Louis Tamayo
About Louis Tamayo
Louis Tamayo, age 49, is Chief Financial Officer (principal financial and accounting officer) of Lexeo Therapeutics, effective August 15, 2025. He holds a B.B.A. in Finance and Marketing from Northeastern University and previously led finance and operational excellence roles at Siemens Healthineers, BD Diabetes Care, and Pfizer across U.S. and international markets . Lexeo is pre-commercial; recent fundamentals show persistent negative EBITDA, consistent with clinical-stage biotech investment cycles (see Performance table below; values from S&P Global). Mr. Tamayo’s mandate includes strategic planning, portfolio management, capital allocation, and supporting late-stage clinical and commercialization plans for LX2006 and LX2020 .
LXEO Performance Context (Annual)
| Metric | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|
| Revenues ($USD) | $654,000* | N/A* | N/A* |
| EBITDA ($USD) | -$60,241,000* | -$67,936,000* | -$105,137,000* |
| Values retrieved from S&P Global. |
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Siemens Healthineers AG | SVP – Operational Excellence | Feb 2023–Sep 2024 | Drove revenue growth and market expansion; led finance organizations supporting global product launches/partnerships; directed R&D capital allocation; oversaw transformation initiatives . |
| Siemens Healthineers AG | SVP – Head of Product Franchise Finance | Oct 2020–Feb 2023 | Built finance structures around product franchises; supported portfolio and capital allocation . |
| Siemens Healthineers AG | VP – Head of R&D Finance (Product Lifecycle Mgmt) | 2016–Oct 2020 | Led R&D finance across lifecycle management, aligning spend with development milestones . |
| Becton, Dickinson & Company | VP – Business Unit CFO, Diabetes Care | 2014–2016 | CFO for ~$1.2B global diabetes business; commercial and operating finance leadership . |
| Pfizer Inc. | Senior Director/Regional Head of Strategy & Analytics; Regional Finance Director – US Primary Care; Director – APAC Finance Program Office | 2000–2014 | Multi-region strategy and finance leadership; analytics, regional P&L support, program management . |
External Roles
No public company or non-profit board roles disclosed for Mr. Tamayo .
Fixed Compensation
| Component | Amount/Term | Notes |
|---|---|---|
| Base Salary | $480,000 per year | Subject to periodic review by CEO/Board. |
| Target Annual Cash Bonus % | 40% of base salary | Discretionary; determined by Company performance and individual objectives/milestones; paid within 90 days after year-end if awarded . |
| Actual Bonus Paid | Not disclosed | 2025 award timing post year-end; no public disclosure yet . |
| Standard Benefits | Eligible under Company plans | Per standard employee programs. |
| Expense Reimbursement | Business expenses reimbursed per policy | Standard policy terms. |
Performance Compensation
Annual Cash Incentive
| Metric Framework | Weighting | Target | Actual | Payout Mechanics | Vesting |
|---|---|---|---|---|---|
| Company performance and individual objectives/milestones | Not disclosed | 40% of base salary | Not disclosed | Paid within first 90 days following bonus year if awarded | Cash; no vesting. |
Equity Awards and Vesting Schedules
| Award Type | Quantity | Grant Terms | Vesting Schedule |
|---|---|---|---|
| RSUs | 45,000 shares | Under 2023 Equity Incentive Plan and award agreements | 25% on the 1-year anniversary of the first Company RSU vesting date on/after start date; remaining 75% vests 1/16 each quarter thereafter (Company RSU dates generally Feb 15, May 15, Aug 15, Nov 15) . |
| Stock Options | 280,000 shares | Exercise price = FMV on grant date; subject to Plan terms | 25% on 1-year anniversary of Effective Date (Aug 15, 2026), then 1/48 monthly thereafter, contingent on continued service . |
Notes: • RSU vesting start date aligns with the next Company RSU vesting date on or after start date; Company-wide RSU vesting dates are quarterly .
• Option strike set at fair market value on grant date per Board determination .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial Ownership at Appointment | Form 3 (filed Aug 27, 2025) reported “No securities are beneficially owned.” |
| Vested vs Unvested | Initial awards are unvested at grant; first RSU tranche vests ~1 year after RSU vest start; options first vest at 12 months post start . |
| Options – Exercisable vs Unexercisable | Unexercisable until initial 12-month cliff; then monthly vesting thereafter . |
| Hedging/Pledging | Company policy prohibits hedging or pledging of Company stock . |
| Ownership Guidelines | Not disclosed for executives in proxy; directors have separate option-based policy . |
Employment Terms
| Term | Outside Change-in-Control (CIC) Window | Within CIC Window |
|---|---|---|
| Employment | At-will | At-will |
| Severance Cash | Lump sum = 12 months base salary | Lump sum = 12 months base salary + 100% of target bonus |
| Health Benefits | COBRA reimbursement up to 12 months | COBRA reimbursement up to 12 months |
| Equity Treatment | Not accelerated (standard Plan terms apply) | Acceleration of unvested options and other equity awards upon qualifying termination |
| CIC Window Definition | N/A | Termination without Cause or resignation for Good Reason no more than 3 months prior to CIC or within 12 months after CIC |
| Conditions | Release of claims required; continued compliance with confidentiality/competitive obligations | Same |
| Indemnification | D&O indemnification coverage to same extent as directors/executive officers | Same |
| Dispute Resolution | Mandatory arbitration per Employment Agreement; New York law | Same |
Investment Implications
- Near-term selling pressure: Initial RSU vest (25% of 45,000) occurs at the 1-year anniversary of Mr. Tamayo’s RSU vesting start date, then quarterly vesting thereafter; options begin vesting at 12 months post-start (Aug 15, 2026) with monthly vesting thereafter—creating predictable Form 4 cadence and potential supply into the market as shares vest .
- Alignment: At appointment, Mr. Tamayo reported no beneficial ownership; alignment builds over time via scheduled RSU and option vesting. Prohibition on hedging/pledging supports alignment quality .
- Retention/CIC economics: Double-trigger CIC protection (3 months pre- to 12 months post-CIC) with cash and equity acceleration is market-standard; outside CIC, severance is salary-only plus COBRA, indicating meaningful at-risk compensation mix .
- Performance linkage: Annual cash bonus is discretionary against Company and individual objectives; no disclosed PSU metrics for Mr. Tamayo—equity is time-based, which reduces binary performance risk but limits direct pay-for-performance leverage .
Supporting Citations
- CFO appointment, age, education, prior roles ; role scope and strategic mandate .
- Employment Agreement terms: salary, bonus, equity awards, vesting .
- CIC window correction and arbitration/choice of law .
- Form 3 beneficial ownership (“No securities are beneficially owned.”) .
- Policy prohibiting hedging/pledging .
Values retrieved from S&P Global for the LXEO financial table above.