Daniel Paterson is President and Chief Executive Officer of Verastem, Inc. (VSTM). The company reported total compensation of $2,349,975 for fiscal year 2025.
| Salary | $674,000 |
|---|---|
| Bonus | $0 |
| Stock awards | $1,161,661 |
| Option awards | $0 |
| Non-equity incentive plan | $489,324 |
| Pension and non-qualified deferred compensation | $0 |
| All other compensation | $24,990 |
| Total | $2,349,975 |
A dash means the company reported no figure in that column; 0 means it reported zero. Figures are as printed, without adjustment.
Cited to the compensation disclosure Verastem, Inc. filed April 9, 2026, accession 0001104659-26-041506.
| Fiscal year | Role | Salary | Bonus | Stock awards | Option awards | Non-equity incentive | Pension / NQDC | All other | Total |
|---|---|---|---|---|---|---|---|---|---|
| FY2025 | President and Chief Executive Officer | $674,000 | $0 | $1,161,661 | $0 | $489,324 | $0 | $24,990 | $2,349,975 |
| FY2024 | President and Chief Executive Officer | $648,000 | — | $981,000 | $527,877 | $356,000 | — | $23,890 | $2,536,767 |
Totals as disclosed in each year's own compensation disclosure for Verastem, Inc..
| Peer-group chief executive median | $5,098,578 |
|---|---|
| Difference from that median | $-2,748,603 |
| Percentile within the disclosed peer group | 1st |
| Peers with a disclosed figure | 12 |
Medians and percentiles are computed across the peer group Verastem, Inc. discloses in its own compensation disclosure.
| Named executive officer | Role | FY2025 total |
|---|---|---|
| Daniel Paterson this page | President and Chief Executive Officer | $2,349,975 |
| Matthew Ros | Former Chief Operating Officer | $1,625,163 |
| Daniel Calkins | Chief Financial Officer | $976,871 |
| Michael Kauffman | President of Development | $272,993 |
The company's named executive officers for fiscal year 2025, and what it reported for each. See the full Verastem, Inc. compensation brief.
Daniel Paterson's compensation sits inside Verastem, Inc.'s full executive and board picture — the peer group, pay against peers, incentive design and the board itself.