CEO Steven Basta received total compensation of approximately $6.97 million for 2025, which is reasonable for a newly appointed CEO of a commercial-stage biotech with a market cap near $900 million; the compensation structure is heavily weighted toward variable, performance-linked pay — his package includes stock options, performance stock awards tied to revenue and operating expense targets, and stock-price hurdle awards that only pay out when the share price hits pre-set levels, with 2025 incentive payouts at 124% of target reflecting genuine outperformance (217% revenue growth, 50% quarterly opex reduction). The prior year say-on-pay vote received approximately 98% support, signaling strong shareholder endorsement of the program's structure, the company maintains a meaningful clawback policy as required by SEC and Nasdaq rules, and no individual executive threshold breaches or pay-for-performance misalignment concerns are identified under policy.

Ernst & Young billed $962,000 in audit fees for 2025 and zero in non-audit or other fees, so the non-audit fee ratio is 0% — well below the 50% threshold that would raise independence concerns; tenure is approximately 7 years (since inception in 2019), far below the 25-year threshold; no material restatements are disclosed; and Ernst & Young is a Big 4 firm appropriate for a company of this size.