Dylan Hartley
About Dylan Hartley
Dylan Hartley, Ph.D., age 57, is Chief Scientific Officer (CSO) of OnKure Therapeutics (OKUR), serving since the October 4, 2024 merger closing and previously as CSO of Legacy OnKure since July 2024 . He has 20+ years in drug R&D with expertise in pharmacology, toxicology, drug metabolism and pharmacokinetics; prior roles include Vice President, Head of Research at Pfizer’s Boulder facility (formerly Array BioPharma) and successive roles at Array BioPharma since 2011; he holds a B.A. in Biological Sciences (University of Northern Colorado) and a Ph.D. in Pharmaceutical Sciences (University of Colorado Health Sciences Center) . OnKure is pre-revenue and reported a net loss of $52.7M in 2024, underscoring execution risk typical of clinical-stage biotech; cash and investments were ~$96.7M as of March 31, 2025, with runway into Q4 2026, supporting near-term clinical milestones for OKI-219 .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Pfizer Inc. (Boulder facility; formerly Array BioPharma) | Vice President, Head of Research | Sep 2021 – Jul 2024 | Led research at Pfizer’s Boulder site (Array integration), contributing large pharma discovery leadership |
| Array BioPharma Inc. | Roles of increasing responsibility | Since 2011 (end date not disclosed) | Advanced kinase discovery programs; experience through company’s acquisition by Pfizer in 2019 noted in facility context |
| Legacy OnKure, Inc. | Chief Scientific Officer | Jul 2024 – Oct 4, 2024 (merger closing) | Transitioned R&D leadership into combined OnKure post-merger |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Not disclosed in company filings | — | — | — |
Fixed Compensation
| Component | Value | Notes |
|---|---|---|
| Base Salary | Not disclosed | Hartley is not listed among Named Executive Officers whose salary/bonus details are provided (CEO, CMO, CFO, former CEO) . |
| Target Bonus % | Not disclosed | No individual target bonus disclosure for Hartley in 2024/2025 proxy . |
| Actual Bonus Paid | Not disclosed | No Hartley-specific bonus disclosed; Named Executive Officers’ discretionary 2024 bonuses are disclosed separately . |
Performance Compensation
| Instrument/Metric | Weighting | Target | Actual/Payout | Vesting | Grant Details |
|---|---|---|---|---|---|
| Stock options (Employee Stock Option) | Not applicable | Not applicable | Grant of 45,000 options | 1/48th monthly beginning Feb 27, 2025; expiration Jan 26, 2035 | Granted Jan 27, 2025 at $5.19 exercise price; 45,000 derivative securities beneficially owned post-grant |
Vesting schedule specifics (options)
- 1/48th monthly vesting starting Feb 27, 2025; expiration Jan 26, 2035; exercise price $5.19 .
Equity Ownership & Alignment
| Category | Detail |
|---|---|
| Beneficial Ownership (as of Mar 1, 2025) | 2,812 shares via options exercisable within 60 days; <1% of outstanding . |
| Options – Exercisable vs. Unexercisable | 2,812 exercisable within 60 days of Mar 1, 2025 (balance unexercisable not disclosed in proxy table) . |
| Recent Equity Grants | 45,000 employee stock options granted Jan 27, 2025 . |
| RSUs | No Hartley-specific RSU holdings disclosed in proxy tables; RSUs are disclosed for other officers . |
| Shares Pledged | Company policy prohibits pledging company securities by directors, officers, and employees . |
| Hedging | Company policy prohibits hedging transactions (e.g., collars, swaps) in company securities . |
| Stock Ownership Guidelines | Director ownership oversight mentioned in governance; executive ownership guidelines not disclosed . |
Employment Terms
- Role/Tenure: CSO since Oct 4, 2024 (merger closing); Legacy OnKure CSO since July 2024 .
- Insider Trading/Hedging/Pledging: Strict prohibitions on short sales, options trading, hedging, pledging, and margin accounts for company securities .
- Indemnification: Company has indemnification agreements with officers (including executive officers), consistent with Delaware law; D&O insurance in place .
- Change-in-control (equity plans): Under OnKure’s equity plans, if awards are not assumed/substituted/continued by a successor, they fully vest and restrictions lapse prior to the transaction; option exercise windows may be set by administrator; specific acceleration terms are also provided for non-employee directors; general plan terms apply to employee awards (including options like Hartley’s) if not assumed .
- Employment agreement/severance/gross-ups: New Employment Agreements with severance and CoC terms were disclosed for CEO/CMO/CFO; no Hartley-specific employment or severance terms disclosed; Named Executive Agreements exclude tax gross-ups (280G cutback) .
Performance & Track Record
- Program execution: OKI-219 Phase 1 (PIKture-01) dose-escalation completed Part A enrollment through 1200 mg BID with no DLTs in completed cohorts; combination Part B (fulvestrant) dose escalation nearing end, initial combination data expected 2H 2025 .
- Safety data: Preliminary data (cutoff Oct 28, 2024) showed OKI-219 well tolerated across dose levels with only grade 1 TRAEs and no hyperglycemia, stomatitis, or rash; steady-state exposure at 900 mg BID achieved near-continuous target coverage .
- Company financial posture: Pre-revenue; 2024 net loss $52.7M; cash/investments ~$96.7M at Mar 31, 2025; runway into Q4 2026 .
Governance & Shareholder Items (context)
- Compensation Committee: Oversees executive compensation, equity plans, and clawback policy; members Andrew Phillips (Chair), Isaac Manke, Edward Mathers .
- Say-on-Pay: No say-on-pay proposal in 2025 meeting agenda; items were director elections and auditor ratification .
- 2025 Annual Meeting results: Class I directors elected; KPMG ratified .
Risk Indicators & Red Flags
- Alignment safeguards: Prohibitions on hedging/pledging mitigate misalignment risk .
- Key-person/retention risk: OnKure explicitly cites dependence on attracting/retaining highly skilled executives and employees in risk factors .
- Clinical-stage risk: Reliance on OKI-219 with no approved products; early-stage development risks highlighted extensively .
Compensation Structure Analysis
- Mix and at-risk pay: For Hartley, disclosed equity compensation is service-vested stock options (no performance-based equity metrics disclosed); monthly vesting (1/48) suggests steady retention incentives over time .
- Consultants and peer process: Pearl Meyer advised in 2024; Alpine Rewards retained March 2025 to refine executive compensation and peers .
- Clawback policy oversight: Compensation Committee empowered to create/revise clawback policy (specific triggers/enforcement not detailed) .
Investment Implications
- Alignment: Service-vested 4-year-style option grant and anti-hedging/pledging policy align Hartley’s incentives with long-term equity value creation while limiting misalignment risk .
- Retention pressure: Lack of disclosed Hartley-specific severance/change-of-control terms leaves uncertainty on retention economics in strategic events; monthly vesting supports ongoing retention but may be insufficient if market competition for scientific leadership intensifies .
- Trading signals: No insider selling pressure indicated from Hartley’s January 2025 Form 4 (new grant, not a sale); monitor for additional Forms 4 and potential 10b5-1 adoptions as PIKture-01 data milestones approach .
- Execution risk: Company’s pre-revenue status and reliance on OKI-219 underscore binary clinical outcomes; positive early safety/PK signals are encouraging, but efficacy and competitive positioning vs other PI3Kα-pathway agents remain the critical levers .