Ron Menezes - Chief Revenue Officer | Beauty Health (SKIN) Executive Profile & Compensation

About Ron Menezes

Ron Menezes, age 62, is Chief Revenue Officer (CRO) of The Beauty Health Company (SKIN), appointed effective October 15, 2024 and designated a Section 16 executive officer on February 25, 2025 . He brings 20+ years in aesthetics and dermatology commercialization, including CEO of Sientra (2020–2024), and senior roles at Almirall Dermatology, Allergan, Abbott, Astellas, Pfizer, and Eli Lilly; he holds a B.S. in International Business from Brigham Young University and serves as a director of Diverse Biotech, Inc. . Company pay-for-performance context: 2024 annual incentive metrics were Revenue, Adjusted EBITDA, and Consumable Sales Growth; the plan paid 7.05% of target due to underperformance (Revenue $334.3M vs $374.3M threshold; Adjusted EBITDA $12.3M vs $44.0M threshold; Consumables $208.9M vs $191.8M threshold) . Historical equity alignment indicator: 2022 PSU grants vested at 0% on relative TSR (<20th percentile), underscoring past TSR headwinds .

Past Roles

Organization	Role	Years	Strategic Impact
Sientra, Inc.	President & CEO; Director	Nov 2020 – Jun 2024	Revamped go-to-market; drove revenue growth and profitability per Company press release .
Almirall U.S. – Dermatology	President & GM	Aug 2017 – Nov 2020	Led U.S. dermatology portfolio; commercial leadership .
Assertio Therapeutics (Depomed)	VP Sales & Operations	2016 – Aug 2017	Sales and operations leadership in specialty pharma .
Allergan plc; Abbott; Astellas; Pfizer; Eli Lilly	Various sales leadership roles	Prior years (not specified)	Managed multi-million-dollar business unit sales organizations; medical aesthetics/commercialization expertise .

External Roles

Organization	Role	Years	Strategic Impact
Diverse Biotech, Inc.	Director	Ongoing	Oncology drug discovery oversight; external network in life sciences .

Fixed Compensation

Component	Terms	Effective Date	Notes
Base Salary	$450,000 per year	Oct 2024	Paid biweekly; subject to periodic review .
Target Annual Bonus	60% of base salary	2025 plan year	Eligible beginning FY2025; paid in Mar 2026 based on performance .
Sign-on Bonus	$100,000 total	Oct 2024 – Apr 2025	$50,000 within first 30 days; $50,000 at 6 months; full repayment if voluntary resignation within 12 months (other than Good Reason) .

Performance Compensation

Program	Metric	Weight	Target Framework	2024 Actual	Payout	Vesting
Annual Incentive (Company Framework)	Revenue (US$M)	60%	Threshold $374.3; Target $440.3; Max $510.7	$334.3	0.0% (unweighted)	Cash; annual cycle .
Annual Incentive (Company Framework)	Adjusted EBITDA (US$M)	30%	Threshold $44.0; Target $55.0; Max $66.0	$12.3	0.0% (unweighted)	Cash; annual cycle .
Annual Incentive (Company Framework)	Consumable Sales Growth (US$M)	10%	Threshold $191.8; Target $225.7; Max $259.6	$208.9	70.5% (unweighted); 7.05% total weighted	Cash; annual cycle .
Long-Term Incentive (New Hire)	RSUs (grant-date value)	—	$800,000 value	—	—	Vests ratably over 3 years from grant date (first of the month following hire); service-contingent .
Company PSU Design (context)	Relative TSR PSUs	—	Earn-out 0–200% vs blended peer group+DJS US Select Medical Equipment Index	—	—	3-year cliff; example earn-out schedule disclosed .

Notes:

Menezes was not eligible for the 2024 annual bonus (employees joining on/after Oct 1 are ineligible); his bonus eligibility begins FY2025 per offer letter .
Company 2022 PSU cycle paid 0% on TSR, highlighting strict TSR alignment .

Equity Ownership & Alignment

Item	Detail
Beneficial Ownership	As of April 16, 2025, Ron Menezes reported no beneficial ownership; “–” and less than 1% of outstanding shares (125,989,795 shares outstanding) .
New Hire RSU Grant	$800,000 grant-date value; RSUs vest ratably over 3 years from grant date (first of month following hire), subject to continued service .
Stock Ownership Guidelines (NEOs)	3× base salary; 5 years to comply; retain 100% of after-tax shares until guideline met .
Hedging/Pledging	Prohibited: no derivatives, short sales, or pledging/margin accounts allowed under Insider Trading Policy .
Clawback Policy	Amended and Restated Clawback Policy enabling recovery of incentive-based pay upon material financial restatement .
Equity Plan Capacity (context)	As of Dec 31, 2024: 7,254,391 RSUs outstanding; 1,237,822 PSUs outstanding; shares available under plans disclosed .

Employment Terms

Term	Detail
Role and Reporting	Chief Revenue Officer; reports to CEO Marla Beck; remote-based with frequent field travel .
Start and Section 16 Status	Start date Oct 14–15, 2024; designated Section 16 executive officer on Feb 25, 2025 .
Employment Nature	At-will; offer letter does not constitute an employment contract .
Severance / Change-in-Control	No individual severance or CIC terms disclosed in Menezes’ offer letter; Company maintains severance/CIC arrangements for NEOs generally, but Menezes-specific terms not disclosed .
Bonus Eligibility	Corporate Annual Incentive Plan; target 60% of base salary; eligibility begins FY2025 .
Equity Eligibility	Eligible for future LTI awards at Compensation Committee discretion under 2021 Plan .
Compliance	Subject to Section 16 reporting and Company Insider Trading Policy .

Investment Implications

Pay-for-performance alignment appears strong: annual bonus tied to revenue, adjusted EBITDA, and consumables, and LTI design emphasizes multi-year stock performance; recent 2024 bonus pool paid only 7.05% of target, demonstrating discipline when targets aren’t met .
Retention signals: $100k sign-on with 12-month clawback and a 3-year RSU vesting schedule create near/medium-term retention hooks; absence of disclosed personal severance may reduce “golden handcuffs” risk but also limits exit costs .
Insider selling pressure likely limited near term: as of April 16, 2025, Menezes held no reported beneficial ownership; future selling could arise only as RSUs vest or for tax withholding, within strict no-hedge/no-pledge policy .
Alignment and governance: Ownership guidelines (3× salary in 5 years), clawback, and no hedging/pledging policies support shareholder-friendly posture; Section 16 designation elevates disclosure discipline .
Execution risk: Company’s past TSR underperformance (0% PSU vesting for 2022 cycle) and 2024 operating shortfalls highlight a need for commercial turnaround; Menezes’ prior track record in go-to-market restructuring (Sientra) is directly relevant to SKIN’s growth and margin ambitions .