BioAtla, Inc. has announced significant changes to its executive compensation structure and leadership consulting agreements. The company filed an -K on September 23, 2026, detailing these updates.
Dr. Eric Sievers has resigned from his position as Chief Medical Officer, effective September 25, 2026, to pursue interests outside the company. However, he will remain with BioAtla as a consultant. Under the Consulting Agreement dated September 25, 2026, Dr. Sievers is eligible to receive a one-time payment of $159,000. This payment is contingent upon the company achieving specific capital raising milestones by December 31, 2026. For services rendered after January 1, 2027, through June 30, 2027, Dr. Sievers will be compensated at an hourly rate proportional to his base salary at the time of his separation. The consulting term is set to expire on June 30, 2027, unless mutually extended.
In addition to the consulting agreement, the company has modified retention bonuses for its Chief Executive Officer, Jay M. Short, Ph.D., and Chief Financial Officer, Christian Vasquez. Both executives were previously eligible for bonuses tied to milestones set for August 31, 2026, which were not completed. On September 24, 2026, the Board of Directors approved a partial reinstatement of these programs.
For Mr. Vasquez, the reinstated retention bonus for Milestone #2 is $148,888, representing 40% of his annual base salary. The payout is subject to a sliding scale based on performance, ranging from 80% to 120% of the target amount, provided milestones are met by December 31, 2026. Mr. Vasquez’s target Performance Bonus for the remainder of 2026 and the first quarter of 2027 is $75,000, contingent on meeting financial and capital raising milestones by March 31, 2027.
Dr. Short’s reinstated retention bonus is $440,892, representing 60% of his annual base salary. Unlike Mr. Vasquez’s bonus, Dr. Short’s payout requires 100% achievement of the milestones by December 31, 2026, with no sliding scale. His target Performance Bonus is $220,000, tied to milestones by March 31, 2027. All bonuses are payable by January 31, 2027, for the retention bonuses and April 30, 2027, for the performance bonuses, contingent on the executives remaining employed and in good standing.
