Antonio S. Montecalvo
Organogenesis HoldingsAbout Antonio S. Montecalvo
Antonio S. Montecalvo, age 59, serves as Vice President, Health Policy at Organogenesis Holdings Inc. and has been with the company since 2003; he became VP, Health Policy and Contracting in 2017 and moved to VP, Health Policy in 2022. He holds a B.S. in Accounting from the University of Rhode Island and previously held roles in accounting and contracting at Innovative Clinical Solutions and UnitedHealth Group, and as a senior accountant at Piccerelli, Gilstein & Company. Company context during his recent tenure: Net Revenue was $482.0 million and Net Income $0.9 million in 2024, with a reported total shareholder return (“TSR”) value of 66.53 in 2024 and 85.03 in 2023, per the pay-versus-performance disclosure.
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Organogenesis Holdings Inc. | Vice President, Health Policy | 2022–present | Leads health policy initiatives |
| Organogenesis Holdings Inc. | Vice President, Health Policy and Contracting | 2017–2021 | Oversaw health policy and payer contracting |
| Organogenesis Holdings Inc. | Director, Customer Support Services | 2003–2006 | Managed customer support operations |
| Innovative Clinical Solutions, LTD | Director of Accounting | 2000–2003 | Led accounting function |
| UnitedHealth Group | Senior Contracts Specialist | 1996–2000 | Managed payer contracts |
| Piccerelli, Gilstein & Company, LLP | Senior Accountant | 1994–1996 | Audit/accounting assignments |
External Roles
No public-company directorships or external board roles are disclosed for Montecalvo in company filings.
Fixed Compensation
- Base salary, target bonus percentage, and actual bonus paid for Montecalvo are not disclosed in recent proxy statements (these are reported for named executive officers). The company’s executive compensation program consists of base salary, annual cash bonuses, and long-term equity awards (time-based RSUs and stock options), plus benefits (401(k), medical/dental/life/disability, leased automobile with tax gross-up).
Performance Compensation
Time-Based Equity Awards (RSUs)
| Grant Date | Units | Vest Start | Vesting Schedule | Notes |
|---|---|---|---|---|
| 2020-04-22 | 24,134 | 2020-04-01 | 25% per year over 4 years | Company-wide exec grants approved Apr 22, 2020; RSUs for execs vest starting Apr 1, 2020 |
| 2021-02-16 | 8,260 | 2021-02-16 | 25% per year over 4 years | Company disclosed 2021 exec awards vesting in equal annual installments beginning Feb 16, 2021 |
| 2025-02-19 | 42,493 | 2025-02-15 | 25% per year over 4 years | RSU grant reported on Form 4; each RSU converts to one share upon vesting |
Time-Based Stock Options
| Grant Date | Options | Exercise Price | Vest Start | Vesting Schedule | Expiration |
|---|---|---|---|---|---|
| 2020-04-22 | 158,967 | $4.04 | 2020-04-01 | 25% per year over 4 years | Not specified |
| 2021-02-16 | 63,246 | $13.68 | 2021-02-16 | 25% per year over 4 years | Not specified |
| 2025-02-19 | 43,956 | $3.53 | 2025-02-15 | 25% per year over 4 years | 2035-02-19 |
- Annual bonus metrics and payout detail for Montecalvo are not disclosed; for context, NEO bonuses are tied to pre-agreed corporate performance metrics.
Equity Ownership & Alignment
| Item | Date | Amount | Detail |
|---|---|---|---|
| Beneficially owned Class A shares (post-transaction) | 2024-04-01 | 168,268 | After F-code withholding of 1,752 shares for taxes |
| Beneficially owned Class A shares (post-transaction) | 2025-02-19 | 196,680 | After RSU/option awards; ownership direct (D) |
| RSUs outstanding | 2025-02-19 | 42,493 | Vests 25% annually starting 2025-02-15 |
| Options beneficially owned | 2025-02-19 | 43,956 | $3.53 strike; 4-year vest; expires 2035-02-19 |
| Shares pledged as collateral | — | Not disclosed | No pledging disclosure found for Montecalvo |
- Ownership guidelines and Montecalvo’s compliance status are not disclosed; the beneficial ownership table in the 2025 proxy lists directors and NEOs and does not include Montecalvo.
Employment Terms
- Employment agreement terms, severance multiples, and non-compete/non-solicit specifics for Montecalvo are not disclosed.
- Company-wide governance: all directors and executive officers (including Montecalvo) have indemnification agreements.
- Change-in-control retention agreements provide double-trigger benefits for each NEO (benefits paid if terminated without cause/constructive termination within 24 months post-transaction), but such agreements are only described for NEOs; Montecalvo is not disclosed as an NEO.
Compensation Committee and Say-on-Pay
| Item | 2024 | 2025 |
|---|---|---|
| Say-on-Pay approval | 92% approval | Votes For: 67,071,290; Against: 6,289,601; Abstain: 98,174 |
| Source |
- Compensation Committee: Jon Giacomin is Chair; board committees and nominees detailed in the 2025 proxy.
Performance & Track Record
- Company pay-versus-performance context: Net Revenue $482.0 million (2024) vs $433.1 million (2023); Net Income $0.9 million (2024); TSR values 66.53 (2024) and 85.03 (2023). These are company-level metrics; individual attribution is not disclosed.
Related Party Transactions (Context)
- Company leases with entities controlled by significant stockholders (Ades, Erani, Nussdorf) and 2024 stock repurchases from related holders were approved by the Audit Committee and a Transaction Committee. Not directly related to Montecalvo but relevant governance context.
Risk Indicators & Red Flags
- Insider selling pressure: RSU vesting dates (Feb 15 annually through 2028) can create routine tax-withholding transactions (e.g., 1,752 shares withheld on 04/01/2024), but no open-market sales by Montecalvo are indicated in the cited Form 4s. Monitor vesting windows for potential activity.
- Hedging/pledging: no pledging disclosures for Montecalvo identified.
- Say-on-pay support remains strong (92% in 2024; approval again in 2025 by vote counts), suggesting limited compensation controversy at the company level.
Investment Implications
- Alignment: Montecalvo’s recent RSU (42,493) and option (43,956 at $3.53, expiring 2035) grants with four-year, time-based vesting align his incentives with medium-term company performance; absence of disclosed pledging is positive for alignment.
- Retention: Long tenure (since 2003) and ongoing multi-year vest schedules indicate low near-term retention risk; employment-specific severance/non-compete terms are not disclosed, so contractual retention levers are unclear.
- Trading signals: Watch annual vest dates (Feb 15) and subsequent tax-withholding or potential discretionary sales; no pattern of open-market selling evident in the referenced filings.
- Governance backdrop: Strong say-on-pay support and established compensation committee oversight reduce headline risk; related-party transactions exist at the company level but are committee-approved.