Subject company
Eli Lilly and Company
Principal Medical Science Liaison · P4 · Indianapolis, IN
Accept the offer; direct all negotiating energy toward increasing the RSU grant from $60,000 toward $80,000–$90,000 and securing a defined refresh cadence, given LLY's stock trajectory and the outsized downside risk embedded in the current grant size.
Eli Lilly: Base already won — negotiate equity hard against a Rule of 40 of 83 and 52% stock appreciation over the past 12 months.
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 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
Financial context grounds organizational health.
SEC leadership events and board data inform stability.
Offer details enable compensation modeling.
What to verify before signing
Career-path aggregates use optional user contributions; this report scores public filings only.
Signals we only see when the data is connected
The acquisition-driven scope expansion risk is unpriced in the equity grant: two CNS deals in 30 days signal that the Principal MSL role will absorb new therapeutic areas, yet the $60,000 RSU grant — worth only $25,698 in the bear case — provides no financial buffer for that workload inflation.
Risks + Negotiation leverage + Company quality · medium confidence
The five-year forecast's bear case ($501 stock, $25,698 RSU realized value) is materially more plausible than the base case assumes, given the 38.6% annualized volatility and a 167.1% downside spread — making the equity quantum negotiation not a nice-to-have but the single highest-leverage variable before signing.
Career upside + Company quality + Offer economics · high confidence
The signing bonus clawback window likely overlaps with the 12-month RSU cliff, creating a liquidity trap: if the stock declines toward the bear case before October 2027, the candidate has no vested equity to offset a full clawback repayment obligation — a structural risk the compensation section does not surface.
Risks + Questions to ask + Offer economics · medium confidence
Lilly's strategic narrative shows pricing strategy and market share growth as themes that vanished without resolution, yet the organization is spending $12.14M on lobbying with healthcare reimbursement as the dominant issue code — suggesting pricing pressure is an active operational concern that could compress the bonus pool the candidate is being asked to count on at 15% of base.
Company quality + Questions to ask + Risks · medium confidence
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Get your brief — $199See 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.
- 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).
- Comp is already placed above market — protect it; negotiate scope, level, or refresh terms instead of base.
- The equity-weighted package 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 (§5 questions) — 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.
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
Guggenheim: maintain
Jul 13, 2026 · Buy → Buy
UBS: 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 anchors confirm the base is already at the top of observable public-market data for this geography, so the primary negotiation surface is equity: ask for the RSU grant to be increased from $60,000 toward $75,000–$80,000, citing LLY's 55.5% revenue growth, Rule of 40 score of 82.5, and the bear-case RSU scenario of only $25,698 at a $501 stock price as justification for a larger share count to protect downside. Indiana's BEA Regional Price Parity index of 93.3 means the $190,000 base carries approximately $203,500 in national-equivalent purchasing power — a useful framing if the conversation shifts to cost-of-living adjustments, but not a reason to accept a smaller equity grant. Equity scenarios use rsu linear and show 167.1% spread across available public valuation anchors.
Evidence confidence: high
Base already at 89th percentile — shift focus: Your $190,000 base sits at the 89th percentile of the Indiana MSL market band (median $128,125, n=9 DOL LCA rows). Lilly knows this; they've already stretched on cash. The productive negotiation surface is equity size and vesting structure, not base — pushing base further risks a ceiling conversation when the real value gap is in RSUs.
Evidence confidence: medium
RSU grant is thin relative to stock trajectory: The $60,000 RSU grant over 3 years represents roughly 51 shares at the current $1,170.23 price — a modest position for a Principal-level role at a company whose stock is up 51.6% over the last 12 months and whose bull-case equity scenario projects $68,638 in value. The ask: increase the grant to $90,000–$100,000, framing it as alignment with Lilly's own stated priority of driving future growth — the same language used in Q1 2026 earnings. A $30,000 RSU increase costs Lilly roughly 0.000003% of its $1.1 trillion market cap.
Evidence confidence: medium
review process expansion demands more MSL bandwidth: Lilly has completed two acquisitions in the past 30 days alone — Centessa Pharmaceuticals (orexin/narcolepsy) and AtaiBeckley (treatment-resistant depression) — while simultaneously advancing 16 Alzheimer's abstracts at AAIC 2026 and a CHMP positive opinion for Jaypirca in CLL. Each new therapeutic area creates incremental field medical demand. Use this review process velocity to argue for a scope premium: a higher RSU grant or a defined 12-month review trigger tied to therapeutic area expansion responsibilities.
Evidence confidence: medium
Lilly's 2025 proxy discloses named executive officer total compensation ranging from $7.6M (Jake Van Naarden, EVP Oncology) to $8.5M (Lucas Montarce, CFO), with stock awards comprising 52–59% of total NEO pay and zero option grants — a pure RSU structure that mirrors the equity form being offered to this candidate. CEO David Ricks received $26.6M in 2023 (latest disclosed), with $18.8M in stock awards, confirming that equity is the primary performance lever at every level of the house.
From proxy-statement compensation records.
The 90-day insider pattern shows sustained selling — 3 open-market sells, 0 open-market buys — with 12 equity award rows excluded as non-discretionary; signal strength is moderate. This is consistent with executives harvesting gains after LLY's 51.6% 12-month price run rather than signaling fundamental concern, and no material overlap with the candidate's vest schedule was detected.
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.
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.
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.
Where product revenue comes from
Product
Collaboration And Other Revenue
Latest reported segmentation FY · USD.
Where geographic revenue comes from
UNITED STATES
Europe
Non-US
Latest reported segmentation FY · USD.
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
Stock Market Today, July 16: AtaiBeckley Surges on Eli Lilly Acquisition Worth Up To $3.8 Billion
AtaiBeckley stock is soaring, and it has Eli Lilly to thank
Eli Lilly Buys Psychedelics Maker Atai Beckley for $2.8 Billion to Develop DMT-Like Depression Drug
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's fundamentals are unambiguous: 55.5% YoY revenue growth, an 81.9% gross margin, and a Rule of 40 score of 82.5 place it in the top tier of large-cap biopharma — headcount has grown from 39,000 to 50,000 over two years with zero WARN notices, signaling active expansion rather than contraction. The $190,000 base sits at the 89th percentile of the Indiana LCA band (median $128,125), and the headline package of $275,000 — base plus $60,000 RSU grant over three years plus $25,000 signing — is 2.1× that base-cash median, though the band excludes equity and bonus so the comparison is not apples-to-apples. The deterministic verdict is STRONG: take the offer seriously and negotiate from strength on equity quantum and grant refresh cadence, given LLY's 51.6% stock appreciation over the past 12 months and a bear-case RSU scenario of only $25,698 at a $501 stock price — the downside spread of 167.1% makes grant size the highest-leverage negotiation variable.
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 -5.3%.
Evidence confidence: high
Strategic coherence: 75/100 (Strong). The strategic narrative shows consistent themes of product development, market expansion, and investment in R&D, with some drift in specific focus areas.
Evidence confidence: high
Consistent themes across quarters: Market Expansion, Manufacturing Expansion, Investment in R&D.
Evidence confidence: high
The $190,000 base sits at the 89th percentile of the Indiana base-cash market band (median $128,125, n=9 LCA rows), giving you a position of genuine strength before a single dollar of equity or signing is counted. The headline package of $275,000 — base plus $60,000 RSI grant vesting over three years and a $25,000 signing bonus — 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 operating fundamentals reinforce the quality of the equity component: Rule of 40 of 82.5, 55.5% revenue growth YoY, 81.9% gross margin, and a stock up 51.6% over the past 12 months to $1,170.23 — negotiate from strength on RSU grant size and refresh cadence, not on base.
Evidence confidence: medium
No public reference class beyond market-data peers and SEC leadership transitions.
Evidence confidence: low — read the specifics as directional, not verified
Bear: LLY stock closes below $900 for two consecutive months before April 2027 — the bear-case RSU scenario ($501 price, $25,698 realized value) becomes directionally plausible and the equity component of the offer loses its primary negotiation justification; monitor weekly via LLY price alerts and….
Evidence confidence: medium
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”
“the loss of Medicaid access in certain states had a negative impact”
“Koundeo has been proven highly effective for weight management”
“we expect to remain active in business development”
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
Latest 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.
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.
5 U.S. OSHA inspections on record across 1 state (most recent 2001-06-05).
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.
Vest timing check
No material insider sale overlap was detected around modeled vest milestones.
Confidence: medium
Largest holder pressure
CHICAGO TRUST CO NA
Position size unavailable
JOHNSON BIXBY & ASSOCIATES, LLC
Position size unavailable
PFG ADVISORS
Position size unavailable
HENGEHOLD CAPITAL MANAGEMENT LLC
Position size unavailable
Congressional trading
2 recent symbol-matched disclosure row(s), with 1 buy-like and 1 sell-like transaction(s).
Ro Khanna · Purchase · $1,001 - $15,000
Angus King · Sale · $1,001 - $15,000
Leadership roster is pending graph ingestion.
Evidence confidence: medium
Insider transaction mix was materialized for leadership stability (raw licensed market data; classifier pending).
Evidence confidence: medium
Insider transaction mix was materialized for leadership stability (raw licensed market data; classifier pending).
Evidence confidence: medium
No resolved 8-K leadership events are available yet.
Evidence confidence: low — read the specifics as directional, not verified
Board composition is pending DEF 14A graph extraction.
Evidence confidence: low — read the specifics as directional, not verified
Eighteen months in, the user regrets joining Lilly because the Principal MSL role expanded far beyond its original therapeutic area scope without a corresponding increase in compensation or title. The Centessa (narcolepsy/orexin) and AtaiBeckley (treatment-resistant depression) acquisitions closed within weeks of the offer letter, and by Q2 2027 the user's territory was restructured to absorb two new neuroscience franchises — effectively tripling the scientific preparation burden while the $190,000 base remained frozen under a company-wide merit-budget compression triggered by GLP-1 pricing pressure from the Inflation Reduction Act negotiation cycle. The $60,000 RSU grant, already thin at ~51 shares, lost meaningful value as LLY pulled back from its $1,170 peak toward the $700–$800 range on IRA reimbursement headline risk, and the year-1 cliff meant the user had no vested equity cushion when the restructuring hit — leaving them overworked, underpaid relative to the expanded scope, and locked into a clawback window on the $25,000 signing bonus with no clean exit.
Evidence confidence: medium
LLY stock closes below $900 for two consecutive months before April 2027 — the bear-case RSU scenario ($501 price, $25,698 realized value) becomes directionally plausible and the equity component of the offer loses its primary negotiation justification; monitor weekly via LLY price alerts and…
Evidence confidence: medium
Lilly announces a third neuroscience or CNS acquisition or in-licensing deal before March 2027 — a pattern of two deals in 30 days (Centessa June 24, AtaiBeckley July 16, 2026) that continues signals MSL therapeutic area scope will expand again before headcount catches up; watch Lilly's 8-K filings…
Evidence confidence: medium
Leadership tape
No leadership records are available yet for this ticker; report uses the available public-source context.
No recent leadership events were available for this brief.
Coverage note
No active leadership role rows are available. No board seat rows are available.
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)
Top ETF weight in fund
Institutional ownership concentration and ETF exposure.
Ownership mix can amplify volatility and market sensitivity.
Treat concentrated ownership as another reason to stress-test equity-heavy offers.
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 is already well above what Lilly typically certifies for this role in Indiana, so don't lead with a base ask — you'll hit a ceiling fast and spend credibility you need elsewhere. The productive opening is equity: ask for a higher RSU grant in the same breath that you express genuine enthusiasm for the role. One sentence of excitement, one clear number, one reason. Let them respond before you say anything else.
Your counter, lever by lever
At $190,000, the base already sits at the 89th percentile of the Indiana MSL market band (median $128,125, p75 $152,570, p90 ~$185,400 per DOL LCA data, n=9). The target of $205,000 is a credible ask only if equity movement stalls entirely — treat it as a fallback, not an opener. The floor is $190,000 because the base is already strong and pushing harder risks a ceiling conversation that derails the equity discussion.
offer at/above market p90 — small base push, press equity & scope
The $60,000 RSU grant over 3 years is thin for a Principal-level role at a company whose stock has appreciated 51.6% over the past 12 months and whose bull-case RSU scenario projects $68,638 in realized value. The target of $69,000 is a modest 15% lift — roughly $9,000 in additional grant notional — that costs Lilly a rounding error against its $1.1 trillion market cap. The floor is $60,000 (current offer). Given annualized stock volatility of 38.6% and a bear-case RSU value of only $25,698, a higher grant notional is the most direct way to protect realized value if the stock pulls back from current highs.
computed equity room
The $25,000 signing bonus is the only meaningful liquidity event before the RSU cliff hits at year one. The target here is framed as a bridge: if Lilly cannot move the RSU grant to $69,000, ask for a $35,000 signing bonus instead — a $10,000 increase that compensates for unvested equity forfeited at a prior employer. Note that the counter-structure lists a target of $15,000 as the incremental ask on top of the current $25,000, bringing the total to $35,000. The floor is the current $25,000. Separately, push to confirm the clawback window in writing — if it is 24 months, your effective exit cost in month 13 is still $25,000 cash against only roughly $20,000 in vested RSUs.
one-time bridge sized to the base gap (use if they cannot move base)
Lilly completed two acquisitions in the past 30 days — Centessa Pharmaceuticals (orexin/narcolepsy, June 24, 2026) and AtaiBeckley (treatment-resistant depression, July 16, 2026) — while simultaneously advancing Alzheimer's and oncology pipelines. Each new therapeutic area creates incremental field medical demand that a Principal MSL may absorb without a corresponding title or equity adjustment. The scope ask is non-cash but high-value: request a defined 12-month compensation review tied to any therapeutic area expansion, and confirm in writing which product portfolio this role is anchored to through at least the first vest cliff. An equity-refresh cadence commitment (annual RSU top-up review) is the ideal outcome here.
non-cash lever: leveling, scope, and equity-refresh cadence
Scripts
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 I'm not asking you to move the base — I think what you've put together there is fair. The one thing I'd love to revisit is the equity grant. That's where I think there's a real opportunity to close the gap, and it's a different budget line for you anyway.
“The RSU 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 RSU number is fixed by the level, would it be possible to look at the signing bonus instead? Bringing that up to $35,000 would accomplish something similar for me in the first year, and I know that's often a more flexible piece.
“We've already come up from our initial offer — this is our best and final.”
I hear you, and I want you to know I take that seriously. I'm really not trying to push for the sake of it. The RSU grant is the one piece that's still a gap for me — $69,000 versus $60,000. If that's genuinely off the table, I'd love to understand what flexibility looks like on the signing bonus or on a 12-month compensation review. I want to find a path to yes here.
“Everyone at your level gets the same equity package — we can't make exceptions.”
I understand the consistency piece — that makes sense. What I'd ask is whether there's a way to build in a formal review at 12 months, especially given how much the portfolio is expanding right now. If the grant itself can't move, a committed review tied to scope changes would mean a lot to me.
“You can always earn more through your annual bonus — the equity is just one part of the picture.”
That's a fair point, and I do value the bonus structure. The reason I keep coming back to equity is that it's the piece that ties me to the long-term success of the business — and given how well things are clearly going, I want to be meaningfully part of that. Even a modest increase in the RSU grant would go a long way toward making me feel fully aligned from day one.
“I've genuinely enjoyed this process and I have a lot of respect for what Lilly is building — if the package isn't able to move on the equity side, I'd ask that we keep the door open, because this is a role I'd want to revisit if circumstances change.”
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 already at 89th percentile — shift all focus to equity
Your $190,000 base sits at the 89th percentile of the Indiana MSL market band (median $128,125, n=9 DOL LCA rows). Lilly knows this; they've already stretched on cash. The productive negotiation surface is equity size and vesting structure, not base — pushing base further risks a ceiling conversation when the real value gap is in RSUs.
Evidence anchor: DOL H-1B/LCA certified wage data, Eli Lilly and Company, Indiana, n=9; COMP PLACEMENT authoritative band
RSU grant is thin relative to LLY's stock trajectory and Rule of 40
The $60,000 RSU grant over 3 years represents roughly 51 shares at the current $1,170.23 price — a modest position for a Principal-level role at a company whose stock is up 51.6% over the last 12 months and whose bull-case equity scenario projects $68,638 in value. The ask: increase the grant to $90,000–$100,000, framing it as alignment with Lilly's own stated priority of driving future growth — the same language used in Q1 2026 earnings. A $30,000 RSU increase costs Lilly roughly 0.000003% of its $1.1 trillion market cap.
Evidence anchor: Computed metrics: stock price $1,170.23, stock 12mo% 51.6%, equity scenario bull $68,638; LLY market cap $1.1T; Q1 2026 earnings transcript
review process expansion implies growing MSL scope not yet priced into the grant
Lilly has completed two acquisitions in the past 30 days alone — Centessa Pharmaceuticals (orexin/narcolepsy) and AtaiBeckley (treatment-resistant depression) — while simultaneously advancing 16 Alzheimer's abstracts at AAIC 2026 and a CHMP positive opinion for Jaypirca in CLL. Each new therapeutic area creates incremental field medical demand. Use this review process velocity to argue for a scope premium: a higher RSU grant or a defined 12-month review trigger tied to therapeutic area expansion responsibilities.
Evidence anchor: Lilly press releases: Centessa acquisition June 24 2026, AtaiBeckley acquisition July 16 2026, AAIC abstracts July 9 2026, Jaypirca CHMP opinion June 26 2026
Signing bonus is one-time — negotiate a clawback carve-out for involuntary termination
The $25,000 signing bonus is standard but typically carries a 12-month clawback provision. Given the October 1, 2026 start date and a 3-year RSU vest with a 1-year cliff, your year-1 all-in drops to $255,000 after cliff — meaning the signing bonus is the only near-term liquidity buffer before RSUs begin vesting. Negotiate either (a) a reduced clawback window from 12 to 6 months, or (b) a $35,000 signing figure to compensate for unvested equity you are forfeiting at a prior employer. The latter is a factual ask, not a preference argument.
Evidence anchor: Offer details: signingUsd $25,000, vestYears 3, cliff year 1; computed metric: comp after cliff year-1 $255,000
Indiana purchasing power adds ~7% to real compensation value
The BEA Regional Price Parity index for Indiana is 93.3 against a national 100, meaning your $190,000 base carries approximately $203,500 in national purchasing-power-equivalent terms. This is a retention argument, not a raise argument: if Lilly ever asks you to relocate or if you receive a competing offer from a coastal employer, the real-wage gap is smaller than the nominal gap suggests. Use this framing now to anchor the conversation on total economic value — and to justify holding firm on equity rather than accepting a base increase that would be partially offset by a higher cost-of-living location.
Evidence anchor: BEA Regional Price Parity, Indiana, 2024: index 93.329; national equivalent calculation on $190,000 base
Questions they cannot fake
- 1
What is the RSU grant price used to calculate my $60,000 equity award, and will my shares be issued at the October 2026 grant date price or the offer-letter price — and how does that affect the share count I actually receive?
LLY closed at $1,170.23 and has 38.6% annualized volatility. A $60,000 grant at today's price yields roughly 51 shares. If the grant date is October 1, 2026 and the stock has moved materially, your share count shifts accordingly. The bear scenario on your current grant prices it at $25,698 — a 57% haircut from the base case of $67,652. You need to know whether the dollar value or the share count is fixed at signing, because that determines your actual downside exposure before the first vest.
- 2
My $25,000 signing bonus — what is the clawback period and repayment structure if I leave before the end of it, and does the clawback apply on a pro-rated basis or as a full repayment obligation?
Signing bonuses at this level routinely carry 12-to-24-month clawback clauses with full repayment obligations, not pro-rated ones. Given your October 1, 2026 start date and a 3-year vest schedule with a 1-year cliff, the signing bonus clawback window could overlap with the period before your first RSU vest — meaning you could owe $25,000 back with zero equity vested if you leave in year one. Understanding the exact repayment mechanics protects you from a scenario where your effective year-one comp is $190,000, not $215,000.
- 3
What is the target annual incentive percentage for a P4 Principal MSL, and is it calculated on base salary earned or base salary rate — and how has actual payout tracked against target for this band over the last two performance cycles?
Your headline package of $275,000 is base plus equity plus signing only — it excludes any annual bonus. Lilly's proxy shows named executives receiving incentive plan compensation that runs 100-200% of salary. If the P4 MSL target bonus is 15-20% of base, that is an additional $28,500-$38,000 annually that belongs in your total compensation calculus. Knowing whether payouts have tracked at, above, or below target for this band tells you whether the bonus is real money or a theoretical ceiling.
- 4
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. How is the Principal MSL headcount in my therapeutic area trending, and what is the current ratio of MSLs to field medical directors in my region?
Rapid headcount expansion at this pace — 3,000 net new employees added in the most recent year alone — often compresses territory size and reduces individual MSL influence as coverage becomes denser. Conversely, Lilly's review process expansion into neuroscience (AtaiBeckley acquisition announced July 16, 2026), oncology (Jaypirca EU CHMP positive opinion, June 2026), and sleep-wake disorders (Centessa acquisition, June 2026) suggests new therapeutic areas may be understaffed. Understanding where your territory sits in that build-out tells you whether you are entering a mature, competitive field or a growth lane with real scope expansion ahead.
Dealbreakers to watch
RSU Equity Carries 167% Spread — Bear Case Cuts Grant Value by 57%
mediumThe $60,000 RSU grant vests linearly over 3 years starting October 2026. At current price ($1,170.23), the base-case realized value is approximately $67,652. But LLY carries annualized volatility of 38.6% and a max drawdown of -23.3%. The bear scenario prices shares at $501.21, collapsing RSU value to ~$25,698 — a $42,000 haircut versus base case. The stock is also up 51.6% over the past 12 months, meaning a meaningful portion of the GLP-1 growth narrative is already priced in at EV/EBITDA of 34x. Negotiate for a higher grant notional ($80,000–$90,000) or a shorter vest (2 years) to reduce timing risk on a high-multiple stock.
Source: Equity scenario model: bear=$25,698 at $501.21, base=$67,652 at $1,319.47, bull=$68,638 at $1,338.70; annualized volatility 38.6%, max drawdown -23.3% (computed metrics)
Sustained Insider Selling With No Open-Market Buys in 90 Days
mediumOver the trailing 90 days, insiders filed 3 open-market sell transactions and 0 open-market buys (12 equity awards and 0 tax-withholding rows excluded as non-discretionary). This is a sustained-selling pattern at a stock trading near all-time highs. While LLY's fundamentals are strong (Rule of 40: 82.5, Altman Z: 9.7, Piotroski: 6), the absence of any insider accumulation at current prices is a signal worth noting when evaluating the equity component of this offer. It does not override the strong operating picture, but it argues against treating the RSU grant as a guaranteed wealth-building vehicle.
Source ↗ · Insider transaction pattern: 3 open-market sells / 0 open-market buys (90d); 12 equity awards excluded as non-discretionary (computed metrics, strength moderate)Signing Bonus Clawback Risk on a 3-Year Vest — Understand the Recapture Window
lowThe $25,000 signing bonus lands at start (October 1, 2026), but Lilly's standard MSL offer letters typically attach a 12–24 month clawback provision. If you depart before the clawback period expires, you repay on a pro-rated or full basis. With a 3-year vest schedule, year 1 delivers only ~$20,000 in RSUs (1/3 of $60,000 at grant price) plus the $190,000 base — the signing bonus is the primary liquidity event in the first 12 months. Confirm the exact clawback term in writing before signing; if it's 24 months, your effective exit cost in month 13 is still $25,000 cash out of pocket against only ~$20,000 in vested equity.
Source: Offer details: $25,000 signing, 3-year RSU vest, start date 2026-10-01 (candidate offer data)
Base Is Strong Versus Public Benchmarks, But the Market Band Is Thin (n=9)
lowThe $190,000 base sits at the 89th percentile of the DOL H-1B/LCA band for Eli Lilly MSL roles in Indiana (median $128,125, P75 $152,570, n=9). That's a strong placement, but the sample is only 9 certified LCA rows — directional, not definitive. The BLS OEWS median for Medical Scientists in Indiana is $81,110, which reflects a broader occupational category and understates true MSL comp. Indiana's BEA Regional Price Parity index is 93.3 (vs. U.S. 100), meaning $190,000 here carries ~$203,530 in national purchasing-power equivalent. The base is not a negotiation target — it's already well-positioned. Focus negotiation energy on equity notional and performance bonus target percentage, not base.
Source: DOL H-1B/LCA: Eli Lilly and Company, Indiana, n=9, median $128,125, P75 $152,570; BLS OEWS Indiana Medical Scientists 2025 median $81,110; BEA Regional Price Parity Indiana 2024: 93.3
Pre-mortem: what would make this offer fail
These are the brief’s highest-friction warnings converted into diligence prompts before you sign.
- 1
Career-path aggregates use optional user contributions; this report scores public filings only.
- 2
Career-path aggregates use optional user contributions; this report scores public filings only.
Canonical action signals
Base already at 89th percentile — shift focus: Your $190,000 base sits at the 89th percentile of the Indiana MSL market band (median $128,125, n=9 DOL LCA rows). Lilly knows this; they've already stretched on cash. The productive negotiation surface is equity size and vesting structure, not base — pushing base further risks a ceiling conversation when the real value gap is in RSUs.
Evidence confidence: medium
RSU grant is thin relative to stock trajectory: The $60,000 RSU grant over 3 years represents roughly 51 shares at the current $1,170.23 price — a modest position for a Principal-level role at a company whose stock is up 51.6% over the last 12 months and whose bull-case equity scenario projects $68,638 in value. The ask: increase the grant to $90,000–$100,000, framing it as alignment with Lilly's own stated priority of driving future growth — the same language used in Q1 2026 earnings. A $30,000 RSU increase costs Lilly roughly 0.000003% of its $1.1 trillion market cap.
Evidence confidence: medium
review process expansion demands more MSL bandwidth: Lilly has completed two acquisitions in the past 30 days alone — Centessa Pharmaceuticals (orexin/narcolepsy) and AtaiBeckley (treatment-resistant depression) — while simultaneously advancing 16 Alzheimer's abstracts at AAIC 2026 and a CHMP positive opinion for Jaypirca in CLL. Each new therapeutic area creates incremental field medical demand. Use this review process velocity to argue for a scope premium: a higher RSU grant or a defined 12-month review trigger tied to therapeutic area expansion responsibilities.
Evidence confidence: medium
What is the RSU grant price used to calculate my $60,000 equity award, and will my shares be issued at the October 2026 grant date price or the offer-letter price — and how does that affect the share count I actually receive? Why: LLY closed at $1,170.23 and has 38.6% annualized volatility. A $60,000 grant at today's price yields roughly 51 shares. If the grant date is October 1, 2026 and the stock has moved materially, your share count shifts accordingly. The bear scenario on your current grant prices it at $25,698 — a 57% haircut from the base case of $67,652. You need to know whether the dollar value or the share count is fixed at signing, because that determines your actual downside exposure before the first vest.
Evidence confidence: medium
My $25,000 signing bonus — what is the clawback period and repayment structure if I leave before the end of it, and does the clawback apply on a pro-rated basis or as a full repayment obligation? Why: Signing bonuses at this level routinely carry 12-to-24-month clawback clauses with full repayment obligations, not pro-rated ones. Given your October 1, 2026 start date and a 3-year vest schedule with a 1-year cliff, the signing bonus clawback window could overlap with the period before your first RSU vest — meaning you could owe $25,000 back with zero equity vested if you leave in year one. Understanding the exact repayment mechanics protects you from a scenario where your effective year-one comp is $190,000, not $215,000.
Evidence confidence: medium
What is the target annual incentive percentage for a P4 Principal MSL, and is it calculated on base salary earned or base salary rate — and how has actual payout tracked against target for this band over the last two performance cycles? Why: Your headline package of $275,000 is base plus equity plus signing only — it excludes any annual bonus. Lilly's proxy shows named executives receiving incentive plan compensation that runs 100-200% of salary. If the P4 MSL target bonus is 15-20% of base, that is an additional $28,500-$38,000 annually that belongs in your total compensation calculus. Knowing whether payouts have tracked at, above, or below target for this band tells you whether the bonus is real money or a theoretical ceiling.
Evidence confidence: medium
Eighteen months in, the user regrets joining Lilly because the Principal MSL role expanded far beyond its original therapeutic area scope without a corresponding increase in compensation or title. The Centessa (narcolepsy/orexin) and AtaiBeckley (treatment-resistant depression) acquisitions closed within weeks of the offer letter, and by Q2 2027 the user's territory was restructured to absorb two new neuroscience franchises — effectively tripling the scientific preparation burden while the $190,000 base remained frozen under a company-wide merit-budget compression triggered by GLP-1 pricing pressure from the Inflation Reduction Act negotiation cycle. The $60,000 RSU grant, already thin at ~51 shares, lost meaningful value as LLY pulled back from its $1,170 peak toward the $700–$800 range on IRA reimbursement headline risk, and the year-1 cliff meant the user had no vested equity cushion when the restructuring hit — leaving them overworked, underpaid relative to the expanded scope, and locked into a clawback window on the $25,000 signing bonus with no clean exit.
Evidence confidence: medium
LLY stock closes below $900 for two consecutive months before April 2027 — the bear-case RSU scenario ($501 price, $25,698 realized value) becomes directionally plausible and the equity component of the offer loses its primary negotiation justification; monitor weekly via LLY price alerts and…
Evidence confidence: medium
Lilly announces a third neuroscience or CNS acquisition or in-licensing deal before March 2027 — a pattern of two deals in 30 days (Centessa June 24, AtaiBeckley July 16, 2026) that continues signals MSL therapeutic area scope will expand again before headcount catches up; watch Lilly's 8-K filings…
Evidence confidence: medium
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 §5 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 · 42 item(s)
Rendered across the guided chapters as concise evidence cards.
Supporting facts and methodology notes
Canonical · 23 item(s)
Kept in the appendix so the main report stays readable.
Revenue product and geographic segmentation
Fetched · 7 item(s)
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 item(s)
Material recent events are summarized; raw feed clutter is omitted from the main flow.
Ownership, ETF exposure, financial scores, congressional trades
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 item(s)
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(23)
- Quarterly revenue (Q4 FY24): $13532.8M.Company financial statements · high confidence · Q4 FY24
- Quarterly revenue (Q1 FY25): $12728.5M.Company financial statements · high confidence · Q1 FY25
- Quarterly revenue (Q2 FY25): $15557.7M.Company financial statements · high confidence · Q2 FY25
- Quarterly revenue (Q3 FY25): $17600.8M.Company financial statements · high confidence · Q3 FY25
- Quarterly revenue (Q4 FY25): $19292.0M.Company financial statements · high confidence · Q4 FY25
- Rule of 40 score: 82.5. Revenue growth 55.5% + FCF margin 26.9%.Computed market metrics · high confidence · 2026-07-17T03:03:22.164Z
- Revenue per employee: $396K (+46.2% YoY).Computed market metrics · medium confidence · 2026-07-17T03:03:22.164Z
- 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 · 2026-07-17T03:04:57.488Z
- Equity scenario base case: analyst median implies $67,652 for the supplied grant.Equity scenario model · high confidence · 2026-07-17T03:03:22.164Z
- 12-month stock risk: annualized volatility 38.6%, max drawdown -23.3%, current drawdown -5.3%.Historical price model · high confidence · 2026-07-17T03:03:22.164Z
- SEC filing: 11-K filed 2026-06-23 00:00:00.SEC filing index · medium confidence · 2026-06-23 00:00:00
- SEC filing: 4 filed 2026-06-16 00:00:00.SEC filing index · medium confidence · 2026-06-16 00:00:00
- SEC filing: 4 filed 2026-06-16 00:00:00.SEC filing index · medium confidence · 2026-06-16 00:00:00
- Strategic coherence: 75/100 (Strong). The company is well-positioned for growth, but must navigate pricing pressures and competition.Earnings call transcript · high confidence · 2026-07-17T03:04:57.488Z
- Lobbying exposure: $12.14M reported over 44 filings. Top issues: HCR, MMM, PHA, TRD, CPT.Public lobbying disclosure · medium confidence · 2026-07-17T03:04:57.488Z
- Federal contract exposure: $0.28M obligated across 2 awards. Top agencies: Department of Veterans Affairs.Federal contract disclosure · medium confidence · 2026-07-17T03:04:57.488Z
- Insider transaction mix was materialized for leadership stability (raw licensed market data; classifier pending).Form 4 insider activity · medium confidence · 2026-07-17
- Transcript signals (FY2026 Q1): review process Advancement; Koundeo LaunchEarnings call transcript · high confidence · 2026-07-17
- Realtime strategic context was materialized for canonical report grounding.Realtime Signals · low confidence · 2026-07-17
- Earnings transcript summary was materialized for strategic coherence.Earnings Transcript Summary · medium confidence · 2026-07-17
Confidence map(8)
- comp_reality · high Section has source-backed facts available.
- leverage · medium Section has source-backed facts available.
- leadership_stability · medium No active leadership role rows are available. No board seat rows are available. No recent 8-K scan metadata is available for this ticker.
- 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: missing. Leadership=missing, board=missing, transitions=missing. 0 role records, 0 board records, 0 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(0)
[]
Insider trading log(100)
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},
{
"url": "https://www.sec.gov/Archives/edgar/data/59478/000005947826000025/0000059478-26-000025-index.htm",
"price": 989.12,
"symbol": "LLY",
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},
{
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},
{
"url": "https://www.sec.gov/Archives/edgar/data/59478/000131021526000006/0001310215-26-000006-index.htm",
"price": 989.12,
"symbol": "LLY",
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},
{
"url": "https://www.sec.gov/Archives/edgar/data/59478/000195597226000006/0001955972-26-000006-index.htm",
"price": 0,
"symbol": "LLY",
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"companyCik": "0000059478",
"filingDate": "2026-02-19",
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"reportingName": "Dozier Eric",
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}
]Transcript pull(6)
[
{
"period": "FY2026 Q1",
"source": "earnings_extraction",
"excerpt": "Drive future growth through investments and business development · Expand access to obesity medications · Advance review process across therapeutic areas"
},
{
"kind": "risk",
"label": "Pricing Pressure",
"source": "transcript_signals",
"excerpt": "we still expect price to be a headwind in the low to mid-teens"
},
{
"kind": "risk",
"label": "Market Competition",
"source": "transcript_signals",
"excerpt": "the loss of Medicaid access in certain states had a negative impact"
},
{
"kind": "investment",
"label": "Obesity Management",
"source": "transcript_signals",
"excerpt": "Koundeo has been proven highly effective for weight management"
},
{
"kind": "investment",
"label": "Business Development",
"source": "transcript_signals",
"excerpt": "we expect to remain active in business development"
},
{
"kind": "investment",
"label": "Research and Development",
"source": "transcript_signals",
"excerpt": "R&D expenses increased 28%, driven by continued investments in our review process"
}
]Glossary(4)
- 8-K
- SEC current report used for material company events, including executive appointments and departures.
- DEF 14A
- Definitive proxy statement containing board, governance, and executive disclosure.
- Trajectory Score
- Footnote's 0-100 estimate of career value and risk for a role/company decision.
- K-anonymity
- Privacy threshold that suppresses aggregate user-contributed metrics until enough contributors exist.
Export preview
{
"csv_rows": [
{
"id": "fact_001",
"claim": "Quarterly revenue (Q4 FY24): $13532.8M.",
"value": 13532800000,
"confidence": "high",
"source": "fmp_financials"
},
{
"id": "fact_002",
"claim": "Quarterly revenue (Q1 FY25): $12728.5M.",
"value": 12728500000,
"confidence": "high",
"source": "fmp_financials"
},
{
"id": "fact_003",
"claim": "Quarterly revenue (Q2 FY25): $15557.7M.",
"value": 15557700000,
"confidence": "high",
"source": "fmp_financials"
},
{
"id": "fact_004",
"claim": "Quarterly revenue (Q3 FY25): $17600.8M.",
"value": 17600800000,
"confidence": "high",
"source": "fmp_financials"
},
{
"id": "fact_005",
"claim": "Quarterly revenue (Q4 FY25): $19292.0M.",
"value": 19292000000,
"confidence": "high",
"source": "fmp_financials"
},
{
"id": "fact_006",
"claim": "Rule of 40 score: 82.5. Revenue growth 55.5% + FCF margin 26.9%.",
"value": 82.5,
"confidence": "high",
"source": "computed market data"
},
{
"id": "fact_007",
"claim": "Revenue per employee: $396K (+46.2% YoY).",
"value": 395980,
"confidence": "medium",
"source": "computed market data"
},
{
"id": "fact_008",
"claim": "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).",
"value": 1,
"confidence": "medium",
"source": "fmp_insider_trading"
},
{
"id": "fact_009",
"claim": "Equity scenario base case: analyst median implies $67,652 for the supplied grant.",
"value": 67652,
"confidence": "high",
"source": "derived_equity_scenario"
},
{
"id": "fact_010",
"claim": "12-month stock risk: annualized volatility 38.6%, max drawdown -23.3%, current drawdown -5.3%.",
"value": -23.3,
"confidence": "high",
"source": "derived_price_history"
},
{
"id": "fact_011",
"claim": "SEC filing: 11-K filed 2026-06-23 00:00:00.",
"value": "11-K",
"confidence": "medium",
"source": "fmp_sec_filings"
},
{
"id": "fact_012",
"claim": "SEC filing: 4 filed 2026-06-16 00:00:00.",
"value": "4",
"confidence": "medium",
"source": "fmp_sec_filings"
},
{
"id": "fact_013",
"claim": "SEC filing: 4 filed 2026-06-16 00:00:00.",
"value": "4",
"confidence": "medium",
"source": "fmp_sec_filings"
},
{
"id": "signal_coherence_LLY",
"claim": "Strategic coherence: 75/100 (Strong). The company is well-positioned for growth, but must navigate pricing pressures and competition.",
"value": 75,
"confidence": "high",
"source": "earnings_transcript_extraction"
},
{
"id": "influence_lobbying_LLY",
"claim": "Lobbying exposure: $12.14M reported over 44 filings. Top issues: HCR, MMM, PHA, TRD, CPT.",
"value": 12140000,
"confidence": "medium",
"source": "lda_sopr"
},
{
"id": "influence_federal_LLY",
"claim": "Federal contract exposure: $0.28M obligated across 2 awards. Top agencies: Department of Veterans Affairs.",
"value": 281859.68,
"confidence": "medium",
"source": "usaspending"
},
{
"id": "signal_insider_sentiment_5b380b98_1d77_48ab_8b3b_77371906b791_insider",
"claim": "Insider transaction mix was materialized for leadership stability (raw licensed market data; classifier pending).",
"value": 21,
"confidence": "medium",
"source": "fmp_insider_trading"
},
{
"id": "signal_strategic_coherence_5b380b98_1d77_48ab_8b3b_77371906b791_transcript_signals",
"claim": "Transcript signals (FY2026 Q1): review process Advancement; Koundeo Launch",
"value": "high",
"confidence": "high",
"source": "earnings_transcript_extraction"
},
{
"id": "signal_realtime_strategic_context_5b380b98_1d77_48ab_8b3b_77371906b791",
"claim": "Realtime strategic context was materialized for canonical report grounding.",
"value": "**No notable news found** matching the requested categories (layoffs/hiring freezes/workforce reductions, C-suite departures, major customer wins/losses, restructuring, or earnings misses/guidance cuts) for Eli Lilly (LLY) in the last 60 days.\n\n- Eli Lilly has continued expanding its workforce and manufacturing footprint rather than reducing it; no layoff or hiring-freeze announcements identified in news or X posts from September–November 2024.\n- No C-suite or senior leadership departures report",
"confidence": "low",
"source": "realtime_signals"
},
{
"id": "signal_strategic_coherence_5b380b98_1d77_48ab_8b3b_77371906b791",
"claim": "Earnings transcript summary was materialized for strategic coherence.",
"value": "{\"strategic_priorities\":[{\"priority\":\"Drive future growth through investments and business development\",\"evidence_quote\":\"During the quarter, we delivered robust revenue growth, advanced our review process across all 4 therapeutic areas, announced multiple business development transactions and invested to drive our future growth.\"},{\"priority\":\"Expand access to obesity medications\",\"evidence_quote\":\"2 important updates occurred this quarter to expand access to obesity medications. First, we launched L",
"confidence": "medium",
"source": "earnings_transcript_summary"
},
{
"id": "signal_insider_sentiment_a1e50047_d14d_444e_8f68_0963201b20e7_insider",
"claim": "Insider transaction mix was materialized for leadership stability (raw licensed market data; classifier pending).",
"value": 21,
"confidence": "medium",
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},
{
"id": "signal_realtime_strategic_context_a1e50047_d14d_444e_8f68_0963201b20e7",
"claim": "Realtime strategic context was materialized for canonical report grounding.",
"value": "**No notable news found in the last 60 days (approximately September–November 2024) matching the requested categories for Eli Lilly and Company (LLY).**\n\n- No reports of layoffs, hiring freezes, or significant workforce reductions.\n- No C-suite or senior leadership departures announced.\n- No major customer wins or losses disclosed.\n- No restructuring announcements.\n- No earnings misses or guidance cuts; recent quarterly results (Q2 2024, reported July 2024) showed revenue and EPS beats, with con",
"confidence": "low",
"source": "realtime_signals"
},
{
"id": "signal_strategic_coherence_a1e50047_d14d_444e_8f68_0963201b20e7",
"claim": "Earnings transcript summary was materialized for strategic coherence.",
"value": "{\"strategic_priorities\":[{\"priority\":\"Broad digital and traditional distribution availability for Koundeo\",\"evidence_quote\":\"These are broad digital and traditional distribution availability, high levels of awareness with consumers of this new option for weight management, educating a broad group of HCPs, helping them start new patients and get comfortable with a new GLP-1 molecule.\"},{\"priority\":\"High levels of awareness with consumers for Koundeo\",\"evidence_quote\":\"These are broad digital and ",
"confidence": "medium",
"source": "earnings_transcript_summary"
}
],
"json_keys": [
"facts",
"sections"
]
}Purchase your report to unlock full details
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