Loïc Vincent
About Loïc Vincent
Chief Scientific Officer at Korro Bio (KRRO) since March 2025; employment agreement effective March 31, 2025 . He holds a Ph.D. in pharmacology from the University of Rouen, received the Bettencourt-Schueller Foundation Young Scientist Award, and completed an oncology postdoctoral fellowship at Weill Medical College of Cornell University . Company performance context pre-tenure: 2024 “pay versus performance” disclosure shows a $100 TSR proxy investment at $20 by year-end 2024 and net loss of $83.6M for 2024 .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Affini-T Therapeutics | Chief Scientific Officer | Aug 2021 – Mar 2025 | Led teams that advanced 20+ drugs into clinical development across modalities (small molecules, biologics, viral, cell therapies) |
| Takeda | Head, Oncology Drug Discovery Unit & Immunology Unit | Jan 2020 – Aug 2021 | Leadership in oncology and immunology discovery |
| Takeda | VP, Immuno-Oncology & Cell Therapy Discovery, Research Partnerships | Apr 2019 – Dec 2019 | Drove I/O and cell therapy discovery partnerships |
| Takeda | Head, Oncology & Immunology Research Partnerships | Nov 2016 – Mar 2019 | Built external research partnerships in oncology/immunology |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| — | — | — | No current public company directorships disclosed in KRRO’s proxy; Vincent is listed as an executive officer (not a director) |
Fixed Compensation
| Component | Terms |
|---|---|
| Base salary | $480,000 per year |
| Target annual bonus | 40% of base salary; determined by Board/Compensation Committee |
| 2025 bonus proration | Not prorated for 2025 despite partial-year start |
| Sign-on bonus | $100,000 total: $50,000 at Start Date and $50,000 on Jan 1, 2026; repayable (net of tax) if employment ends before 2nd anniversary, except CoC/qualifying terminations |
Performance Compensation
Annual Incentive Design (from Employment Agreement)
| Feature | Detail |
|---|---|
| Governance | Bonus eligibility and determination by Board/Compensation Committee |
| Target opportunity | 40% of base salary |
| 2025 treatment | Not prorated for 2025; must be employed on pay date unless otherwise provided |
| Metrics disclosure | Specific 2025 metrics/weightings not disclosed in agreement |
Equity Awards (time-based stock options)
| Grant | Shares | Exercise price | Vesting | Change-in-control treatment |
|---|---|---|---|---|
| New-hire stock option (subject to approval) | 70,000 | FMV at grant | 25% on first anniversary of Effective Date (Mar 31, 2026), then remaining 75% monthly over next 36 months, subject to continued service | If terminated without Cause or for Good Reason within the Change in Control Period, time-based equity becomes fully vested (double-trigger) |
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial ownership (as of Apr 15, 2025 record date) | Not listed among directors/NEOs in the 2025 proxy beneficial ownership table |
| Form 3/Officer status | Power of Attorney executed Mar 31, 2025 in connection with Section 16 reporting (Form 3) |
| Rule 10b5-1 plan | Adopted Jun 11, 2025; potential sale of up to 7,292 option shares; plan expires May 21, 2027 |
| Hedging/pledging | Company policy prohibits hedging and pledging; applies to executives and directors |
| Clawback | Company adopted a Dodd‑Frank/Nasdaq-compliant clawback Nov 3, 2023; Vincent’s agreement includes a Clawback Acknowledgement |
Note: The planned sale capacity (7,292 option shares) is approximately 10.4% of his 70,000-share new-hire option grant, if referenced solely to that grant size .
Employment Terms
| Term | Detail |
|---|---|
| Start/Status | Employment Agreement effective Mar 31, 2025; at-will; serves as Chief Scientific Officer |
| Location | Cambridge, MA offices; travel as needed |
| Severance (outside CoC) | Cash equal to 9 months base salary plus prorated target bonus for year of termination; up to 9 months COBRA contribution at active-employee rate, subject to separation agreement becoming irrevocable within 60 days |
| Payment timing (outside CoC) | Paid in substantially equal installments over 9 months; 409A timing safeguards apply |
| CoC severance (double-trigger) | Lump sum equal to 12 months base salary (or higher if pre‑CoC salary is higher) plus 100% of target bonus; immediate full vesting of time-based equity upon qualifying termination within the Change in Control Period; COBRA subsidy per company practice |
| Restrictive covenants | Agreement references a separate Restrictive Covenants Agreement (Exhibit A) |
| Clawback | Explicit acknowledgement that incentive-based pay may be recovered under the Company’s policy adopted pursuant to SEC Rule 10D-1/Nasdaq Rule 5608 |
| Trading plans | Rule 10b5-1 plan adopted Jun 11, 2025 for up to 7,292 option shares through May 21, 2027 |
Investment Implications
- Alignment and retention: Compensation mix includes a significant time-based option grant (70,000 shares) vesting through March 2029, creating multi-year retention and upside alignment; double-trigger CoC acceleration mitigates job-loss risk while preserving pay-for-deal discipline .
- Selling pressure monitor: A Rule 10b5-1 plan authorizes potential sales of up to 7,292 option shares through May 21, 2027; track executions for incremental supply signals around catalysts .
- Governance risk controls: Prohibitions on hedging/pledging and an adopted clawback reduce misalignment and recoupment risk on restatements; Vincent’s agreement acknowledges applicability of the clawback .
- Execution track record vs. pipeline catalysts: Vincent brings >20 clinical candidates advanced in prior roles; near-term Korro milestones include an interim readout for KRRO‑110 in 2H25—execution on these will likely influence incentive outcomes and insider trading cadence under the plan .
