Kevin R. Haas

About Kevin R. Haas

Kevin R. Haas is Chief Technology Officer (CTO) of Myriad Genetics, appointed in February 2021, and has been with the company since May 2013 . He holds a B.S. from the University of Wisconsin–Madison and a Ph.D. in Chemical Engineering from UC Berkeley, with work in molecular simulation and machine learning applied to protein dynamics; he has co-authored 16 peer-reviewed publications and nine patent applications; age 40 as of April 8, 2025 . Company performance metrics that drive executive compensation include revenue growth, adjusted operating income, adjusted EPS, and relative total shareholder return (TSR) against the Nasdaq Health Care Index (IXHC); Myriad reported 2024 revenue of $838 million (+11% YoY) and improved adjusted EBITDA versus 2023, which inform at-risk pay programs .

Past Roles

External Roles

Fixed Compensation

Not disclosed for Mr. Haas in the latest proxy; the named executive officer (NEO) tables exclude the CTO .

Performance Compensation

Company-wide framework applicable to executive officers (including CTOs) combines formula-driven annual cash incentives and performance-based equity (PSUs) with three-year measurement periods; metrics and weights are set by the Compensation and Human Capital Committee (CHCC).

• Annual cash bonus design: Weighted metrics include revenue, adjusted operating income, employee engagement and customer NPS, plus individual MBOs; financial metrics typically account for 50–70% of the total score, engagement 5%, NPS 5%, and MBOs 20–40% depending on role .
• Long-term incentives: 50% RSUs (pro-rata vest over three years) and 50% PSUs (three-year cliff vest) with metrics revenue (34%), adjusted EPS (33%), and relative TSR vs IXHC (33%); PSUs capped at target if absolute TSR is negative .

Company results used for FY2024 bonus formula:

Equity vesting mechanics (program-wide):

• RSUs: Pro-rata over three years, subject to continued employment .
• PSUs: Earned based on FY2026 goals for revenue and adjusted EPS, and TSR measured Jan 1, 2024–Dec 31, 2026; vest on third anniversary if earned .

Equity Ownership & Alignment

Beneficial ownership percentage for Mr. Haas is not disclosed in the proxy’s security ownership table (NEO/director-focused) .

Employment Terms

Standard executive employment, severance, and change-of-control protections apply to executive officers (including CTOs):

• Severance (no change-of-control): Cash severance equal to 1x current annual base salary plus 1x current target annual bonus; prorated current-year target bonus; immediate vesting of RSUs scheduled to vest within two years; PSUs remain outstanding for up to two years and vest to the extent performance conditions are met; up to 12 months COBRA reimbursement (CTO falls under “other executive officers”) .
• Change-of-control (double trigger: termination within 3 months before or 24 months after a CoC): Same as above but all outstanding unvested equity awards vest in full immediately .
• Definitions: Cause includes willful misconduct, fraud, felony, material policy breaches with cure periods; Good Reason includes material diminution of role or salary, or company breach, with notice/cure periods; Change of Control includes 50% ownership change, certain mergers/asset sales, or board turnover beyond the “Incumbent Board” .
• Clawback: SEC/Nasdaq-compliant recoupment of excess incentive-based comp over prior 3 fiscal years upon restatement; applies to cash and equity including non-GAAP, stock price, and TSR metrics .

Investment Implications

• Alignment and reduced sell pressure: Mandatory 50% post-vesting share hold until ownership multiples are met and an outright prohibition on pledging/hedging reduce near-term selling pressure and enhance alignment; CTO must meet 2x salary over five years, counting time-based RSUs but not options/PSUs .
• Performance-linked equity: PSU design ties payouts to multi-year revenue, adjusted EPS, and relative TSR vs IXHC, with downside protection via capped payouts when absolute TSR is negative—supporting pay-for-performance and creating trading catalysts around performance windows (three-year measurement/vesting cadence) .
• Retention risk and change-of-control economics: Double-trigger vesting and 1x salary+bonus cash severance (12 months benefits) provide retention balance; immediate full vesting on CoC terminations increases deal-related incentives yet is standard for peers as benchmarked by Mercer .
• Governance safeguards: Clawback policy, anti-hedging/pledging rules, and formula-driven bonuses with objective metrics (including engagement and NPS) mitigate risk of discretionary payouts and insider misalignment .

Note: Individual compensation amounts, grant sizes, and share ownership for Mr. Haas are not disclosed in NEO tables; the applicable structures and policies above govern CTO roles company-wide .

Citations

• Executive biography, education, age, tenure:
• Executive officer roster including CTO:
• 2024 company performance and compensation metrics/weights:
• 2024 performance actuals used in bonus formula:
• RSU/PSU vesting program design:
• Ownership guidelines and restrictions; compliance:
• Anti-hedging/pledging prohibitions:
• Severance and change-of-control agreements; definitions; double-trigger terms:
• CHCC benchmarking and peer group methodology:
• Say-on-pay support levels (context for pay program stability):