Julie Jordan
About Julie Jordan
Julie Jordan, M.D., is Chief Medical Officer at Neurogene Inc. (NGNE) since January 16, 2024; age 53 as of April 25, 2025. She holds an A.B. in Biology from Harvard College and an M.D. from Harvard Medical School, and completed an internal medicine residency at Massachusetts General Hospital (Harvard Medical School) . Neurogene is a clinical-stage biotechnology company; corporate TSR per pay-versus-performance shows a $100 investment valued at $11 (2022), $20 (2023), and $24 (2024), with net losses of $(60,692)k, $(36,317)k, and $(75,144)k respectively . NGNE’s 2025 10-Q confirms single-segment clinical operations and continued net losses, underscoring execution risk typical of development-stage biotech .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Homology Medicines, Inc. | Chief Medical Officer | Mar 2023 – Aug 2023 | Led clinical development/operations, regulatory interactions, supported translational research across gene therapy/editing pipeline |
| Homology Medicines, Inc. | SVP, Head of Clinical Development & Operations | Feb 2022 – Mar 2023 | Led clinical development/operations |
| Homology Medicines, Inc. | VP, Clinical Development | May 2021 – Feb 2022 | Advanced early clinical programs |
| Cerevel Therapeutics, LLC | Senior Director, Global Clinical Development | Aug 2019 – Apr 2021 | Led clinical development/operations in neurology |
| Avanir Pharmaceuticals, Inc. | Executive Director, Global Clinical Development | Mar 2019 – Jul 2019 | Oversaw global clinical development |
| Avanir Pharmaceuticals, Inc. | Senior Director, Global Clinical Development | Apr 2017 – Feb 2019 | Led clinical development/operations |
External Roles
| Institution | Role | Years | Notes |
|---|---|---|---|
| Harvard Medical School / Massachusetts General Hospital | Clinical Instructor of Medicine; Physician | Not disclosed | Treated patients at MGH; academic clinical role prior to industry |
Fixed Compensation
| Metric | 2024 |
|---|---|
| Base Salary ($) | 460,000 |
| Target Bonus (%) | 40% |
| Target Bonus ($) | 192,000 |
| Actual Bonus Paid ($) | 184,636 (prorated for start date) |
| All Other Compensation ($) | 6,400 (401(k) match) |
Performance Compensation
Annual Cash Bonus
| Component | Target | Actual | Metric Details | Payout Timing |
|---|---|---|---|---|
| Annual Incentive (Cash) | 40% of base ($192,000) | $184,636 (prorated for 2024 start) | Board-discretionary based on individual and company performance goals (specific metrics not disclosed) | Paid early following fiscal year |
Stock Options
| Award Type | Grant Date | Units | Exercise Price | Expiration | Vesting | Status at 12/31/2024 |
|---|---|---|---|---|---|---|
| Non-qualified Stock Options | 1/16/2024 | 75,000 | $32.30 | 1/16/2034 | 25% on first anniversary (1/16/2025), then monthly over 36 months | Exercisable: 0; Unexercisable: 75,000 |
Equity award grant practices: the Compensation Committee adopted timing guidelines in Sept 2024 to avoid grants near material nonpublic information and outside trading windows .
Equity Ownership & Alignment
| Item | Value |
|---|---|
| Total Beneficial Ownership (as of Apr 16, 2025) | 24,999 shares (consists of options exercisable within 60 days) |
| Ownership % of Shares Outstanding | “*” (below 1%) |
| Options Outstanding (12/31/2024) | 75,000 unexercisable; 0 exercisable |
| Stock Ownership Guidelines (executives) | Not disclosed in proxy |
| Hedging/Derivatives Policy | Company prohibits short-term trading, short sales, publicly traded options on Company stock, and hedging transactions |
| Pledging of Company Stock | Not disclosed |
Company reserved shares and pre-funded warrants present potential dilution: total common stock reserved for issuance, options, RSUs/PSUs, and pre-funded warrants are detailed in Q3 2025 10-Q .
Employment Terms
| Term | Details |
|---|---|
| Employment Start Date | January 16, 2024 (offer letter effective) |
| Current Role | Chief Medical Officer |
| Contract Form | Executive Employment Agreement dated April 1, 2024 |
| Base Salary (Agreement) | $480,000 |
| Target Bonus (Agreement) | 40% of base salary |
| Equity Eligibility | Annual equity incentives per Board discretion |
| Clawback | Awards subject to Company clawback policy per Exchange Act Rule 10D-1 and any adopted policy |
| Non-Compete / Non-Solicit | Not disclosed |
| Severance (Non-Change-in-Control) | Lump sum equal to 9 months base salary; earned prior-year bonus (if any) unpaid at termination; pro-rata current-year bonus; up to 9 months healthcare premiums (subject to release and covenants) |
| Change-in-Control (Double Trigger: 3 months before to 12 months after) | Lump sum equal to 1x base + 1x target bonus; earned prior-year bonus paid; up to 12 months healthcare premiums; full acceleration of all equity awards (subject to release) |
| Definitions | “Cause,” “Good Reason,” and “Change in Control” defined in agreement (material diminution, salary reduction, >50-mile relocation; CIC includes >50% ownership change, board majority change, merger, liquidation, asset sale) |
Performance & Track Record
| Metric | 2022 | 2023 | 2024 |
|---|---|---|---|
| Value of $100 Investment (TSR) ($) | 11 | 20 | 24 |
| Net Income (Loss) ($000s) | (60,692) | (36,317) | (75,144) |
Operating model: single reportable segment; CODMs are CEO and President/CFO; R&D/G&A expense drivers detailed in Q3 2025 10-Q .
Compensation Committee, Say-on-Pay & Governance Signals
- Compensation Committee: Chair Rohan Palekar; members Sarah B. Noonberg. Consultant Aon engaged in 2024 .
- Say-on-Pay 2025: For 7,721,866; Against 3,174,484; Abstain 104,448; Broker Non-Votes 480,734 .
- Equity Plan mechanics: 2023 Equity Plan permits option/SAR repricing and exchanges without shareholder approval; CIC acceleration standard; evergreen share increases amended to include pre-funded warrants and preferred conversions starting 2026 .
Investment Implications
- Pay-for-performance alignment: 2024 pay mix is equity-heavy (options grant fair value $1.809m vs salary $460k), with cash bonus tied to Board-set performance goals; specific quantitative metrics are not disclosed, limiting transparency on pay-performance linkage .
- Retention and selling pressure: Four-year option vesting (25% cliff after one year; monthly thereafter) creates retention incentives but may introduce periodic selling pressure around vest dates; full acceleration under double-trigger CIC increases potential deal-related overhang .
- Alignment and governance: Beneficial ownership is modest (24,999 options exercisable within 60 days as of record date), reducing “skin-in-the-game”; anti-hedging policy mitigates misalignment risk, but plan-level repricing/exchange authority is a governance red flag to monitor .
- Performance backdrop: Persistent net losses and low TSR reflect development-stage risk; bonus discretion plus option-centric equity suggests emphasis on execution milestones rather than near-term financials—watch clinical readouts (e.g., NGN-401 milestones referenced in PSUs for other NEOs) as potential triggers influencing compensation outcomes and stock reaction .