Yuri Maricich
Camp4 TherapeuticsAbout Yuri Maricich
Yuri Maricich, MD, is Chief Medical Officer at CAMP4 Therapeutics. He is age 44 and listed as serving as CMO since August 2023, with an offer letter executed August 15, 2024; his initial base salary was $460,000, increased to $500,000 in October 2024 . He previously served as CMO and Head of Development at Pear Therapeutics (2017–April 2023; Pear filed for Chapter 11 in April 2023), and holds a BS (Notre Dame), MD (University of Washington), and MBA (Harvard) . No TSR, revenue growth, or EBITDA growth metrics are disclosed for his tenure.
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Pear Therapeutics, Inc. | Chief Medical Officer and Head of Development | 2017–Apr 2023 | Led clinical and development for digital therapeutics; Pear filed Chapter 11 in Apr 2023 |
| Cavion LLC | Chief Scientific Officer; VP Neurology; Senior Medical Director | 2014–2016 | Scientific and clinical leadership in neurology |
| Xdynia LLC | President | 2011–2014 | Leadership and consulting across biotech/medtech |
External Roles
| Organization | Role | Years | Scope/Notes |
|---|---|---|---|
| Angelini Ventures | Venture Partner and Advisor | Sep 2022–present | VC investing in biotech, med device, digital health |
| Roche Holding AG | Scientific Advisory Board (advisor) | 2019 | Advisory engagement with large-cap pharma |
Fixed Compensation
| Item | Amount/Detail | Period/Date |
|---|---|---|
| Initial base salary | $460,000 | Commenced employment Aug 2024 |
| Base salary (increased) | $500,000 | Effective Oct 2024 |
| Target bonus % | 40% of base salary | FY 2024 |
| Actual salary paid | $180,833 | FY 2024 (partial year) |
| Actual bonus paid | $154,900 | FY 2024 |
| All other compensation | $486,692 (incl. $481,828 consulting fees pre-employment; $4,864 401(k) contribution) | FY 2024 |
Performance Compensation
| Metric | Weighting | Target | Actual | Payout Mechanics | Vesting |
|---|---|---|---|---|---|
| Annual bonus (company + individual performance factors) | Not disclosed | 40% of base salary | $154,900 | Cash bonus based on corporate goals and individual performance; board/committee evaluate and approve | Cash; no vesting schedule |
Equity Ownership & Alignment
| Item | Detail | Date |
|---|---|---|
| Beneficial ownership | 22,153 shares; <1% of outstanding (20,161,073 shares outstanding) | As of Mar 31, 2025 |
| Options exercisable | 2,768 shares @ $12.79 | As of Dec 31, 2024; expires 8/19/2034 |
| Options unexercisable | 130,118 shares @ $12.79 | As of Dec 31, 2024; expires 8/19/2034 |
| Vesting schedule | Vests in equal monthly installments over 48 months from Aug 15, 2024 | Time-based options |
| Hedging/derivatives | Prohibited (shorts, options, swaps, collars, exchange funds) | Insider trading policy |
| Pledging/margin | Prohibited, subject to limited exceptions; margin accounts prohibited | Insider trading policy |
| Stock ownership guidelines | Committee authorized to recommend and monitor; specifics not disclosed | Compensation committee remit |
Insider selling pressure lens: Options vest monthly over 48 months from Aug 15, 2024, creating a steady cadence of newly vested options; however, hedging and pledging restrictions limit speculative selling and leverage-driven disposals .
Employment Terms
| Term | Detail |
|---|---|
| Employment instrument | Offer letter dated Aug 15, 2024 |
| Role start timing | Biography lists CMO since Aug 2023; employment offer dated Aug 15, 2024 |
| Restrictive covenants | Employee Confidentiality and Assignment Agreement; non-compete and non-solicit for 12 months post-termination |
| CiC Plan eligibility | Participant (vice president+ level; CEO excluded) |
| CiC severance (Qualifying Termination in 3 months pre–12 months post-CiC) | Lump sum equal to 12 months base salary; monthly COBRA amount for up to 12 months; payment equal to target annual cash incentive award; full acceleration of outstanding, unvested time-based equity awards; subject to release and covenant compliance |
| Clawback policy | Recoupment of incentive comp for Section 16 officers upon material restatement; applies to prior 3 completed fiscal years; method at committee discretion |
Compensation Structure Analysis
- Heavy equity in 2024: Option grant fair value $1,699,080 vs cash salary $180,833 and bonus $154,900 indicates a strongly equity-heavy pay mix in the first year, aligning incentives with long-term performance .
- Consultant/peer benchmarking: Alpine Rewards served as independent compensation consultant, assisting with program design and peer group benchmarking; specifics of the peer group and target percentile are not disclosed .
- Clawback/controls: Formal clawback policy and strict hedging/pledging prohibitions strengthen alignment and reduce governance risk .
Say-on-Pay & Shareholder Feedback
- As an emerging growth company since IPO in October 2024, CAMP4 is not required to conduct advisory say‑on‑pay votes; therefore no historical approval percentages are disclosed .
Expertise & Qualifications
- Education: BS (Notre Dame), MD (University of Washington), MBA (Harvard) .
- Industry experience: Biotech clinical development leadership (Pear Therapeutics; Cavion), advisory roles (Roche SAB), venture investing (Angelini Ventures) .
Work History & Career Trajectory
- Progression from consulting/operating roles to CMO and Head of Development at Pear, then to CMO at CAMP4; mix of scientific, clinical, and strategic leadership experiences across biopharma and digital therapeutics .
Compensation Committee Analysis
- Composition and oversight: Compensation committee chaired by Steve Holtzman; includes Michael Higgins and Richard Young; met three times in FY 2024 and oversees performance goals, equity plans, clawback policy, and stock ownership guidelines .
- Use of independent consultant: Alpine assessed program design and peer benchmarks; committee affirmed Alpine’s independence per Nasdaq standards .
Performance Compensation – Additional Detail
- Program design: Annual bonuses based on achievement against corporate goals and individual performance; CEO recommendations for direct reports; board/committee determine final pool and payouts .
Equity Awards – Grant and Vesting Detail
| Award Type | Shares | Exercise Price | Grant/Vesting Start | Vesting | Expiration |
|---|---|---|---|---|---|
| Stock options | 132,886 total (2,768 exercisable; 130,118 unexercisable) | $12.79 | Aug 15, 2024 | Equal monthly installments over 48 months | Aug 19, 2034 |
Ownership Table – Executive Snapshot
| Holder | Shares Beneficially Owned | % Outstanding |
|---|---|---|
| Yuri Maricich, MD | 22,153 | <1% (based on 20,161,073 shares) |
Related Party Transactions
- Pre-employment consulting: $481,828 in consulting fees were paid to Dr. Maricich prior to becoming a full-time employee; also received $4,864 401(k) non-elective contribution in 2024 .
Risk Indicators & Red Flags
- Hedging/pledging prohibited; reduces alignment risks tied to derivatives or margin leverage .
- Clawback policy in place for Section 16 officers; enhances accountability in case of restatements .
- Pear Therapeutics prior bankruptcy noted; relevant to context of prior employer but not a direct issue for CAMP4 .
Investment Implications
- Pay-for-performance alignment is strong via sizable multi-year option grant vesting monthly, with CiC double-trigger economics including full acceleration of time-based awards and 1x salary plus target bonus, balancing retention with transactional risk incentives .
- Ownership is modest (<1%), but ongoing vesting increases exposure; strict hedging/pledging prohibitions mitigate misalignment and forced selling risks .
- Fixed compensation ramp (base raised to $500,000 and 40% bonus target) alongside pre-employment consulting suggests rapid integration of strategic clinical leadership; lack of disclosed quantitative performance metrics limits near-term pay-for-performance assessment granularity .