Bob Lechleider
About Bob Lechleider
Bob Lechleider, M.D. is Immunome’s Chief Medical Officer, serving since October 2023; he is 64 years old and holds an M.D. from the University of Illinois College of Medicine and an A.B. in Chemistry from Princeton University . Prior roles include Chief Medical Officer at OncoResponse (2020–2023) and SVP, Clinical Development at Seagen (2016–2020), bringing deep oncology development experience to Immunome’s pipeline . Company-wide performance goals were assessed at 150% for 2023, driving his prorated incentive payout under the Company’s bonus plan .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| OncoResponse, Inc. | Chief Medical Officer | Apr 2020 – Oct 2023 | Led clinical strategy at an antibody-focused oncology biotech, positioning programs for development |
| Seagen, Inc. | SVP, Clinical Development | Sep 2016 – Apr 2020 | Directed clinical development in oncology at a leading ADC innovator, scaling late-stage execution |
External Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| None disclosed in Immunome’s executive biographies | — | — | No public-company directorships or committee roles disclosed for Lechleider |
Fixed Compensation
| Metric | 2023 |
|---|---|
| Annual base salary rate ($) | $485,000 |
| Salary paid ($) | $101,042 |
| Target bonus (%) | 40% of base salary |
| Sign-on bonus ($) | $100,000 (paid in two installments; service condition through 1-year anniversary) |
| Non-Equity Incentive Plan Compensation ($) | $58,320 (prorated; corporate goals achieved at 150%) |
Performance Compensation
| Incentive | Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|---|
| Annual cash incentive (2023) | Company-wide research, development, and corporate objectives | Not disclosed | 40% of base salary | Corporate goals achieved at 150% (prorated service) | $58,320 | Cash per plan timelines |
| Sign-on cash (2023) | Retention/sign-on | Not applicable | $100,000 total | Service through first anniversary required | $100,000 | Paid in two installments |
| Stock options (time-vested) | Time-based vesting; not performance-based | Not applicable | 400,000 options; grant-date fair value $2,706,000 | Exercise price $8.73; grant date Oct 27, 2023 | Equity; no cash payout | 25% on Oct 16, 2024; remainder monthly over 36 months |
Equity Ownership & Alignment
| Component | Details |
|---|---|
| Shares owned | 15,805 shares of common stock (as of Feb 1, 2025, per beneficial ownership footnote) |
| Options exercisable (near-term) | 141,666 options exercisable within 60 days of Feb 1, 2025 |
| Options outstanding | 400,000 options granted 10/27/2023 at $8.73 strike; 25% vest on 10/16/2024, remainder monthly over 36 months |
| Hedging/pledging | Company policy prohibits hedging and pledging by directors and officers |
Employment Terms
| Scenario | Cash severance | Bonus treatment | COBRA | Equity acceleration |
|---|---|---|---|---|
| Termination without cause or resignation for good reason (non-Change in Control) | 12 months base salary continuation | Pro-rated portion of target annual bonus (based on Board-determined metrics) | 12 months | Not specified (no automatic acceleration) |
| Termination without cause or resignation for good reason within 30 days prior to, at, or within 12 months following Change in Control | 12 months base salary continuation | 100% of target annual bonus | 12 months | 100% vesting of unvested equity awards |
| Clawback policy oversight | Compensation Committee oversees application of clawbacks/recoupment of incentive compensation |
Investment Implications
- Pay-for-performance: Cash bonus tied to company-wide objectives with disclosed 150% multiplier for 2023; equity is primarily time-vested options—aligns upside with long-run value creation but lacks explicit performance-vesting levers (PSUs) .
- Retention and supply dynamics: 400,000 options vest over four years with a cliff and monthly vest thereafter; steady monthly vesting may create incremental selling capacity, but pledging/hedging bans and at-will employment with CIC acceleration balance retention and alignment .
- Change-in-control economics: Full acceleration plus target bonus under CIC scenarios can reduce departure friction and ensure continuity through strategic transactions—supportive for deal execution but dilutive if realized broadly .
- Ownership: Direct ownership and near-term exercisable options provide skin in the game; company-wide prohibition on pledging mitigates alignment risk .