Jeffrey Arcara

About Jeffrey Arcara

Jeffrey S. Arcara is Senior Vice President and Chief Business Officer at Corvus Pharmaceuticals, serving since February 2024; he is 56 years old, holds a BBA from the University of Wisconsin–Madison and an MBA from UCLA Anderson, and previously led commercial and portfolio strategy at several pharma companies . Company performance context during his tenure: Corvus reported cumulative TSR of $221.99 for the 2021–2024 measurement window disclosed in the 2025 proxy, and continues to operate as a development-stage company with negative EBITDA, framing equity-heavy incentives as the primary alignment lever .

Company performance (for pay-alignment context):

Values retrieved from S&P Global.
TSR context: $221.99 value of $100 investment over the disclosed period (no dividends paid) .

Past Roles

External Roles

• Not disclosed.

Fixed Compensation

• Base salary, target bonus %, and actual bonus for Jeffrey Arcara were not individually disclosed in the 2024 or 2025 proxies (he was not a Named Executive Officer). The company disclosed that no annual performance-based bonuses were paid to NEOs for 2024; this does not necessarily apply to Arcara .

Performance Compensation

• Equity awards (RSUs/PSUs/options), specific grant amounts, performance metrics, and vesting schedules for Jeffrey Arcara were not disclosed in the proxy. However, Form 4 filings by Arcara indicate insider transactions on March 1, 2024 and December 23, 2024; details can be reviewed in the filings: 2024-03-01 Form 4 and related EDGAR index; 2024-12-23 Form 4 (StreetInsider mirror) .
• Governance protections around incentive pay include a Nasdaq-compliant clawback policy covering erroneously awarded incentive compensation, and formal equity grant timing practices to avoid granting around material nonpublic information .

Equity Ownership & Alignment

• Total beneficial ownership for Jeffrey Arcara was not individually reported in the beneficial ownership tables (which list directors and NEOs individually and provide only an “all executive officers and directors as a group” total) .
• Pledging/hedging: Corvus prohibits short sales, derivatives (puts/calls), hedging and pledging/margin of company stock by officers and directors, supporting alignment with shareholders .
• Stock ownership guidelines for executives were not disclosed in the 2024/2025 proxies.

Insider activity indicators:

• Form 4 filings for Arcara on 2024-03-01 and 2024-12-23 suggest equity-based compensation and/or transactions during 2024; see filings and mirrors .

Employment Terms

• Start date/tenure: Chief Business Officer since February 2024 .
• Contract terms (term, severance/CIC, non-compete/non-solicit): Not disclosed for Arcara. The proxy details severance/CIC for NEOs (CEO/CFO/SVP) only; those terms should not be presumed to apply to Arcara absent disclosure .
• Clawback policy: Adopted and applicable to officers under SEC/Nasdaq rules .

Say-on-Pay (context, governance signal):

• 2025 Say-on-Pay approved: 37,113,137 For; 2,096,601 Against; 63,815 Abstain; 14,121,947 broker non-votes .

Investment Implications

• Pay transparency: Arcara’s specific cash/equity compensation, performance weighting, and vesting schedules are not disclosed, limiting granularity of pay-for-performance assessment; however, Form 4s confirm equity participation, a positive alignment indicator in a development-stage biotech .
• Alignment/behavioral risk: Company-wide prohibitions on hedging/pledging reduce misalignment and forced selling risk; a formal clawback policy adds downside accountability .
• Retention risk: No disclosed severance/CIC terms specific to Arcara; absent clarity on protections, retention incentives likely rely on ongoing equity grants/vesting and programmatic incentives rather than guaranteed cash .
• Performance context: Strong disclosed TSR over 2021–2024 and continued negative EBITDA highlights the asymmetry of equity incentives; if pipeline milestones are achieved, option-based pay could deliver meaningful upside, reinforcing management’s risk-reward alignment; conversely, ongoing losses emphasize the need for milestone-driven incentives .

Footnote: * Values retrieved from S&P Global.