Robin LaChapelle
About Robin LaChapelle
Robin LaChapelle (age 52) is a co-founder of ArriVent BioPharma and serves as Chief Operating Officer (since Aug 7, 2023), after serving as Chief Administrative Officer (since Jun 1, 2021). She holds a B.A. in Psychology from Indiana University, Bloomington, and an M.A. in Psychology from Loyola University Chicago. Her cash incentives are tied to corporate and individual objectives (e.g., pipeline development, financial and strategic goals) as determined by the board; equity is delivered primarily via stock options with a standard four-year vesting schedule (25% cliff, monthly thereafter), aligning pay with long-term value creation .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| RLT Consulting (HR consulting firm) | Executive Director | Jul 2019 – May 2021 | Leadership of HR consulting engagements |
| AstraZeneca plc | Vice President, Human Relations | May 2015 – Jun 2019 | Oversaw a team of 50+ employees |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| PayPal Digital (subsidiary of PayPal, Inc.) | Director | Current (as of Apr 28, 2025) | External directorship disclosed in AVBP proxy |
Fixed Compensation
- Latest disclosed base salary: $423,125 effective Feb 1, 2024; target annual bonus 40% of salary .
- Prior base salary progression: $262,500 initial (reduced schedule, 2021 offer); $406,851 effective Feb 1, 2023 .
| Year | Salary ($) | All Other Comp ($) | Notes |
|---|---|---|---|
| 2022 | 319,164 | 10,858 | Includes 401(k) match as “All Other Compensation” |
| 2023 | 392,639 | 13,200 | Includes 401(k) match as “All Other Compensation” |
Performance Compensation
- Annual cash incentive plan: targets set as % of salary; assessment against corporate and individual goals (pipeline, financial, strategic), as determined by the board .
| Component | Metric(s) | Target | Actual | Payout Timing | Vesting |
|---|---|---|---|---|---|
| Annual Cash Incentive (2022) | Corporate/individual objectives | 40% of salary | $127,667 | Paid in 2023 | N/A |
| Annual Cash Incentive (2023) | Corporate/individual objectives | 40% of salary | $180,614 | Paid Feb 2024 | N/A |
| Stock Options (see table) | Time-based vesting | N/A | Grant-date fair value shown in SCT | N/A | 4-year; 25% after 1 yr; monthly thereafter |
Option grant history and vesting (time-based):
| Grant Date | Options Granted (#) | Vesting Schedule | Notes |
|---|---|---|---|
| Feb 1, 2022 | 43,720 | 25% after 1 year; remainder monthly over 36 months | Standard NEO schedule |
| Feb 1, 2023 | 31,229 | 25% after 1 year; remainder monthly over 36 months | |
| Aug 22, 2023 | 59,171 | 25% after 1 year; remainder monthly over 36 months | |
| Jan 1, 2024 | 49,309 | 25% after 1 year; remainder monthly over 36 months |
Note: An earlier S-1 (Jan 5, 2024) reflected larger pre-IPO option counts; subsequent S-1/A and the 2023 Form 10-K reflect adjusted grant share counts shown above .
Equity Ownership & Alignment
- Founder Shares: 72,248 issued under a Founder Share Restriction Agreement dated May 13, 2021 .
- Beneficial ownership (as of Apr 21, 2025): 124,583 shares common; 57,786 options exercisable or vesting within 60 days. Percent of outstanding ≈ 0.54% (182,369 ÷ 34,045,193) .
- Hedging/pledging: Company insider trading policy prohibits short sales, margin/pledging, and hedging transactions (applies to executives and directors) .
| Ownership Detail | Amount | As-of Date | Source |
|---|---|---|---|
| Common shares owned | 124,583 | Apr 21, 2025 | |
| Options exercisable/vesting within 60 days | 57,786 | Apr 21, 2025 | |
| Beneficial ownership (common + 60-day options) | 182,369 | Apr 21, 2025 | Calculated from |
| Shares outstanding (denominator) | 34,045,193 | Apr 21, 2025 | |
| Ownership % of outstanding | ~0.54% | Apr 21, 2025 | Calculated from |
| Founder shares (issued) | 72,248 | May 13, 2021 | |
| Hedging/pledging policy | Prohibited | Policy in effect |
Employment Terms
- Offer letter date (CAO role): May 21, 2021; at-will employment; confidentiality and conflict-of-interest covenants (e.g., no use of third-party confidential information) .
- Executive Severance Plan: participant with the following terms (double-trigger equity acceleration on qualifying termination during Change-in-Control period) :
| Scenario | Cash Severance | Bonus Treatment | Benefits (COBRA) | Equity |
|---|---|---|---|---|
| Termination without Cause (non-CIC period) | 1.25x base salary + pro-rated target bonus | Pro-rated target for year of termination | Company-paid premiums up to 15 months | No acceleration disclosed outside CIC |
| CIC Termination (without Cause or for Good Reason during CIC period) | 1.5x base salary + target bonus (lump sum) | Additional full-year target bonus | Company-paid premiums up to 18 months | Full vesting of unvested equity; option exercise window extended to 1-year post-termination |
| Good Reason (definition excerpt) | Material cut in pay/bonus opportunity, material diminution in title/duties/benefits, >35-mile relocation, or failure of successor to assume plan | — | — | — |
| CIC (definition excerpt) | >50% change in voting power, sale of substantially all assets, certain mergers, or board turnover triggers, subject to 409A definitions | — | — | — |
Investment Implications
- Alignment: High equity leverage (multiple option grants, standard 4-year vesting) and founder shares create long-term alignment; anti-hedging/pledging policy mitigates misalignment risk .
- Retention and supply: Ongoing monthly vesting across four option grants implies a steady stream of potentially saleable shares post-vesting; double-trigger acceleration in a CIC could increase float supply upon a transaction-related exit .
- Cash incentive design: Target bonus set at 40% of salary with payouts tied to pipeline, financial and strategic milestones supports pay-for-performance, though specific weighting thresholds are not disclosed (governance relies on board discretion) .
- Downside protection: Severance plan provides 1.25x cash protection outside CIC and 1.5x in CIC with full equity acceleration, balancing retention with shareholder sensitivities (no tax gross-up disclosed) .
Appendix: Additional Disclosures Supporting This Profile
- Executive status and biography: COO since Aug 7, 2023; CAO since Jun 1, 2021; education; co-founder .
- Compensation history (SCT, 2022–2023): Salary $319,164 (2022), $392,639 (2023); Option Awards $73,648 (2022), $374,533 (2023); Non-Equity Incentive $127,667 (2022), $180,614 (2023); All Other Comp $10,858 (2022), $13,200 (2023) .
- Beneficial ownership details as of Apr 21, 2025 (proxy footnote and share count): 124,583 common; 57,786 options within 60 days; 34,045,193 shares outstanding .