Theresa Greco
About Theresa Greco
Theresa Greco is Chief Commercial Officer at OptimizeRx (OPRX), appointed in October 2023 via the acquisition of Healthy Offers, Inc. (Medicx Health). She is 52 and oversees sales, account management, and marketing; management credited her strategy and execution as a driver of strong year‑to‑date revenue performance in 2025 . Company performance context: FY2024 revenue was $92.1M and Adjusted EBITDA used for bonus calculations was $11.76M; FY2024 net loss was $20.11M and total shareholder return (TSR) since 2021 baseline stood at $7.82 on a $100 initial investment . Bonus frameworks emphasize revenue and Adjusted EBITDA (50/50), reinforcing pay-for-performance alignment across executives .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Medicx Health (Healthy Offers, Inc.) | President | Aug 2022–Oct 2023 | Led commercial operations prior to integration into OptimizeRx |
| Prognos Health | Chief Commercial Officer | Aug 2018–Jan 2022 | Led product strategy, marketing, sales, and customer delivery |
| MediSpend | Chief Commercial Officer | Prior to 2018 (dates not specified) | Led commercial strategy for life sciences compliance technology |
| LexisNexis Healthcare (via Health Market Science) | Executive roles across Customer Success, Product Strategy, Commercial Strategy, Sales | 2010–2017 | Contributed to revenue growth and profitability culminating in a successful exit |
| Computer Sciences Corporation | Led Life Sciences consulting for MDM solutions | Apr 2008–Aug 2010 | Delivered consultation and technology solutions to life sciences clients |
| IQVIA; Pfizer | Various roles | Pre‑2008 | Early career roles in data/analytics and pharma |
Fixed Compensation
| Policy/Element | Detail |
|---|---|
| Stock ownership guidelines (executives) | Requirement: 2x base salary; compliance due within 5 years of later of hire/promotion or June 22, 2021; retain 50% of net shares until compliant |
| Insider trading policy | Pre‑clearance required; blackout periods; encourages Rule 10b5‑1 plans |
| Prohibited transactions | No short sales; no hedging; no public options trading; no margin accounts or pledging of company stock |
| 401(k) match | Company matches 100% of first 3% and 50% of next 2% of pay; matching vests 20% per year after 2 years (fully vested after 6 years) |
| Equity grant timing and practice | Annual grants typically in Q4; new‑hire grants on first business day of Feb/May/Aug/Nov; no timing around MNPI; grants follow 2021 Equity Plan |
Note: Ms. Greco’s specific base salary and target bonus % are not disclosed in the proxy or 10‑K. Executive cash bonus participation and severance references apply company‑wide and to Greco as a designated plan participant .
Performance Compensation
| Metric | Weight | 2024 Actual | Payout Context | Vesting / Timing |
|---|---|---|---|---|
| Revenue | 50% | $92,127,044 | Annual cash bonus payout for NEOs certified at 58.9% of target based on Revenue and Adjusted EBITDA performance | Annual bonuses certified by Compensation Committee before Mar 15 each year |
| Adjusted EBITDA (for bonus calc) | 50% | $11,760,615 | Same 58.9% certified payout; cap at 200% of target; threshold at 50% of target; linear interpolation | Adjustments exclude severance, asset impairments, acquisition expenses for bonus purposes |
Equity awards for executives generally vest in three equal annual installments beginning on the first anniversary of grant (RSUs and options), aligning realized value with sustained performance .
Equity Ownership & Alignment
| Alignment Mechanism | Details |
|---|---|
| Executive ownership guideline | 2x base salary with 50% net share retention until compliant; compliance measured annually using prior year average closing price |
| Hedging/pledging prohibition | Explicit prohibition against hedging, short sales, margin accounts, and pledging company stock |
| Clawback | Mandatory clawback of erroneously awarded incentive compensation for the 3 preceding fiscal years upon accounting restatement, irrespective of fault |
Note: Ms. Greco is not listed among individual beneficial owners in the 2025 proxy’s management ownership table as of April 29, 2025, so specific share counts and % outstanding are not disclosed for her .
Employment Terms
| Provision | Covered Termination (non‑CIC) | Change in Control Covered Termination |
|---|---|---|
| Cash severance | 0.5x base salary, paid in equal installments over 6 months | 1.0x base salary (lump sum) |
| Bonus | 0.5x annual bonus target (lump sum) | — |
| COBRA | Company‑paid COBRA for up to 6 months, subject to eligibility | — |
| 280G excise tax | Best‑net approach: cutback to avoid excise tax or pay in full, whichever yields higher net after tax | |
| Business Protection Agreement | Executives subject to confidentiality and business protection obligations under Company BPA |
Plan design implies double‑trigger change‑in‑control (CIC) economics—payments occur upon a CIC covered termination rather than on CIC alone .
Company Performance Reference
| Metric | FY 2022 | FY 2023 | FY 2024 |
|---|---|---|---|
| TSR: Value of $100 initial investment | $53.92 | $45.92 | $7.82 |
| Net Income (Loss) ($) | (11,438,440) | (17,565,866) | (20,110,000) |
Say‑on‑pay approval was 64.8% at the 2024 Annual Meeting, highlighting investor scrutiny of pay structure and outcomes; the Compensation Committee noted continued engagement and program evaluation .
Investment Implications
- Pay‑for‑performance linkage: Greco’s annual incentive uses revenue and Adjusted EBITDA with equal weighting, and company‑wide payout calibration (58.9% in 2024) underscores discipline tied to operational outcomes—supportive for alignment but sensitive to revenue/EBITDA delivery .
- Retention and CIC economics: Her severance multiples are modest (0.5x base and 0.5x target bonus on non‑CIC; 1.0x base on CIC), suggesting balanced retention incentives without outsized parachute risk; best‑net 280G mechanics mitigate tax‑gross‑up concerns .
- Ownership alignment and selling pressure: 2x salary ownership guideline with 50% net share retention and prohibitions on hedging/pledging reduce misalignment and near‑term selling incentives; absence of disclosed individual holdings limits visibility into skin‑in‑the‑game .
- Governance risk controls: Clawback policy (restatements over 3 years), strict insider trading pre‑clearance/blackouts, and standardized equity vesting schedules support execution discipline and reduce reputational/compensation risk .
Overall, Greco’s incentive framework is tightly coupled to commercial execution, with retention levers appropriately sized and governance constraints that limit misalignment. Visibility into her personal equity stake would refine the assessment; however, the policy architecture indicates low pledging/hedging risk and moderated CIC payouts—key positives for investors .