Amir Shojaei
About Amir Shojaei
Amir H. Shojaei, age 57, is Chief Scientific Officer (CSO) of Harrow, appointed in January 2025, overseeing development, clinical, medical, and regulatory affairs for marketed ophthalmic brands . He holds a PharmD and PhD in Pharmaceutical Sciences from the University of the Pacific and has 28 years of life sciences experience, including leading development of Xiidra (dry eye disease) at Shire (now Takeda), and senior roles at AsclepiX, TherOptix, Novartis, and TearClear . Company pay-versus-performance disclosures show 2024 total shareholder return (TSR) of $388 per initial $100 investment and a net loss of $17.5 million, providing context for pay outcomes and incentive design .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| AsclepiX Therapeutics | Chief Scientific Officer & EVP, Clinical Development | 2021–2024 | Led development of innovative therapies for neovascular retinal disorders |
| TherOptix Corporation | Chief Executive Officer | Not disclosed | Advanced drug‑eluting contact lens platform |
| Novartis Pharmaceuticals | Leadership roles | Not disclosed | Senior leadership in ophthalmic and broader pharma |
| Shire Pharmaceuticals (acquired by Takeda) | Leadership roles; clinical lead on Xiidra | Circa 2013 | Instrumental in clinical development leading to FDA approval of Xiidra for DED signs and symptoms |
| TearClear Corporation | Leadership roles | Not disclosed | Executive leadership in ophthalmology |
External Roles
No public company directorships or external board roles disclosed in Harrow filings or press releases related to Shojaei .
Fixed Compensation
| Component | Value / Terms |
|---|---|
| Base Salary | $450,000 per year |
| Target Annual Bonus % | 50% of base salary; metrics to be agreed with CEO; paid at timing consistent with senior leadership |
| 2025 Bonus Advance | $30,000 advanced at time 2024 bonuses are paid; repayable if voluntary termination before Dec 31, 2025 |
| Employment Type | Full-time, exempt; at-will employment |
| Benefits | Medical/dental/vision eligibility per plan; PTO 160 hours; 401(k) eligibility after 6 months and 500 hours |
Performance Compensation
Annual Cash Incentive
| Metric | Weighting | Target | Actual | Payout | Notes |
|---|---|---|---|---|---|
| Corporate/Role-specific metrics | Not disclosed | 50% of base salary | Not disclosed | Discretionary | Metrics agreed by CSO and CEO; must be employed on day of payment |
Equity Awards
| Award Type | Grant Size | Strike/Exercise Price | Vesting | Expiration | Notes |
|---|---|---|---|---|---|
| Stock Options | 30,000 shares | Fair market value at grant date | 25% on 1-year anniversary; remaining 75% vests in equal quarterly installments over next 3 years | Not disclosed | Subject to Harrow equity plan; options follow Board approval process |
Plan terms (2025 Incentive Stock and Awards Plan) prohibit discounted option grants, prohibit repricing without stockholder approval, require minimum one-year vesting (with a limited exception up to 5% of the pool), and allow performance awards; change-of-control provisions permit acceleration at the Compensation Committee’s discretion .
Equity Ownership & Alignment
| Item | Amount / Status |
|---|---|
| Initial Beneficial Ownership (Form 3, 01/06/2025) | No securities beneficially owned |
| Beneficial Ownership (as of 04/21/2025) | Less than 1% of shares outstanding; no individual share count disclosed for Shojaei |
| Granted Options Outstanding | 30,000 options (unvested; schedule above) |
| Pledging/Hedging | Company policy prohibits pledging, margin accounts, and hedging for directors and officers |
Ownership guidelines and compliance status for executives are not disclosed; no insider Form 4 transactions for Shojaei were found in the cited filings. Policy discourages standing/limit orders and requires preclearance for any hedging/monetization transactions .
Employment Terms
| Term | Detail |
|---|---|
| Start Date | January 6, 2025 |
| At‑Will | Yes |
| Severance (Without Cause) | After completing 12 months of service, 12 months of base compensation paid through payroll schedule |
| Change‑of‑Control | Not disclosed in offer letter (equity plan provides committee discretion for award treatment) |
| Non‑Compete / Non‑Solicit | Not disclosed in offer letter |
| Confidentiality/PIIA/Arbitration | Required agreements as employment conditions |
Investment Implications
- Retention risk: Severance eligibility is contingent on completing 12 months, creating initial-year retention incentive; long-dated option vesting (4-year schedule) further aligns tenure with value realization .
- Pay‑for‑performance alignment: Bonus metrics are set with CEO and discretionary, but options are struck at FMV and vest over time; equity plan prohibits repricing and discounted options, supporting shareholder‑friendly alignment .
- Selling pressure: Form 3 shows no initial holdings; with prohibited pledging/hedging and a time‑based option schedule, near‑term forced selling pressure appears low absent subsequent grants or RSU vesting .
- Execution track record: Proven leadership in ophthalmic innovation (e.g., Xiidra approval), plus retina program experience at AsclepiX, suggests capability to drive branded product lifecycle optimization—relevant to Harrow’s strategy to be a leading U.S. ophthalmic company .
- Contextual performance: 2024 TSR outperformance vs peers (TSR $388 vs peer $91 per $100 baseline) occurred alongside a net loss of $17.5 million; future compensation outcomes will likely hinge on sustaining commercial execution while improving profitability .