Konstantinos Xynos
About Konstantinos Xynos
Konstantinos Xynos, M.D., is Chief Medical Officer (CMO) of Replimune Group, Inc., serving since December 2022; he is 59 years old and previously led medical affairs at Deciphera, Astellas Oncology, Abbott/AbbVie, and practiced internal medicine in Greece . He holds a B.Sc. in Biology (University of Illinois), M.D. (Aristotelion University of Thessaloniki), Ph.D. in Cerebrovascular Disease (University of Athens), and an MBA (University of Strathclyde) . Company performance context: cumulative TSR moved from 104.00 (FY2023) to 48.12 (FY2024) and 57.42 (FY2025), while net losses were -$174.3M, -$215.8M, and -$247.3M, respectively; the company does not use Net Income in determining executive pay .
Past Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Deciphera Pharmaceuticals | VP, Head of Global Medical Affairs | 2019–2021 | Led global medical affairs for oncology portfolio |
| Astellas Oncology | Executive Medical Director, Medical Affairs | 2016–2019 | Senior medical affairs leadership in oncology |
| Abbott Laboratories / AbbVie | Medical Director, Oncology Clinical Development; Global Medical Director, Renal Care | 2007–2016 | Development and global medical roles across oncology and renal care |
| University of Athens (Alexandra Hospital) | Internal Medicine residency/fellowship; researcher | 1990s (not precisely dated) | Clinical practice and research foundation |
External Roles
| Organization | Role | Years | Strategic impact |
|---|---|---|---|
| Not disclosed in proxy | — | — | No public-company directorships disclosed for Dr. Xynos |
Fixed Compensation
| Metric | FY 2024 | FY 2025 |
|---|---|---|
| Base Salary ($) | $499,200 | $516,500 |
| Target Bonus (% of Salary) | 40% | 40% |
| Actual Bonus Paid ($) | $157,248 | $253,085 |
| Other Compensation ($, 401k) | $12,238 | $12,351 |
| Total Compensation ($) | $2,448,364 | $1,624,865 |
Performance Compensation
Annual Cash Incentive (FY 2025)
| Metric | Weighting | Target | Actual | Payout | Notes |
|---|---|---|---|---|---|
| Company and individual objectives (specifics not disclosed) | Not disclosed | 40% of base salary | 122.5% of target | $253,085 | Board/Comp Committee assessed “significant progress” |
Equity Awards and Vesting Schedules (as of 3/31/2025)
| Award Type | Units (Unvested) | Vesting Trigger/Schedule | Market Value ($) |
|---|---|---|---|
| RSU (granted 11/2022) | 12,500 | 25% vested 11/15/2022; remainder in ~annual installments to 11/15/2025 | $357,750 |
| RSU (granted 5/2023) | 3,500 | 25% vested 5/15/2023; remainder in ~annual installments to 5/15/2026 | $63,910 |
| RSU (granted 11/2023) | 8,750 | 25% vested 11/15/2023; remainder in ~annual installments to 11/15/2026 | $174,825 |
| RSU (granted 5/2024) | 37,500 | 25% vested 5/15/2024; remainder in ~annual installments to 5/15/2027 | $662,250 |
| RSU (granted 5/2025) | 26,665 | 25% vest 5/15/2025; remainder in ~annual installments to 5/15/2028 | $206,120 |
| Performance RSU (granted 2025) | 26,665 | Vests upon FDA approval of first BLA for RP1 on or before 6/30/2026 | $206,120 |
Stock Options (as of 3/31/2025)
| Grant | Exercisable (#) | Unexercisable (#) | Strike ($) | Expiration | Vesting Detail |
|---|---|---|---|---|---|
| 11/29/2021 | 62,500 | 12,500 | 28.62 | 11/29/2031 | 25% on 11/29/2022; remainder monthly to 11/29/2025 |
| 4/1/2022 | 7,656 | 2,844 | 18.26 | 4/1/2032 | 25% on 4/1/2023; remainder monthly to 4/1/2026 |
| 12/1/2022 | 14,765 | 11,485 | 19.98 | 12/1/2032 | 25% on 12/1/2023; remainder monthly to 12/1/2026 |
| 4/1/2023 | 35,937 | 39,063 | 17.66 | 4/1/2033 | 25% on 4/1/2024; remainder monthly to 4/1/2027 |
| 4/1/2025 | — | 80,000 | 7.73 | 4/1/2034 | 25% on 4/1/2025; remainder monthly to 4/1/2028 |
Clawback policy: Company adopted a compensation recoupment policy effective Nov 20, 2023 per Dodd‑Frank and Nasdaq listing rules .
Equity Ownership & Alignment
| Category | Value |
|---|---|
| Total beneficial ownership (shares) | 200,911 (less than 1%) |
| Direct common shares | 33,934 |
| Options exercisable within 60 days (as of 6/30/2025) | 166,977 |
| Shares pledged as collateral | None disclosed; company prohibits pledging |
| Hedging policy | Hedging transactions prohibited |
| Ownership guidelines | Not disclosed in proxy |
Unvested equity (3/31/2025 snapshot):
- Unvested RSUs: 12,500; 3,500; 8,750; 37,500; 26,665; 26,665 .
- Unexercisable options: 12,500; 2,844; 11,485; 39,063; 80,000 .
Employment Terms
| Term | Detail |
|---|---|
| Agreement date | Employment agreement effective December 1, 2022 |
| Initial base salary | $480,000 |
| Target annual bonus | 40% of base salary |
| Severance (no cause/good reason) | 12 months base salary paid in installments + COBRA reimbursements up to 12 months (or earlier events) |
| Change-of-control (double-trigger within 1 year) | 1x base salary + 1x target bonus over 12 months + COBRA reimbursements up to 12 months |
| 280G treatment | “Better-of” approach—reduce only if net after-tax benefit is greater |
| Restrictive covenants | Non-compete and non-solicit during employment and for 1 year post-termination; confidentiality restrictions |
Investment Implications
- Pay-for-performance alignment: A meaningful portion of Xynos’s equity is unvested and includes performance RSUs that vest only upon FDA approval of RP1 by 6/30/2026, directly tying upside to a pivotal regulatory milestone . Time‑based RSUs extend vesting through 2028, supporting retention .
- Near-term vesting cadence: Annual RSU tranches vest each May/November (per grant schedules), which can create periodic liquidity windows but hedging and pledging are prohibited, reducing misalignment risk .
- Severance economics: Change-of-control protection is double-trigger and set at 1x base + 1x target bonus, which is moderate for a CMO and unlikely to incentivize value-destructive outcomes; standard 12-month severance otherwise .
- Ownership: Beneficial ownership is <1%, comprised primarily of options; alignment relies on future equity vesting and milestone attainment rather than large outright shareholdings . Company-level TSR was volatile and net losses widened in FY2025; pay design avoids using net income as a metric, consistent with pre-commercial biotech stage .