David McIntyre
Inhibikase TherapeuticsAbout David McIntyre
David McIntyre has served as Chief Financial Officer (Principal Financial Officer and Principal Accounting Officer) of Inhibikase Therapeutics (IKT) since April 14, 2025, and has signed the company’s Q2 and Q3 2025 10‑Q certifications as CFO . He brings two decades of life sciences finance leadership, including CFO roles at Anthos Therapeutics (Nov 2021–Apr 2025), Tessa Therapeutics (Nov 2020–Nov 2021), and AVITA Medical (Nov 2019–Nov 2020), plus Partner tenure at Apple Tree Partners and prior CFO/COO experience at HeartWare International; earlier, he practiced law at Baker McKenzie and KPMG . He is 54, holds a Bachelor of Economics (Accounting) and a Bachelor of Laws (Australia), an MBA from Duke (Fuqua Scholar), is a Certified Practicing Accountant, and admitted as a legal practitioner in Australia . Performance metrics tied specifically to his incentive bonus are set by the Board/Compensation Committee and not publicly disclosed; there is a company-wide clawback covering incentive pay upon restatement .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Anthos Therapeutics, Inc. | Chief Financial Officer | Nov 2021–Apr 2025 | Led finance at clinical-stage biopharma; capital markets engagement . |
| Tessa Therapeutics, Inc. | Chief Financial Officer | Nov 2020–Nov 2021 | Cell-therapy biotech finance leadership . |
| AVITA Medical, Inc. | Chief Financial Officer | Nov 2019–Nov 2020 | Regenerative medicine company; CFO role . |
| Apple Tree Partners | Partner | Dec 2012–Apr 2020 | Life sciences venture/growth equity investing . |
| HeartWare International, Inc. | EVP, CFO & COO | Not disclosed | Senior operating roles at medical device company . |
| Baker McKenzie; KPMG | Senior attorney | Not disclosed | Corporate/M&A/IPOs; legal background . |
| Braeburn, Inc.; Rio Tinto | Senior finance roles | Not disclosed | Finance roles at multinational/high-growth firms . |
External Roles
| Organization | Role | Years |
|---|---|---|
| Starpharma Holdings Limited | Director | Current . |
| Redflex Holdings Ltd. | Director | Prior . |
Fixed Compensation
| Component | Value | Notes |
|---|---|---|
| Base salary | $485,000 | Annual rate per Employment Agreement (effective Apr 14, 2025) . |
| Target bonus % | 45% of base | Annual cash incentive; actual payout at Board discretion . |
| PTO | 20 days | Per Employment Agreement . |
| Benefits | Medical, dental, life, disability; retirement plan | Standard employee plans; indemnification and D&O coverage . |
Performance Compensation
Annual Incentive
| Metric | Weighting | Target | Actual | Payout | Notes |
|---|---|---|---|---|---|
| Annual cash bonus | Not disclosed | 45% of salary target | Not disclosed | Not disclosed | Metrics and determinations made by Board/Comp Committee; not publicly disclosed . |
Equity Awards (Granted in connection with appointment)
| Award type | Shares | Exercise price | Vesting | Conditions |
|---|---|---|---|---|
| Hire Options | 1,775,539 | Fair market value on grant date | 25% at first anniversary; remainder in 36 equal monthly installments | Continuous service; standard plan terms . |
| Warrant Adjustment Options | 1,367,428 | Fair market value on grant date | 25% at first anniversary; remainder in 36 equal monthly installments | Exercisable only in proportion to Series A‑1 and B‑1 warrants exercised; unexercisable portion forfeited if warrants expire . |
Equity Ownership & Alignment
| Category | Amount | Status/Notes |
|---|---|---|
| Total options awarded (Apr 2025 appointment) | 3,142,967 | Sum of Hire and Warrant Adjustment Options . |
| Shares beneficially owned (as of May 1, 2025) | Not individually listed | McIntyre not individually shown in beneficial ownership table; options first vest at one year (no options exercisable within 60 days) . |
| Shares pledged as collateral | Not disclosed | No pledging disclosure identified . |
| 10b5‑1 / Insider trading policy | Adopted | Company maintains insider trading and Rule 10b5‑1 plan policies . |
| Clawback policy | Adopted | 3‑year recovery of incentive-based compensation upon restatement . |
| Ownership guidelines (executives) | Not disclosed | No executive ownership guideline disclosure identified . |
Employment Terms
| Provision | Outside Change-in-Control (CIC) | Within CIC Period (3 months before to 24 months after CIC) |
|---|---|---|
| Severance cash | 12 months base salary | 12 months base salary . |
| Health benefit continuation | Up to 12 months employer contribution (COBRA or equivalent) | Up to 12 months employer contribution . |
| Bonus treatment | Prior-year earned bonus paid; pro‑rated current-year bonus | Prior-year earned bonus paid; pro‑rated current-year bonus . |
| Equity vesting | Not accelerated by default | Immediate acceleration of all time‑based stock options/awards upon termination; Warrant Adjustment Options only exercisable per warrant conditions . |
| Triggers | Termination without Cause or resignation for Good Reason | Termination without Cause or resignation for Good Reason during CIC Period (double trigger) . |
| 280G treatment | Cutback to avoid 4999 excise tax, if beneficial | Same; reduction waterfall specified . |
| Restrictive covenants | Required confidentiality/assignment/non‑compete agreement (Exhibit A) | Continuing obligations required; injunctive relief for breach . |
| Governing law / jurisdiction | Georgia courts; jury trial waived | Same . |
Compensation Structure Analysis
- Equity-heavy new hire package with 3.14M options aligns upside to shareholder value; Hire Options vest time‑based, while Warrant Adjustment Options make exercise contingent on A‑1/B‑1 warrant exercises—tying executive equity realizability to external capital structure events .
- Severance economics are moderate (12 months salary, health continuation, bonus protections) with double‑trigger CIC acceleration limited by 280G cutback—shareholder‑friendly vs. gross‑up structures .
- Company adopted a compliant clawback across incentive pay; insider trading and Rule 10b5‑1 policies in place, but no disclosed executive ownership guidelines or pledging prohibitions—partial alignment safeguards with some gaps .
Risk Indicators & Red Flags
- The company repriced underwater options on October 9, 2024 for certain executives and directors (to $1.26), approved by stockholders on January 3, 2025—signals willingness to modify equity economics; not specific to McIntyre but relevant to compensation governance context .
- Q3 2025 SG&A increased materially, including severance and higher stock‑based comp—indicates near‑term pressure and potential optics on pay vs. performance; not specific to McIntyre’s payout but contextual for incentive framing .
Performance & Track Record
- McIntyre’s tenure includes prior CFO roles across multiple biopharmas and Partner role at Apple Tree Partners, reflecting capital markets, M&A, and operating breadth (Anthos, Tessa, AVITA, HeartWare) .
- As CFO, he executed SOX 302/906 certifications for Q2 and Q3 2025, reflecting responsibility for disclosure controls and financial reporting integrity .
Investment Implications
- Pay structure: Balanced cash severance and equity-heavy grants with CIC double‑trigger and 280G cutback reduce shareholder risk; clawback adds accountability, but lack of explicit executive ownership guidelines/pledging prohibitions is a governance gap .
- Vesting/exercise dynamics: Warrant‑linked exercisability introduces an added dependency on financing warrant exercises, potentially reducing near‑term sell pressure from option exercises versus standard RSUs/options .
- Retention risk appears mitigated by 12‑month severance and vesting structure; however, broad company willingness to reprice options historically (not specific to McIntyre) warrants monitoring for future compensation modifications .