Andy Meyer
About Andy Meyer
Andy Meyer is Chief Business Officer at Janux Therapeutics, serving since March 2021; he is 41, with a BA in Finance from Georgetown University and an MBA from USC Marshall . Prior to Janux, he spent a decade in life sciences investment banking at Evercore and Bank of America Merrill Lynch, which aligns his role to capital markets and BD strategy . Company performance markers relevant to his tenure include cumulative TSR rising from $81.47 to $406.53 per $100 invested from 2023 to 2024 and net losses of $58.29M in 2023 and $68.99M in 2024 . He is listed as the investor relations contact on multiple filings, underscoring his capital markets interface responsibilities .
Company TSR and Profitability (context for tenure)
| Metric | 2023 | 2024 |
|---|---|---|
| Cumulative TSR (value of $100) | $81.47 | $406.53 |
| Net Income ($M) | $(58.29) | $(68.99) |
Recent Operating Results (context)
| Metric | Q2 2025 | Q3 2025 |
|---|---|---|
| Collaboration Revenue ($000s) | $0 | $10,000 |
| Net Loss ($000s) | $(33,858) | $(24,313) |
| Weighted Avg Shares (basic & diluted) | 61,902,411 | 62,023,685 |
Past Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| Evercore | Managing Director, Life Sciences Investment Banking | Mar 2019–Mar 2021 | Senior coverage/execution in life sciences |
| Evercore | Vice President, Life Sciences Investment Banking | May 2015–Mar 2019 | VP responsibilities in sector |
| Bank of America Merrill Lynch | Vice President, Life Sciences Investment Banking | Dec 2014–Apr 2015 | VP role in life sciences |
| Bank of America Merrill Lynch | Associate, Life Sciences Investment Banking | Jul 2011–Dec 2014 | Associate role in life sciences |
External Roles
No public-company directorships or external board roles disclosed for Andy Meyer in the 2025 proxy .
Fixed Compensation
- Janux did not include Andy Meyer among the named executive officers (NEOs) in 2024; therefore, his individual base salary and bonus details were not disclosed in the Summary Compensation Table .
- Company policy: Executive base salaries are reviewed annually using market/peer data, role importance, retention risk, and internal parity; 2024 base salary changes for NEOs ranged ~3.4%–10.5% (illustrative of process, not Meyer-specific) .
Performance Compensation
- Design: Annual cash bonuses for executives are tied to defined corporate objectives (R&D and regulatory milestones, organizational scaling, budget discipline); targets are set by the Compensation Committee in consultation with the CEO and evaluated holistically .
- 2024 outcome: Corporate goal achievement was assessed at 125% based on strong delivery against milestone objectives; NEO payouts reflected this result (illustrative of framework; individual Meyer payout not disclosed) .
2024 Corporate Objectives Snapshot (Company-level)
| Metric/Objective | Target | Actual | Payout Basis |
|---|---|---|---|
| JANX007 (PSMA): optimize dose/frequency with durable response and developable safety profile | Not disclosed | Achieved (part of overall company goal result) | Overall 125% company goal achievement |
| JANX008 (EGFR): early anti-tumor activity while maintaining developable safety | Not disclosed | Achieved (part of overall company goal result) | Overall 125% company goal achievement |
| IND enablement, collaboration milestones | Not disclosed | Achieved (part of overall company goal result) | Overall 125% company goal achievement |
| Organization scaling, budget management | Not disclosed | Achieved (part of overall company goal result) | Overall 125% company goal achievement |
Equity Ownership & Alignment
- Beneficial ownership: Individual share/option holdings for Andy Meyer are not disclosed in the Security Ownership table (which lists directors and the 2024 NEOs; Meyer is not a 2024 NEO) .
- Hedging/pledging: Company policy prohibits short sales, transactions in puts/calls, hedging, and margining of Company securities by employees, officers, and directors—reducing misalignment and selling pressure risk .
- Vesting constructs (company-wide, indicative of alignment):
- Options: Typically 25% on first anniversary of vesting start date, then monthly over 36 months; exercise price equals closing market on grant date .
- RSUs: Typically 25% annually over four years; RSUs introduced for executives in December 2024 effective for 2025 awards to strengthen retention amid volatility .
- Plan overhang/dilution context (recent): Options outstanding 9,954,999; RSUs outstanding 699,467; shares available under plans 6,452,219; ESPP 2,006,787 as of 9/30/2025 . Shares outstanding were ~60,123,602 as of 9/30/2025 .
Employment Terms
- At-will: Janux’s key employees, including executives, are generally at-will; the company notes retention challenges typical for biotech and relies on equity and cash incentives to retain talent .
- Severance/COC: The Change in Control and Severance Benefit Plan provides double-trigger benefits and full equity acceleration for participants; specific eligibility or severance terms for Andy Meyer were not disclosed (plan examples shown for NEOs only) .
Investment Implications
- Disclosure gap: Meyer is a key capital markets-facing executive (IR contact) with deep BD/IB credentials, but his specific pay mix, target bonus, and equity holdings are not disclosed—limiting pay-for-performance analysis at the individual level .
- Alignment/pressure: Company-wide prohibitions on hedging/margin reduce near-term selling pressure risks; the 2024 introduction of RSUs for executives signals a tilt toward retention-oriented equity, potentially moderating option-driven volatility in realized comp .
- Event risk: For executives covered by the Severance Plan, double-trigger COC with full equity acceleration can create timing incentives around strategic transactions; Meyer’s participation is not disclosed—monitor future proxies or 8-K 5.02 filings for any employment agreement amendments [4:— listing] [5:— listing].
- Trading signals: Watch Form 4s for Meyer to assess vesting-driven selling pressure and ownership alignment; monitor say-on-pay outcomes and compensation program evolution given the shift to RSUs and high 2024 corporate achievement (125%) . Also track quarterly collaboration revenue cadence and cash runway, as revenue recognition and losses inform equity award realizable value and potential retention risk .