Dirk Brockstedt - Chief Scientific Officer | RAPT Therapeutics (RAPT) Executive Profile & Compensation

About Dirk Brockstedt

Dirk Brockstedt, Ph.D., age 56, is Chief Scientific Officer at RAPT Therapeutics and has served in this role since June 2019 (previously SVP, Biology from January 2018 to June 2019). He holds a Ph.D. and M.S. in Microbiology from the University of Kiel (graduate work performed at Stanford University) and completed a post-doctoral fellowship at Stanford School of Medicine; prior roles include senior R&D leadership positions at Aduro Biotech, Anza Therapeutics, Cerus, and Aventis. Company-level TSR or financial performance metrics tied specifically to his tenure are not disclosed in the proxy materials.

Past Roles

Organization	Role	Years	Strategic Impact
Aduro Biotech, Inc.	SVP R&D; later EVP R&D	2011–2017	Led R&D functions in immuno-oncology programs
Anza Therapeutics, Inc.	Director of Research	2007–2009	Directed research initiatives
Cerus Corporation (Nasdaq: CERS)	Director of Immunology	2002–2007	Ran immunology function at biopharma company
Aventis Pharmaceuticals, Inc.	Senior Research Scientist	1999–2002	Senior scientific role in pharma R&D
Stanford School of Medicine	Post-doctoral Fellow (Pathology)	N/A	Academic research training

External Roles

Organization	Role	Years	Strategic Impact
ShangPharma Innovation Inc.	Executive in Residence	Since Oct 2017	Advisory role at healthcare investment company

Fixed Compensation

Year	Base Salary ($)	Target Bonus %	Actual Bonus Paid ($)
2020	370,000	40%	120,250
2019	344,300	40%	83,475

Notes:

Target bonus percentage for Brockstedt set at 40% of base salary per employment letter.
2024/2025 proxies disclose non‑equity incentive payouts for CEO/CMO/CFO only; no Brockstedt bonus disclosed for 2024/2023.

Performance Compensation

Annual executive bonus plan is variable and tied to corporate performance objectives; for 2024 the plan’s objectives were revised after FDA clinical holds on two zelnecirnon trials and achieved at 120% for NEOs disclosed (CEO/CMO/CFO). Specific metric weighting and Brockstedt’s payout for 2024/2023 are not disclosed.

Year	Plan Structure	Metrics (examples)	Achievement	Payout (Brockstedt)
2020	Company annual bonus plan	Corporate performance objectives and individual performance	Not quantified	$120,250
2019	Company annual bonus plan	Corporate performance objectives and individual performance	Not quantified	$83,475

Equity Ownership & Alignment

Hedging, short selling, and pledging of company stock are prohibited under RAPT’s insider trading policy (alignment positive; pledging RED FLAG mitigated by policy).
Equity awards for executives generally vest over multi-year periods; options typically vest monthly over 48 months; RSUs vest in four equal annual installments.

Outstanding equity awards (Dirk Brockstedt) at Dec 31, 2020:

Grant Date	Vesting Commencement Date	Options Exercisable (#)	Options Unexercisable (#)	Exercise Price ($)	Expiration	RSUs Unvested (#)
3/28/2018	3/28/2018	24,694	21,216	6.18	3/27/2028	—
3/28/2019	1/1/2019	7,068	7,083	6.30	3/27/2029	—
6/27/2019	6/27/2019	15,625	9,375	13.62	6/26/2029	—
1/30/2020 (Option)	1/01/2020	4,583	15,417	44.66	1/29/2030	—
1/30/2020 (RSU)	1/01/2020	—	—	—	—	8,000

Outstanding equity awards (Dirk Brockstedt) at Dec 31, 2019:

Grant Date	Vesting Commencement Date	Options Exercisable (#)	Options Unexercisable (#)	Exercise Price ($)	Expiration
3/28/2018	3/28/2018	37,534	40,799	6.18	3/27/2028
3/28/2019	1/1/2019	—	28,833	6.30	3/27/2029
6/27/2019	6/27/2019	—	25,000	13.62	6/26/2029

Company-wide option repricing context (Nov 13, 2024):

The Compensation Committee repriced underwater employee options to $1.57 (closing price on the effective date), with retention conditions; no change to share counts, vesting, or expirations. NEO option counts affected were disclosed for CEO/CMO/CFO; Brockstedt’s specific repriced amounts are not disclosed.

Beneficial ownership:

The 2025 and 2024 security ownership tables list CEO/CMO/CFO and directors; Brockstedt’s individual beneficial ownership is not disclosed in those tables.

Employment Terms

Employment letter (July 2019): at-will; initial base salary $360,000; target non‑equity incentive bonus opportunity 40% of base salary.
Severance (non‑CIC): if terminated without cause or resigns for good reason, 9 months of base salary continuation plus up to 9 months COBRA premium reimbursement (or taxable equivalent).
Change-in-control (double trigger): if terminated within 12 months post‑CIC without cause or for good reason, 12 months of base salary continuation, lump sum equal to target annual bonus, up to 12 months COBRA reimbursement (or taxable equivalent), and accelerated vesting/exercisability of all outstanding equity awards.
Conditions: severance subject to timely execution and non‑revocation of a release and compliance with continuing obligations (e.g., confidential information and inventions assignment).
Governance practices: no tax gross‑ups; multi‑year vesting; independent Compensation Committee and independent consultant; hedging/short selling/pledging prohibited.

Investment Implications

Equity-heavy pay with multi-year vesting and CIC acceleration aligns retention with long-term program execution; prohibition on pledging and hedging strengthens alignment.
Historical bonuses (2019–2020) reflect payouts under company objective-based plans, but recent-year (2024/2023) payouts for Brockstedt are not disclosed; investors should monitor future proxies for NEO status and disclosed bonuses.
The Nov 2024 option repricing (with one-year retention condition and no increase in share counts) was designed to retain and motivate employees amid share price pressure; while Brockstedt’s individual participation is not disclosed, the program likely reduces near-term selling pressure and supports retention in R&D leadership.
CIC terms (12 months salary + target bonus + full equity acceleration) imply meaningful change-of-control economics that could influence executive decision-making in strategic transactions; no tax gross‑ups mitigates shareholder-unfriendly optics.