Daniella Beckman
About Daniella Beckman
Chief Financial Officer of Tango Therapeutics (TNGX) since September 2019; previously interim CFO from October 2016–August 2019. She is 46 years old as of April 8, 2025, holds a B.S. in business administration-accounting from Boston University, and previously served as CFO of Idenix Pharmaceuticals until its sale to Merck in 2014; she also provides board-level finance expertise across multiple public biotech companies . Company performance during her tenure has been volatile: year-end value of $100 invested in TNGX fell to 28.2 in 2024 (vs. Nasdaq Biotech Index 93.5), after 90.5 in 2023 and 66.3 in 2022; net losses were $130.3M (2024), $101.7M (2023), and $108.2M (2022) .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Tango Therapeutics | Interim Chief Financial Officer | Oct 2016–Aug 2019 | Built finance infrastructure pre-Business Combination; later formalized as CFO . |
| Tango Therapeutics | Chief Financial Officer | Sep 2019–Present | Scaled finance, BD, communications, IT, facilities; objectives included expanding corporate presence and functional excellence . |
| Idenix Pharmaceuticals | Chief Financial Officer | Jun 2011–Aug 2014 | Led finance through sale to Merck in Aug 2014 . |
| Various early-stage biotechs | Consulting/Interim CFO | Nov 2015–Sep 2019 | Provided interim CFO services to early-stage biotech companies . |
External Roles
| Organization | Role | Years | Notes |
|---|---|---|---|
| Upstream Biopharma (NASDAQ: UPB) | Director | Oct 2024–Present | Public company directorship . |
| Vor Biopharma (NASDAQ: VOR) | Director | Jul 2020–Present | Public company directorship . |
| Blueprint Medicines (NASDAQ: BPMC) | Director | Dec 2021–Present | Public company directorship . |
| Translate Bio | Director | Oct 2017–Sep 2021 | Prior public board service . |
| 5:01 Acquisition Corp. | Director | Oct 2020–Oct 2022 | Prior SPAC board service . |
Fixed Compensation
| Metric | 2022 | 2023 | 2024 |
|---|---|---|---|
| Base Salary ($) | 425,100 | 441,777 (paid) / 442,100 base | 486,314 |
| All Other Compensation ($) | 2,415 | 8,620 | 17,810 |
| Notes | Compensation committee targets market medians; CFO 2024 base raised ~10% to align with peer 50th percentile |
Performance Compensation
Annual Cash Bonus (2024)
| Name | Bonus Target (%) | Target ($) | Actual Payout ($) | Payout vs Target |
|---|---|---|---|---|
| Daniella Beckman | 40% | 194,526 | 213,492 | 110% (combined corporate/individual result determined by committee) |
- 2024 corporate scorecards: Corporate Strategy achieved 90% of target; People achieved 120%; overall corporate payout approved at 113% of target; non-CEO NEO bonus allocation: 75% corporate, 25% individual .
2024 Equity Grants (Grant date 2/1/2024; approved 12/10/2023)
| Instrument | Shares/Units | Exercise Price | Grant Date Fair Value ($) |
|---|---|---|---|
| RSUs | 39,413 | — | 483,992 |
| Stock Options | 236,475 | 12.28 | 1,964,682 |
- Equity mix and vesting: Options generally vest 25% after one year then monthly over 36 months; certain legacy options vest monthly over 48 months; RSUs typically vest in three equal annual installments. In 2023–2024, committee targeted a 2:1 ratio of option shares to RSUs for equivalent grant date value .
Multi-Year Compensation (Summary Compensation Table)
| Year | Salary ($) | Stock Awards ($) | Option Awards ($) | Non-Equity Incentive ($) | All Other ($) | Total ($) |
|---|---|---|---|---|---|---|
| 2024 | 486,314 | 483,992 | 1,964,682 | 213,492 | 17,810 | 3,166,290 |
| 2023 | 441,777 | 170,778 | 691,570 | 209,999 | 8,620 | 1,522,744 |
| 2022 | 425,100 | — | 897,750 | 191,614 | 2,415 | 1,516,879 |
Equity Ownership & Alignment
| As-of Date | Beneficial Ownership (Shares) | % of Shares Outstanding | Composition/Notes |
|---|---|---|---|
| Apr 1, 2025 | 1,163,421 | 1.1% | 98,898 shares + options to purchase 1,064,523 shares exercisable within 60 days . |
| Apr 1, 2024 | 859,424 | <1% (“*”) | 74,814 shares + options to purchase 784,610 shares exercisable within 60 days . |
| Apr 1, 2023 | 587,462 | <1% (“*”) | 63,867 shares + options to purchase 523,595 shares exercisable within 60 days . |
- Insider trading, hedging, pledging policy: Company prohibits short sales and derivative transactions (puts/calls or economic equivalents) and highlights risks of margin/pledged shares; policy is designed to promote compliance with insider trading laws .
Selected Outstanding Equity (Dec 31, 2024)
| Grant Date | Instrument | Exercisable (#) | Unexercisable (#) | Exercise Price ($) | Unvested RSUs (#) |
|---|---|---|---|---|---|
| 10/18/2019 | Option | 165,433 | — | 1.53 | — |
| 01/30/2020 | Option | 55,201 | — | 1.65 | — |
| 10/01/2020 | Option | 68,108 | — | 3.21 | — |
| 01/28/2021 | Option | 86,314 | 1,837 | 3.50 | — |
| 08/12/2021 | Option | 317,070 | 63,415 | 9.56 | — |
| 02/01/2022 | Option | 109,375 | 40,625 | 9.22 | — |
| 03/01/2023 | Option | 94,419 | 102,632 | 5.20 | 21,895 |
| 02/01/2024 | Option | — | 236,475 | 12.28 | 39,413 |
- As of 12/31/2024, Company used $3.09/share to value accelerated vesting; options with exercise prices $5.20–$12.28 were out-of-the-money at that date, reducing near-term exercise/selling pressure, while RSUs retain value and vest on published schedules .
Employment Terms
| Term | Detail |
|---|---|
| Employment | At-will; CFO; eligible for annual review and bonus set as % of base . |
| Severance (non‑CIC) | If terminated without cause or resigns for good reason: 12 months base salary continuation + Company-paid portion of COBRA up to 12 months (subject to election/eligibility) . |
| Change-in-Control (double trigger within 12 months) | Lump sum 12 months base salary + lump sum target annual bonus + Company-paid portion of COBRA up to 12 months + 100% acceleration of time-based equity . |
| Clawback | Compensation recovery policy (effective Oct 2, 2023) complies with SEC/Nasdaq; recovers incentive-based comp upon restatements over prior 3 years . |
| Governance Practices | No tax gross-ups; change-in-control not single-trigger; independent comp committee and independent advisor (Pearl Meyer) . |
Potential Payments (Assuming 12/31/2024 event)
| Scenario | Severance ($) | Target Bonus ($) | Health Care ($) | Equity Acceleration ($) | Total ($) |
|---|---|---|---|---|---|
| Termination without cause/good reason (non‑CIC) | 486,314 | 194,526 | 24,137 | — | 704,977 |
| Termination without cause/good reason within 12 months post‑CIC | 486,314 | 194,526 | 24,137 | 298,358 | 1,003,335 |
Compensation Structure Analysis
- Mix shift toward equity in 2024: Option awards ($1.96M) and RSUs ($0.48M) rose versus 2023 ($0.69M options, $0.17M RSUs), consistent with committee’s addition of RSUs (2:1 option-to-RSU share ratio) to improve retention in volatile markets .
- Base salary alignment and competitiveness: 2024 base salary increased ~10% to align with 50th percentile peer group for CFO role, reflecting market competitiveness objectives .
- Bonus plan design: Non-CEO NEOs’ bonuses weight 75% corporate and 25% individual; 2024 corporate payout was 113% (Corporate Strategy 90%, People 120%); Ms. Beckman’s combined metrics assessed at 110% .
Performance & Track Record Signals
| Year | TNGX: $100 Invested (Year-End) | Nasdaq Biotech Index: $100 Invested | Net Loss ($M) |
|---|---|---|---|
| 2022 | 66.3 | 89.9 | (108.2) |
| 2023 | 90.5 | 94.0 | (101.7) |
| 2024 | 28.2 | 93.5 | (130.3) |
- Indicates significant 2024 stock underperformance vs. biotech peers; equity awards (particularly RSUs) support retention through downcycles, while many options were out-of-the-money at 12/31/2024, reducing immediate exercise pressure .
Investment Implications
- Pay-for-performance alignment improving but levered to long-term equity: 2024 bonus outcomes reflect measured corporate performance (113% corporate payout), while majority of incremental compensation value is in equity with multi-year vesting; RSUs vest through 2025–2027 and options mostly out-of-the-money at year-end 2024 (ex. $12.28/$9.56/$9.22 strikes vs $3.09), limiting near-term sell pressure and aligning retention with future value creation .
- Retention risk appears moderate: Double-trigger CIC protection (1x base + 1x target + full time-based equity acceleration) and a formal clawback, plus market-aligned base salary, reduce flight risk for a seasoned CFO with multi-company board experience; lack of single-trigger payouts and no tax gross-ups are shareholder-friendly .
- Ownership and skin-in-the-game: Beneficial ownership increased to ~1.16M shares (1.1%) by Apr 1, 2025, largely option-based; insider trading policy prohibits short sales/derivatives and addresses pledging risks, mitigating misalignment concerns .
- Execution risk remains tied to clinical progress and funding cycles, as evidenced by net losses and share volatility; compensation mix (options + RSUs) is structured to retain leadership through these phases, with committee using independent advisor and peer benchmarks to calibrate pay .
Sources: 2025, 2024, 2023, 2022 DEF 14A proxy statements for Tango Therapeutics (TNGX) as cited above.
