Subject company
Eli Lilly and Company
Principal Medical Science Liaison · P4 · Indianapolis, IN
Take the offer; negotiate from strength on equity, not base. The $190,000 base is already above market, making a push for an $80,000–$90,000 RSU grant or an accelerated vesting cliff the highest-expected-value move available before signing.
Eli Lilly at 89th-percentile base and Rule of 40 of 83 — the negotiation is about equity, not salary.
Offer vesting schedule
Medical Scientists · Eli Lilly and Company · Indiana
This offer’s base sits at the 89th percentile — near the top of the market band.
Your base: $190,000 · $37,430 above the P75 mark — this band is a floor under you, not a ceiling
Source: DOL OFLC LCA disclosure data · n=9 certified filings · base cash only (excludes equity and bonus). Use as a citable market floor, not total compensation.
Only 9 certified LCA wage rows matched — treat the band as directional.
The negotiation room this brief is built to unlock — typically many multiples of its price. The lever-by-lever play is in the negotiation playbook below.
Solid
company trajectory · high confidence
5-year expected total comp (probability-weighted NPV)
What moves this number
Discount rate: 10%
Vesting over 3 years with 1-year cliff
Bear equity multiple: 0.4x
Base equity multiple: 1.5x
Bull equity multiple: 3.8x
Exit probabilities: bear 20%, base 50%, bull 30%
What to do next
Start here. This section compresses the brief into the decision, the strongest reasons behind it, and the risks that deserve verification before you sign.
Why the verdict landed here
Base $190,000 sits at the 89th percentile of the base-cash market band (median $128,125).
Company operating quality is strong (Rule of 40: 82.5).
Signals we only see when the data is connected
The opportunistic insider sell by Lilly USA's top executive directly undermines the equity upside narrative used to justify accepting RSUs over a higher base — the 183% bear-to-bull spread makes this signal especially damaging.
highOffer economics + Leadership and stability + Risks · medium confidence · 1 source fact in the appendix
Score components
Bar color: strong (65+) · moderate (45–64) · weak (<45)
Higher is healthier on every bar — including Red flags, where a high score means few were raised
Purchase your report to unlock full details
Live SEC filings, peer comp, scripts, provenance, and canonical synthesis — built for your company and offer.
Get the Offer Brief — $49See all four brief tiersThe decision rule
Accept-leaningDerived from this brief’s own numbers — the band placement, company operating quality, and role exposure — not model judgment. The same rule fixes the verdict above.
- Comp is already placed above market — protect it; negotiate scope, level, or refresh terms instead of base.
- The equity-weighted package (base plus equity plus signing) stays ≥ 1.5× the base-cash median (currently 2.1×).
- Equity is the swing factor — confirm the refresh policy and vest mechanics before relying on the headline number.
- Verification surfaces a dealbreaker (the verification questions in the negotiation playbook) — scope, level, or team stability materially worse than represented.
Alumni outcomes require optional user-contributed career data and confidence thresholds.
What the offer is really worth
This translates the package into realized value, equity risk, market benchmarks, and concrete negotiation room.
base plus equity plus signing
Market consensus
A compact read on whether public-market expectations support the equity story behind the offer.
Citigroup: maintain
Jul 15, 2026 · Buy → Buy
Bernstein: maintain
Jul 14, 2026 · Outperform → Outperform
UBS: maintain
Jul 13, 2026 · Buy → Buy
Guggenheim: maintain
Jul 13, 2026 · Buy → Buy
The $190,000 base sits at the 89th percentile of the DOL H-1B/LCA Indiana band (median $128,125, n=9) and well above the BLS OEWS Indiana median for Medical Scientists of $81,110 — both bands exclude equity and are directional anchors, not the full picture. Indiana's BEA regional price parity index of 93.3 means the nominal $190,000 carries approximately $203,600 in national purchasing-power equivalent, which further strengthens the base position. The real negotiation surface is equity: the base-case RSU scenario values the $60,000 grant at $68,072 at analyst consensus of $1,319.47, but the bear-case DCF fair value of $472.95 implies a $24,400 outcome — a 183% spread that warrants pushing for a larger initial grant or an accelerated cliff rather than a higher base that is already above market. Equity scenarios use rsu linear and show 183.1% spread across available public valuation anchors.
Evidence confidence: high
Base sits 89th percentile — push equity instead: Your $190,000 base lands at the 89th percentile of the Indiana MSL market band (median $128,125, n=9 LCA filings). That ceiling limits further base movement without triggering internal equity concerns. The negotiation surface is the RSU grant: $60,000 over three years is thin relative to a company trading at $1,163/share with 52.6% stock appreciation in the last 12 months. Request a grant increase to $90,000–$100,000 and frame it as aligning your upside to the same growth trajectory that drove 55.5% revenue growth year-over-year.
Evidence confidence: medium
Analyst consensus implies 13% stock upside from here: The external analyst consensus price target is $1,319.47 (median), against a current price of $1,163 — a 13.4% implied upside. In the base equity scenario, your $60,000 RSU grant grows to $68,072 at that target. Requesting a grant sized to $75,000–$80,000 at grant keeps your realized value in the $77,000–$91,000 range under the base scenario, which is a defensible ask given the company's Rule of 40 score of 82.5 and gross margin of 81.9%. Frame this as participating proportionally in the growth the street is already pricing in.
Evidence confidence: medium
Neuroscience pipeline expansion creates MSL demand urgency: Lilly completed the Centessa acquisition (orexin receptor 2 agonists for narcolepsy) in June 2026 and announced the AtaiBeckley acquisition (BPL-003 for treatment-resistant depression) in July 2026. The 10-K confirms a new President of Lilly Neuroscience (Carole Ho, effective January 2025). This is a pipeline that needs field medical coverage now, not in six months. Use the timing pressure to negotiate an accelerated vesting schedule — ask for 25% cliff at 12 months rather than a standard 33% at year one — or a higher signing bonus to offset the opportunity cost of your current position.
Evidence confidence: medium
Per the 2026 DEF 14A proxy, CEO David Ricks received $36.7M in FY2025 total compensation (salary $1.7M, stock awards $23.3M, incentive plan $6.5M), with stock awards comprising 64% of the package — a structure that heavily weights equity at every level of the organization. CFO Lucas Montarce received $8.5M in FY2025; no option awards appear for any named executive officer, confirming LLY's exclusive use of RSUs and performance-based cash incentives rather than stock options.
From proxy-statement compensation records.
The 90-day insider pattern shows sustained selling — 3 open-market sells, 0 open-market buys — with the most notable discretionary signal being Ilya Yuffa's same-day opportunistic sell (classified negative); board members Sulzberger, Alvarez, Luciano, and Fyrwald show scheduled award acquisitions under 10b5-1 plans or option-exercise-hold patterns, which are non-discretionary and carry positive classification. No material overlap between insider selling windows and the candidate's 3-year RSU vest schedule was detected (medium confidence), meaning the vesting cliff in year one does not appear timed against a known insider distribution event.
Pattern read derived from Form 4 filing data.
Comp waterfall
Headline package versus the modeled value after the first vesting cliff.
It separates advertised compensation from what is actually exposed to vesting timing.
Anchor negotiation around the gap between headline value and first-year realized value.
Equity scenarios
Cliff risk: leave before the first vesting cliff and realized equity is $0 — the bear case is not the floor. Weigh signing cash accordingly.
Bear, base, and bull public-market anchors for the equity grant.
RSU value is not fixed. A strong offer can still carry material downside if the stock resets.
Ask for equity refresh protection, a higher grant, or signing cash if downside exposure is high.
Directional public-market anchors — not company-specific exec comp or your offer.
Eli Lilly and Company · n=9 · offer at 89th pct
- P10
- $83,000
- P25
- $85,905
- Median
- $128,125
- P75
- $152,570
- P90
- $185,400
Base cash only (year) — excludes equity and bonus.
Only 9 certified LCA wage rows matched — treat the band as directional.
BLS OEWS floor — Medical Scientists, Indiana (state OEWS) (2025): median $81,110. Government survey median; a conservative floor, not the role-and-metro market the band above reflects.
Peer tickers are selected from public market data and filings — use as directional context, not a compensation survey.
Not available for this run: next earnings date. Every stream we checked — rendered, held, or absent — is itemized in the appendix coverage matrix.
Growing — new sponsored-hire approvals rose in the latest complete fiscal year. Denial rate across the window: 0%. Still actively attesting: 517 certified LCA filings in FY2025 — the freshest read on sponsorship intent, ahead of the slower petition record.
Petition approvals from the federal record — counts of approvals, not people; one person can hold multiple petitions across years. LCA filings are attestations, not hires. A fiscal year marked “prelim.” is still being published by USCIS and is left out of the trend. Read the trend, not the absolute size.
This employer sponsors a 401(k) plan in the federal benefit-plan record. Headcount and the match below read from its retirement plan on file — THE LILLY EMPLOYEE 401(K) PLAN.
Audited DOL Form 5500 filings for FY2024, which lag the calendar by roughly one to two years. Counts are PLAN PARTICIPANTS — covered employees plus separated staff still holding a balance — not a headcount, and are read from the single representative retirement plan, never summed across a sponsor’s plans. Employer contributions are the plan’s Schedule H line 2a (the match); a blank contribution line means it was not disclosed at this grain, not that it was zero. The absence of a line is never the absence of the benefit.
Whether the company can support the promise
This is the company-health read behind the offer: growth quality, operating discipline, market risk, and whether the financial base supports the compensation ask.
Revenue mix
Product
Collaboration And Other Revenue
Latest reported segmentation, period as filed · USD. Panels may cover different filing periods — do not total one against the other.
Where geographic revenue comes from
UNITED STATES
Europe
Non-US
Latest reported segmentation, period as filed · USD. Panels may cover different filing periods — do not total one against the other.
Financial score read
Scores are treated as a screening signal only; they support, not replace, the operating metrics above.
Recent events that change the read
Lilly confirms date and conference call for second-quarter 2026 financial results announcement
Lilly confirms date and conference call for second-quarter 2026 financial results announcement
PINK vs. IXJ: Which Health Care ETF Is the Better Buy for Investors?
Source feeds are filtered to a short materiality read; the brief avoids raw news-feed dumps.
Strong
This connects transcript strategy, operating metrics, and offer timing. A coherent company story strengthens equity confidence; drift or mixed messaging shifts emphasis toward cash certainty and explicit role scope.
Lilly is compounding at 55.5% revenue growth YoY — nearly 9× the peer-group median of 6.6% — with a Rule of 40 score of 82.5 and 81.9% gross margins, making this one of the strongest operating profiles in large-cap pharma. The $190,000 base sits at the 89th percentile of the Indiana MSL market band (median $128,125), and the headline package of $275,000 — inclusive of $60,000 in RSUs vesting over 3 years and a $25,000 signing bonus — is 2.1× that base-cash median, though the band excludes equity and bonus so direct comparison requires that caveat. The RSU base scenario values the equity at $68,072 at analyst consensus of $1,319.47, with a bear-case of $24,400 at the DCF-derived fair value of $472.95 — the wide spread (183.1% equity scenario range) is the primary negotiation lever, making a higher RSU grant or accelerated vest schedule the most defensible ask given LLY's 52.6% stock appreciation over the past 12 months.
Evidence confidence: medium
Rule of 40 score 83 — revenue growth 55.5% plus FCF margin 26.9%.
Evidence confidence: high
Annualized volatility 38.6%; max 12-month drawdown -23.3%; current drawdown -5.9%.
Evidence confidence: high
Strategic coherence: 75/100 (Strong). The strategic narrative shows a consistent focus on product development, market expansion, and investment in R&D across quarters, with some new themes emerging in the latest quarter.
Evidence confidence: high
Consistent themes across quarters: Market Expansion, Manufacturing Expansion, Pipeline Advancement.
Evidence confidence: high
Themes that vanished without resolution: Investment in R&D.
Evidence confidence: medium
Disappeared themes may indicate strategic pivot or de-prioritization.
Newly appeared themes: AI Investment, Access to Medicines, Business Development.
Evidence confidence: medium
The company is well-positioned for growth with a strong focus on innovation and market presence.
Evidence confidence: high
Reported lobbying spend of $12.14M across 44 LDA/SOPR filings (24 months). Primary issue codes: HCR (31), MMM (23), PHA (12), TRD (12), CPT (6).
$0.28M in federal obligations across 2 USAspending awards (24 months). Largest agencies: Department of Veterans Affairs ($0.28M).
In their own words
Verbatim from the latest earnings call — management’s stated risks and investment priorities, unedited.
“we still expect price to be a headwind in the low to mid-teens for the full year.”
“the loss of Medicaid access in certain states had a negative impact on Q1 prescription growth.”
“Koundeo has been proven highly effective for weight management.”
“we expect to remain active in business development to complement our internal portfolio.”
Rule of 40
Growth plus margin clears the 40 line — the company is growing with discipline, not buying growth with weak margins. That strengthens the case for equity.
Revenue growth and free-cash-flow margin combined into an operating-quality score.
It gives a quick read on whether growth is disciplined or being bought with weak margins.
Use a strong score as support for a stronger equity or refresh ask.
Cash runway
Profitable or cash-generating — runway gauge not applicable
How many quarters of cash coverage the company appears to have.
Cash stress changes negotiation posture and role risk.
If runway is thin, prefer cash/signing certainty over back-loaded equity.
Revenue per employee
Revenue productivity per employee from company financial and headcount data.
High productivity supports premium compensation; weak productivity can foreshadow cost pressure.
Use strong productivity as support for a strategic-hire compensation argument.
Analyst targets versus price
Current price against low, median, and high analyst target anchors.
It frames whether the market already prices in most of the upside.
Use wide dispersion as a reason to derisk vesting or ask for more shares.
Market cap trend
Recent company valuation trend from public market data.
It contextualizes equity timing and whether the offer arrives after a run-up or reset.
Pair this with stock-risk metrics before accepting equity-heavy compensation.
What could make this role better or worse than it looks
This section turns leadership, insider, board, and market signals into career-risk context for the role you are considering — and carries the forward scenarios: the base case and the three forks this offer can take.
0 = insulated · 100 = high · a separate read from company health
Your role looks well-insulated on the public signals available.
Company revenue is up 46% across the available quarters, which lowers role exposure at the company level.
Public court records, aggregated at the employer level. Individual parties are not shown; the docket links go to the primary source.
named as defendant in 1 employment civil rights case (most recent 2026-06-18).
Dockets: case 1
U.S. OSHA inspection and citation history, matched to this employer by establishment name and aggregated. Most relevant for on-site, warehouse, or operational roles; a clean or empty record is common for office employers and is not a guarantee.
6 U.S. OSHA inspections on record across 1 state (most recent 2004-08-19).
Litigation (public court records)
On file — see detail above
Wage enforcement (U.S. DOL WHD)
None in the record
Workplace safety (U.S. OSHA)
On file — see detail above
DOL debarment
None in the record
Limitations
No Item 2.05 restructuring 8-Ks matched this employer in the lookback window.
No WARN notices matched (coverage is strongest in CA and NY).
No public ATS board is mapped for this employer, so hiring velocity is unavailable.
Public court-records lookup degraded this run — litigation posture may be incomplete.
Segment-level revenue is rarely disclosed; the revenue signal uses the company total as a proxy.
Leadership graph (resolved): Carolyn R. Bertozzi — Board Member (since 2025-12-08); Patrik Jonsson — Executive Vice President and President, Lilly International (since 2025-01-01); Ilya Yuffa — Executive Vice President and President, Lilly USA and Global Customer Capabilities (since 2025-01-01); Kenneth Custer, Ph.D. — Executive Vice President and President, Lilly Cardiometabolic Health (since 2025-01-01); Carole Ho — Executive Vice President and President, Lilly Neuroscience (since 2025-01-01); Daniel Skovronsky, M.D., Ph.D. — Executive Vice President, Chief Scientific and Product Officer and President, Lilly Research Laboratories (since 2025-01-01); Jacob Van Naarden — Executive Vice President, President, Lilly Oncology and Head of Corporate Business Development (since 2025-01-01); Adrienne Brown — Executive Vice President and President, Lilly Immunology (since 2025-01-01); Melissa Seymour — Executive Vice President, Global Quality (since 2024-01-01); Lucas Montarce — Executive Vice President and Chief Financial Officer (since 2024-01-01); Eric Dozier — Executive Vice President & Chief People Officer (since 2022-01-01); Diogo Rau — Executive Vice President and Chief Information and Digital Officer (since 2021-01-01)
Evidence confidence: medium
Yuffa Ilya: opportunistic_sell (negative).
Evidence confidence: medium
Sulzberger Gabrielle: 10b5-1_scheduled (positive).
Evidence confidence: medium
Alvarez Ralph: option_exercise_hold (positive).
Evidence confidence: medium
LUCIANO JUAN R: option_exercise_hold (positive).
Evidence confidence: medium
Fyrwald J Erik: option_exercise_hold (positive).
Evidence confidence: medium
Carolyn R. Bertozzi hire: Board Member
Evidence confidence: medium
Eighteen months in, the most likely regret scenario is that LLY's stock retraced sharply toward DCF fair value — the bear-case $472.95 target implies a 59% decline from the ~$1,163 grant-date price — leaving the $60,000 RSU grant worth roughly $24,400 at vest while the Novo Nordisk false-advertising lawsuit metastasized into a broader regulatory and commercial headwind on Zepbound and Foundayo, the two products driving the 55.5% revenue growth narrative that made the role attractive in the first place. With GLP-1 revenue under legal and competitive pressure, Lilly's field medical organization — which expanded 43% in headcount over four years to support exactly this commercial ramp — becomes oversized relative to the revised growth trajectory, and the Principal MSL layer is the first to face restructuring as the company prioritizes R&D spend (already at 19.5% of revenue) over field-facing roles that are harder to justify when launch momentum stalls. The $25,000 signing bonus clawback, if structured over 24 months, means the user cannot exit cleanly without a five-figure repayment obligation, trapping them in a role with diminished equity upside, a narrowed therapeutic focus, and a reporting chain that reorganized twice following the January 2025 leadership splits between Carole Ho's Neuroscience and Kenneth Custer's Cardiometabolic franchises.
Evidence confidence: medium
The Novo Nordisk v. Lilly false-advertising lawsuit (filed July 21, 2026) reaches a preliminary injunction ruling or settlement that restricts Lilly's promotional claims on Zepbound or Foundayo — monitor federal court docket filings and Lilly 8-K disclosures in the next 6 months for any injunctive…
Evidence confidence: medium
LLY stock closes below $900 on two consecutive earnings days — the Q2 2026 earnings call on August 5 and the Q3 2026 call are the first two observable checkpoints; a close below $900 on either date signals the market is beginning to price in the DCF bear case and would reduce the RSU grant value by…
Evidence confidence: medium
At $190,000 base, this offer sits at the 89th percentile of the Indiana base-cash market band (median $128,125, n=9 LCA filings), giving you a structurally superior starting position before a single dollar of equity or signing is counted. The $275,000 headline package — base plus $60,000 RSI grant plus $25,000 signing — is 2.1× the base-cash median, though that multiple is not apples-to-apples since the band excludes equity and bonus entirely. Lilly's Rule of 40 score of 82.5, 55.5% revenue growth against a peer-group median of 6.6%, and an 81.9% gross margin confirm you are joining a company with the financial capacity to honor and grow equity commitments, making the RSU upside — modeled at $68,072 in the base scenario at analyst consensus of $1,319.47 — a credible component of total compensation rather than a speculative one.
Evidence confidence: medium
Career-path aggregates use optional user contributions; this report scores public filings only.
SEC leadership records alumni reference: 1 executive transitions; top buckets: other (1).
Evidence confidence: medium
Three forks
The three ways this role can go from here — the downside path, the base case, and the upside. Each fork carries a signal of its own direction or says plainly that none was extracted; a fork never borrows the nearest available sentence.
The Novo Nordisk v. Lilly false-advertising lawsuit (filed July 21, 2026) reaches a preliminary injunction ruling or settlement that restricts Lilly's promotional claims on Zepbound or Foundayo — monitor federal court docket filings and Lilly 8-K disclosures in the next 6 months for any injunctive…
At $190,000 base, this offer sits at the 89th percentile of the Indiana base-cash market band (median $128,125, n=9 LCA
A 24-month clawback window combined with a 3-year RSU vest schedule creates a 24-month golden handcuff with no liquid equity offset — if yes, the user is financially trapped before any shares vest
Leadership tape
Source-backed leadership facts are used conservatively; unresolved or sparse records are omitted from user-facing claims.
Carolyn R. Bertozzi
2025-12-08hire: role → Board Member
“elected Carolyn R. Bertozzi, Ph.D as a new member of the Board, effective December 8, 2025”
Coverage note
Insider intensity
Form 4 buy/sell activity summarized by month.
Heavy selling does not automatically mean distress, but it changes how much equity risk you should accept.
Use sustained selling as support for vest protection or more cash.
Institutional ownership
4,486 institutional holders (latest 13F)
How much of the float sits with institutions, and across how many holders.
Ownership mix can amplify volatility and market sensitivity.
Treat concentrated ownership as another reason to stress-test equity-heavy offers.
Not available for this run: dated C-suite tenure, board interlocks, and largest-holder position sizes. Every stream we checked — rendered, held, or absent — is itemized in the appendix coverage matrix.
Employer durability versus peers
How this company's financial health reads against its public peers — every company scored on the identical rubric, from its own filings. This is a durability comparison, not a list of jobs you could take instead.
Financial health, one rubric
Every company below is scored by the same rule — Rule of 40, revenue growth, cash runway — from its own filings. No cross-company guessing.
Financial health on one rubric: LLY scores 95; peers — ABBV 65, AZN 63, GILD 63, AMGN 58; peer median 63.
Evidence confidence: medium
Financial-health axis only — leadership, career, and role factors are not honestly comparable across companies from public filings alone.
No user-contributed tenure aggregate has passed k-anonymity for this company yet.
Evidence confidence: low — read the specifics as directional, not verified
How to use the brief in the conversation
This is the action layer: the asks to prioritize, the scripts to use, the questions to ask, and the dealbreakers to monitor.
Your base at $190,000 is already strong relative to the Indiana market, so lead with equity — not base — as your primary ask. Open by expressing genuine enthusiasm for the role and the neuroscience pipeline expansion, then make one clean request: bring the RSU grant from $60,000 to $69,000. Frame it as aligning your long-term upside to the growth trajectory Lilly is clearly executing on. Do not mention base in the opening move — you want to preserve it as a fallback anchor, not a concession you've already made.
Your counter, lever by lever
The offer base of $190,000 sits at approximately the 89th percentile of the Indiana MSL market band (DOL LCA median $128,125, p75 $152,570, n=9). The target is $205,000 (floor $190,000). This is a secondary lever — use it only if equity movement stalls. The $15,000 gap between current and target represents an $18,000 recurring annual uplift when paired with equity, and is defensible given the P4 principal level, the scope of Lilly's expanding neuroscience division, and the October 1 start date that forfeits any 2026 bonus proration from a prior employer.
offer at/above market p90 — small base push, press equity & scope
The current $60,000 RSU grant over three years is thin relative to LLY's stock performance and pipeline momentum. The target is $69,000 (floor $60,000). The analyst consensus price target of $1,319.47 against a current price of $1,163 implies 13.4% upside, and the base equity scenario values the grant at $68,072 at that target — meaning the $60,000 notional is already priced to deliver only modest appreciation. A $69,000 grant is a 15% increase and keeps the candidate's realized value proportional to the growth the market is already pricing in. LLY's gross margin of 81.9% and 55.5% revenue growth year-over-year support the ask as commercially grounded.
computed equity room
The current $25,000 signing bonus is reasonable but not exceptional for a P4 principal role at a company generating $395,980 in revenue per employee. The target is $40,000 (floor $25,000) — a $15,000 bridge sized to partially offset the base gap if base movement is unavailable. The October 1 start date means no 2026 year-end bonus from a prior employer, creating a real first-year income gap. Before accepting any signing figure, confirm the clawback duration and proration terms — a 24-month all-or-nothing clawback on $25,000 is a material risk given the 3-year RSU cliff structure.
one-time bridge sized to the base gap (use if they cannot move base)
Non-cash but high-value: request explicit offer letter language defining therapeutic area coverage (neuroscience, cardiometabolic, or oncology), reporting structure, and a 12-month performance review with a defined merit increase range. Lilly's headcount grew from 35,000 to 50,000 between 2021 and 2025 — a 43% increase — with two neuroscience acquisitions (Centessa, AtaiBeckley) closing in 2026. Territory and title compression is a real risk in a rapidly scaling organization. Scope clarity now is worth more than a one-time cash payment. Target: written therapeutic area assignment and a committed 12-month review cycle. Floor: verbal confirmation of reporting line and territory.
non-cash lever: leveling, scope, and equity-refresh cadence
Scripts
Written to be sent as they are. Edit any of them before you copy.
When they push back
“The base is already above our band for this level — we don't have room to move it.”
I completely understand, and honestly the base isn't where I'm focused. I'm more interested in the equity side — can we look at bringing the RSU grant to $69,000? That's where I think there's room to make the total package feel right without touching the base.
“The equity grant is set by a formula tied to your level — we can't change it.”
That makes sense, and I appreciate you explaining how it works. If the equity is fixed, can we look at the signing bonus instead? Getting that to $40,000 would go a long way toward closing the gap for me in year one, especially with an October start date.
“We're at best and final — this is the strongest offer we can make.”
I hear you, and I take that seriously. Can I ask — is there anything outside of base and equity that has flexibility? Even something like confirming the therapeutic area scope in writing, or a 12-month review with a defined merit range, would mean a lot to me as I make this decision.
“Other candidates at this level aren't asking for more equity.”
I understand, and I'm not trying to be difficult. What I can tell you is that the market data I've seen for this role, combined with the scope of what Lilly is building right now in neuroscience, is what's driving my ask. I think $69,000 in equity is a fair number for a principal-level role at this stage of the company's growth. I'd love to find a way to get there.
“The signing bonus has a clawback — we can't increase it without extending the repayment period.”
That's actually really helpful to know — can you tell me what the current clawback terms look like? If it's a 24-month window, I'd want to talk about either shortening that to 12 months or splitting the bonus into two payments — half at start and half at 12 months. Either of those would work for me.
“I've genuinely valued this conversation, and I have a lot of respect for what Lilly is building — if the terms aren't able to move, I understand, and I wish the team well.”
Targets are computed from your offer and a 8% base / 15% equity negotiation-room estimate; anchored to the DOL LCA market band for Indiana, where your base sits at roughly the 89th percentile; They are derived deterministically, not written by the model.
Who to talk to — and in what order
Comp lives with different people than you think. Aim each ask at the person who can actually move it.
Owns the offer number and can move base / signing within a set band.
Your first channel. Make the case here: give them the market floor and one clear, specific ask. Stay warm — they're your messenger, not your obstacle.
Owns level, scope, and the business case for hiring you.
Your advocate. Loop them in for a level bump, equity, or when the recruiter says the band is fixed — they can request an exception the recruiter can't.
Sets the salary bands; rarely negotiates with you directly.
You almost never talk to them. But the hiring manager can push an out-of-band exception up to them — which is why winning the manager matters.
When they say “this is our final offer”
- 01
“Final” is usually a close, not a wall. Stay gracious, restate your value in one line, and make a single specific, justified ask — not a list.
- 02
If base is capped, trade levers: pivot to a signing bonus, an equity refresh, an accelerated first review, or a title/level adjustment.
- 03
Only invoke a deadline or competing interest if it's real. A bluff that gets called costs you leverage and goodwill.
- 04
Give them an easy yes: name the one thing that turns a maybe into a signature today.
“I really want to make this work — I’m ready to sign. The one thing that would let me say yes today is [specific ask]. Is there any room there?”
Base sits 89th percentile — push equity instead
Your $190,000 base lands at the 89th percentile of the Indiana MSL market band (median $128,125, n=9 LCA filings). That ceiling limits further base movement without triggering internal equity concerns. The negotiation surface is the RSU grant: $60,000 over three years is thin relative to a company trading at $1,163/share with 52.6% stock appreciation in the last 12 months. Request a grant increase to $90,000–$100,000 and frame it as aligning your upside to the same growth trajectory that drove 55.5% revenue growth year-over-year.
Evidence anchor: DOL H-1B/LCA wage data (n=9, Indiana); computed comp placement metrics; LLY stock price and 12-month return
Analyst consensus implies 13% stock upside from here
The external analyst consensus price target is $1,319.47 (median), against a current price of $1,163 — a 13.4% implied upside. In the base equity scenario, your $60,000 RSU grant grows to $68,072 at that target. Requesting a grant sized to $75,000–$80,000 at grant keeps your realized value in the $77,000–$91,000 range under the base scenario, which is a defensible ask given the company's Rule of 40 score of 82.5 and gross margin of 81.9%. Frame this as participating proportionally in the growth the street is already pricing in.
Evidence anchor: Computed equity scenarios (base=$68,072 at analyst median $1,319.47); analyst price target consensus; Rule of 40 and gross margin metrics
Neuroscience pipeline expansion creates MSL demand urgency
Lilly completed the Centessa acquisition (orexin receptor 2 agonists for narcolepsy) in June 2026 and announced the AtaiBeckley acquisition (BPL-003 for treatment-resistant depression) in July 2026. The 10-K confirms a new President of Lilly Neuroscience (Carole Ho, effective January 2025). This is a pipeline that needs field medical coverage now, not in six months. Use the timing pressure to negotiate an accelerated vesting schedule — ask for 25% cliff at 12 months rather than a standard 33% at year one — or a higher signing bonus to offset the opportunity cost of your current position.
Evidence anchor: Lilly press releases (June 24 and July 16, 2026); SEC 10-K filing (2025-12-31) confirming Carole Ho leadership role
$173M employer 401(k) match signals benefits negotiation room
Lilly's audited DOL Form 5500 (filing year 2024) shows $173 million in employer 401(k) contributions against 21,803 active plan participants — roughly $7,930 per participant in match. This is a meaningful benefits floor, but it does not preclude negotiating deferred compensation or an enhanced signing structure. The $25,000 signing bonus is reasonable but not exceptional for a P4 principal role at a company with $395,980 revenue per employee. A counter of $35,000–$40,000 in signing is defensible, particularly given the October 1 start date leaves you with no 2026 bonus proration from a prior employer.
Evidence anchor: DOL Form 5500 (THE LILLY EMPLOYEE 401(K) PLAN, filing year 2024); revenue per employee computed metric
Headcount growth of 43% in four years signals role permanence
Lilly's SEC-reported headcount grew from 35,000 (2021) to 50,000 (2025) — a 43% increase in four years with no WARN Act notices filed in the last 24 months. This is not a company in contraction mode; it is actively absorbing acquisitions and expanding therapeutic divisions. That structural stability gives you standing to negotiate scope: ask for explicit language in your offer letter defining the therapeutic area coverage (neuroscience, cardiometabolic, or oncology), the reporting structure, and a 12-month performance review with a defined merit increase range. Scope clarity now prevents title and territory compression later.
Evidence anchor: SEC 10-K filings (employee count 2021–2025, CIK 0000059478); WARN workforce signals (no notices matched)
Questions they cannot fake
- 1
The $60,000 RSU grant vests over 3 years at a current LLY price of $1,163. Analyst consensus puts a median target of $1,319 and the bear scenario on my grant is $24,400 — a 59% haircut from the base case. Can you tell me how the company determines the size of the initial RSU grant for a P4 MSL, and whether there's flexibility to increase the grant to $90,000–$100,000 given that I'm joining at a price that's already 52.6% above where it was 12 months ago?
The equity spread between bear ($24,400) and base ($68,072) is 183%, meaning the RSU grant carries meaningful downside at current prices. A larger grant at hire is the most efficient lever to negotiate — it doesn't affect base salary bands and is a one-time decision that compounds over the vest period. Framing it around entry price and analyst target range is factual and non-confrontational.
- 2
The $25,000 signing bonus — is it subject to a clawback, and if so, over what period and under what conditions? If I'm required to repay it pro-rata if I leave within 12 or 24 months, I'd like to discuss either reducing the clawback window to 12 months or converting a portion of it into an accelerated first-year RSU vest.
Signing bonuses at large pharma companies routinely carry 12–24 month clawback provisions. With a 3-year vest and a cliff at year 1, the candidate has no equity liquidity until late 2027. Understanding the clawback structure determines whether the $25,000 is genuinely portable compensation or a retention mechanism with teeth. Negotiating the clawback window or converting it to equity is a concrete, achievable ask.
- 3
Lilly's headcount has grown from 35,000 in 2021 to 50,000 as of the 2025 10-K — a 43% increase in four years — and the company has completed acquisitions of Centessa and AtaiBeckley in 2026 alone. How is the MSL organization structured today relative to the neuroscience and cardiometabolic franchises, and what does the reporting chain look like for this role given that Carole Ho now leads Lilly Neuroscience and Kenneth Custer leads Cardiometabolic Health as of January 2025?
Rapid headcount growth and back-to-back acquisitions frequently create ambiguous reporting structures and competing priorities for field-facing roles. The answer reveals whether this P4 position has a clear mandate and a stable organizational home, or whether it sits in a matrix that could limit scope and visibility — both of which affect career trajectory and the value of the equity.
- 4
Lilly's R&D spend is running at 19.5% of revenue on a TTM basis, and the pipeline now spans neuroscience, oncology, immunology, and cardiometabolic — including the AtaiBeckley BPL-003 program for treatment-resistant depression announced July 16. Which therapeutic area or specific asset is this MSL role primarily supporting, and what is the expected commercial timeline for that asset?
An MSL's scope, influence, and internal visibility are directly tied to the commercial maturity of the asset they support. A role anchored to a pre-approval asset in a newly acquired pipeline (AtaiBeckley closed July 2026) carries different risk and opportunity than one supporting an established product like Kisunla or Jaypirca. The answer determines whether the role is a launch-critical position or a maintenance function — which should inform both the equity ask and the title negotiation.
Dealbreakers to watch
RSU Bear-Case Delivers Only $24,400 on a $60,000 Grant — Valuation Gap Is 183%
highThe $60,000 RSU grant is priced at LLY's current ~$1,163/share. The DCF fair value model prices LLY at $472.95, implying the stock is trading at roughly 2.5× intrinsic value. In the bear scenario, your $60,000 grant is worth $24,400 at vest — a $35,600 haircut on paper equity. The spread between bear and base scenarios is 183.1%. With annualized volatility at 38.6% and a max drawdown of -23.3%, this is not a stable equity anchor. Negotiate for a higher grant notional ($80,000–$90,000) or request a cliff-to-linear conversion discussion to reduce single-point exposure. Script: 'The grant is priced at current market. Given the volatility profile, I'd like to discuss sizing the award at $80,000 notional to ensure the intended retention value holds across reasonable price scenarios.'
Source: DCF fair value $472.95 vs. current price $1,163 (equity scenario model); bear RSU value $24,400; annualized volatility 38.6%; max drawdown -23.3%
Sustained Insider Selling Pattern — 3 Open-Market Sells, 0 Buys in 90 Days
highThe 90-day insider pattern is classified as sustained_selling: 3 open-market sells, zero open-market buys (12 equity awards and 0 tax-withholding rows excluded as non-discretionary). Notably, Ilya Yuffa — EVP and President of Lilly USA, the division most directly relevant to a field MSL role — was flagged as an opportunistic_sell on the same day as his transaction. Congressional trades show 1 buy vs. 2 sells on LLY in the same window. This does not signal imminent collapse at a Rule of 40 of 82.5, but it does mean the people with the most information are net sellers at current prices. Your RSU vest begins in year one — you are buying what insiders are selling.
Source ↗ · SEC Form 4 filings dated 2026-06-16 and 2026-07-21 (sustained_selling classification, moderate confidence); Yuffa opportunistic_sell signal; congressional trades 1 buy / 2 sellsNovo Nordisk Lawsuit Filed July 21 — Direct Threat to Lilly's Core GLP-1 Revenue Narrative
mediumNovo Nordisk filed suit against Lilly on July 21, 2026, alleging false advertising on weight-loss drug claims. Zepbound (tirzepatide) and the newly approved Foundayo (orforglipron) are Lilly's highest-growth products — the Q1 2026 earnings transcript cited the U.S. incretin analog market growing over 80% and Mounjaro gaining 3 percentage points of market share. An adverse ruling or injunction on advertising claims could constrain the commercial messaging environment that MSLs operate within, and could slow the revenue trajectory that justifies LLY's 46.7× P/E. This is not a reason to decline the offer, but it is a material overhang on the product franchise you would be supporting.
Source ↗ · Reuters and Invezz headlines dated 2026-07-21; Q1 2026 earnings transcript (incretin market growth metrics)$25,000 Signing Bonus Likely Subject to Clawback — Confirm Terms Before October 1 Start
mediumThe $25,000 signing bonus represents 9.1% of base and is a one-time cash event. Large pharma signing bonuses at this level routinely carry 12–24 month clawback provisions requiring repayment if you leave voluntarily. With a 3-year RSU vest and an October 1 start, the clawback window could overlap with your first vest tranche. Before signing, confirm: (1) the clawback duration, (2) whether it prorates or is all-or-nothing, and (3) whether it applies to involuntary termination without cause. Script: 'Can you confirm the repayment terms on the signing bonus — specifically the duration and whether it prorates monthly?' This is a negotiation point: if the clawback is 24 months, push for 12, or request the bonus be paid in two tranches (50% at start, 50% at 12 months) to reduce your exposure.
Canonical action signals
Base sits 89th percentile — push equity instead: Your $190,000 base lands at the 89th percentile of the Indiana MSL market band (median $128,125, n=9 LCA filings). That ceiling limits further base movement without triggering internal equity concerns. The negotiation surface is the RSU grant: $60,000 over three years is thin relative to a company trading at $1,163/share with 52.6% stock appreciation in the last 12 months. Request a grant increase to $90,000–$100,000 and frame it as aligning your upside to the same growth trajectory that drove 55.5% revenue growth year-over-year.
Evidence confidence: medium
Analyst consensus implies 13% stock upside from here: The external analyst consensus price target is $1,319.47 (median), against a current price of $1,163 — a 13.4% implied upside. In the base equity scenario, your $60,000 RSU grant grows to $68,072 at that target. Requesting a grant sized to $75,000–$80,000 at grant keeps your realized value in the $77,000–$91,000 range under the base scenario, which is a defensible ask given the company's Rule of 40 score of 82.5 and gross margin of 81.9%. Frame this as participating proportionally in the growth the street is already pricing in.
Evidence confidence: medium
Neuroscience pipeline expansion creates MSL demand urgency: Lilly completed the Centessa acquisition (orexin receptor 2 agonists for narcolepsy) in June 2026 and announced the AtaiBeckley acquisition (BPL-003 for treatment-resistant depression) in July 2026. The 10-K confirms a new President of Lilly Neuroscience (Carole Ho, effective January 2025). This is a pipeline that needs field medical coverage now, not in six months. Use the timing pressure to negotiate an accelerated vesting schedule — ask for 25% cliff at 12 months rather than a standard 33% at year one — or a higher signing bonus to offset the opportunity cost of your current position.
Evidence confidence: medium
The $60,000 RSU grant vests over 3 years at a current LLY price of $1,163. Analyst consensus puts a median target of $1,319 and the bear scenario on my grant is $24,400 — a 59% haircut from the base case. Can you tell me how the company determines the size of the initial RSU grant for a P4 MSL, and whether there's flexibility to increase the grant to $90,000–$100,000 given that I'm joining at a price that's already 52.6% above where it was 12 months ago? Why: The equity spread between bear ($24,400) and base ($68,072) is 183%, meaning the RSU grant carries meaningful downside at current prices. A larger grant at hire is the most efficient lever to negotiate — it doesn't affect base salary bands and is a one-time decision that compounds over the vest period. Framing it around entry price and analyst target range is factual and non-confrontational.
Evidence confidence: medium
The $25,000 signing bonus — is it subject to a clawback, and if so, over what period and under what conditions? If I'm required to repay it pro-rata if I leave within 12 or 24 months, I'd like to discuss either reducing the clawback window to 12 months or converting a portion of it into an accelerated first-year RSU vest. Why: Signing bonuses at large pharma companies routinely carry 12–24 month clawback provisions. With a 3-year vest and a cliff at year 1, the candidate has no equity liquidity until late 2027. Understanding the clawback structure determines whether the $25,000 is genuinely portable compensation or a retention mechanism with teeth. Negotiating the clawback window or converting it to equity is a concrete, achievable ask.
Evidence confidence: medium
Lilly's headcount has grown from 35,000 in 2021 to 50,000 as of the 2025 10-K — a 43% increase in four years — and the company has completed acquisitions of Centessa and AtaiBeckley in 2026 alone. How is the MSL organization structured today relative to the neuroscience and cardiometabolic franchises, and what does the reporting chain look like for this role given that Carole Ho now leads Lilly Neuroscience and Kenneth Custer leads Cardiometabolic Health as of January 2025? Why: Rapid headcount growth and back-to-back acquisitions frequently create ambiguous reporting structures and competing priorities for field-facing roles. The answer reveals whether this P4 position has a clear mandate and a stable organizational home, or whether it sits in a matrix that could limit scope and visibility — both of which affect career trajectory and the value of the equity.
Evidence confidence: medium
Eighteen months in, the most likely regret scenario is that LLY's stock retraced sharply toward DCF fair value — the bear-case $472.95 target implies a 59% decline from the ~$1,163 grant-date price — leaving the $60,000 RSU grant worth roughly $24,400 at vest while the Novo Nordisk false-advertising lawsuit metastasized into a broader regulatory and commercial headwind on Zepbound and Foundayo, the two products driving the 55.5% revenue growth narrative that made the role attractive in the first place. With GLP-1 revenue under legal and competitive pressure, Lilly's field medical organization — which expanded 43% in headcount over four years to support exactly this commercial ramp — becomes oversized relative to the revised growth trajectory, and the Principal MSL layer is the first to face restructuring as the company prioritizes R&D spend (already at 19.5% of revenue) over field-facing roles that are harder to justify when launch momentum stalls. The $25,000 signing bonus clawback, if structured over 24 months, means the user cannot exit cleanly without a five-figure repayment obligation, trapping them in a role with diminished equity upside, a narrowed therapeutic focus, and a reporting chain that reorganized twice following the January 2025 leadership splits between Carole Ho's Neuroscience and Kenneth Custer's Cardiometabolic franchises.
Evidence confidence: medium
The Novo Nordisk v. Lilly false-advertising lawsuit (filed July 21, 2026) reaches a preliminary injunction ruling or settlement that restricts Lilly's promotional claims on Zepbound or Foundayo — monitor federal court docket filings and Lilly 8-K disclosures in the next 6 months for any injunctive…
Evidence confidence: medium
LLY stock closes below $900 on two consecutive earnings days — the Q2 2026 earnings call on August 5 and the Q3 2026 call are the first two observable checkpoints; a close below $900 on either date signals the market is beginning to price in the DCF bear case and would reduce the RSU grant value by…
Evidence confidence: medium
Not available for this run: exit terms on the public record. Every stream we checked — rendered, held, or absent — is itemized in the appendix coverage matrix.
What this brief covers — and what it can’t
Public-company evidence: financial health and trajectory, leadership and board signals, role-level exposure (restructuring filings, WARN notices), the citable market wage band, insider filing patterns, and the negotiation math built from them.
Your future manager and team, day-to-day culture, benefit terms the filings don’t carry (the 401k match formula, PTO, parental leave, healthcare costs), and private-company comparisons. Where a DOL Form 5500 filing matched, the plan-level 401k facts appear above — the day-to-day terms still don’t. That’s what the verification questions in §6 are for — ask them before you sign.
Evidence and methodology
The main brief stays readable; the supporting facts, confidence map, source logs, methodology, and export preview live here for auditability.
Confidence and data gaps
- Career-path aggregates use optional user contributions; this report scores public filings only.
Sources cross-referenced
Data coverage
This tracks whether available evidence is rendered, held for methodology, gated by confidence, or unavailable.
Canonical verdict and one-number model
Canonical
Rendered in the executive decision screen.
Canonical section claims
Canonical · 49 items
Rendered across the guided chapters as concise evidence cards.
Supporting facts and methodology notes
Canonical · 35 items
Kept in the appendix so the main report stays readable.
Revenue product and geographic segmentation
Fetched · 7 items
Top segments are rendered in Company Quality; full rows remain source data.
Analyst estimates, grades, DCF, targets, earnings
Fetched
Rendered as market-consensus cards instead of raw analyst feeds.
News, press releases, and M&A events
Fetched · 6 items
Material recent events are summarized; raw feed clutter is omitted from the main flow.
Ownership concentration and financial health scores
Fetched
Rendered in Role and Career Risk when it changes the risk read.
Career signal layer leadership and board coverage
Computed
Rendered as leadership tape, coverage note, and board count.
O*NET, BEA, WARN, SEC facts, lobbying, USAspending, FEC
Open Data · 5 items
Verified public-data facts are rendered through canonical claims and the evidence appendix.
Evidence behind the dossier: supporting facts, methodology, confidence rationale, filing logs, and exportable rows. Empty sections describe what was reviewed rather than silently disappearing.
Supporting facts(35)
- Quarterly revenue (Q4 FY2024): $13532.8M.Company financial statements · high confidence · Q4 FY2024
- Quarterly revenue (Q1 FY2025): $12728.5M.Company financial statements · high confidence · Q1 FY2025
- Quarterly revenue (Q2 FY2025): $15557.7M.Company financial statements · high confidence · Q2 FY2025
- Quarterly revenue (Q3 FY2025): $17600.8M.Company financial statements · high confidence · Q3 FY2025
- Quarterly revenue (Q4 FY2025): $19292.0M.Company financial statements · high confidence · Q4 FY2025
- Rule of 40 score: 82.5. Revenue growth 55.5% + FCF margin 26.9%.Computed market metrics · high confidence · 2026-07-22T15:03:04.882Z
- Revenue per employee: $396K (+46.2% YoY).Computed market metrics · medium confidence · 2026-07-22T15:03:04.882Z
- Insider activity (90d): 3 open-market sells, 0 open-market buys, sell ratio 100%. Excluded as non-discretionary: 12 equity awards, 0 tax-withholding, 0 gifts. Pattern: sustained_selling. Signal: negative (moderate).Form 4 insider activity · medium confidence · 2026-07-22T15:05:02.673Z
- Equity scenario base case: analyst median implies $68,072 for the supplied grant.Equity scenario model · high confidence · 2026-07-22T15:03:04.882Z
- 12-month stock risk: annualized volatility 38.6%, max drawdown -23.3%, current drawdown -5.9%.Historical price model · high confidence · 2026-07-22T15:03:04.882Z
- Carolyn R. Bertozzi hire: Board Member.SEC 8-K leadership event · medium confidence · 2025-12-08https://www.sec.gov/Archives/edgar/data/59478/000005947825000271/lly-20251118.htm
- Board: 12 directors (11/12 independent).Proxy statement board record · medium confidence · 2026https://www.sec.gov/Archives/edgar/data/59478/000005947826000029/lly-20260317.htm
- SEC filing: 4 filed 2026-07-21 00:00:00.SEC filing index · medium confidence · 2026-07-21 00:00:00https://www.sec.gov/Archives/edgar/data/59478/000126238826000014/xslF345X06/wk-form4_1784666431.xml
- SEC filing: 4 filed 2026-07-21 00:00:00.SEC filing index · medium confidence · 2026-07-21 00:00:00https://www.sec.gov/Archives/edgar/data/59478/000005947826000068/xslF345X06/wk-form4_1784666385.xml
- SEC filing: 4 filed 2026-07-21 00:00:00.SEC filing index · medium confidence · 2026-07-21 00:00:00https://www.sec.gov/Archives/edgar/data/59478/000005947826000066/xslF345X06/wk-form4_1784666337.xml
- Strategic coherence: 75/100 (Strong). The company is well-positioned for growth with a strong focus on innovation and market presence.Earnings call transcript · high confidence · 2026-07-22T15:05:02.673Z
- Lobbying exposure: $12.14M reported over 44 filings. Top issues: HCR, MMM, PHA, TRD, CPT.Public lobbying disclosure · medium confidence · 2026-07-22T15:05:02.673Z
- Federal contract exposure: $0.28M obligated across 2 awards. Top agencies: Department of Veterans Affairs.Federal contract disclosure · medium confidence · 2026-07-22T15:05:02.673Z
- Yuffa Ilya: opportunistic_sell (negative).Insider activity classification · medium confidence · 2026-06-10
- Sulzberger Gabrielle: 10b5-1_scheduled (positive).Insider activity classification · medium confidence · 2026-06-15
Confidence map(8)
- comp_reality · high Section has source-backed facts available.
- leverage · medium Section has source-backed facts available.
- leadership_stability · medium Section has source-backed facts available.
- three_questions · medium Section has source-backed facts available.
- counterfactual · low Counterfactual recommender needs alumni outcomes and peer score generation.
- five_year_forecast · low Career-path aggregates use optional user contributions; this report scores public filings only.
- organizational_diagnosis · medium Section has source-backed facts available.
- red_flags · medium Section has source-backed facts available.
Methodology(10)
- Trajectory Score weights organizational health, leadership stability, strategic coherence, alumni outcomes, promotion velocity, skills marketability, and role-specific risk.
- One Number model varies by report mode: NPV for offer evaluation, EV delta for stay-or-go, trajectory percentile for job seekers, CCVI for career trajectory.
- Public-source leadership signals come from SEC 8-K and DEF 14A records when available.
- Leadership coverage: ready. Leadership=ready, board=ready, transitions=ready. 25 role records, 12 board records, 1 transition records.
- Ticker: LLY. Company: Eli Lilly and Company.
- Offer inputs: base $190,000, equity $60,000.
- No user-contributed tenure aggregates available.
- Cross-section findings are AI-generated from assembled Tier 2 data and validated for multi-section citation.
- Pre-mortem output was generated by Footnote's structured risk model.
- Insider sentiment aggregate was not available for this ticker.
8-K leadership log(1)
[
{
"new_role": "Board Member",
"source_url": "https://www.sec.gov/Archives/edgar/data/59478/000005947825000271/lly-20251118.htm",
"former_role": null,
"person_name": "Carolyn R. Bertozzi",
"source_quote": "elected Carolyn R. Bertozzi, Ph.D as a new member of the Board, effective December 8, 2025",
"effective_date": "2025-12-08",
"prior_employer": "Stanford University",
"transition_type": "hire"
}
]Insider trading log(100)
[
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{
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{
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]Transcript pull(6)
“Expand investments in business development · Drive growth across all therapeutic areas · Launch and expand access to new medicines”
Investment priority“we still expect price to be a headwind in the low to mid-teens for the full year.”
Stated risk · Pricing Pressure“the loss of Medicaid access in certain states had a negative impact on Q1 prescription growth.”
Stated risk · Market Access Challenges“Koundeo has been proven highly effective for weight management.”
Investment priority · Obesity and Weight Management“we expect to remain active in business development to complement our internal portfolio.”
Investment priority · Business Development“R&D expenses increased 28%, driven by continued investments in our pipeline.”
Investment priority · Research and Development
Glossary(4)
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- DEF 14A
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- Trajectory Score
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id,claim,value,source_type,confidence fact_001,Quarterly revenue (Q4 FY2024): $13532.8M.,13532800000,fmp_financials,high fact_002,Quarterly revenue (Q1 FY2025): $12728.5M.,12728500000,fmp_financials,high fact_003,Quarterly revenue (Q2 FY2025): $15557.7M.,15557700000,fmp_financials,high fact_004,Quarterly revenue (Q3 FY2025): $17600.8M.,17600800000,fmp_financials,high fact_005,Quarterly revenue (Q4 FY2025): $19292.0M.,19292000000,fmp_financials,high fact_006,Rule of 40 score: 82.5. Revenue growth 55.5% + FCF margin 26.9%.,82.5,derived_fmp,high fact_007,Revenue per employee: $396K (+46.2% YoY).,395980,derived_fmp,medium fact_008,"Insider activity (90d): 3 open-market sells, 0 open-market buys, sell ratio 100%. Excluded as non-discretionary: 12 equity awards, 0 tax-withholding, 0 gifts. Pattern: sustained_selling. Signal: negative (moderate).",1,fmp_insider_trading,medium fact_009,"Equity scenario base case: analyst median implies $68,072 for the supplied grant.",68072,derived_equity_scenario,high fact_010,"12-month stock risk: annualized volatility 38.6%, max drawdown -23.3%, current drawdown -5.9%.",'-23.3,derived_price_history,high
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