Company: RCUS
Filing Date: 2025-04-22
Form Type: DEF 14A
Source: 0001724521-25-000052
Chunk: 44

Company: Arcus Biosciences, Inc.
Filing Date: 2025-04-22
Form: DEF 14A
Chunk 44
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1/CTLA-4 bispecific antibody, in IO-naive patients with ccRCC.

◦ Successfully initiated PRISM-1, our Phase 3 study in metastatic pancreatic cancer evaluating quemliclustat with gemcitabine and nab-paclitaxel (the standard-of-care chemotherapies used for advanced pancreatic cancer) against gemcitabine and nab-paclitaxel. Taiho also exercised its option for quemliclustat for the Taiho Territory and opted to participate in PRISM-1. As a result, Taiho will reimburse us for their portion of the global study costs and operationalize the Japanese sites for the study.

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◦ Advanced our early-stage clinical programs by initiating the first expansion cohort evaluation for AB598 with and without zimberelimab and chemotherapy in gastric cancers.

◦ Realized multiple funding opportunities including a $320 million follow-on investment by Gilead in January 2024 and a term loan facility with Hercules that can potentially provide up to $250 million in additional non-dilutive capital. As a result, we ended the year with a cash runway into mid-2027.

#### Compensation Philosophy and Objectives
The goals of our executive compensation program are to align our executive officers’ compensation with our corporate objectives and the interests of our stockholders. To do this, we focus on the following principles to guide decisions regarding executive compensation:

• Competitive Total Compensation Package . We compete for qualified employees, including executive officers, both in the San Francisco Bay Area (where our principal offices are located) and in the pharmaceutical and biotechnology industries, where competition for talented employees is fierce. We strive to offer a market-competitive compensation package that enables us to attract and retain superior executive officers and other employees with outstanding skills and values who contribute to our long-term success.

• Pay-for-Performance . We structure our executive compensation program so that executives are appropriately incentivized to achieve our annual corporate goals and longer-term business strategies and objectives. The annual bonus and equity awards for our executive officers are determined based on an assessment of the company's performance and such executive officer’s contribution to the achievement of the company's goals and objectives.

• Alignment with Stockholders . We use equity-based awards to align executive incentives with the creation of stockholder value. For our executive officers, our equity awards are predominately weighted towards options as we believe that options provide a strong alignment with our stockholders’ interests because their entire value depends on future stock price appreciation