Document:

EX-10.9

 Exhibit 10.9 

PMV PHARMACEUTICALS, INC. 

EMPLOYEE INCENTIVE COMPENSATION PLAN 

1.    Purposes of the Plan. The Plan is intended to increase stockholder value and the success of the Company by
motivating Employees to (i) perform to the best of their abilities and (ii) achieve the Company’s objectives. 

2.    Definitions. 

(a)    “Actual Award” means as to any Performance Period, the actual award (if any) payable to a
Participant for the Performance Period, subject to the Committee’s authority under Section 3(d) to modify the award. 

(b)    “Affiliate” means any corporation or other entity (including, but not limited to, partnerships and
joint ventures) controlled by the Company. 
 (c)    “Board” means the Board of Directors of the
Company. 
 (d)    “Bonus Pool” means the pool of funds available for distribution to Participants.
Subject to the terms of the Plan, the Committee establishes the Bonus Pool for each Performance Period. 

(e)    “Code” means the Internal Revenue Code of 1986, as amended. Reference to a specific section of the
Code or regulation thereunder will include such section or regulation, any valid regulation promulgated thereunder, and any comparable provision of any future legislation or regulation amending, supplementing or superseding such section or
regulation. 
 (f)    “Committee” means the committee appointed by the Board (pursuant to
Section 5) to administer the Plan. Unless and until the Board otherwise determines, the Board’s Compensation Committee will administer the Plan. 

(g)    “Company” means PMV Pharmaceuticals, Inc., a Delaware corporation, or any successor thereto, and
“Company Group” means the Company and any Parents, Subsidiaries, and Affiliates. 

(h)    “Disability” means a permanent and total disability determined in accordance with uniform and
nondiscriminatory standards adopted by the Committee from time to time. 
 (i)    “Employee” means any
executive, officer, or other employee of the Company or of an Affiliate, whether such individual is so employed at the time the Plan is adopted or becomes so employed subsequent to the adoption of the Plan. 

(j)    “Fiscal Year” means the fiscal year of the Company. 

 (k)    “Parent” means a “parent corporation,”
whether now or hereafter existing, as defined in Code Section 424(e). 
 (l)     “Participant”
means as to any Performance Period, an Employee who has been selected by the Committee for participation in the Plan for that Performance Period. 

(m)    “Performance Period” means the period of time for the measurement of the performance criteria that
must be met to receive an Actual Award, as determined by the Committee in its sole discretion. A Performance Period may be divided into one or more shorter periods if, for example, but not by way of limitation, the Committee desires to measure some
performance criteria over 12 months and other criteria over 3 months. 
 (n)    “Plan” means this
Executive Incentive Compensation Plan, as set forth in this instrument (including any appendix attached hereto) and as hereafter amended from time to time. 

(o)    “Subsidiary” means a “subsidiary corporation,” whether now or hereafter existing, as
defined in Code Section 424(f), in relation to the Company. 
 (p)     “Target Award” means the
target award, at 100% of target level performance achievement, payable under the Plan to a Participant for the Performance Period, as determined by the Committee in accordance with Section 3(b). 

3.    Selection of Participants and Determination of Awards. 

(a)    Selection of Participants. The Committee, in its sole discretion, will select the Employees who will be
Participants for any Performance Period. Participation in the Plan is in the sole discretion of the Committee, on a Performance Period by Performance Period basis. Accordingly, an Employee who is a Participant for a given Performance Period in no
way is guaranteed or assured of being selected for participation in any subsequent Performance Period or Performance Periods. 

(b)    Determination of Target Awards. The Committee, in its sole discretion, will establish a Target Award for
each Participant (which may be expressed as a percentage of a Participant’s average annual base salary for the Performance Period or a fixed dollar amount or such other amount or based on such other formula as the Committee determines). 

(c)    Bonus Pool. Each Performance Period, the Committee, in its sole discretion, will establish a Bonus Pool,
which pool may be established before, during or after the applicable Performance Period. Actual Awards will be paid from the Bonus Pool. 

(d)    Discretion to Modify Awards. Notwithstanding any contrary provision of the Plan, the Committee may, in its
sole discretion and at any time, (i) increase, reduce or eliminate a Participant’s Actual Award, and/or (ii) increase, reduce or eliminate the amount allocated to the Bonus Pool. The Actual Award may be below, at or above the Target
Award, in the Committee’s discretion. The Committee may determine the amount of any increase, reduction or elimination on the basis of such factors as it deems relevant, and will not be required to establish any allocation or weighting with
respect to the factors it considers. 

  
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 (e)    Discretion to Determine Criteria. Notwithstanding any
contrary provision of the Plan, the Committee, in its sole discretion, will determine the performance goals (if any) applicable to any Target Award (or portion thereof) which may include: (i) attainment of research and development and/or
clinical development milestones, (ii) bookings, (iii) business divestitures and acquisitions, (iv) capital raising, (v) cash flow, (vi) cash position, (vii) contract awards or backlog, (viii) customer renewals,
(vix) customer retention rates from an acquired company, subsidiary, business unit or division, (x) earnings (which may include earnings before interest and taxes, earnings before taxes, and net taxes), (xi) earnings per share,
(xii) expenses, (xiii) financial milestones, (xiv) gross margin, (xv) growth in stockholder value relative to the moving average of the S&P 500 Index or another index, (xvi) internal rate of return, (xvii) internal
structure, (xviii) leadership development, (xix) license or research collaboration agreements, (xx) market share, (xxi) net income, (xxii) net profit, (xxiii) net sales, (xxiv) new product development,
(xxv) new product or business invention or innovation, (xxvi) number of customers, (xxvii) operating cash flow, (xxviii) operating expenses, (xxix) operating income, (xxx) operating margin, (xxxi) overhead or other
expense reduction, (xxxii) patentability, (xxxiii) publications, (xxxiv) procurement, (xxxv) product defect measures, (xxxvi) product release timelines or other product release milestones, (xxxvii) productivity, (xxxviii) profit,
(xxxix) project, function or portfolio-specific milestones, (xxxx) regulatory milestones or regulatory-related goals, (xxxxi) retained earnings, (xxxxii) return on assets, (xxxxiii) return on capital, (xxxxiv) return on equity, (xxxxv) return
on investment, (xxxxvi) return on sales, (xxxxvii) revenue, (xxxxviii) revenue growth, (xlix) sales results, (l) sales growth, (li) savings (lii) stock price, (liii) time to market, (liv) total stockholder return,
(lv) working capital, and (lvi) individual objectives such as peer reviews or other subjective or objective criteria. As determined by the Committee, the performance goals may be based on generally accepted accounting principles
(“GAAP”) or non-GAAP results and any actual results may be adjusted by the Committee for one-time items or unbudgeted or unexpected items and/or payments of
Actual Awards under the Plan when determining whether the performance goals have been met. The goals may be on the basis of any factors the Committee determines relevant, and may be on an individual, divisional, business unit, segment or
Company-wide basis. Any criteria used may be measured on such basis as the Committee determines, including but not limited to, as applicable, (A) in absolute terms, (B) in combination with another performance goal or goals (for example,
but not by way of limitation, as a ratio or matrix), (C) in relative terms (including, but not limited to, results for other periods, passage of time and/or against another company or companies or an index or indices), (D) on a per-share basis, (E) against the performance of the Company as a whole or a segment of the Company and/or (F) on a pre-tax or
after-tax basis. The performance goals may differ from Participant to Participant and from award to award. Failure to meet the goals will result in a failure to earn the Target Award, except as provided in
Section 3(d). The Committee also may determine that a Target Award (or portion thereof) will not have a performance goal associated with it but instead will be granted (if at all) in the sole discretion of the Committee. 

  
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 4.    Payment of Awards. 

(a)    Right to Receive Payment. Each Actual Award will be paid solely from the general assets of the Company.
Nothing in this Plan will be construed to create a trust or to establish or evidence any Participant’s claim of any right other than as an unsecured general creditor with respect to any payment to which he or she may be entitled. 

(b)    Timing of Payment. Payment of each Actual Award shall be made as soon as practicable after the end of the
Performance Period to which the Actual Award relates and after the Actual Award is approved by the Committee, but in no event later than the later of (i) the 15th day of the third month of the Fiscal Year immediately following the Fiscal Year
in which the Participant’s Actual Award is first no longer subject to a substantial risk of forfeiture, and (ii) March 15 of the calendar year immediately following the calendar year in which the Participant’s Actual Award is
first no longer subject to a substantial risk of forfeiture. Unless otherwise determined by the Committee, to earn an Actual Award a Participant must be employed by the Company or any Affiliate on the date the Actual Award is paid. 

    It is the intent that this Plan be exempt from or comply with the requirements of Code Section 409A so that none
of the payments to be provided hereunder will be subject to the additional tax imposed under Code Section 409A, and any ambiguities herein will be interpreted to be so exempt or so comply. Each payment under this Plan is intended to constitute
a separate payment for purposes of Treasury Regulation Section 1.409A-2(b)(2). 

(c)    Form of Payment. Each Actual Award generally will be paid in cash (or its equivalent) in a single lump sum.
The Committee reserves the right, in its sole discretion, to settle an Actual Award with a grant of an equity award under the Company’s then-current equity compensation plan, which equity award may have such terms and conditions, including
vesting, as the Committee determines in its sole discretion. 
 (d)    Payment in the Event of Death or
Disability. If a Participant dies or is terminated due to his or her Disability prior to the payment of an Actual Award the Committee has determined will be paid for a prior Performance Period, the Actual Award will be paid to his or her estate
or to the Participant, as the case may be, subject to the Committee’s discretion to reduce or eliminate any Actual Award otherwise payable. 

5.    Plan Administration. 

(a)    Committee is the Administrator. The Plan will be administered by the Committee. The Committee will consist of
not less than 2 members of the Board. The members of the Committee will be appointed from time to time by, and serve at the pleasure of, the Board. 

(b)    Committee Authority. It will be the duty of the Committee to administer the Plan in accordance with the
Plan’s provisions. The Committee will have all powers and discretion necessary or appropriate to administer the Plan and to control its operation, including, but not limited to, the power to (i) determine which Employees will be granted
awards, (ii) prescribe the terms and 

  
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conditions of awards, (iii) interpret the Plan and the awards, (iv) adopt such procedures and sub-plans as are necessary or appropriate to permit
participation in the Plan by Employees who are foreign nationals or employed outside of the United States, (v) adopt rules for the administration, interpretation and application of the Plan as are consistent therewith, and (vi) interpret,
amend or revoke any such rules. 
 (c)    Decisions Binding. All determinations and decisions made by the
Committee, the Board, and/or any delegate of the Committee pursuant to the provisions of the Plan will be final, conclusive, and binding on all persons, and will be given the maximum deference permitted by law. 

(d)    Delegation by Committee. The Committee, in its sole discretion and on such terms and conditions as it may
provide, may delegate all or part of its authority and powers under the Plan to one or more directors and/or officers of the Company. 

(e)    Indemnification. Each person who is or will have been a member of the Committee will be indemnified and
held harmless by the Company against and from (i) any loss, cost, liability, or expense that may be imposed upon or reasonably incurred by him or her in connection with or resulting from any claim, action, suit, or proceeding to which he or she
may be a party or in which he or she may be involved by reason of any action taken or failure to act under the Plan or any award, and (ii) from any and all amounts paid by him or her in settlement thereof, with the Company’s approval, or
paid by him or her in satisfaction of any judgment in any such claim, action, suit, or proceeding against him or her, provided he or she will give the Company an opportunity, at its own expense, to handle and defend the same before he or she
undertakes to handle and defend it on his or her own behalf. The foregoing right of indemnification will not be exclusive of any other rights of indemnification to which such persons may be entitled under the Company’s Certificate of
Incorporation or Bylaws, by contract, as a matter of law, or otherwise, or under any power that the Company may have to indemnify them or hold them harmless. 

6.    General Provisions. 

(a)    Tax Withholding. The Company (or the Affiliate employing the applicable Employee) will withhold all
applicable taxes from any Actual Award, including any federal, state and local taxes (including, but not limited to, the Participant’s FICA and SDI obligations). 

(b)    No Effect on Employment or Service. Nothing in the Plan will interfere with or limit in any way the right of
the Company (or the Affiliate employing the applicable Employee) to terminate any Participant’s employment or service at any time, with or without cause. For purposes of the Plan, transfer of employment of a Participant between the Company and
any one of its Affiliates (or between Affiliates) will not be deemed a termination of employment. Employment with the Company and its Affiliates is on an at-will basis only. The Company expressly reserves the
right, which may be exercised at any time and without regard to when during a Performance Period such exercise occurs, to terminate any individual’s employment with or without cause, and to treat him or her without regard to the effect that
such treatment might have upon him or her as a Participant. 

  
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 (c)    Forfeiture Events. 

    (i)    Clawback Policy; Applicable Laws. All awards under the Plan will be subject to
reduction, cancellation, forfeiture, or recoupment in accordance with any clawback policy that the Company Group is required to adopt pursuant to the listing standards of any national securities exchange or association on which the Company’s
securities are listed or as is otherwise required by the Dodd-Frank Wall Street Reform and Consumer Protection Act or other applicable laws. In addition, the Committee may impose such other clawback, recovery or recoupment provisions with respect to
an award under the Plan as the Committee determines necessary or appropriate, including without limitation a reacquisition right in respect of previously acquired cash, stock, or other property provided with respect to an award. Unless this
Section 6(c) is specifically mentioned and waived in a written agreement between a Participant and a member of the Company Group or other document, no recovery of compensation under a clawback policy will give the Participant the right to
resign for “good reason” or “constructive termination” (or similar term) under any agreement with a member of the Company Group. 

  (ii)    Additional Forfeiture Terms. The Committee may specify when providing for an award under the
Plan that the Participant’s rights, payments, and benefits with respect to the award will be subject to reduction, cancellation, forfeiture, or recoupment upon the occurrence of specified events, in addition to any otherwise applicable vesting
or performance conditions of the award. Such events may include, without limitation, termination of the Participant’s status as an Employee for “cause” or any act by a Participant, whether before or after the Participant’s status
as an Employee terminates, that would constitute “cause.” 
   (iii)    Accounting
Restatements. If the Company is required to prepare an accounting restatement due to the material noncompliance of the Company, as a result of misconduct, with any financial reporting requirement under the securities laws, then any Participant
who knowingly or through gross negligence engaged in the misconduct, or who knowingly or through gross negligence failed to prevent the misconduct, and any Participant who is one of the individuals subject to automatic forfeiture under
Section 304 of the Sarbanes-Oxley Act of 2002, will reimburse the Company Group the amount of any payment with respect to an award earned or accrued during the twelve (12) month period following the first public issuance or filing with the
U.S. Securities and Exchange Commission (whichever first occurred) of the financial document embodying such financial reporting requirement. 

(d)    Participation. No Employee will have the right to be selected to receive an award under this Plan, or,
having been so selected, to be selected to receive a future award. 
 (e)    Successors. All obligations of the
Company under the Plan, with respect to awards granted hereunder, will be binding on any successor to the Company, whether the existence of such successor is the result of a direct or indirect purchase, merger, consolidation, or otherwise, of all or
substantially all of the business or assets of the Company. 
 (f)    Nontransferability of Awards. No award
granted under the Plan may be sold, transferred, pledged, assigned, or otherwise alienated or hypothecated, other than by will or by the 

  
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laws of descent and distribution, or to the limited extent provided in Section 6(e). All rights with respect to an award granted to a Participant will be available during his or her lifetime
only to the Participant. 
 7.    Amendment, Termination, and Duration. 

(a)    Amendment, Suspension, or Termination. The Board or the Committee, in its sole discretion, may amend or
terminate the Plan, or any part thereof, at any time and for any reason. The amendment, suspension or termination of the Plan will not, without the consent of the Participant, alter or impair any rights or obligations under any Actual Award
theretofore earned by such Participant. No award may be granted during any period of suspension or after termination of the Plan. 

(b)    Duration of Plan. The Plan will commence on the date first adopted by the Board or the Committee, and
subject to Section 7(a) (regarding the Board’s and/or the Committee’s right to amend or terminate the Plan), will remain in effect thereafter until terminated. 

8.    Legal Construction. 

(a)    Gender and Number. Except where otherwise indicated by the context, any masculine term used herein also will
include the feminine; the plural will include the singular and the singular will include the plural. 

(b)    Severability. In the event any provision of the Plan will be held illegal or invalid for any reason, the
illegality or invalidity will not affect the remaining parts of the Plan, and the Plan will be construed and enforced as if the illegal or invalid provision had not been included. 

(c)    Requirements of Law. The granting of awards under the Plan will be subject to all applicable laws, rules and
regulations, and to such approvals by any governmental agencies or national securities exchanges as may be required. 

(d)    Governing Law. The Plan and all awards will be construed in accordance with and governed by the laws of the
State of New Jersey, but without regard to its conflict of law provisions. 
 (e)    Bonus Plan. The Plan is
intended to be a “bonus program” as defined under U.S. Department of Labor regulation 2510.3-2(c) and will be construed and administered in accordance with such intention. 

(f)    Captions. Captions are provided herein for convenience only, and will not serve as a basis for
interpretation or construction of the Plan. 

  
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 Exhibit 10.10 

PMV Pharmaceuticals, Inc. 

Change in Control and Severance Policy 

This Change in Control and Severance Policy (the “Policy”) is designed to provide certain protections to a select group of key
employees of PMV Pharmaceuticals, Inc. (“PMV Pharmaceuticals” or the “Company”) or any of its subsidiaries if their employment is involuntary terminated under the circumstances described in this Policy. The Policy
is designed to be an “employee welfare benefit plan” (as defined in Section 3(1) of the Employee Retirement Income Security Act of 1974, as amended (“ERISA”)), and this document is both the formal plan document and
the required summary plan description for the Policy. 
 Eligible Employee: An individual is only eligible for protection under this Policy if he or
she is an Eligible Employee and complies with its terms (including any terms in the Eligible Employee’s Participation Agreement (as defined below)). An “Eligible Employee,” is an employee of the Company or any subsidiary of the
Company who has (a) been designated by the Board or an authorized committee of the Board (in either case, the “Committee”) as eligible to participate in the Policy, whether individually or by position or category of
position and (b) executed a participation agreement in the form attached hereto as Exhibit A (a “Participation Agreement”). 

Policy Benefits: An Eligible Employee will be eligible to receive the payments and benefits under this Policy and his or her Participation Agreement
upon his or her Qualified Termination. The amount and terms of any Equity Vesting, Salary Severance, Bonus Severance, and COBRA Benefit that an Eligible Employee may receive upon his or her Qualified Termination will be set forth in his or her
Participation Agreement. All benefits under this Policy payable upon a Qualified Termination will be subject to the Eligible Employee’s compliance with the Release Requirement and any timing modifications required to avoid adverse taxation
under Section 409A. 
 Equity Vesting: On a Qualified Termination, the then-unvested shares subject to each then-outstanding equity award held
by an Eligible Employee will immediately vest and, in the case of options and stock appreciation rights, will become exercisable to the extent set forth in the Eligible Employee’s
Participation Agreement (for avoidance of doubt, no more than 100% of the shares subject to the outstanding portion of an equity award may vest and become exercisable under this provision). Any restricted stock units, performance shares, performance
units, or similar full value awards that vest under this provision will be settled on the 61st day following the Eligible Employee’s Qualified Termination (the “Equity
Vesting”). 
 Salary Severance: Upon a Qualified Termination, an Eligible Employee will be eligible to receive salary severance payment(s)
in the amount set forth in his or her Participation Agreement (the “Salary Severance”). The Eligible Employee’s Salary Severance payment(s) will be paid in cash at the time(s) specified in his or her Participation
Agreement. 
 Bonus Severance: Upon a Qualified Termination, an Eligible Employee will be eligible to receive bonus severance payment(s) in the
amount set forth in his or her Participation Agreement (the “Bonus Severance”). The Eligible Employee’s Bonus Severance payment(s) will be paid in cash at the time(s) specified in his or her Participation Agreement. 

  
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 COBRA Benefit: Upon a Qualified Termination, if an Eligible Employee makes a valid election under
COBRA to continue his or her health coverage, the Company will pay or reimburse the Eligible Employee for the cost of such continuation coverage for the Eligible Employee and any eligible dependents that were covered under the Company’s health
care plans immediately prior to the date of his or her Qualified Termination until the earliest of (a) the end of the applicable period set forth in the Eligible Employee’s Participation Agreement, (b) the date upon which the
Eligible Employee and/or the Eligible Employee’s eligible dependents become covered under similar plans or (c) the date upon which the Eligible Employee ceases to be eligible for coverage under COBRA (the “COBRA
Coverage”). Notwithstanding the preceding, if the Company determines in its sole discretion that it cannot provide the COBRA Coverage without potentially violating applicable law (including, without limitation, Section 2716 of
the Public Health Service Act), the Company will instead provide the Eligible Employee a taxable lump-sum payment in an amount equal to the applicable number of months of COBRA Coverage specified in the
Eligible Employee’s Participation Agreement multiplied by the monthly COBRA premium that the Eligible Employee would be required to pay to continue his or her group health coverage in effect on the date of his or her Qualified Termination,
based on the premium for the first month of COBRA Coverage (whichever of such taxable payments or the COBRA Coverage, the “COBRA Benefit”). If the Company provides for a taxable cash payment in lieu of the COBRA
Coverage, then such cash payment will be made regardless of whether the Eligible Employee elects COBRA continuation coverage and such payment will be made in full on the 61st day following the Eligible Employee’s Qualified Termination. 

Non-Duplication of Payment or Benefits: If (a) an Eligible Employee’s Qualified Termination occurs
prior to a Change in Control that qualifies him or her for severance payments and benefits payable on a Non-CIC Qualified Termination and (b) a Change in Control occurs within the 3-month period following his or her Qualified Termination that qualifies him or her for the superior severance payments and benefits payable on a CIC Qualified Termination under this Policy, then (i) the
Eligible Employee will cease receiving any further payments or benefits under this Policy in connection with his or her Non-CIC Qualified Termination and (ii) the Equity Vesting, Salary Severance, Bonus
Severance, and COBRA Benefit, as applicable, otherwise payable upon a CIC Qualified Termination under this Policy each will be offset by the corresponding payments or benefits he or she already received under this Policy in connection with his or
her Non-CIC Qualified Termination. 
 Death of Eligible Employee: If an Eligible Employee dies before all
payments or benefits he or she is entitled to receive have been paid, such unpaid amounts will be paid to his or her designated beneficiary, if living, or otherwise to his or her personal representative in a
lump-sum payment as soon as possible following his or her death. 
 Release: An Eligible Employee’s
receipt of any severance payments or benefits upon his or her Qualified Termination under this Policy is subject to the Eligible Employee signing and not revoking the Company’s then-standard separation agreement and release of claims (which may
include an agreement not to disparage the Company, non-solicit provisions, and other standard terms and conditions) (the “Release” and such requirement, the “Release
Requirement”), which must become effective and irrevocable no later than the 60th day following the Eligible Employee’s Qualified 

  
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Termination (the “Release Deadline”). If the Release does not become effective and irrevocable by the Release Deadline, the Eligible Employee will forfeit any right to
severance payments or benefits under this Policy. In no event will severance payments or benefits under the Policy be paid or provided until the Release actually becomes effective and irrevocable. Notwithstanding any other payment schedule set forth
in this Policy or the Eligible Employee’s Participation Agreement, none of the severance payments and benefits payable upon such Eligible Employee’s Qualified Termination under this Policy will be paid or otherwise provided prior to the
60th day following the Eligible Employee’s Qualified Termination. Except as otherwise set forth in an Eligible Employee’s Participation Agreement or to the extent that payments are delayed under the paragraph below entitled
“Section 409A,” on the first regular payroll pay day following the 60th day following the Eligible Employee’s Qualified Termination, the Company will pay or provide the Eligible Employee the severance payments and benefits that
the Eligible Employee would otherwise have received under this Policy on or prior to such date, with the balance of such severance payments and benefits being paid or provided as originally scheduled. 

Section 409A: The Company intends that all payments and benefits provided under this Policy or otherwise are exempt from, or comply
with, the requirements of Section 409A of the Code and any guidance promulgated thereunder (collectively, “Section 409A”) so that none of the payments or benefits will be subject to the additional tax
imposed under Section 409A, and any ambiguities herein will be interpreted in accordance with this intent. No payment or benefits to be paid to an Eligible Employee, if any, under this Policy or otherwise, when considered together with any
other severance payments or separation benefits that are considered deferred compensation under Section 409A (together, the “Deferred Payments”), will be paid or otherwise provided until such Eligible Employee has a
“separation from service” within the meaning of Section 409A. If, at the time of the Eligible Employee’s termination of employment, the Eligible Employee is a “specified employee” within the meaning of
Section 409A, then the payment of the Deferred Payments will be delayed to the extent necessary to avoid the imposition of the additional tax imposed under Section 409A, which generally means that the Eligible Employee will receive payment
on the first payroll date that occurs on or after the date that is 6 months and 1 day following his or her termination of employment. The Company reserves the right to amend the Policy as it deems necessary or advisable, in its sole discretion and
without the consent of any Eligible Employee or any other individual, to comply with any provision required to avoid the imposition of the additional tax imposed under Section 409A or to otherwise avoid income recognition under
Section 409A prior to the actual payment of any benefits or imposition of any additional tax. Each payment, installment, and benefit payable under this Policy is intended to constitute a separate payment for purposes of U.S. Treasury Regulation
Section 1.409A-2(b)(2). In no event will the Company reimburse any Eligible Employee for any taxes that may be imposed on him or her as a result of Section 409A. 

Parachute Payments: 
 Reduction of
Severance Benefits. Notwithstanding anything set forth herein to the contrary, if any payment or benefit that an Eligible Employee would receive from the Company or any other party whether in connection with the provisions herein or otherwise
(the “Payment”) would (a) constitute a “parachute payment” within the meaning of Section 280G of the Code, and (b) but for this sentence, be subject to the excise tax imposed by
Section 4999 of the Code (the “Excise Tax”), then such Payment will be equal to the Best Results Amount. The “Best  

  
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Results Amount” will be either (x) the full amount of such Payment or (y) such lesser amount as would result in no portion of the Payment being subject to the Excise Tax,
whichever of the foregoing amounts, taking into account the applicable federal, state and local employment taxes, income taxes and the Excise Tax, results in the Eligible Employee’s receipt on an
after-tax basis of the greater amount, notwithstanding that all or some portion of the Payment may be subject to the Excise Tax. If a reduction in payments or benefits constituting parachute payments is
necessary so that the Payment equals the Best Results Amount, reduction will occur in the following order: reduction of cash payments; cancellation of accelerated vesting of stock awards; and reduction of employee benefits. In the event that
acceleration of vesting of stock award compensation is to be reduced, such acceleration of vesting will be cancelled in the reverse order of the date of grant of the Eligible Employee’s equity awards. 

Determination of Excise Tax Liability. The Company will select a professional services firm to make all of the determinations required
to be made under these paragraphs relating to parachute payments. The Company will request that firm provide detailed supporting calculations both to the Company and the Eligible Employee prior to the date on which the event that triggers the
Payment occurs if administratively feasible, or subsequent to such date if events occur that result in parachute payments to the Eligible Employee at that time. For purposes of making the calculations required under these paragraphs relating to
parachute payments, the firm may make reasonable assumptions and approximations concerning applicable taxes and may rely on reasonable, good faith determinations concerning the application of the Code. The Company and the Eligible Employee will
furnish to the firm such information and documents as the firm may reasonably request in order to make a determination under these paragraphs relating to parachute payments. The Company will bear all costs the firm may reasonably incur in connection
with any calculations contemplated by these paragraphs relating to parachute payments. Any such determination by the firm will be binding upon the Company and the Eligible Employee, and the Company will have no liability to the Eligible Employee for
the determinations of the firm. 
 Administration: The Policy will be administered by the Committee or its delegate (in each case, the
“Administrator”). The Administrator will have full discretion to administer and interpret the Policy. Any decision made or other action taken by the Administrator with respect to the Policy and any interpretation by the
Administrator of any term or condition of the Policy or any related document will be conclusive and binding on all persons and be given the maximum possible deference allowed by applicable laws. The Administrator is the “plan
administrator” of the Policy for purposes of ERISA and will be subject to the fiduciary standards of ERISA when acting in such capacity. 

Attorneys Fees: The Company and each Eligible Employee will bear their own attorneys’ fees incurred in connection with any disputes between them.

 Exclusive Benefits: Except as may be set forth in an Eligible Employee’s Participation Agreement, this Policy is intended to be the only
agreement between the Eligible Employee and the Company regarding any change of control or severance payments or benefits to be paid to the Eligible Employee on account of a termination of employment, whether unrelated to, concurrent with, or
following, a Change in Control. Accordingly, by executing a Participation Agreement, an Eligible Employee hereby forfeits and waives any rights to any severance or change of control benefits set forth in any employment agreement, offer letter,
and/or equity award agreement, except as set forth in this Policy and in the Eligible Employee’s Participation Agreement. 

  
 4 

 Tax Withholding: All payments and benefits under this Policy will be paid less applicable withholding
taxes. The Company or the subsidiary employing the Eligible Employee, as applicable, is authorized to withhold from any payments or benefits all federal, state, local and/or foreign taxes required to be withheld therefrom and any other required
payroll deductions. The Company or the subsidiary employing the Eligible Employee, as applicable, will not pay, reimburse Eligible Employee for, or be liable or responsible for any of Eligible Employee’s taxes arising from or relating to any
payments or benefits under this Policy; instead, any such taxes will be solely the responsibility of Eligible Employee. 
 Amendment or Termination:
The Committee may amend or terminate the Policy at any time without advance notice to any Eligible Employee or other individual and without regard to the effect of the amendment or termination on any Eligible Employee or on any other individual,
except that any amendment or termination of the Policy that is adverse to an Eligible Employee who was designated by the Committee as eligible to participate in the Policy on a date prior to such amendment or termination of the Policy will not be
effective with respect to such Eligible Employee without such Eligible Employee’s prior written consent. Notwithstanding the preceding, (a) any amendment to the Policy that causes an individual to cease to be an Eligible Employee will not
be effective with respect to a Qualified Termination unless it is both approved by the Administrator and communicated to the affected Eligible Employee in writing at least 6 months prior to the effective date of the amendment or termination, and
(b) no amendment or termination of the Policy will be made within 12 months following a Change in Control if such amendment or termination would reduce the benefits provided hereunder or impair an Eligible Employee’s eligibility under
the Policy (unless the affected Eligible Employee consents to such amendment or termination). Any action in amending or terminating the Policy will be taken in a non-fiduciary capacity. 

Claims Procedure: Any Eligible Employee who believes he or she is entitled to any payment under the Policy may submit a claim in writing to the
Administrator. If the claim is denied (in full or in part), the claimant will be provided a written notice explaining the specific reasons for the denial and referring to the provisions of the Policy on which the denial is based. The notice will
also describe any additional information needed to support the claim and the Policy’s procedures for appealing the denial. The denial notice will be provided within 90 days after the claim is received. If special circumstances require an
extension of time (up to 90 days), written notice of the extension will be given within the initial 90-day period. This notice of extension will indicate the special circumstances requiring the extension of
time and the date by which the Administrator expects to render its decision on the claim. 
 Appeal Procedure: If the claimant’s claim is
denied, the claimant (or his or her authorized representative) may apply in writing to the Administrator for a review of the decision denying the claim. Review must be requested within 60 days following the date the claimant received the written
notice of their claim denial or else the claimant loses the right to review. The claimant (or representative) then has the right to review and obtain copies of all documents and other information relevant to the claim, upon request and at no charge,
and to submit issues and comments in writing. The Administrator will provide written notice of the decision on review within 60 days after it receives a review request. If additional time (up to 60 days) is needed to review the request, the claimant
(or 

  
 5 

 
representative) will be given written notice of the reason for the delay. This notice of extension will indicate the special circumstances requiring the extension of time and the date by which
the Administrator expects to render its decision. If the claim is denied (in full or in part), the claimant will be provided a written notice explaining the specific reasons for the denial and referring to the provisions of the Policy on which the
denial is based. The notice will also include a statement that the claimant will be provided, upon request and free of charge, reasonable access to, and copies of, all documents and other information relevant to the claim and a statement regarding
the claimant’s right to bring an action under Section 502(a) of ERISA. 
 Successors: Any successor to the Company of all or substantially
all of the Company’s business and/or assets (whether direct or indirect and whether by purchase, merger, consolidation, liquidation or other transaction) will assume the obligations under the Policy and agree expressly to perform the
obligations under the Policy in the same manner and to the same extent as the Company would be required to perform such obligations in the absence of a succession. For all purposes under the Policy, the term “Company” will include any
successor to the Company’s business and/or assets which becomes bound by the terms of the Policy by operation of law, or otherwise. 
 Applicable
Law: The provisions of the Policy will be construed, administered, and enforced in accordance with ERISA and, to the extent applicable, the internal substantive laws of the state of California (but not its conflict of laws provisions). 

Definitions: Unless otherwise defined in an Eligible Employee’s Participation Agreement, the following terms will have the following meanings for
purposes of this Policy and the Eligible Employee’s Participation Agreement: 
 “Base Salary” means the Eligible
Employee’s annual base salary as in effect immediately prior to his or her Qualified Termination (if such Qualified Termination is due to a resignation for Good Reason based on a material reduction in base salary, then the Eligible
Employee’s annual base salary in effect immediately prior to such reduction) or, if such Qualified Termination occurs following a Change in Control, and such amount is greater, at the level in effect immediately prior to the Change in Control.

 “Board” means the Board of Directors of the Company. 

“Cause” means the occurrence of any of the following: (a) the Eligible Employee’s engaging in illegal conduct that
is determined by the Committee to be materially injurious to the Company or any of its subsidiaries; (b) the Eligible Employee’s violation of a U.S. federal or state law or regulation or a law or regulation of any other jurisdiction
applicable to the Company’s business which violation was or is reasonably likely to be injurious to the Company or any of its subsidiaries; (c) the Eligible Employee’s material breach of the terms of any confidentiality agreement or
invention assignment agreement between the Eligible Employee and the Company or any of its subsidiaries, as determined in good faith by the Committee; (d) the Eligible Employee’s conviction for, or entry of a plea of nolo contendere
to, a felony involving any act of moral turpitude, dishonesty, fraud against, or the misappropriation of material property belonging to, the Company or any of its subsidiaries; (e) the Eligible Employee’s gross negligence or willful
misconduct in the performance of his or her duties to 

  
 6 

 
the Company that has resulted or is likely to result in material damage to the Company, or continued and willful violations of his or her obligations to the Company as an employee of the Company
or any of its subsidiaries, as determined in good faith by the Committee, and the Eligible Employee’s failure to cure such violations within the thirty (30)-day period following written notice from the
Committee; (f) any breach by the Eligible Employee of any material provision of the terms of his or her employment or engagement by the Company or any of its subsidiaries that is determined by the Committee to be materially injurious to the
Company or any of its subsidiaries. 
 “Change in Control” has the meaning set forth in the Company’s 2013 Equity
Incentive Plan, as hereinafter may be amended. 
 “Change in Control Period” will mean the period beginning 3 months prior
to a Change in Control and ending 12 months following the Change in Control. 
 “COBRA” means the Consolidated Omnibus
Budget Reconciliation Act of 1985, as amended. 
 “Code” means the Internal Revenue Code of 1986, as amended. 

“Disability” means the total and permanent disability as defined in Section 22(e)(3) of the Code unless the Company
maintains a long-term disability plan at the time of the Eligible Employee’s Qualified Termination, in which case, the determination of disability under such plan also will be considered “Disability” for purposes of this Policy. 

“Qualified Termination” has the following meaning unless otherwise defined in the Participation Agreement: either (i) a
termination of an Eligible Employee’s employment by the Company (or any of its subsidiaries) other than for Cause, death, or Disability during the Change in Control Period (a “CIC Qualified Termination”) or (ii) a
termination of an Eligible Employee’s employment by the Company (or any of its subsidiaries) other than for Cause, death, or Disability outside the Change in Control Period (a “Non-CIC Qualified
Termination”). 

  
 7 

 Additional Information: 
  

			
	 Plan Name:
	  	PMV Pharmaceuticals, Inc. Change in Control and Severance Policy
		
	 Plan Sponsor:
	  	PMV Pharmaceuticals, Inc. 
8 Clarke Drive, Suite 3 
Cranbury, NJ 08512
		
	 Identification Numbers:
	  	EIN: 46-3218129
		
	 Plan Year:
	  	Company’s Fiscal Year
		
	 Plan Administrator:
	  	PMV Pharmaceuticals, Inc. 
Attention: Chief Executive Officer 
8 Clarke Drive, Suite 3 
Cranbury, NJ 08512
		
	 Agent for Service of 
Legal Process:
	  	PMV Pharmaceuticals, Inc. 
Attention: Chief Executive Officer 
8 Clarke Drive, Suite 3 
Cranbury, NJ 08512
		
	 Type of Plan:
	  	Severance Plan/Employee Welfare Benefit Plan
		
	 Plan Costs:
	  	The cost of the Policy is paid by the Company.

 Statement of ERISA Rights: 

Eligible Employees have certain rights and protections under ERISA: 

They may examine (without charge) all Policy documents, including any amendments and copies of all documents filed with the U.S. Department of
Labor, such as the Policy’s annual report (Internal Revenue Service Form 5500). These documents are available for review in the Company’s Human Resources Department. 

They may obtain copies of all Policy documents and other Policy information upon written request to the Plan Administrator. A reasonable charge
may be made for such copies. 
 In addition to creating rights for Eligible Employees, ERISA imposes duties upon the people who are
responsible for the operation of the Policy. The people who operate the Policy (called “fiduciaries”) have a duty to do so prudently and in the interests of Eligible Employees. No one, including the Company or any other person, may fire or
otherwise discriminate against an Eligible Employee in any way to prevent them from obtaining a benefit under the Policy or exercising rights under ERISA. If an Eligible Employee’s claim for a severance benefit is denied, in whole or in part,
they must receive a written explanation of the reason for the denial. 

  
 8 

 
An Eligible Employee has the right to have the denial of their claim reviewed. (The claim review procedure is explained above.) 

Under ERISA, there are steps Eligible Employees can take to enforce the above rights. For instance, if an Eligible Employee requests materials
and does not receive them within 30 days, they may file suit in a federal court. In such a case, the court may require the Plan Administrator to provide the materials and to pay the Eligible Employee up to $147 a day until they receive the
materials, unless the materials were not sent because of reasons beyond the control of the Plan Administrator. If an Eligible Employee has a claim which is denied or ignored, in whole or in part, he or she may file suit in a state or federal court.
If it should happen that an Eligible Employee is discriminated against for asserting their rights, he or she may seek assistance from the U.S. Department of Labor, or may file suit in a federal court. 

In any case, the court will decide who will pay court costs and legal fees. If the Eligible Employee is successful, the court may order the
person sued to pay these costs and fees. If the Eligible Employee loses, the court may order the Eligible Employee to pay these costs and fees, for example, if it finds that the claim is frivolous. 

If an Eligible Employee has any questions regarding the Policy, please contact the Plan Administrator. If an Eligible Employee has any
questions about this statement or about their rights under ERISA, they may contact the nearest area office of the Employee Benefits Security Administration (formerly the Pension and Welfare Benefits Administration), U.S. Department of Labor, listed
in the telephone directory, or the Division of Technical Assistance and Inquiries, Employee Benefits Security Administration, U.S. Department of Labor, 200 Constitution Avenue, N.W. Washington, D.C. 20210. An Eligible Employee may also obtain
certain publications about their rights and responsibilities under ERISA by calling the publications hotline of the Employee Benefits Security Administration. 

  
 9 

 EXHIBIT A 

Change in Control and Severance Policy 

Participation Agreement 

This Participation Agreement (“Agreement”) is made and entered into by and between [NAME] on the one hand, and PMV
Pharmaceuticals, Inc. (the “Company”) on the other. 
 You have been designated as eligible to participate in the Policy, a
copy of which is attached hereto, under which you are eligible to receive the following severance payments and benefits upon a Qualified Termination, subject to the terms and conditions of the Policy. 

CIC Qualified Termination. Upon your CIC Qualified Termination, you will be entitled to the following benefits, subject to the
terms and conditions of the Policy: 
  

	 	•	 	 Equity Vesting: 100% of the then-unvested shares subject to each of your then-outstanding equity awards
will immediately vest and, in the case of options and stock appreciation rights, will become exercisable (for avoidance of doubt, no more than 100% of the shares subject to the outstanding portion of an equity award may vest and become exercisable
under this provision). In the case of equity awards with performance-based vesting, unless otherwise determined by the Company and set forth in your equity award agreement, all performance goals and other vesting criteria will be deemed achieved at
100% of target levels. 

  

	 	•	 	 Salary Severance: [CEO: 18 months; Other C-suite: 12
months; VPs: 9 months] of your Base Salary, payable in a lump sum on the 61st day following your CIC Qualified Termination. 

  

	 	•	 	 Bonus Severance: [CEO: 150%; Other C-suite: 100%; VPs: greater of pro-rata portion or 75%] of your target bonus, payable in a lump sum on the 61st day following your CIC Qualified Termination. 

 

	 	•	 	 COBRA Coverage: Payment or reimbursement of the COBRA Coverage or COBRA Benefit, as applicable, for up to
[CEO: 18 months; Other C-suite: 12 months; VPs: 9 months] following your CIC Qualified Termination. 

Non-CIC Qualified Termination. Upon your Non-CIC Qualified
Termination, you will be entitled to the following benefits, subject to the terms and conditions of the Policy: 
  

	 	•	 	 Equity Vesting: A number of then-unvested shares subject to each of your then-outstanding equity awards
(excluding equity awards with performance-based vesting and excluding any equity awards granted on or after the IPO date) equal to the number of such shares otherwise scheduled to vest during the [CEO: 12 month; Other C-suite and VPs: 6 month] period following the date of your Non-CIC Qualified Termination had you remained employed with the Company (or any of its subsidiaries) through
such date will immediately vest and, in the case of options and stock appreciation rights, will become exercisable. 

  
 10 

	 	•	 	 Salary Severance: [CEO: 12 months; Other C-suite: 9 months; and
VPs: 6 months] of your Base Salary, payable in a lump sum on the 6lst day following your Non-CIC Qualified Termination. 

 

	 	•	 	 Bonus Severance: None. 

 

	 	•	 	 COBRA Coverage: Payment or reimbursement of the COBRA Coverage or COBRA Benefit, as applicable, for up to
[CEO: 12 months; Other C-suite: 9 months; and VPs: 6 months] following your Non-CIC Qualified Termination. 

[“Good Reason” means the termination of your employment with the Company (or any of its subsidiaries) in accordance with the
next sentence after the occurrence of one or more of the following events without your consent: (a) a material reduction in your authority, duties, or responsibilities with the Company or a subsidiary of the Company in effect immediately prior
to such reduction, unless you are is provided with reasonably comparable authority, duties, or responsibilities; (b) a material change in the geographic location at which you must be principally located for employment, provided that a change in
office location of greater than forty (40) miles from your home will be such a material change in geographic location; (c) a material reduction by the Company or a subsidiary of the Company in your base compensation as in effect
immediately prior to such reduction other than in connection with a general reduction of base compensation at the Company or its subsidiaries of individuals having a similar position or title; or (d) any material breach by the Company or a
subsidiary of the Company of the agreement under which you provide services to the Company or such subsidiary. In order for the Eligible Employee’s termination of his or her employment to be for Good Reason, you must not terminate employment
with the Company without first providing the Company with written notice of the acts or omissions constituting the grounds for “Good Reason” within 90 days of the initial existence of the grounds for “Good Reason” and a cure
period of 30 days following the date of written notice (the “Cure Period”), such grounds must not have been cured during such time, and you must terminate your employment within 60 days following the Cure Period. 

“Qualified Termination” means either (i) a termination of your employment by the Company (or any of its subsidiaries)
other than for Cause, death, or Disability or by you for Good Reason, in either case, during the Change in Control Period (a “CIC Qualified Termination”) or (ii) a termination of your employment by the Company (or any of its
subsidiaries) other than for Cause, death, or Disability outside the Change in Control Period (a “Non-CIC Qualified Termination”).]1 

“IPO Date” means the effective date of the first registration statement that is filed by the Company and declared effective
pursuant to 
Section 12(b) of the Exchange Act of 1934, with respect to the Company’s common stock. 
  

 

	1 	 NTD: FOR CEO/C-SUITE. 

  
 11 

 Other Provisions 

You agree that the Policy and the Agreement constitute the entire agreement of the parties hereto and supersede in their entirety all prior
representations, understandings, undertakings or agreements (whether oral or written and whether expressed or implied) of the parties, and will specifically supersede any severance and/or change of control provisions of any offer letter, employment
agreement, or equity award agreement entered into between you and the Company and/or any of its subsidiaries. 
 This Agreement may be
executed in counterparts, each of which will be deemed an original, but all of which together will constitute one and the same instrument. 

  
 12 

 By signing below, each of the parties signifies his, her, or its acceptance of the terms of
this Agreement, in the case of the Company by its duly authorized officer, effective as of the last date set forth below. 
  

									
	PMV PHARMACEUTICALS, INC.	 		 	ELIGIBLE EMPLOYEE
					
	By:	 	
                     
                                        
	 		 	Signature:	 	
                     
                            

					
	Date:	 	  
	 		 	Date:	 	  

 [Signature Page of the Participation Agreement] 

  
 13

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