Filip Janku
About Filip Janku
Filip Janku, M.D., Ph.D., is Chief Medical Officer of Monte Rosa Therapeutics (GLUE), a role he has held since June 2021; he is 50 years old as of March 31, 2025 and holds M.D. and Ph.D. degrees from Charles University (Czech Republic) . He previously served at MD Anderson (2009–2021) as Center Medical Director for the Clinical and Translational Research Center and Associate Professor in Investigational Cancer Therapeutics, with expertise in early-phase, biomarker-driven oncology trials; his work has received multiple awards and over 290 peer‑reviewed publications . In FY 2024, GLUE generated $75.6M in collaboration revenue (Roche $34.0M; Novartis $41.6M) and narrowed net loss to $72.7M from $135.4M in 2023, indicating improved operating leverage during his CMO tenure amid advancing clinical programs .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| The University of Texas MD Anderson Cancer Center | Center Medical Director, Clinical & Translational Research Center | 2009–2021 | Led early-phase clinical development and proof‑of‑concept studies for novel, biomarker‑driven therapies; recognized with multiple translational research awards . |
| The University of Texas MD Anderson Cancer Center | Associate Professor, Dept. of Investigational Cancer Therapeutics | 2009–2021 | Advanced precision oncology trials; authored/coauthored 290+ peer‑reviewed articles . |
External Roles
No public company board roles disclosed in the company’s executive officer biographies reviewed .
Fixed Compensation
| Year | Base Salary ($) | All Other Compensation ($) | Notes |
|---|---|---|---|
| 2024 | 500,000 | 13,800 | “All Other” primarily 401(k) safe‑harbor match (100% of first 4% of eligible comp) . |
| 2023 | 500,000 | 13,200 | “All Other” primarily 401(k) safe‑harbor match . |
Performance Compensation
Annual Cash Incentive (Senior Executive Cash Incentive Bonus Plan)
| Year | Target Bonus (% of Salary) | Actual Bonus Paid ($) | Plan/Metric Disclosure |
|---|---|---|---|
| 2024 | 40% | 230,000 | Company and individual performance goals; specific metrics not disclosed . |
| 2023 | 40% | 200,000 | Company and individual performance goals; specific metrics not disclosed . |
- Note: 2024 actual bonus of $230,000 on a $500,000 salary vs. a 40% target ($200,000) implies a ~115% payout vs. target (derived from disclosed figures) .
Long-Term Equity (Stock Options; ASC 718 grant-date fair value)
| Year | Option Awards – Grant-Date Fair Value ($) |
|---|---|
| 2024 | 514,069 |
| 2023 | 772,970 |
Option Grants and Vesting Schedules (Outstanding at 12/31/2024)
| Grant/Tranche | Exercisable (#) | Unexercisable (#) | Exercise Price ($) | Expiration | Vesting Notes |
|---|---|---|---|---|---|
| 6/24/2021 grant | 338,685 | 48,384 | 19.00 | 6/24/2031 | 25% on 6/1/2022, then 1/48 monthly . |
| 3/1/2022 grant | 59,468 | 27,032 | 13.41 | 3/1/2032 | 25% on 3/1/2023, then 1/48 monthly . |
| 10/3/2022 perf. option | 72,000 | 30,000 | 7.35 | 10/3/2032 | Perf. tranches: 36k vested 5/1/2024; 36k vested 6/15/2024; 30k will vest 3/13/2026 upon prior perf. condition achievement . |
| 1/3/2023 grant | 64,687 | 70,313 | 7.78 | 1/3/2033 | 25% on 1/3/2024, then 1/48 monthly . |
| 1/2/2024 grant | — | 121,000 | 5.71 | 1/2/2034 | 25% on 1/1/2025, then 1/48 monthly . |
Equity Ownership & Alignment
| As of | Direct Shares Owned | Options Exercisable within 60 Days | Total Beneficial Ownership | % of Outstanding Shares |
|---|---|---|---|---|
| March 31, 2025 | 9,189 (ESPP) | 641,756 | 650,945 | 1.06% (61,509,821 shares o/s base) |
- Pledging/hedging: Insider Trading Policy prohibits pledging, margin, short sales, and derivative/hedging transactions; no waivers to date .
- Clawback: Dodd‑Frank compliant Compensation Recovery Policy adopted Sept 27, 2023; recoupment of incentive comp paid in three years preceding a restatement .
Employment Terms
| Scenario | Salary Multiple | Bonus Multiple | COBRA Premiums | Equity Acceleration | Change‑in‑Control (CIC) Window |
|---|---|---|---|---|---|
| Termination without Cause / Good Reason (non‑CIC) | 12 months | — | Up to 12 months | Not disclosed for Dr. Janku | N/A |
| Double‑Trigger (termination without Cause / Good Reason in connection with CIC) | 12 months | 1x annual target bonus | Up to 12 months | Not disclosed for Dr. Janku | Within 3 months prior to or 12 months after CIC |
- At‑will employment; agreements effective at IPO in 2021 (substantially similar terms across NEOs) .
Performance & Track Record (context for compensation outcomes)
- FY 2024 collaboration revenue of $75.6M (Roche $34.0M; Novartis $41.6M) vs. $0 in 2023; net loss improved to $72.7M from $135.4M, alongside continued MRT‑2359 clinical study, MRT‑6160 entering clinic, NEK7 program progression, and platform advancement (QuEEN) .
- Annual bonus plan outcomes were based on company and individual goals; specific targets/weightings are undisclosed .
Investment Implications
- Alignment/retention: Significant option exposure (641,756 options exercisable within 60 days; additional unexercisable/options with ongoing monthly vesting into 2026) ties realized compensation to long‑term equity value creation; pledging/hedging bans and a Dodd‑Frank‑compliant clawback further align with shareholders .
- Pay‑for‑performance: Cash bonus exceeded target in 2024 (actual $230k vs. $200k target on $500k salary → ~115% payout), but the company does not disclose metric weightings/targets, limiting external assessment of rigor; equity grants are option‑only, reinforcing at‑risk pay design .
- Selling pressure watchpoints: Notable upcoming vests include the performance option tranche of 30,000 shares scheduled for March 13, 2026, with ongoing monthly vesting on multiple grants—monitor Rule 10b5‑1 activity and Form 4s around these windows .
- Change‑in‑control economics: Double‑trigger severance (12 months’ salary + 1x target bonus + up to 12 months COBRA) provides retention through strategic transactions without excessive single‑trigger benefits; no explicit equity acceleration for Dr. Janku disclosed .