke Comprehensive Cancer Center . During 2023, Amylyx delivered $380.8M in net product revenue and met most corporate goals, including advancing multiple pipeline programs to pivotal stages—a period that overlapped her onboarding and leadership of development as CMO . She also serves on the boards of Crinetics Pharmaceuticals (CRNX) and Rhythm Pharmaceuticals (RYTM) .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Ultragenyx Pharmaceutical | EVP & Chief Medical Officer | 2018–2023 | Led drug development and translational research; advanced rare disease pipeline to pivotal stages |
| Alexion Pharmaceuticals | Chief Medical Officer | Not disclosed | Led development of therapies for complement-mediated diseases (PNH, aHUS) |
| ARIAD Pharmaceuticals | Chief Medical Officer | Not disclosed | Led drug development; built clinical organization |
| Duke University Medical Center | Assistant Professor of Medicine; Duke Comprehensive Cancer Center member | Not disclosed | Academic leadership in hematology/medical oncology |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Crinetics Pharmaceuticals (CRNX) | Director | Current (not disclosed) | Oversight of endocrine/rare disease portfolio |
| Rhythm Pharmaceuticals (RYTM) | Director | Current (not disclosed) | Guidance on obesity/rare genetic disease therapeutics |
| MIT Biology Visiting Committee | Member | Current (not disclosed) | Scientific advisory leadership |
Fixed Compensation
| Component | 2023 | Notes |
|---|---|---|
| Base Salary ($) | $56,763 | Pro-rated from Nov 27, 2023 start date |
| Contracted Base Salary ($) | $575,000 | Employment agreement initial annual base salary |
| Sign-on Bonus ($) | $173,000 paid; $100,000 contingent | $273,000 total; second installment payable upon establishing Boston-area residence; repayment if separate within 1 year (cause/no good reason) |
| All Other Compensation ($) | $2,838 | 401(k) safe harbor and eligible travel reimbursements to HQ until relocation |
Performance Compensation
| Item | 2023 Plan Detail | Outcome |
|---|---|---|
| Target Annual Bonus (%) | 45% of base salary | Not eligible for 2023 bonus due to start date after Sep 30 cutoff |
Company-wide corporate metrics used for NEO annual bonuses (context for pay-for-performance framework; Bedrosian not eligible):
| Goal | Percentage Achievement | Weighted Achievement |
|---|---|---|
| Rapid access to AMX0035 for ALS | 100% | 30% |
| ALS clinical and regulatory excellence | 110% | 33% |
| Build neurodegenerative pipeline | 93% | 19% |
| Transform ALS via diagnostics/publications | 110% | 11% |
| Talent/culture/systems/financial stability | 103% | 10% |
| Total corporate achievement | — | 103% |
Equity Ownership & Alignment
Initial equity awards at hire:
| Grant Type | Grant Date | Quantity | Vesting | Strike/Value |
|---|---|---|---|---|
| RSUs | 11/27/2023 | 58,333 | 4 equal annual installments (start first of month after start date) | Grant-date fair value $754,246 |
| Stock Options | 11/27/2023 | 162,500 | 25% at first anniversary; remainder monthly over 36 months | Exercise price $12.93; grant-date fair value $1,386,012 |
Outstanding awards at FY 2023 year-end:
| Instrument | Status (12/31/2023) | Terms |
|---|---|---|
| Options | 162,500 unexercisable; $12.93 strike; option expiration listed as 11/26/2023 in table (as reported) | Standard 4-year vesting schedule |
| RSUs | 58,333 unvested; market value $858,662 at $14.72/sh | Annual vesting over 4 years |
Insider transactions and ownership trends:
| Date | Type | Shares | Price | Post-Transaction Holdings | Notes |
|---|---|---|---|---|---|
| 2024-12-02 | Form 4 | Noted in SEC filing | — | — | SEC Form 4 filing event (details per XML) |
| 2025-03-31 | Sale (Form 4) | 12,425 | $3.47 avg | 194,375 | Market sale; per SEC filing index |
| 2025-09-30 | Sale for tax withholding (Form 4) | 12,039 | $14.5791 avg | 182,336 | Automatic sale to cover RSU vesting taxes; stated in Form 4 footnote |
Policies and alignment:
- Hedging/pledging prohibited for directors, officers, and employees; no pledging allowed .
- Compensation Recovery (Clawback) Policy adopted Oct 2, 2023 per SEC/Nasdaq rules .
Beneficial ownership disclosure:
- Bedrosian listed with “less than 1%” ownership in 2024 proxy table; number not disclosed .
- Subsequent Form 4s indicate direct holdings in the ~180–195K range post-transactions; recent sale explicitly for tax withholding on RSU vesting .
Employment Terms
| Provision | No CIC Termination (Without Cause/For Good Reason) | Change-in-Control Termination (3 months pre to 12 months post CIC) |
|---|---|---|
| Cash Severance | 9 months base salary (installments) | Lump sum 1.0x (base salary + target bonus) |
| Equity | None beyond standard; no acceleration unless per contract | Full acceleration of all time-based equity; performance-based awards deemed earned ≥ target/actual and convert to time-based; then fully accelerate |
| Health Benefits | Company contribution for COBRA up to 9 months | Company contribution for COBRA up to 12 months |
| 280G/4999 | Cutback to maximize net after-tax benefit (no gross-up) | Cutback to maximize net after-tax benefit (no gross-up) |
| Covenants | Confidentiality/NDA; IP assignment; post-termination non-solicit | Same |
Ownership guidelines and deferred compensation:
- No executive stock ownership guidelines disclosed for executives in the retrieved materials; no deferred compensation or pension plans provided .
Investment Implications
- Pay-for-performance alignment: Bedrosian’s annual bonus target is 45%, but she was excluded from 2023 payouts due to timing; her equity-heavy package (RSUs/options with multi-year vesting) aligns incentives to clinical and regulatory milestones critical for value creation .
- Retention and CIC protection: Severance of 9 months and single-trigger CIC window (with double-trigger termination to receive 1.0x base + target bonus and full equity acceleration) provide moderate retention economics without shareholder-unfriendly tax gross-ups .
- Selling pressure: Observed Form 4 selling includes automatic tax-withholding sales on RSU vesting; discretionary sales at low prices in early 2025 were modest, leaving substantial share ownership, suggesting limited incremental selling pressure near-term absent additional vesting events .
- Governance and risk: Company prohibitions on hedging/pledging and a compliant clawback policy reduce misalignment risk and protect investors in restatement scenarios .
- Execution track record: Her prior roles advancing rare disease pipelines to pivotal stages at Ultragenyx and leading development at Alexion/ARIAD are positive signals for Amylyx’s development programs, especially ALS and broader neurodegeneration .
Notes:
- 2024 and 2025 say-on-pay proposals were scheduled; vote outcomes were not included in the retrieved documents .
- Where values were not explicitly disclosed (e.g., executive ownership guidelines), items are omitted per instruction.