Hans-Peter Gerber
SUTRO BIOPHARMAAbout Hans-Peter Gerber
Hans-Peter Gerber, Ph.D., age 62, has served as Sutro Biopharma’s Chief Scientific Officer since September 2023. He holds an M.S. in Biochemistry and a Ph.D. in Molecular Biology from the University of Zurich and previously held R&D leadership roles at Genentech, Seattle Genetics, Pfizer, Maverick Therapeutics (President & CSO; acquired by Takeda in 2021), 3T Biosciences (CSO & SVP), and co-founded Codeable Therapeutics (CSO) . At the company level during his tenure window, Sutro’s total shareholder return (TSR) fell from $20 to $12 per $100 initial investment (2023→2024), while reported net losses widened to $(227)M in 2024 from $(107)M in 2023 .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Codeable Therapeutics | Co-Founder & Chief Scientific Officer | 2022–2023 | ADC startup co-founded; led scientific strategy |
| 3T Biosciences, Inc. | Chief Scientific Officer & SVP | 2018–2022 | Built immuno-oncology/ADC discovery capabilities |
| Maverick Therapeutics, Inc. | President & Chief Scientific Officer | 2016–2018 | Led development; company acquired by Takeda in 2021 |
| Genentech; Seattle Genetics; Pfizer | Various R&D leadership roles | Prior to 2016 | Led R&D groups; CSO at Pfizer R&D group |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| World ADC Conference | Panel participant | Nov 2025 | Public-facing technical leadership on next-gen ADCs |
| FDA (OPQ/CDER) Collaboration | Company lead voice (CSO quote) | Jul 2025 | Helped define ADC reference materials and regulatory standards |
Fixed Compensation
| Component | 2023 | Notes |
|---|---|---|
| Annual Base Salary ($) | $500,000 | Joined Sep 18, 2023; table shows established base; partial-year salary paid |
| Target Bonus (% of Salary) | 40% | Corporate goal-driven payout structure |
| Actual Bonus Paid ($) | $180,000 (90% of $200,000 target) | Company achieved 90% of 2023 goals; CSO payout aligned |
| Sign-on Bonus ($) | $350,000 ($250k at start; $100k at 1-year anniversary, subject to clawback if departure <2 years) | Retention condition on second tranche |
Performance Compensation
| Metric Category (2023) | Weighting | Target Achievement | Payout Basis | Notes |
|---|---|---|---|---|
| Pivotal Trials & Commercial Readiness | 35% | Full | Contributed to 90% overall payout | Luvelta registrational program execution |
| Proprietary Pipeline Progression | 10% | Partial | — | STRO-003/004 timelines; STRO-004 nominated |
| Partnered Program Progression | 5% | Overachievement | — | Milestones undisclosed (confidential) |
| New Dealmaking | 20% | Partial | — | Royalty deal with Blackstone; no luvelta partner |
| Manufacturing Next Stage | 5% | Full | — | Tech transfer progress, CMC strategy |
| Financial Performance | 20% | Partial | — | Cash runway into H2 2025 |
| Culture/Talent/Team | 5% | Full | — | Low turnover; DEIB initiatives; BioSpace recognition |
2024 corporate goal structure carried similar categories; overall achievement was 65% due to partial progress on luvelta partnering and financial targets .
Equity Ownership & Alignment
| Item | Detail | Vesting/Terms |
|---|---|---|
| Total Beneficial Ownership | 2,500 options exercisable within 60 days; no common shares; <1% ownership | — |
| 2023 New-Hire Options | 175,000 options @ $3.77 strike; exp. 9/18/2033 | 25% cliff at 1 year; then monthly over next 3 years |
| 2023 RSUs | 150,000 RSUs (grant-date fair value $565,500) | 25% annually over 4 years |
| Hedging/Pledging | Prohibited by Insider Trading Policy | |
| Clawback | Compensation recovery policy adopted Nov 12, 2023 |
Additional company-wide equity plan activity (2025 YTD): options/RSUs grant/forfeit trends and unrecognized comp are disclosed at the aggregate level, not by individual .
Employment Terms
- Role and Start Date: Chief Scientific Officer; service commenced September 18, 2023; employed “at will” under offer letter dated Aug 28, 2023 .
- Severance Plan: As an “other chief executive,” eligible for 15 months’ base salary, pro‑rated actual bonus, up to 15 months COBRA, and acceleration of time‑based equity vesting for awards vesting within 15 months upon termination without cause/good reason; change‑in‑control (double trigger within 18 months) adds lump‑sum 15 months’ salary, pro‑rated target bonus plus 1.25× target bonus, up to 15 months COBRA, and full acceleration of stock options and RSUs (performance awards per their terms) .
- Anti‑Hedging/Margin/Pledging: Prohibited for employees and directors .
- Clawback: Compensation recovery policy aligned with SEC/Nasdaq standards .
- Non‑compete/Non‑solicit: Not disclosed.
Performance & Track Record
- Company-Level Outcomes: TSR per $100 investment: 2022 $37; 2023 $20; 2024 $12. Net income (loss): 2022 $(119)M; 2023 $(107)M; 2024 $(227)M .
- Scientific Leadership: Public statements and panels at World ADC (Nov 2025) highlighting dual‑payload ADCs, iADCs, and cell‑free manufacturing advantages .
- Regulatory Collaboration: Company announced FDA OPQ/CDER collaboration to develop ADC reference materials; CSO emphasized platform precision and industry impact (Jul 2025) .
Compensation Committee Context
- Peer Group for 2023/2024 pay benchmarking included ~19 oncology/biotech peers (e.g., Arcus, MacroGenics, ImmunoGen, Zymeworks, Nurix, IGM Biosciences) .
- Say‑on‑Pay outcomes: 2023 cycle voted in 2024 proxy—80.7% support; 2024 cycle voted in 2025 proxy—98.8% support .
Investment Implications
- Alignment and Retention: Gerber’s equity is predominantly unvested (175k options; 150k RSUs) with multi‑year vesting and a two‑tranche sign‑on bonus, supporting retention incentives; hedging/pledging prohibited and a compliant clawback is in place .
- Ownership Signal: Direct beneficial ownership is de minimis (<1%), typical for newly hired R&D leaders, with alignment primarily via options/RSUs rather than common stock .
- Change‑of‑Control Economics: Double‑trigger structure with 1.25× target bonus and full acceleration promotes continuity through transactions; no tax gross‑ups are disclosed .
- Performance Linkage: Annual cash bonus tied to company milestones produced a 90% payout for 2023 but fell to 65% in 2024, consistent with mixed progress on partnering and financial objectives during that period .
- Execution Risk: Company TSR and net losses deteriorated in 2024, underscoring the need for clinical readouts/partnering to improve capital efficiency and investor outcomes; Gerber’s public technical leadership and FDA collaboration highlight continued platform maturation .