Vicki Goodman
About Vicki Goodman
Vicki L. Goodman, M.D., age 55, has served as Mural Oncology’s Chief Medical Officer since November 2023. She trained at Albert Einstein College of Medicine (MD) and Rutgers University (BA Biochemistry, with Honors), with prior FDA oncology division service and senior development leadership roles at GlaxoSmithKline, BMS, Merck, and Exelixis before joining Mural . Tenure at Mural began under the Goodman Employment Agreement in November 2023, amended in February 2025 to add travel expense reimbursement . Company TSR, revenue growth, and EBITDA growth performance metrics were not disclosed in connection with her compensation plan; Mural is an emerging growth company with reduced executive compensation disclosure requirements .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Exelixis, Inc. | EVP, Product Development & Medical Affairs; CMO | Jan 2022 – Aug 2023 | Led late-stage oncology development and medical affairs at a commercial oncology company . |
| Merck & Co., Inc. | VP, Clinical Research; Therapeutic Area Head, Late Stage Oncology | Jun 2020 – Dec 2021 | Directed late-stage oncology clinical programs . |
| Bristol Myers Squibb | Oncology senior leadership; VP & Head, New Asset Development Teams | Jan 2015 – May 2020 | Portfolio leadership and new asset strategy in oncology . |
| GlaxoSmithKline plc | Roles of increasing responsibility | 2007 – 2015 | Oncology R&D leadership trajectory . |
| U.S. FDA (CDER, Oncology Division) | Medical Officer | 2004 – 2007 | Regulatory review experience in oncology drugs . |
| University of Michigan | Fellowship in Hematology & Medical Oncology; Internship/Residency | 2001 – 2004 | Clinical training in hematology/oncology . |
External Roles
- No current external public company directorships disclosed for Dr. Goodman in Mural’s proxies .
Fixed Compensation
| Metric | 2023 | 2024 |
|---|---|---|
| Base Salary ($) | $73,615 | $580,000 |
| Target Bonus (%) | Not eligible due to late 2023 start | 40% of salary |
| Actual Annual Bonus Paid ($, Non-Equity Incentive) | $0 (not eligible) | $290,000 |
| Sign-on Bonus ($) | $150,000 paid by Alkermes (Nov 2023); $100,000 to be paid by Mural within 30 days of May 1, 2024, subject to repayment on early separation (12 months) | $100,000 paid by Mural within 30 days of May 1, 2024 |
| All Other Compensation ($) | $2,231 (401k match) | $17,250 (401k match) |
| Total Compensation ($) | $705,580 | $987,250 |
Performance Compensation
| Metric Type | Weighting | Target | Actual | Payout | Vesting/Notes |
|---|---|---|---|---|---|
| Annual cash incentive | Not disclosed | Not disclosed | Not disclosed (aggregate $290,000 reported for 2024) | $290,000 (2024) | Company states bonuses based on specified corporate and individual goals; detailed metrics not disclosed . |
| PSUs/performance equity | — | — | — | — | No PSUs or performance-based equity disclosed for Dr. Goodman; equity reported as time-based RSUs/options . |
Clawback: Mural’s Compensation Recovery Policy requires recovery of excess incentive compensation for the prior three fiscal years upon a required accounting restatement, regardless of misconduct .
Hedging: Insider trading policy prohibits short sales and derivative hedging (puts/calls) on Mural securities .
Equity Ownership & Alignment
| Item | Detail | As-of Date |
|---|---|---|
| Beneficial Ownership (shares) | 50,853 shares (options exercisable within 60 days) | April 4, 2025 |
| Beneficial Ownership (% of SO) | ~0.29% (50,853 / 17,268,273 shares outstanding) | |
| Options – Exercisable | 33,901 @ $3.61; exp. 12/13/2033 | Dec 31, 2024 |
| Options – Unexercisable | 101,703 @ $3.61; exp. 12/13/2033 | Dec 31, 2024 |
| RSUs – Unvested | 54,763 units; market value $176,337 at 12/31/2024 close | Dec 31, 2024 |
| Grant Detail – Initial Option | 135,604 options granted 12/14/2023; 25% vests on first anniversary of 11/6/2023; remaining 75% vests in 12 equal quarterly installments (time-based) | Grant date |
| Grant Detail – Initial RSU | 73,018 RSUs granted 12/14/2023; 25% vests on each of first four anniversaries of 11/6/2023 (time-based) | Grant date |
| Ownership Guidelines | Not disclosed | — |
| Pledging/Hedging | Hedging prohibited; pledging not specifically addressed in disclosed policy | Policy |
Employment Terms
| Provision | Key Terms |
|---|---|
| Role & Start | Chief Medical Officer; employment agreement effective November 2023 . |
| Base & Target Bonus | Initial base salary $580,000; target bonus 40% of salary . |
| Equity Structure | Post-separation equity awards sized to 1.25% of aggregate outstanding equity (mix of options and RSUs) . |
| Travel Reimbursement | Feb 2025 amendment reimburses reasonable documented travel expenses to HQ . |
| Severance (non-CIC) | Lump sum: base salary + target bonus; 12 months COBRA premium contribution; prior-year earned bonus if unpaid . |
| Severance (within CIC period) | Lump sum: 1.5× base salary + 1.5× target bonus; 18 months COBRA premium contribution; prior-year earned bonus; pro-rated current-year target bonus; immediate full acceleration of all outstanding equity awards (double-trigger); §4999 excise tax cutback for best after-tax result . |
| Non-compete/Non-solicit | Not disclosed in proxy . |
| Clawback & Hedging | Company-wide policies summarized above . |
Compensation Structure Observations
- Mix and trend: 2023 equity grants were time-based RSUs/options; no 2024 equity grants for Dr. Goodman; 2024 total pay driven by salary and cash incentive; absence of disclosed PSUs suggests limited direct linkage to multi-year performance metrics .
- Discretion and metrics: Company references corporate and individual goals for bonuses but does not disclose metric weights/targets; Aon served as independent compensation consultant in 2024 .
- Contract enhancements: 2025 travel reimbursement amendment modestly increases fixed benefits, supporting retention .
Investment Implications
- Alignment: Equity is primarily time-based, with quarterly option vesting after first anniversary and annual RSU cliffs—useful for retention but a weaker pay-for-performance signal without PSUs or disclosed performance metrics; anti-hedging and robust clawback policies are shareholder-friendly .
- Retention and selling pressure: Quarterly option vesting and annual RSU vesting create regular liquidity windows that may introduce periodic selling pressure; equity acceleration under double-trigger CIC increases potential change-of-control costs but aligns with market norms .
- Ownership: Beneficial ownership is small (~0.29%), limiting “skin-in-the-game” signaling; no pledging disclosures reduce alignment risk on collateralization .
- Contract risk: CIC economics (1.5× salary+bonus and full acceleration) are moderate for a CMO and could modestly raise deal costs; lack of disclosed non-compete/non-solicit terms creates uncertainty on post-departure restrictions .