Timothy Kieffer, Ph.D.
About Timothy Kieffer, Ph.D.
Chief Scientific Officer of Fractyl Health (GUTS) since September 2023; age 59 as of April 24, 2025. Previously CSO at ViaCyte (2021–2022), co‑founded Lunar Therapeutics in September 2024, and is a Professor of Medicine at the University of British Columbia (since 2007) with >200 publications and >20,000 citations in islet biology, gene/cell therapy for diabetes . Fractyl notes executive prohibitions on hedging and pledging stock and maintains a clawback policy, supporting compensation alignment . On the May 2025 earnings call, management recognized Dr. Kieffer’s leadership on RJVA‑001 and indicated he would continue supporting Fractyl as a scientific consultant as Rejuva transitions into clinical development, a potential early indicator of role transition and retention considerations .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| University of British Columbia | Professor of Medicine | 2007–present | Islet biology; >200 publications and >20,000 citations; leader in gene/cell therapy for diabetes |
| ViaCyte Inc. | Chief Scientific Officer | Sep 2021–Oct 2022 | Stem cell‑derived treatments for diabetes; advanced R&D leadership |
| Lunar Therapeutics | Co‑founder; Board member | Sep 2024–present | Developing novel strategies for stem cell‑derived diabetes treatments |
| Fractyl Health | Chief Scientific Officer | Sep 2023–present | Led RJVA‑001 toward CTA submission; recognized for leadership; continuing as scientific consultant as program enters clinic |
External Roles
| Organization | Role | Years |
|---|---|---|
| Lunar Therapeutics | Board member; Co‑founder | Sep 2024–present |
| University of British Columbia | Professor of Medicine | 2007–present |
Fixed Compensation
| Component | Pre‑IPO | Post‑IPO |
|---|---|---|
| Base salary ($USD) | $200,000 | $225,000 |
| Per pay period ($USD) | $7,692.31 | $8,653.85 |
Notes: The First Amendment to Dr. Kieffer’s Offer Letter became effective upon the IPO and increased his base salary from $200,000 to $225,000, with corresponding per‑pay‑period amounts updated .
Equity Ownership & Alignment
- Hedging and pledging of Company securities are prohibited for directors, officers, and employees under Fractyl’s Insider Trading Compliance Policy, supporting alignment with shareholders .
- Company maintains a Dodd‑Frank/Nasdaq‑compliant clawback policy for recovery of erroneously awarded incentive compensation .
- Beneficial ownership tables in 2025 proxies list NEOs and directors; Dr. Kieffer is not a named executive officer or director, and his shareholdings were not individually disclosed therein .
Employment Terms
| Provision | Terms |
|---|---|
| Offer Letter (Amended at IPO) | Base salary increased to $225,000; updated per‑pay‑period amounts |
| Severance (non‑CIC) | 12 months of base salary and up to 12 months of COBRA, subject to release; applies after 12 months of service |
| Change‑in‑Control (CIC) Window | From 3 months before to 18 months after a CIC |
| Severance (during CIC window) | 12 months of base salary and up to 12 months of COBRA, subject to release |
| CIC Target Bonus | Lump‑sum cash equal to 1.0x then‑current target annual bonus |
| Equity Acceleration (CIC) | 100% acceleration of unvested equity awards that vest solely based on continued employment/service; performance‑vesting awards governed by applicable award terms |
| 280G Treatment | Best‑net cutback to avoid excise tax under Internal Revenue Code §4999 if beneficial |
| Definitions | Good Reason (material diminution of compensation/duties, relocation >50 miles, material breach, subject to notice/cure); Cause (gross negligence/willful misconduct, certain criminal acts, refusal to perform, fraud etc.) |
| Dispute Resolution | Mandatory binding arbitration; Company pays arbitration fees in excess of court costs |
Additional employment documentation: A separate employment agreement dated May 10, 2024 exists between Velocity Global International Ltd. and Dr. Kieffer (filed as Exhibit 10.9/10.19 in Fractyl’s SEC filings), indicating cross‑border employment arrangements consistent with his academic role in Canada .
Performance & Track Record
- Rejuva program progression: The Company submitted the first CTA module for RJVA‑001, targeting first‑in‑human dosing and preliminary data in 2026; scientific validation involved Dr. Kieffer and Dr. Randy Seeley, highlighting gut‑brain‑pancreas biology expertise .
- Management commentary (May 2025): Fractyl expects clinical and regulatory catalysts across Revita and Rejuva in 2025; Dr. Kieffer’s leadership on RJVA‑001 was specifically recognized, with an announced transition to scientific consultant support, implying evolving responsibilities as the program enters the clinic .
Investment Implications
- Pay‑for‑performance alignment: Prohibitions on hedging/pledging and a clawback policy suggest strong governance alignment; CIC economics include time‑based equity acceleration and 1.0x target bonus, balancing retention with potential acquisition scenarios .
- Retention risk and trading signal: Management indicated Dr. Kieffer would continue as a scientific consultant as Rejuva moves to clinic—this may reduce full‑time executive engagement but maintains scientific continuity; investors should monitor further disclosures (e.g., any 8‑K 5.02 filings) for formal role changes .
- Change‑of‑control economics: Double‑trigger severance in CIC window (12 months salary/COBRA + 1.0x target bonus) and full acceleration of time‑based awards can influence sale outcomes and executive incentives; performance‑based equity treatment remains subject to award terms, limiting windfalls if milestones are unmet .
- Data gaps: Kieffer is not a named executive officer in 2024; base salary and severance are disclosed via exhibits, but annual bonus targets, equity grant sizes, and actual payouts for 2024–2025 are not disclosed in proxy tables—investors should watch future proxies for inclusion if his status changes .