Ezio Bonvini
MACROGENICSAbout Ezio Bonvini
Senior Vice President, Research and Chief Scientific Officer at MacroGenics; joined the company in June 2003. Education and credentials: M.D., University of Genoa School of Medicine (clinical hematology); prior scientific and regulatory leadership at NIH (NCI) and FDA/CBER (Acting Deputy Director, Division of Monoclonal Antibodies; Chief, Laboratory of Immunobiology). Age: 71 (as of March 24, 2025). Company-level incentives tie pay to weighted corporate objectives; in 2023, MacroGenics achieved 113% of weighted Clinical (60%), Pre‑Clinical (20%), and Corporate (20%) goals, driving bonus outcomes for named executives; specific compensation outcomes for Bonvini were not disclosed .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| NCI/NIH | Visiting Fellow | Not disclosed | Immunology research foundation; translational expertise |
| FDA/CBER | Acting Deputy Director, Division of Monoclonal Antibodies; Chief, Laboratory of Immunobiology | Not disclosed | Biologics regulation leadership; monoclonal antibody oversight |
External Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| — | — | — | None disclosed in MacroGenics filings |
Fixed Compensation
Specific base salary, target bonus, and cash compensation for Bonvini are not disclosed (he is not a named executive officer). MacroGenics’ executive compensation philosophy emphasizes competitive base pay, limited perquisites, and a significant variable/equity component benchmarked to oncology-focused peers, with independent consultants (Compensia for 2023; Compensia then Alpine Rewards in late 2024/2025) advising the Human Capital Management/Compensation Committee .
Performance Compensation
MacroGenics links annual incentives to corporate and individual goals; for named executive officers (NEOs) other than the CEO, 80% of the bonus is based on corporate achievement and 20% on individual performance (CEO 100% corporate). Corporate objectives weighting: Clinical 60%, Pre‑Clinical 20%, Corporate 20%. In 2023, all three categories were assessed as “exceeded,” yielding 113% aggregate achievement; specific bonus targets/outcomes for Bonvini were not disclosed .
| Metric category | Weighting | Target | Actual assessment | Payout basis | Vesting/Timing |
|---|---|---|---|---|---|
| Clinical programs | 60% | Program advancement vs plans | Exceeded | Contributes to corporate achievement (NEO bonus calculus) | Annual cash bonus; RSUs/options per equity program |
| Pre‑Clinical programs | 20% | New molecule identification/testing | Exceeded | As above | As above |
| Corporate goals | 20% | BD, cash stewardship, compliance, engagement | Exceeded | As above | As above |
| Aggregate achievement | — | 100% | 113% | NEO bonus determination; CEO 100% corporate | Paid following year; equity grants separately approved |
Notes:
- Executive equity generally vests over four years for options and two–three years for RSUs; award designs and vesting schedules are programmatic and not individualized to Bonvini in filings .
Equity Ownership & Alignment
| Policy/Item | Requirement/Status | Scope | Notes |
|---|---|---|---|
| Anti‑hedging and anti‑pledging | Hedging and pledging prohibited | All directors, officers, employees | Enhances alignment; bans collars, swaps, margin, short sales, etc. |
| Stock ownership guidelines | CEO: 3x base salary; Section 16 officers: 1x base salary; Directors: 3x annual retainer | CEO, Board, Section 16 officers | Compliance required within five years of guideline effective date; individual compliance not disclosed |
Beneficial ownership (shares and options) for Bonvini is not enumerated in the Security Ownership table; the company discloses named executives and directors but does not list him separately .
Employment Terms
- Start date: Joined MacroGenics in June 2003; currently serves as SVP, Research and CSO .
- Change‑of‑control and severance: Individual employment/severance terms for Bonvini not disclosed. Company equity plan terms include no single‑trigger automatic vesting on change in control; potential acceleration only if provided in the award agreement; explicit prohibition on option/SAR repricing without prior stockholder approval; dividends prohibited on unvested awards; clawback policy aligned to SEC/Nasdaq 10D rules; no discounted options/SARs .
- Clawback: Incentive Compensation Recoupment Policy adopted November 2023 per SEC/Nasdaq 10D; applies regardless of misconduct if a restatement is required .
Say‑On‑Pay & Shareholder Feedback
| Metric | FY 2023 | FY 2024 |
|---|---|---|
| Advisory Say‑on‑Pay approval (%) | 88.9% | 95.7% |
Compensation Peer Group (Context for benchmarking)
The Compensation Committee used a peer group of mid-cap oncology/biopharma companies for 2023 benchmarking (e.g., 2seventy bio, ImmunoGen, Merus N.V., Deciphera, Xencor, REGENXBIO, Rigel, Karyopharm, Y‑mAbs, G1 Therapeutics, Mersana, Gritstone, NGM, Atara, Inovio, Clovis). Peer composition is reviewed annually; target percentiles are not fixed and decisions include judgment and internal equity considerations .
Risk Indicators & Red Flags
- Hedging/pledging ban reduces misalignment and margin‑call risk .
- Company prohibits equity award repricing without stockholder approval .
- Related‑party transactions: None requiring Item 404 disclosure reported since 2023; conflicts are reviewed by the Audit Committee per policy .
Investment Implications
- Alignment: Anti‑pledging/hedging and stock ownership guidelines for Section 16 officers support long‑term alignment; however, Bonvini’s individual ownership and award detail are not disclosed, limiting precision on “skin‑in‑the‑game” analysis .
- Execution/retention: Long tenure, NIH/FDA background, and CSO role suggest material influence on pipeline quality; company’s pay‑for‑performance framework and strong say‑on‑pay support indicate investor acceptance of incentive design; lack of individual disclosures for Bonvini is a coverage gap to monitor .
- Event risk: Company equity plan avoids single‑trigger acceleration and repricing, mitigating governance red flags; clawback strengthens downside accountability .