Company: DAWN
Filing Date: 2025-04-11
Form Type: DEF 14A
Source: 0001140361-25-013462
Chunk: 44

Company: Day One Biopharmaceuticals, Inc.
Filing Date: 2025-04-11
Form: DEF 14A
Chunk 44
---
 Discussion and Analysis section discusses the principles and practices that guide our executive compensation program. We refer to the following four executive officers as our “named executive officers” (“NEOs”) during the year ended December 31, 2024, each of whose compensation is set forth in the Summary Compensation Table and the other compensation tables included in this Proxy Statement.

| • | Jeremy Bender, Ph.D., M.B.A., our Chief Executive Officer and President |

| • | Charles York, II, M.B.A., our Chief Operating Officer and Chief Financial Officer |

| • | Samuel Blackman, M.D., Ph.D, our former Co-Founder and Head of Research and Development;(1)and |

| • | Adam Dubow, our General Counsel, Chief Compliance Officer and Secretary |

| (1) | Dr. Blackman retired from the Company effective January 3, 2025 and is no longer considered an executive officer of the Company. |

Business Highlights During 2024, we achieved several important business milestones, including but not limited to, the following:

31

TABLE OF CONTENTS

Compensation Highlights Our executive compensation program aligns with our strategy and with stockholder interests in three significant respects. Pay is aligned with performance . Direct compensation for the NEOs has three components: salary; an annual cash bonus opportunity tied to performance against prescribed financial, operational, and strategic goals; and equity in the form of a mix of stock options and restricted stock unit awards (“RSUs”), the value of which hinges on sustained stock price performance. Most compensation is variable and at risk . The vast majority of target total direct compensation for our NEOs depends on either company performance or stock price. Approximately 90% of target compensation for the Chief Executive Officer (“CEO”), and 84% of target compensation for the other NEOs (on average), is variable and at risk. Compensation packages are competitive . We provide competitive base salaries and meaningful short- and long-term incentive opportunities to support our retention objectives and to tie compensation to Day One’s stock price and achievement of Day One’s financial, strategic, and operational goals.

| * | Pay mix is calculated based on incentive pay opportunities at target. |

Compensation Philosophy and Objectives The objective of our compensation program is to enable us to hire, reward, and retain the world-class talent that we need to execute our strategy and successfully pursue our mission of developing new medicines for people with life-threatening diseases. Our short- and long-term incentive compensation programs are tied to performance and stock price because we believe that consistent and