Francis Burrows
Kura OncologyAbout Francis Burrows
Francis Burrows, Ph.D., age 63, was appointed Chief Scientific Officer (CSO) of Kura Oncology effective January 2, 2025, after serving as SVP Translational Research (Jan 2023–Jan 2025) and VP Translational Research (2015–Jan 2023). He earned a Ph.D. in Immunology from the University of Bristol and a B.Sc. in Zoology from the University of Durham . Kura’s recent performance context includes cumulative TSR of $63.35 across 2020–2024 and net loss of $173.983 million in 2024, framing pay-for-performance alignment for senior executives . In 2024, Kura advanced its pipeline (e.g., FDA Breakthrough Therapy Designation for ziftomenib), ended the year with ~$727.4 million in cash, cash equivalents and short-term investments, and promoted Dr. Burrows to CSO .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Kura Oncology | VP Translational Research | 2015–Jan 2023 | Built translational biology across oncology programs; contributed to menin inhibitor and FTI platforms . |
| Kura Oncology | SVP Translational Research | Jan 2023–Jan 2025 | Led translational research; elevated to CSO amid clinical and regulatory progress . |
| Tragara Pharmaceuticals | Head of Oncology Biology | 2009–2015 | Led oncology biology; drug discovery and development programs . |
| Biogen | Senior Director, Molecular Discovery | 2006–2008 | Oversaw one clinical, two preclinical and four discovery programs; initiated Hsp90 inhibitor efforts in neurodegeneration/autoimmune . |
| Conforma Therapeutics | Founder | 2000 | Co-founded biotech acquired by Biogen in 2006; entrepreneurial value creation . |
| Aarden Pharmaceuticals | Founder | 2008 | Founded biotech; small-molecule discovery focus . |
External Roles
No public company board memberships or external governance roles disclosed for Dr. Burrows in Kura’s proxy and filings .
Fixed Compensation
| Element | Terms | Effective Date |
|---|---|---|
| Base Salary | $460,000 per year | Jan 2, 2025 . |
| Target Annual Bonus % | Up to 40% of base salary; determined by Board based on Company and individual objectives; must be employed through year-end to earn bonus | Jan 2, 2025 . |
| Paid Time Off | Minimum accrual not lower than 4 weeks per year | Jan 2, 2025 . |
| Benefits | Eligibility for standard employee benefit programs; expense reimbursement per policy | Jan 2, 2025 . |
Performance Compensation
- Long-term incentives philosophy: stock options and RSUs vesting over four years to align executives with long-term value; PSUs introduced in 2023 with robust goals tied to key milestones (e.g., FDA approval of NDA for ziftomenib in AML; initiation of registration-enabling trials; initiation of Phase 2 FTI combination study) .
- 2025 CSO equity grant: Option Award of 185,000 shares on January 2, 2025; standard vesting is 1/48th per month over four years (monthly vesting cadence), consistent with Kura’s plan terms .
- Annual incentive structure (company program reference): corporate goals and individual goals; recent weighting example for NEOs was 75% corporate and 25% individual with corporate achievement of 133.5% in 2024 (illustrative of program design; not specific to CSO for 2025) .
Anti-hedging/pledging: Executives are prohibited from hedging and pledging Kura stock; trading only in company window periods .
Equity Ownership & Alignment
| Ownership Metric | Amount | Notes |
|---|---|---|
| Common shares owned (direct) | 17,591 shares | As of March 31, 2025 . |
| Options exercisable within 60 days | 331,459 shares | As of March 31, 2025 . |
| 2025 Option grant | 185,000 options | Granted Jan 2, 2025; vest monthly over 4 years . |
| RSU-related activity | 2,166 shares sold at $7.8719; 846 and 1,320 share tranches (sell-to-cover for taxes) | Jan 28, 2025; tied to RSUs granted 1/26/2021 and 1/26/2022 . |
| Hedging/Pledging | Prohibited | Insider trading policy disallows hedging, pledging, margin accounts . |
| Ownership guidelines | Not disclosed | No executive stock ownership guideline disclosure found for CSO . |
Employment Terms
| Provision | Standard Termination (No CIC) | CIC Window Termination (Double Trigger) |
|---|---|---|
| Severance cash | 12 months base salary; lump-sum payable on day 60 post-Separation | 12 months base salary plus full target bonus for the year of Corporate Transaction; lump-sum payable on day 60 post-Separation . |
| Benefits | Company-paid COBRA premiums up to 12 months (or taxable cash equivalent if necessary) | Company-paid COBRA premiums up to 12 months (or taxable cash equivalent) . |
| Equity | No acceleration disclosed outside CIC | 100% acceleration of all equity (options/RSUs) at termination within CIC window; performance-based awards vest at target . |
| At-will employment | Yes | Yes . |
| Confidentiality/IP | Continues to abide by Proprietary Information and Inventions Agreement; Arbitration Agreement referenced | Same . |
| 280G | Section 280G addressed; potential cutback/handling per agreement | Same . |
Definition of “Corporate Transaction”: sale of substantially all assets, mergers/consolidations with conversion/exchange of shares, with exclusions for financing transactions and domicile changes; aligned to IRC Section 409A definitions .
Compensation Governance and Program Context
- Compensation Committee: Independent directors Mary T. Szela (Chair), Helen Collins, M.D., Diane Parks, Faheem Hasnain, Michael Vasconcelles, M.D.; met five times and took nine unanimous written consents in 2024 .
- Independent Consultant: Alpine Rewards advised on 2024 program design, peers, market data at 25th/50th/75th percentiles; committee determined independence and no conflicts .
- Say-on-Pay: 92% approval at 2024 Annual Meeting; annual say-on-pay cadence continues .
- Clawbacks: Two compensation recoupment policies applicable to executive officers for restatements .
- Option repricings: None in 2024 .
Investment Implications
- Alignment: CSO compensation emphasizes at-risk equity with monthly-vesting options and prohibited hedging/pledging, aligning incentives to sustained share price appreciation and milestone delivery (e.g., ziftomenib NDA, FTI combinations) .
- Retention/Change-in-control economics: Double-trigger CIC benefits (12 months salary + target bonus + full equity acceleration at target for performance awards) provide strong retention through strategic transactions; outside CIC, severance limited to 12 months salary and benefits, indicating balanced protection without over-insulation .
- Insider selling pressure: January 28, 2025 transactions were sell-to-cover for RSU tax obligations (not discretionary selling), limiting negative signal; a Form 144 was filed the same day, signaling potential planned sales, warranting monitoring around vest dates and windows .
- Execution risk: Company-level 2024 net loss and TSR context underscore the need for efficient clinical execution; Burrows’ translational leadership and prior program-building experience mitigate scientific risk in advancing menin inhibitor and FTI strategies .
Key monitorables: (1) Equity vesting and any additional Form 4 sales beyond tax sell-to-cover; (2) progress against PSU milestone goals; (3) any amendments to CSO employment agreement or changes to CIC terms; (4) committee/peer group updates and say-on-pay outcomes **[1422143_0000950170-25-053335_kura-20250411.htm:63]** **[1422143_0000950170-25-053335_kura-20250411.htm:54]** **[1422143_0000950170-25-053335_kura-20250411.htm:56]** **[1422143_0000950170-25-053335_kura-20250411.htm:55]**.