Julie Krop
About Julie Krop
Julie Krop, M.D., was appointed Chief Medical Officer of DiaMedica Therapeutics (DMAC) effective August 11, 2025, bringing 20+ years of biopharma leadership across rare disease and gene therapy; she previously served as CMO/Head of Development at PureTech Health, CMO at Freeline Therapeutics (helped drive a successful IPO), and CMO/EVP at AMAG Pharmaceuticals (involved in three drug approvals and development of an orphan drug candidate for severe preeclampsia) . She earned her M.D. at Brown, completed residency at Georgetown, and fellowships in epidemiology, clinical trial design, and endocrinology at Johns Hopkins; she is board-certified in Endocrinology . Context on company performance: DMAC’s cumulative TSR reached 342 at year-end 2024 (value of an initial $100 investment), while net loss was $24,381 thousand in 2024 .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| PureTech Health | CMO and Head of Development | — | Led multiple rare disease programs from preclinical through Phase 2 |
| Freeline Therapeutics | Chief Medical Officer | — | Helped drive a successful IPO; oversaw three clinical-stage gene therapy programs |
| AMAG Pharmaceuticals | CMO and EVP | — | Involved in approval of three drugs; advanced orphan drug candidate for severe preeclampsia |
| Vertex Pharmaceuticals | Senior development roles | — | Senior leadership in clinical development |
| Stryker Regenerative Medicine | Senior role | — | Development leadership in regenerative medicine |
| Peptimmune | Senior role | — | Clinical development roles |
| Millennium Pharmaceuticals | Senior role | — | Senior development roles |
| Pfizer | Senior role | — | Senior development roles |
External Roles
| Organization | Role | Committee/Focus | Notes |
|---|---|---|---|
| — | — | — | None disclosed in company filings/press releases for current public boards |
Fixed Compensation
| Element | 2025 (Krop) | Notes |
|---|---|---|
| Base Salary ($) | — | Not disclosed in appointment materials |
| Target Bonus (%) | — | Not disclosed; DMAC’s prior CMO (2024) had 40% STI target for context |
| Actual Bonus Paid ($) | — | Not disclosed |
DMAC’s executive program uses base salary, cash STI, and long-term equity (stock options) with pay-for-performance emphasis and no perquisites .
Performance Compensation
| Incentive Type | Metric/Terms | Weighting | Target | Actual/Payout | Vesting |
|---|---|---|---|---|---|
| Inducement Stock Option | Option to purchase 450,000 DMAC shares under 2021 Employment Inducement Incentive Plan; material inducement per Nasdaq 5635(c)(4) | — | — | — | Effective 8/11/2025; specific vesting not disclosed |
| DMAC STI Framework (2024, program reference) | Corporate objectives (ReMEDy2, manufacturing, capital); individual goals (evidence for DM199, reporting, partnering) | 75% corporate; 25% individual | — | Corporate achieved 76.4% of target; prior CMO’s individual objectives at 40% of target; discretionary 5% upward bonus adjustment example | Annual cash payout timing per STI program |
DMAC typically time-vests executive options: 25% at one-year anniversary, remaining 75% in 12 equal quarterly installments (new hire awards may be under the 2021 Inducement Plan); Krop’s specific vesting terms were not disclosed, but this is the prevailing structure .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial Ownership | Not yet disclosed for Krop; March 18, 2025 beneficial ownership table (pre-appointment) does not include her |
| Inducement Grant | 450,000 stock options effective 8/11/2025 under 2021 Inducement Plan |
| Hedging/Pledging | Prohibited: short sales; publicly traded options; hedging (collars/forwards); margin purchases; pledging DMAC stock |
| Clawback Policy | Mandatory clawback adopted in 2023 for incentive comp tied to financial metrics upon restatement, compliant with SEC/Nasdaq |
| Ownership Guidelines | Executive stock ownership guidelines not disclosed; director stock ownership addressed separately |
Employment Terms
| Provision | Terms (DMAC executive framework) |
|---|---|
| Start Date | Appointed July 31, 2025; effective employment date August 11, 2025 |
| Contract Scope | Employment agreements include confidentiality, non-compete, non-solicit, IP assignment |
| Severance (no cause) | Salary continuation: CEO 12 months; other execs 9 months; COBRA reimbursement; pro rata target bonus; acceleration of all or portion of equity awards (subject to release) |
| Change-in-Control | If terminated without cause or resigns for good reason within 12 months of CIC: CEO 18 months; other execs 12 months salary continuation; COBRA reimbursement; pro rata target bonus; equity acceleration (subject to release) |
| Triggers/Definitions | “Cause,” “Good Reason,” and “Change in Control” as defined in agreements |
| Anti-Hedging/Pledging | Prohibited per insider trading policy |
| Clawback | Mandatory per policy |
Krop’s specific agreement terms were not filed with the appointment; severance/CIC terms above reflect DMAC’s standard executive framework likely applicable to the CMO role .
Investment Implications
- Compensation alignment and retention: The 450,000 inducement option embeds long-term alignment and typical time-based vesting that promotes retention; anti-hedging/pledging and a formal clawback policy strengthen alignment and reduce governance risk .
- Insider selling pressure: If standard vesting applies, the first major vest would be roughly one year post start, with quarterly vests thereafter; selling pressure may coincide with vest dates, though specifics were not disclosed .
- Execution signal: Track record includes leading multiple programs to Phase 2, gene therapy program oversight, successful IPO execution, and involvement in three approvals at AMAG, directly relevant to DM199’s late-stage path in preeclampsia and stroke .
- Company pay practices and shareholder sentiment: DMAC emphasizes pay-for-performance with equity-heavy mix, prohibits hedging/pledging, and earned ~96% say-on-pay support in the prior year—constructive for governance and investor confidence .
Overall, Krop’s package is equity-centric with inducement options and standard DMAC executive safeguards; the absence of disclosed salary/bonus specifics limits near-term pay-for-performance modeling, but her background suggests high relevance to DM199’s clinical execution and potential value creation .