Jeff Cislini
About Jeff Cislini
Jeff Cislini is Senior Vice President, General Counsel and Secretary at Revolution Medicines, serving in this role since September 2022; he previously was Vice President, Deputy General Counsel from June 2020 to September 2022 . He is age 50 as of March 31, 2025, with a B.A.S. in Economics and Land Resources Planning from Stanford and a J.D. from Harvard Law School . Company context relevant to executive pay-for-performance: RVMD achieved 130% of target corporate performance goals for 2024 cash incentives , and ended 2024 with $2.3B in cash, cash equivalents and marketable securities, reflecting late-stage pipeline advancement .
| Attribute | Detail |
|---|---|
| Current Role | SVP, General Counsel & Secretary (since Sep 2022) |
| Prior RVMD Role | VP, Deputy General Counsel (Jun 2020–Sep 2022) |
| Age | 50 (as of Mar 31, 2025) |
| Education | BAS, Stanford; JD, Harvard Law School |
| Company Performance Context | 2024 Outcome |
|---|---|
| Corporate performance achievement (for cash incentives) | 130% of target |
| Cash, cash equivalents & marketable securities (year-end 2024) | $2.3B |
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Revolution Medicines | VP, Deputy General Counsel | 2020–2022 | Built in-house legal capacity; supported growth phase |
| Atara Biotherapeutics | VP, Legal, Corporate & Contracts; Corporate Secretary | 2018–2020 | Led corporate/legal/contracts and governance |
| O’Melveny & Myers LLP | Attorney | 2007–2018 | Complex corporate and life sciences legal practice |
| Wilson Sonsini Goodrich & Rosati, P.C. | Attorney | 2001–2007 | Corporate/tech/biotech legal foundation |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| None disclosed | — | — | No public board roles or outside officer positions disclosed for Jeff Cislini in RVMD proxies |
Fixed Compensation
Not disclosed. Jeff Cislini was not a named executive officer (NEO) in 2023–2024; proxies provide detailed compensation only for NEOs and directors, not for other executive officers .
Compensation structure described for NEOs (indicative of RVMD’s program design):
- Base salary adjustments reflect expanded role scope; 2024 NEO base salary increases ranged 6.0%–13.6% .
- Annual cash incentives: for NEOs other than CEO, 90% corporate goals and 10% individual goals; CEO bonus determined solely by corporate goal achievement .
- Long-term equity: mix of stock options and RSUs with four-year vesting; awards generally granted on a schedule set by the Compensation Committee .
Performance Compensation
Not disclosed for Jeff Cislini (non-NEO) .
Company program mechanics and recent outcomes (context for incentive design):
- 2024 corporate performance achievement assessed at 130% of target for cash incentives .
- NEO cash incentive design: target bonus % calibrated by role; e.g., 2024 targets (CEO 75%; other NEOs 40–50%) .
| Incentive Component | Structure | Recent Disclosure |
|---|---|---|
| Annual cash bonus | 90% corporate goals / 10% individual for non-CEO NEOs; CEO 100% corporate goals | 2024 corporate performance achievement = 130% |
| Equity (options) | 1/48 monthly vesting from grant date | 2024 NEO grants vested monthly from Mar 1, 2024 |
| Equity (RSUs) | 1/16 quarterly vesting from grant date | 2024 NEO grants vested quarterly from Mar 15, 2024 |
Equity Ownership & Alignment
No individual beneficial ownership line item for Jeff Cislini in RVMD’s beneficial ownership tables (which cover only NEOs and directors) .
Policies and controls that apply to officers (including General Counsel):
- Anti-hedging and anti-pledging: RVMD’s insider trading policy prohibits hedging and pledging of company stock .
- Clawback: Policy for Recovery of Erroneously Awarded Compensation adopted Nov 2023; applies to current and former officers, mandating recovery after certain accounting restatements regardless of misconduct .
- Equity award timing: Committee avoids granting equity around material nonpublic information; grants scheduled and may be delayed to avoid impropriety .
| Alignment Factor | Policy/Status |
|---|---|
| Hedging/Pledging | Prohibited by insider trading policy |
| Clawback | Adopted Nov 2023; applies to officers |
| Equity Grant Timing | Controls to avoid MNPI; scheduled grants |
Employment Terms
No individual employment agreement or severance disclosure was found for Jeff Cislini; Item 5.02 filings and proxies do not detail his contract terms .
Company NEO severance (for context; not necessarily applicable to non-NEO officers):
- Outside change-in-control period: CEO 1.0x salary+target bonus; other NEOs 0.75x; plus COBRA (12 months CEO; 9 months others) .
- During change-in-control window (double-trigger): CEO 2.0x salary+target bonus; other NEOs 1.0x; COBRA (18 months CEO; 12 months others); full accelerated vesting of equity .
- No excise tax gross-ups; double-trigger structure emphasized .
| NEO Severance Terms (Company Policy) | Outside CoC | During CoC (Double-Trigger) |
|---|---|---|
| Cash severance multiple | CEO 1.0x; other NEOs 0.75x of salary+target bonus | CEO 2.0x; other NEOs 1.0x of salary+target bonus |
| COBRA coverage | CEO 12 mo; other NEOs 9 mo | CEO 18 mo; other NEOs 12 mo |
| Equity vesting | None (2024 policy) | Full acceleration |
| Tax gross-ups | None |
Investment Implications
- Alignment safeguards are strong: anti-hedging/pledging and a broad clawback policy reduce misalignment and abusive risk-taking; General Counsel role is covered by these controls .
- Vesting cadence (monthly options, quarterly RSUs) can create regular potential sale events for officers under trading windows, but hedging/pledging bans and equity timing controls mitigate opportunistic behavior .
- Retention risk assessment is limited by lack of disclosed individual compensation/severance for Jeff; however, company-wide NEO severance terms (double-trigger, meaningful multiples) indicate a retention-focused framework likely mirrored in officer contracts, though not confirmed for him .
- Execution track record and corporate performance (130% achievement of 2024 goals; late-stage pipeline; $2.3B cash) support a backdrop of organizational momentum, lowering near-term incentive risk of departures; still, absence of disclosed individual ownership and pay details for Jeff constrains visibility into his personal alignment or selling pressure .