Juan Graham
About Juan Graham
Juan Graham, 49, is Chief Financial Officer and Principal Financial Officer of Perspective Therapeutics (CATX) effective January 6, 2025. He previously served as CFO of FibroGen (Sept 2021–Dec 2024) and held multiple senior finance roles at Johnson & Johnson across the U.S., Japan, Australia, and New Zealand; he holds a BBA from Tecnológico de Monterrey and an MBA from McGill University . His appointment was disclosed via Form 8-K and he is listed among executive officers in the 2025 proxy . No Juan-specific TSR/revenue/EBITDA performance metrics are disclosed in filings reviewed.
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| FibroGen, Inc. (NASDAQ: FGEN) | Chief Financial Officer | Sep 2021 – Dec 2024 | Led global finance; responsible for capital formation and allocation; supported strategic licensing and partnership initiatives . |
| Johnson & Johnson (NYSE: JNJ) | Global VP of Finance, Supply Chain | Apr 2019 – Sep 2021 | Senior global finance leadership across supply chain; prior roles supported commercial, R&D and business development across U.S., Japan, Australia, New Zealand . |
External Roles
- No current public company board roles or external directorships disclosed in the 8-K appointment filing or 2025 proxy materials reviewed .
Fixed Compensation
| Component | Terms | Notes |
|---|---|---|
| Base Salary | $500,000 per year | Effective with appointment as CFO on Jan 6, 2025 . |
| Target Annual Bonus | 40% of base salary (pro-rated for 2025) | Based on metrics established by the Compensation Committee . |
| Signing Bonus | $80,000 one-time | Repayment if voluntary resignation/termination for cause: 100% if <1 year; 50% if ≥1 and <2 years . |
Performance Compensation
Annual Cash Incentive
| Metric | Weighting | Target | Actual | Payout | Vesting/Timing |
|---|---|---|---|---|---|
| Company performance metrics set by Compensation Committee | Not disclosed | 40% of base salary target (pro-rated for 2025) | Not disclosed | Not disclosed | Annual, per Employment Agreement . |
Equity Awards (Options)
| Grant Type | Grant Date | Shares/Units | Exercise/Grant Price | Vesting | Expiration | Performance Condition |
|---|---|---|---|---|---|---|
| Stock Options (new-hire) | Effective date or ASAP thereafter (Jan 6, 2025) | 400,000 options | Closing price on grant date (NYSE American) | 25% on 1st anniversary; remainder in 36 equal monthly installments thereafter; service-based | 10 years from effective date | None; time-based vesting . |
Additional equity program context: In June 2024, the Compensation Committee adopted new vesting schedules (new-hire: 25% at year 1 then monthly; ongoing grants: 48 equal monthly installments) and did not reprice options in 2023–2024 .
Equity Ownership & Alignment
| Item | Status/Detail |
|---|---|
| Beneficial Ownership (Common Shares) | Juan Graham is not listed individually in the security ownership table as of April 2, 2025 (table shows CEO, CMO, CAO, directors) . |
| Options – Granted | 400,000 options per Employment Agreement . |
| Options – Exercisable within 60 days of Apr 2, 2025 | Not disclosed for Juan in proxy ownership table . |
| Hedging/Pledging | Company policy prohibits short sales, hedging (e.g., collars/swaps), options trading, and holding or pledging Company securities in margin accounts . |
| Stock Ownership Guidelines | Not disclosed for officers in reviewed filings . |
Employment Terms
| Term | Details |
|---|---|
| Employment Status | At-will; appointed CFO effective Jan 6, 2025 . |
| Severance (no Cause / Good Reason) | 12 months of then-current base salary; pro-rated target annual bonus for months employed in year of termination; COBRA premiums for up to 12 months; subject to release . |
| Change of Control (CoC) | If not retained by new company: accrued pay/expenses plus 12 months’ salary, pro-rated target bonus, and up to 12 months COBRA . |
| CoC—Additional Salary | Regardless of retention, 12 months’ salary paid in accordance with regular payroll; offset if employment with new company ends within 12 months and certain amounts already received . |
| Equity Treatment at CoC | All outstanding unvested equity awards, at executive’s option, vest and become immediately exercisable/unrestricted upon a Change of Control . |
| Restrictive Covenants | Standard confidentiality; covenant not to solicit Company customers for 1 year post-termination . |
| Non-Compete | Not specified in Juan’s 8-K summary (non-solicit specified) . |
| Clawback Policy | Company maintains a recoupment policy for restatements; Compensation Committee may recover performance-based compensation (including options) per SEC/NYSE American rules . |
| Hedging/Pledging Policy | Prohibited for officers/directors under Insider Trading Policy . |
| Related Party Transactions | 8-K states none involving Juan requiring disclosure under Item 404(a) . |
Compensation Structure Analysis
- New-hire package skews toward equity via a sizable option grant with four-year vesting (25% cliff at year one), aligning upside with shareholders but creating potential selling windows around vesting dates; no option repricing history disclosed in recent years, which reduces governance risk .
- Cash pay uses a moderate 40% bonus target, pro-rated for 2025, with metrics set by the Compensation Committee; lack of disclosed bonus metrics limits visibility on pay-for-performance calibration for the CFO role .
- Strong governance overlays: robust clawback policy and categorical prohibitions on hedging/pledging/margin reduce misalignment risk and potential forced selling pressure from collateral calls .
Performance & Track Record
- Professional achievements emphasized: led capital formation and allocation and supported licensing/partnerships at FibroGen; extensive global finance leadership across supply chain and BD at Johnson & Johnson .
- No Juan-specific CATX TSR or operating KPIs are attributed in the filings reviewed.
Compensation Peer Group (Context)
- For 2024 executive compensation benchmarking, the Compensation Committee engaged Aon, which identified a 21-company oncology/biotech peer set (e.g., CG Oncology, Fusion Pharmaceuticals, Relay Therapeutics, Tango Therapeutics, etc.), used to inform NEO equity awards; this framework likely informs CFO compensation positioning going forward .
Risk Indicators & Red Flags
- Hedging/pledging prohibited; mitigates alignment risks .
- Clawback policy in place; performance-based compensation recoverable after restatements .
- No Juan-related Item 404 related-party transactions disclosed .
- Section 16(a) compliance reported as timely for 2024 for officers/directors generally .
Investment Implications
- Alignment: Large option grant with four-year vesting tightly couples Juan’s upside to long-term equity value; prohibitions on hedging/pledging and a clawback policy provide governance support .
- Retention: One-year cliff followed by monthly vesting and 12-month salary severance/CoC protections reduce near-term retention risk; absence of a non-compete (non-solicit only) may modestly elevate medium-term mobility optionality .
- Pay-for-performance visibility: Bonus metrics are not disclosed, limiting external assessment of cash incentive rigor; reliance on time-based options (no PSUs) prioritizes share price appreciation over explicit operating milestones .
- Trading signals: Watch for Form 4 filings around the first-anniversary cliff (January 2026) and subsequent monthly vests; policy constraints limit hedging/pledging-driven sales, but standard liquidity-driven selling could occur around vesting events .