Jared Gollob
About Jared Gollob
Jared Gollob, M.D., is Kymera Therapeutics’ Chief Medical Officer (CMO), serving since September 2018; age 61 as of March 31, 2025, with prior roles spanning clinical development leadership at Alnylam and academic appointments at Harvard Medical School and Duke University . Education includes B.A. and M.D. from Columbia University; clinical training in Internal Medicine at Massachusetts General Hospital and Medical Oncology at Dana-Farber Cancer Institute . Company TSR since IPO has fluctuated, closing at $120.96 for a $100 base in 2024 vs. $76.55 in 2023, $75.05 in 2022, $190.89 in 2021, and $186.41 in 2020; Kymera remains pre-revenue with compensation not tied to GAAP financial measures (net loss was $223.9M in 2024) .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Alnylam Pharmaceuticals | Senior Director, Clinical Research | Oct 2007 – May 2012 | Led early-stage clinical programs across infectious disease, oncology, amyloidosis; foundational human proof-of-concept for RNAi therapeutics |
| Alnylam Pharmaceuticals | VP Clinical Development & Global VP Medical Affairs (Amyloidosis) | Jun 2012 – Aug 2018 | Led late-stage programs, advancing amyloidosis footprint and clinical execution |
| Harvard Medical School; Dana-Farber; Beth Israel Deaconess | Academic/Staff physician-scientist | Not disclosed | Clinical and laboratory research in oncology/immunology; translational expertise |
| Duke University School of Medicine; Duke University Medical Center | Academic/Staff physician-scientist | Not disclosed | Clinical and laboratory research; institution-level execution |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| None disclosed | — | — | No public company directorships or external officer roles disclosed for Dr. Gollob |
Fixed Compensation
| Metric | 2022 | 2023 | 2024 |
|---|---|---|---|
| Base Salary ($) | 460,006 | 480,000 | 490,000 |
| Target Bonus (% of Salary) | 40% | 40% | 40% |
| Actual Annual Bonus ($) | 165,602 | 230,400 | 264,600 |
| All Other Compensation ($) | 12,200 | 13,200 | 13,800 |
| Total Compensation ($) | 2,765,015 | 3,474,154 | 5,749,693 |
Notes:
- 2024 bonus reflected a corporate payout ratio of 135% based on goal achievement; individual payouts ranged 110–135% across NEOs .
Performance Compensation
Annual Bonus Framework (2024)
| Metric Group | Weighting | Target | Actual | Payout |
|---|---|---|---|---|
| Development & Advancement of Pipeline | 55% | Advance STAT6/TYK2; KT-621 Phase 1; TYK2 DC; support KT-474 Phase 2 | Achieved and exceeded (KT-621 Phase 1 initiated; TYK2 DC; Sanofi’s KT-474 expansion) | 135% of corporate target |
| Support Company Growth | 45% | Financing, pipeline expansion, ops excellence | ~$600M raised; YE cash ~$851M; pipeline progression; engagement/retention | 135% of corporate target |
Kymera disclosed no GAAP financial performance metrics (e.g., revenue/EBITDA) used in pay-versus-performance; TSR materially influences “compensation actually paid” via equity mark-to-market .
Long-Term Equity Awards (Key Grants)
| Grant Year | Instrument | Grant Date | Shares | Grant-Date Fair Value ($) | Strike ($) | Vesting |
|---|---|---|---|---|---|---|
| 2024 | Stock Options | 3/1/2024 | 146,250 | 3,920,980 | 43.50 | 36 equal monthly installments through 3/1/2027 |
| 2024 | RSUs | 3/1/2024 | 24,375 | 1,060,313 | — | 3 annual installments beginning 3/1/2024 through 3/1/2027 |
| 2023 | Stock Options | 3/1/2023 | 112,500 | 2,149,241 | 32.07 | 36 equal monthly installments through 3/1/2026 |
| 2023 | RSUs | 3/1/2023 | 18,750 | 601,313 | — | 3 annual installments beginning 3/1/2024 through 3/1/2026 |
Additional program changes: starting in 2025, NEO long-term equity includes performance-based awards vesting on multi-year, long-term organizational goals .
Realization and Supply Indicators (2024)
| Item | Amount |
|---|---|
| Options exercised (#) | 86,137 |
| Value realized on exercises ($) | 3,280,617 |
| RSUs vested (#) | 10,450 |
| Value realized on RSU vesting ($) | 454,575 |
Equity Ownership & Alignment
Beneficial Ownership (point-in-time)
| Date (As of) | Shares Beneficially Owned | % of Shares Outstanding |
|---|---|---|
| Mar 31, 2023 | 390,520 | <1% (“*”) |
| Mar 31, 2024 | 482,839 | <1% (“*”) |
| Mar 31, 2025 | 569,772 (67,500 shares + 502,272 options exercisable within 60 days) | <1% (“*”) |
Outstanding Equity Awards (selected details, 12/31/2024)
| Grant Date | Exercisable Options (#) | Unexercisable Options (#) | Exercise Price ($) | Expiration | RSUs Unvested (#) |
|---|---|---|---|---|---|
| 11/1/2018 | 29,799 | — | 1.31 | 10/31/2028 | — |
| 5/23/2019 | 22,883 | — | 2.08 | 5/22/2029 | — |
| 5/14/2020 | 83,390 | — | 5.33 | 5/13/2030 | — |
| 8/20/2020 | 48,942 | — | 20.00 | 8/19/2030 | — |
| 3/1/2021 | 100,000 | — | 48.46 | 2/28/2031 | — |
| 3/1/2022 | 69,483 | 6,317 | 38.53 | 2/28/2032 | 4,200 (vests 3/1/2023–3/1/2025) |
| 3/1/2023 | 65,625 | 46,875 | 32.07 | 2/28/2033 | 12,500 (vests 3/1/2024–3/1/2026) |
| 3/1/2024 | 36,562 | 109,688 | 43.50 | 2/28/2034 | 24,375 (vests 3/1/2024–3/1/2027) |
Alignment safeguards:
- Anti-hedging/anti-pledging: strictly prohibited; no waivers to date .
- Clawback policy (Nasdaq-compliant, effective Nov 1, 2023) for incentive-based comp tied to financial reporting measures .
- No tax gross-ups; no option repricing absent shareholder approval .
Employment Terms
| Item | Provision |
|---|---|
| Employment status | At-will; CMO since Sep 2018 |
| 2024 base salary and target bonus | $490,000; 40% target bonus |
| Severance (no change-in-control) | 9 months base salary; 9 months COBRA premium coverage (company-paid portion) |
| Change-in-control (double trigger) | If terminated without cause or resigns for good reason within 12 months post-CIC: lump sum of 1x base + target bonus; 12 months COBRA premium coverage; 100% acceleration of time-based equity |
| Estimated payouts (as of 12/31/2024) | No CIC: $385,118 total (cash $367,500; healthcare $17,618) ; With CIC: $2,755,177 total (cash $686,000; healthcare $23,491; equity acceleration $2,045,686) |
| Clawback | Applies to incentive-based comp tied to financial reporting in event of restatement |
| Other | No tax gross-ups; anti-hedging/anti-pledging; ownership/trading policy in place |
Compensation Committee and Peer Benchmarking
- Committee: Jeffrey Albers (Chair), John Maraganore, Leigh Morgan; all independent; met 5 times in FY2024 .
- Consultant: Alpine Rewards (independent) .
- Peer groups: 2024 peer group of 17 biotech companies (e.g., Denali, Nurix, Xencor, RAPT, Celldex) ; 2025 updated to 18 companies reflecting higher market cap and immunology focus (e.g., Vaxcyte, Immunovant, Viking, Biohaven, Nuvalent, Apogee, IDEAYA) .
Say-On-Pay & Shareholder Feedback
- Say-on-pay approvals: 91% (2023) and 94% (2024) .
- Company conducts annual say-on-pay; committee considers feedback in design changes (e.g., adding performance-based equity in 2025) .
Investment Implications
- Alignment strong: significant equity at-risk with multi-year vesting; anti-hedging/pledging and clawback policies reinforce long-term shareholder alignment .
- Retention risk moderated by severance and double-trigger CIC protection; estimated CIC value ($2.76M) suggests manageable executive transition cost if strategic change occurs .
- Trading signals: substantial option exercise in 2024 ($3.28M realized) indicates potential supply overhang; however, continued unvested awards and introduction of 2025 performance-based equity should support forward alignment and retention .
- Performance linkage: annual bonus driven by R&D pipeline milestones and financing execution (135% payout in 2024); TSR has a material effect on compensation actually paid, aligning executive outcomes with shareholder returns in absence of revenue-based targets .