Anna Mowry
About Anna Mowry
Anna Mowry, 47, has served as Nautilus Biotechnology’s Chief Financial Officer and Treasurer since June 2021, following her role as CFO/Treasurer of Legacy Nautilus from January 2021 through the business combination closing . She holds a B.S. in Biochemistry from Western Washington University and an MBA in finance from the University of Washington . As CFO, she certified the company’s 2025 Q3 Form 10‑Q and concluded disclosure controls and procedures were effective at a reasonable assurance level, reflecting disciplined financial oversight in a pre-commercial phase targeting a 2026 launch timeline . Management disclosed ~20% year-over-year operating expense reductions and a cash runway extending through 2027, positioning funding around product and commercial catalysts .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Nautilus Biotechnology (Legacy Nautilus) | CFO & Treasurer | Jan 2021 – Jun 2021 | Led finance through business combination to public listing |
| Igneous, Inc. | VP, Finance & Operations | Apr 2018 – Dec 2020 | Finance and operations leadership at unstructured data management firm |
| ExtraHop Networks, Inc. | Director → Sr Director of Finance & Sales Operations | Aug 2014 – Mar 2018 | Finance and sales operations leadership at a cloud-native NDR company |
| Amazon Web Services | Sr Manager, Worldwide Operations, Commercial Sales | Jan 2014 – Jul 2014 | Commercial sales operations for cloud services |
| Isilon Systems / EMC Isilon Storage Division | Various finance/ops roles; later Director of Sales Finance & Operation | Nov 2006 – Dec 2013 | Finance/operations through M&A and integration into EMC |
External Roles
No public company directorships or external board roles are disclosed for Ms. Mowry in company filings .
Fixed Compensation
| Metric | 2022 | 2023 |
|---|---|---|
| Base Salary ($) | 364,000 | 386,000 |
| All Other Compensation ($) | 1,200 (parking) | 1,200 (parking) |
- 2024 adjustments: Base salary increased to $400,000 effective retroactive to Jan 1, 2024; target annual cash bonus increased to 50% of base salary .
Performance Compensation
| Component | Target | Actual (2023) | Payout ($) | Vesting/Payment |
|---|---|---|---|---|
| Corporate Performance Goals (profiling milestones; instrument/consumables readiness; commercial engagement; cash management) | Weighted goals set by Compensation Committee | 68% achievement applied to corporate component | Part of $132,012 total | Paid in early 2024 under Incentive Plan |
| Individual Performance (CFO-specific objectives) | 25% of total bonus | 100% achievement for individual component | Part of $132,012 total | Paid in early 2024 under Incentive Plan |
| Metric | 2022 | 2023 |
|---|---|---|
| Non-Equity Incentive Plan Compensation ($) | 102,375 | 132,012 |
- Incentive Plan terms: Awards are generally cash, subject to Committee discretion and company clawback policy; administrator may adjust awards, and payment requires continued employment through payout unless otherwise determined . A Dodd-Frank compliant Clawback Policy was adopted on Oct 2, 2023 .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Total Beneficial Ownership (as of Apr 16, 2024) | 647,839 shares (<1% of 125,265,015 shares outstanding) |
| Direct Shares | 60,500 |
| Options Exercisable within 60 days | 587,339 |
| Hedging/Pledging | Prohibited for directors/officers/employees (no short sales; no derivatives; no pledging or margin accounts) |
| Stock Ownership Guidelines | Compensation Committee monitors compliance; specific guideline multiples not disclosed |
Outstanding options and vesting schedules:
| Grant Date | Plan | Exercisable (#) | Unexercisable (#) | Exercise Price ($) | Expiration | Vesting Schedule |
|---|---|---|---|---|---|---|
| 12/3/2020 | 2017 Plan | 319,863 | 115,505 | 1.14 | 12/3/2030 | 13/49th vested on 12/3/2021; 1/49th monthly thereafter |
| 2/25/2022 | 2021 Plan | 128,333 | 151,667 | 3.78 | 2/25/2032 | 25% cliff on 2/25/2023; 1/36th monthly thereafter |
| 2/27/2023 | 2021 Plan | — | 160,000 | 2.00 | 2/27/2033 | 25% cliff on 2/27/2024; 1/36th monthly thereafter |
Equity award mix for NEOs: In 2023–2024 the company granted stock options (no RSUs/PSUs disclosed for NEOs) to align with long-term shareholder interests; options are priced at the closing market price on grant date under the 2021 Plan .
Employment Terms
| Term | Detail |
|---|---|
| Role Start | CFO & Treasurer since June 2021 |
| Employment Letter | Amended & restated confirmatory employment letter effective July 31, 2023; at-will |
| 2024 Compensation Adjustments | Base salary to $400,000; target bonus to 50% (retroactive to Jan 1, 2024) |
| Severance (Outside CIC Period) | 50% of base salary lump sum; employer-paid COBRA up to 6 months |
| Severance (CIC Period: 3 months before to 1 year after CIC) | 100% of base salary lump sum; 100% of target bonus lump sum; employer-paid COBRA up to 12 months; 100% acceleration of outstanding and unvested time-based equity awards (performance-based awards excluded) |
| Equity Treatment on Change in Control (Plan-level) | If successor does not assume/substitute, unassumed awards fully vest; performance goals deemed achieved at 100% of target; options/SARs exercisable for a specified period before terminating |
| 280G Treatment | Best-net cut (no tax gross-ups) |
| Definitions | Cause, Good Reason, CIC, Disability defined in CIC agreements |
| Clawback | Dodd-Frank compliant clawback policy effective Oct 2, 2023 |
| Insider Trading Policy | Prohibits short sales, derivatives, hedging, pledging, and margin accounts; quarterly and special blackout windows apply |
Compensation Summary (Multi-Year)
| Metric | 2022 | 2023 |
|---|---|---|
| Option Awards (Grant-Date Fair Value, $) | 879,600 | 262,307 |
| Total Compensation ($) | 1,347,175 | 781,519 |
- 2023 bonus determination: Corporate goals paid at 68% for NEOs; Ms. Mowry’s individual component paid at 100% of the 25% weighting; paid in early 2024 .
Performance & Track Record
- Pre-commercial trajectory: Platform launch targeted for late 2026, with early-access services ahead of commercialization; expected initial instrument pricing near $1 million and consumables at “a few thousand” per sample, supporting ~$1 million annual consumables pull-through per installed system over time .
- Financial positioning: ~$345 million raised at go-public; ~$180 million cash reported in Q2 2025; management expects runway through 2027 with disciplined opex reductions (~20% YoY) to enable capital raises tied to product/commercial catalysts .
- Controls & certifications: CFO executed Section 302 and 906 certifications for Q3 2025 10‑Q, with management concluding disclosure controls were effective .
Compensation Committee & Governance Notes
- Compensation Committee: Members—Posard (Chair), Altman, Nazem; Akinsanya appointed to join post-2025 annual meeting; all independent under SEC/Nasdaq rules; responsibilities include executive pay approval, plan administration, ownership guideline monitoring, and clawback policy oversight . Similar framework disclosed in 2024 DEF 14A .
- Equity grant timing: Awards governed by an Equity Incentive Award Grant Policy (Apr 21, 2022) to avoid timing around MNPI; grant dates aligned with open trading windows .
- Hedging/Pledging prohibited: Policy explicitly bans hedging and pledging by insiders .
Investment Implications
- Alignment: Significant time-based option exposure with multi-year vesting and no pledging/hedging permitted supports long-term alignment; CIC terms use double-trigger acceleration for time-based awards and best-net 280G cut (no gross-ups), which is shareholder-friendly .
- Retention/pressure: 2024–2026 vesting cadence across sizable option grants (2020/2022/2023) suggests ongoing retention hooks; cash bonus framework with defined corporate objectives and an active clawback policy reduces pay-for-performance risk .
- Execution risk: Pre-commercial stage, with launch slated for late 2026 and funding needs anticipated for expansion; CFO’s cost discipline and runway guidance mitigate near-term liquidity risk but raise sensitivity to milestone execution and market receptivity .
- Trading signals: Absence of disclosed hedging/pledging and governance controls on equity grant timing reduces adverse signal risk; watch for any Form 4 activity and vesting cliffs that could create episodic selling, especially around 25% cliffs and subsequent monthly vesting from 2022/2023 grants .