Mo Qatanani
About Mo Qatanani
Mo Qatanani, Ph.D., is Scholar Rock’s Chief Scientific Officer (CSO) since January 2024; he has been an executive officer since 2022 and is 51 years old as of March 31, 2025 . He joined Scholar Rock in September 2021 and previously led Discovery Biology and Research; his background spans leadership at Dyne Therapeutics (Head of Research) and research roles at Merck, Synageva, and Alexion, with expertise in neuromuscular and cardiometabolic programs . Education: Ph.D. in molecular and human genetics (Baylor College of Medicine), post-doctoral fellowship (University of Pennsylvania School of Medicine), B.Sc. and M.Sc. in Biology (American University of Beirut) . Company performance during his tenure shows TSR rising from $36.43 to $173.99 for a hypothetical $100 investment from 2022 to 2024, while net losses widened (−$135M to −$246M), consistent with late-stage biotech investment in commercialization and pipeline .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Scholar Rock | SVP, Head of Discovery Biology | Sep 2021–Sep 2022 | Built and led discovery functions across biology and translational areas . |
| Scholar Rock | SVP, Head of Research | Sep 2022–Jan 2024 | Drove early-stage pipeline progression ahead of CSO promotion . |
| Dyne Therapeutics, Inc. | Vice President, Head of Research | Feb 2018–Sep 2021 | Led research; experience advancing neuromuscular programs . |
| Merck & Co., Inc. | Research roles | 2009–2014 | Increasing responsibility in discovery/translational research . |
| Synageva BioPharma Corp | Research roles | 2014–2015 | Research leadership in rare disease . |
| Alexion Pharmaceuticals, Inc. | Research roles | 2015–2018 | Research leadership in rare/neuromuscular disease . |
External Roles
- No external public-company directorships disclosed for Mo Qatanani in the company’s proxy filings reviewed .
Fixed Compensation
| Metric | 2023 | 2024 |
|---|---|---|
| Base Salary ($) | 396,000 | 460,000 (16.2% increase tied to CSO promotion) . |
| Target Bonus (% of Base) | 40% | 40% . |
| Year | Actual Bonus Paid ($) |
|---|---|
| 2024 | 230,000 (paid subsequent year; based on corporate goals and performance) . |
| Year | Stock Awards Fair Value ($) | Option Awards Fair Value ($) | All Other Compensation ($) | Total Compensation ($) |
|---|---|---|---|---|
| 2024 | 1,113,762 | 1,141,037 | 15,912 (benefits incl. insurance, HSA, parking; includes 401(k) match) | 2,959,480 . |
Performance Compensation
| Component | Weighting | Target | Actual | Payout/Vesting |
|---|---|---|---|---|
| Annual Cash Bonus | 85% corporate goals / 15% individual | 40% of base salary | $230,000 | Paid in subsequent year . |
2024 equity awards detail:
| Award | Grant Date | Units | Exercise Price | Expiration | Vesting Schedule |
|---|---|---|---|---|---|
| Stock Options | 2024-02-12 | 94,285 | $15.75 | 2034-02-12 | Equal quarterly over 16 quarters; first vest 2024-04-01 . |
| RSUs | 2024-02-12 | 70,715 (unvested at FY-end) | — | — | Equal annual installments over 4 years; first vest 2025-01-15 . |
Outstanding equity at FY2024-end (market price used for RSUs: $43.22 on 12/31/2024):
| Grant Date | Instrument | Exercisable (#) | Unexercisable (#) | Exercise Price | Expiration | Unvested RSUs (#) | RSU Market Value ($) |
|---|---|---|---|---|---|---|---|
| 2021-10-26 | Options | 56,875 | 13,125 | $26.05 | 2031-10-26 | — | — |
| 2021-10-26 | RSUs | — | — | — | — | 5,250 | 226,905 . |
| 2022-02-14 | Options | 15,468 | 7,032 | $18.08 | 2032-02-14 | — | — |
| 2022-02-14 | RSUs | — | — | — | — | 11,250 | 486,225 . |
| 2022-06-16 | Options | 18,687 | 3,738 | $4.86 | 2032-06-16 | — | — |
| 2022-06-16 | RSUs | — | — | — | — | 7,475 | 323,070 . |
| 2022-10-10 | Options | 2,562 | 2,563 | $7.62 | 2032-10-10 | — | — |
| 2022-10-10 | RSUs | — | — | — | — | 2,563 | 110,773 . |
| 2023-02-13 | Options | 11,250 | 25,313 | $10.00 | 2033-02-13 | — | — |
| 2023-02-13 | RSUs | — | — | — | — | 25,313 | 1,094,028 . |
| 2024-02-12 | Options | 17,678 | 76,607 | $15.75 | 2034-02-12 | — | — |
| 2024-02-12 | RSUs | — | — | — | — | 70,715 | 3,056,302 . |
Notes on vesting:
- Options generally vest quarterly over 12–16 quarters; RSUs vest annually over 3–4 years; first vest dates per award footnotes (e.g., 2024 RSUs first vest 2025-01-15) .
- The company discloses grant timing practices and a 2024 option grant around disclosures; Mo’s 2/12/2024 option grant covered 94,285 shares at $15.75; the grant-date fair value was $12.10 and stock moved ~2.39% around the disclosure window .
Equity Ownership & Alignment
| Ownership Item | Amount |
|---|---|
| Shares owned (direct) | 20,259 . |
| Options exercisable within 60 days (as of 3/26/2025) | 103,999 . |
| Total beneficial ownership (shares) | 124,258 . |
| Ownership as % of shares outstanding | <1% (star in proxy indicates less than one percent) . |
- Hedging/pledging: Company policy prohibits hedging, short sales, buying/selling derivatives, and pledging/margin accounts for executives and directors .
- Stock ownership guidelines: Not disclosed for executives in the proxy sections reviewed .
Employment Terms
| Term | Detail |
|---|---|
| Employment start date | Agreement dated 2021-09-04; effective first day 2021-09-30 . |
| Current role start | CSO since January 2024 . |
| Severance (non‑change‑in‑control) | 9 months base salary + COBRA reimbursement up to 9 months; plus 1.0× annual target bonus (subject to separation agreement/release) . |
| Severance (change‑in‑control within 18 months after CoC) | 12 months base salary + 1.0× annual target bonus + COBRA reimbursement up to 12 months; all time‑based stock options and other time‑based stock awards accelerate and vest . |
| Trigger type | Double‑trigger for CoC acceleration (termination without “cause” or resignation for “good reason” within 18 months post‑CoC) . |
| Clawback | Compensation Recovery Policy adopted Nov 28, 2023 (Nasdaq-compliant) covering restatements; no recoveries required through 2024 . |
| Benefits | 401(k) match; medical/disability/life insurance; paid time off; FSA option . |
Performance & Track Record
| Metric | 2022 | 2023 | 2024 |
|---|---|---|---|
| TSR ($ value of $100 initial investment) | $36.43 | $75.68 | $173.99 . |
| Net Income (millions $) | −135 | −166 | −246 . |
- Management states that, as a non-commercial company, net income is not used as a performance measure in executive compensation design; annual bonuses are tied to corporate goals and individual performance .
- Jay Backstrom noted Mo’s leadership driving cardiometabolic program advancement; his CSO promotion coincided with pipeline progression and launch preparation efforts .
Compensation Peer Group (Benchmarking)
- 2024 peer group (selection criteria: U.S. late-stage/early-commercial biotech; market cap/headcount comparability) included Agios, Apellis, Arrowhead, Avidity, Axsome, Biohaven, Blueprint, BridgeBio, Crinetics, Denali, Dyne, Intra‑Cellular, Krystal, Madrigal, Nuvalent, Revolution Medicines, Rhythm, Sarepta, SpringWorks, Ultragenyx, Vaxcyte, PTC Therapeutics (Company positioned around median) .
- Consultant: Pay Governance; no target percentile disclosed; committee reviews annually .
Equity Ownership & Vesting Pressures (Trading Signals)
- Significant unvested RSUs and ongoing quarterly option vesting create predictable supply events (e.g., 2024 RSUs first vest 2025-01-15; options vest quarterly beginning 2024-04-01), which can coincide with insider Form 4 activity and add selling pressure windows typical for biotech executives .
- Prohibitions on hedging/pledging reduce misalignment risk; equity mix balances price-levered options with retention-focused RSUs .
Investment Implications
- Pay-for-performance alignment: Annual bonus design (85% corporate/15% individual) and mix of options+RSUs align Mo’s incentives to corporate milestones and stock appreciation; 2024 bonus paid ($230k) reflects achievement against Board-set goals .
- Retention risk: Large unvested equity (e.g., 70,715 2024 RSUs; multi-year option schedules) and double‑trigger CoC protections support retention through commercialization phases .
- Ownership alignment: Beneficial ownership is <1% but includes exercisable options; strict anti‑hedging/pledging policy mitigates misalignment and forced sales risk .
- Event timing considerations: Equity grant timing disclosures and vest schedules (quarterly/annual) indicate windows where insider transactions may cluster; monitor Form 4s around vest dates and earnings/events for trading signals .
- Benchmarking and governance: Use of an independent consultant and a robust peer set reduces pay inflation risk; clawback policy and prohibited hedging/pledging strengthen governance .
There are no material legal proceedings involving executive officers noted in the proxy disclosures .