Anthony O’Donnell
About Anthony O’Donnell
SpringWorks Therapeutics’ latest filings do not list Anthony O’Donnell as an executive officer or director. He does not appear among the executive officers in the 2025 proxy’s roster nor among the named executive officers (NEOs) in the Compensation Discussion & Analysis , and he is likewise absent from the 2024 proxy’s executive officer listings . Without disclosure of his role, background, age, education or tenure at SWTX, company-specific performance metrics (TSR, revenue growth, EBITDA growth) cannot be attributed to him.
Evidence gap: No SWTX filing (DEF 14A 2025/2024, 8-K 5.02, 10-K FY2024) mentions an Anthony or O’Donnell as an officer/director. Executive officer lists identify other individuals, not O’Donnell .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| SpringWorks Therapeutics | Not disclosed in SWTX filings | — | No public disclosure identifying Anthony O’Donnell in officer/director roles |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| — | — | — | No public disclosure in SWTX filings referencing Anthony O’Donnell |
Fixed Compensation
| Component | 2023 | 2024 | Notes |
|---|---|---|---|
| Base salary | — | — | No disclosure for Anthony O’Donnell; he is not listed as a NEO or executive officer |
| Target bonus % | — | — | No disclosure for Anthony O’Donnell |
| Actual annual bonus | — | — | Not disclosed for Anthony O’Donnell |
Performance Compensation
| Metric | Weighting | Target | Actual | Payout | Vesting |
|---|---|---|---|---|---|
| — | — | — | — | — | No executive award disclosure exists for Anthony O’Donnell |
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial ownership | Not disclosed for Anthony O’Donnell in SWTX filings |
| Pledging/Hedging | Company insider trading policy prohibits pledging, short sales, and derivatives/hedging by executive officers and directors |
| Stock ownership guidelines | As of Jan 1, 2025: CEO must hold shares equal to 6x base salary; other executive officers must hold 1x base salary, to be met by the later of Jan 1, 2030 or five years after becoming an executive officer. Compliance measured annually; RS/RSUs count, PSUs/options do not |
Employment Terms
| Provision | Company Policy (applies to executive officers generally) |
|---|---|
| Severance & Change-of-Control | Double-trigger acceleration: vesting accelerates only if a change of control occurs and the executive is terminated without cause or resigns for good reason in connection with or following the change of control; agreements also provide specified compensation upon death or disability |
| Clawback | Compensation Recovery Policy effective Nov 2, 2023 mandating recovery of incentive-based pay tied to financial measures in the event of a required restatement, up to three prior fiscal years; recovery regardless of fault |
| Non-compete / Non-solicit | Not detailed in proxies for specific executives; company cites compliance and ethics framework; employment-agreement specifics are not disclosed for Anthony O’Donnell |
| Equity grant timing | Annual grants typically in Q1; grants not timed around material nonpublic information; standard options vest monthly over four years; RSUs vest in three annual tranches; PSUs used increasingly with relative TSR targets |
| Insider trading | Prohibits short sales, derivatives, and pledging of company stock; emphasizes compliance with applicable laws and exchange standards |
Compensation Structure Context (Company-Level)
| Item | Key Details |
|---|---|
| 2024 corporate goal weights and payout | Eight corporate goals (launch execution, regulatory filings/approvals, pipeline advancement, organizational effectiveness, cash stewardship) with weights 5–25%; corporate component paid at 140% based on achievement; CEO bonus at 140% of target |
| PSU design | 2024 CEO PSUs: 88,000 target; earned 0–150% based on relative TSR vs NASDAQ Biotech Index over 3 years, capped at 100% if absolute TSR negative; vest at end of performance period |
| 2025 PSUs expansion | PSUs extended to other executive officers; performance 0–150% on relative TSR (capped at 100% if absolute TSR negative) over 2025–2027 |
| Say-on-Pay outcome | 2024 say-on-pay support ~58%; compensation committee increased PSU usage and adopted stock ownership policy for execs in response to shareholder feedback |
Investment Implications
- No disclosure identifies Anthony O’Donnell as an SWTX executive or director, so pay-for-performance, vesting calendars, ownership alignment, and employment economics cannot be analyzed for him specifically. Confirm his role and title with the company or via future 8-K/DEF 14A filings before drawing conclusions .
- If Anthony O’Donnell were to become an SWTX executive, current policy architecture signals: double-trigger change-of-control treatment , clawbacks aligned to Nasdaq rules , prohibitions on pledging/hedging , and stock ownership guidelines (CEO 6x salary; other execs 1x) with RS/RSUs counting and PSUs/options excluded . These frameworks generally support alignment and reduce hedging/pledging risk.