DEF 14A of Liquidity Services Inc, Jan 16, 2026

DEF 14A of Liquidity Services Inc

Filed Jan 16, 2026 · FY20250001193125-26-015327

Open on EDGAR

  1. table of contents

    | | Page | | Proxy Statement Summary | 1 | | Questions and Answers | 2 | | Governance of the Company | 7 | | Compensation of Non-Employee Directors | 22 | | Beneficial Ownership of Shares of Common Stock | 24 | | Delinquent Section 16(a) Reports | 27 | | Certain Relationships and Related Party Transactions | 28 | | Proposals Requiring Your Vote | 29 | | Proposal 1 – Election of Directors | 29 | | Our Board of Directors | 31 | | Proposal 2 – Ratification of Independent Registered Public Accounting Firm | 39 | | Proposal 3 – Approval of an Advisory Resolution on Named Executive Officer Compensation | 41 | | Proposal 4 – Approval of an Amendment to Increase the Authorized Number of Shares Under the Company’s Third Amended and Restated 2006 Omnibus Long-Term Incentive Plan | 42 | | Executive Compensation | 58 | | Compensation Committee Report | 94 | | Equity Compensation Plan Information | 95 | | Requirements, Including Deadlines for Submission of Proxy Proposals, Nomination of Directors and Other Business of Stockholders | 96 | | Annual Report | 98 | | Appendix A (Proposed Amendment to the Company’s Third Amended and Restated 2006 Omnibus Long-Term Incentive Plan) | A-1 | | Appendix B (Liquidity Services, Inc. Third Amended and Restated 2006 Omnibus Long-Term Incentive Plan, as amended) | B-1 |

  2. Compensation of Non-Employee Directors

    Compensation of Non-Employee Directors

  3. Director Compensation

    Director Compensation Our non-employee directors receive a combination of cash and equity compensation for service as directors. Directors employed by the Company (such as Mr. Angrick) receive no compensation for their service as directors. The Compensation Committee, in consultation with its independent compensation consultant, periodically reviews non‑employee director compensation and recommends changes based on competitive market data. Based on such review and recommendations, the Board approved the following compensation for non-employee directors for 2025 which was unchanged from 2024: • Total annual target compensation for 2025 (excluding the additional retainers set forth below) was set at $210,000. • The total annual target compensation was partially payable in cash and partially payable in equity. The portion payable in cash was $45,000 and the portion payable in equity was $165,000. • All equity is granted in the form of restricted stock units (“RSUs”) which vest on the first anniversary of the grant date. • Directors are entitled to additional cash retainers for committee service and leadership:

  4. Director Compensation

    | Cash Compensation Element: | 2025 Amount: | | Lead Director Service | $20,000 | | Audit Committee Chair Service | $20,000 | | Compensation Committee Chair Service | $15,000 | | Governance Committee Chair Service | $10,000 | | Non-Chair Audit Committee Service | $10,000 | | Non-Chair Compensation Committee Service | $7,500 | | Non-Chair Governance Committee Service | $4,000 |

  5. Director Compensation

    Cash retainers to our non-employee directors are paid quarterly in advance. Non‑employee directors are also reimbursed for expenses they incur in attending Board and committee meetings.

  6. COMPENSATION OF NON-EMPLOYEE DIRECTORS

    COMPENSATION OF NON-EMPLOYEE DIRECTORS

  7. Director Compensation for Calendar Year 2025

    Director Compensation for Calendar Year 2025 The following table sets forth the total cash and equity compensation paid to each of our non‑employee directors for service on the Board and its committees during 2025:

  8. Director Compensation for Calendar Year 2025

    | Name | Retainer Fees (Paid in Cash) | Stock Awards(1)(2)(3) | Total ($) | | Katharin S. Dyer | $62,500 | $165,000 | $277,500 | | George H. Ellis | $59,000 | $165,000 | $224,000 | | Amath Fall | $65,000 | $165,000 | $230,000 | | Beatriz V. Infante | $90,000 | $165,000 | $255,000 | | Paul J. Hennessy(4) | $26,938 | $165,000 | $191,938 | | Edward Kolodzieski | $56,500 | $165,000 | $221,500 | | Jaime Mateus-Tique | $45,000 | $165,000 | $210,000 |

  9. Director Compensation for Calendar Year 2025

    (1) The amounts reported in these columns reflect the aggregate grant date fair value of grants of options and RSUs to each of the non-employee directors, computed under U.S. generally accepted accounting principles (“GAAP”), disregarding estimates of forfeitures related to service-based vesting conditions. For additional information about the assumptions used in these calculations, see Note 2 and Note 13 to our audited consolidated financial statements in our Annual Report on Form 10-K for the fiscal year ended September 30, 2025 (the “2025 Form 10-K”). (2) On March 1, 2025, we granted 4,928 RSUs to each of Ms. Dyer, Mr. Ellis, Mr. Fall, Ms. Infante, Mr. Kolodzieski and Mr. Mateus-Tique. The number of RSUs granted was determined by dividing the value of the award ($165,000) by the closing price of our common stock on the Nasdaq Stock Market on the business day prior to the grant date ($33.48). Mr. Hennessy was granted 7,186 RSUs on October 1, 2025, the effective date of his appointment. The number of RSUs granted to Mr. Hennessy was calculated in the same manner described above using the closing price of our common stock on June 23, 2025, the date the Board approved the grant ($22.96). (3) On September 30, 2025, each of Ms. Dyer, Mr. Ellis, Mr. Fall, Ms. Infante, Mr. Kolodzieski and Mr. Mateus-Tique held 4,928 unvested RSUs. Mr. Hennessy did not hold any unvested RSUs as of September 30, 2025. Mr. Hennessy’s appointment to the Board was effective October 1, 2025. He received a pro rata portion of the calendar year 2025 cash retainer.

  10. 2026 Director Nominees

    2026 Director Nominees

  11. 2026 Director Nominees

    | Nominee Name | Director Since | Independent | Committee Memberships | | Paul J. Hennessy | 2025 | YES | Audit Committee; Governance Committee | | Jaime Mateus-Tique | 2000 | NO | None |

  12. 2026 Director Nominees

    If you are a stockholder of record, the proxy holders named on the proxy card intend to vote your proxy for the election of each nominee, unless you indicate on the proxy card that your vote should be withheld from any or all the nominees. Brokers, banks, and other nominees may not vote in the election of directors without instructions from the beneficial owner. Therefore, if your shares are held through a broker, bank, or other nominee, they will not be voted in the election of directors unless you affirmatively vote your shares. We expect each nominee to serve as a director if elected. If any nominee cannot serve, proxies will be voted in favor of the other nominees and may be voted for substitute nominees selected by the Board, unless the Board reduces the number of directors serving on the Board.

  13. Selection of Directors

    Selection of Directors In evaluating director candidates and considering incumbent directors for nomination, the Board and the Governance Committee consider a variety of factors as discussed above under “Governance Committee”. Among other things, the Board has determined that it is important to have individuals with the following skills, qualifications and experiences on the Board: • Industry Experience and/or Company Knowledge. It is important for our directors to know the Company and the online auction marketplace industry to understand its business, operations, and strategy. Four of our directors (50%) have this experience. • Senior Leadership Experience. It is important for our directors to have successfully served in senior leadership roles at other organizations, which demonstrates strong abilities to motivate and manage others and to identify and develop leadership qualities in others. All of our directors (100%) have this experience. High-Growth Company Experience. As a high-growth company, it is important for our directors to have experience with other companies that have undergone periods of significant growth because they can provide insight on the challenges faced by companies in these situations, including how to balance strategic acquisitions with organic growth, manage expectations about the scope, speed, and success of our growth strategy, and leverage operational infrastructure to support expansion. All of our directors (100%) have this experience. • U.S. Public Company Board Service Experience. Directors who have served on other public company boards can offer advice and perspective regarding board dynamics and operations; the relationship between the Board and management; and other matters, including corporate governance, executive compensation, and oversight of strategic, operational, and compliance-related matters. Three of our directors (37.5%) of our directors have this experience. • Media and Technology Experience. As the Company is a provider of online marketplaces, it is important for our directors to have media and technology experience, especially as this experience relates to the Internet. All of our directors (100%) have this experience. • Financial and/or Accounting Experience. It is important for our directors to have knowledge of finance and financial reporting processes to enable them to understand and evaluate the Company’s capital structure and to oversee the preparation of our financial statements. Six of our directors (75%) have this experience. • Data Analytics and E-commerce Marketing Experience. With the continued growing importance of data analytics and e-commerce marketing in the Company’s business strategy, it is important for our directors to have experience in this area. Three of our directors (37.5%) of our directors have this experience.

  14. Selection of Directors

    | Name | Industry Experience and/or Company Knowledge | Senior Leadership Experience | High-Growth Company Experience | U.S. Public Company Board Service Experience | Media and Technology Experience | Financial and/or Accounting Experience | Data Analytics and E-commerce Marketing Experience | | Mr. Angrick | ● | ● | ● | | ● | ● | | | Ms. Dyer | | ● | ● | | ● | | ● | | Mr. Ellis | | ● | ● | ● | ● | ● | | | Mr. Fall | | ● | ● | | ● | ● | | | Mr. Hennessy | ● | ● | ● | ● | ● | | ● | | Ms. Infante | | ● | ● | ● | ● | ● | | | Mr. Kolodzieski | ● | ● | ● | | ● | ● | ● | | Mr. Mateus-Tique | ● | ● | ● | | ● | ● | |

  15. Selection of Directors

    Additional information on our directors and their specific qualifications and experience are set forth below. For more information on the director nomination process, refer to “Governance Committee” above.

  16. Our Board of Directors

    Our Board of Directors

  17. Our Board of Directors

    | William P. Angrick, III | | | Director Since: January 2000 Age: 58 Not Independent (Chairman & CEO) Committee(s): None | Key Skills, Qualifications and Experience: ✓ Industry Experience and/or Company Knowledge ✓ Senior Leadership Experience ✓ Financial and/or Accounting Expertise ✓ High-Growth Company Experience ✓ Media and Technology Experience | | | Class: Class I Director Last Elected: 2025 (Votes for: 98%) Current Term Expires: 2028 | | Biography: William P. Angrick, III is a co-founder of the Company and he has served as the Company’s Chairman and Chief Executive Officer since January 2000. Previously, Mr. Angrick worked with Deutsche Banc Alex. Brown’s Consumer and Business Services Investment Banking Group from 1995 to 1999. | | | Education: Mr. Angrick holds an M.B.A. from the Kellogg Graduate School of Management at Northwestern University and a B.B.A. with honors from the University of Notre Dame. Mr. Angrick earned his CPA certificate in 1990. | |

  18. Our Board of Directors

    | KATHARIN S. DYER | | | Director Since: January 2020 Age: 68 Independent Committee(s): Compensation Committee Governance Committee (Chair) | Key Skills, Qualifications and Experience: ✓ Senior Leadership Experience ✓ High-Growth Company Experience ✓ Media and Technology Experience ✓ Data Analytics and E-commerce Marketing Experience | | | Class: Class III Director Last Elected: 2024 (Votes For: 91%) Current Term Expires: 2027 | | Biography: Ms. Dyer has served as a director of the Company since January 2020. She is currently the Chair of the Governance Committee and a member of the Compensation Committee. Since June 2018, she has been the Chief Executive Officer of PivotWise, a strategic advisory firm focused on digital transformation founded by Ms. Dyer. Previously, she was a Global Partner and a member of the senior leadership team at IBM Global Business Services from 2016 to 2018. From 2013 to 2015, she served as EVP and General Manager, Global Chief Marketing Officer, Merchant Services at American Express Company which covers more than 112 million business and consumer card members and 18 million American Express accepting merchants. Ms. Dyer has also served as Global Management Board Member and Global Chief Transformation Officer for the digital and media agencies of the Publicis Groupe; EVP, Executive Leadership Team, and Client Portfolio General Manager of Digitas; and in leadership roles at Advanta, MNC Financial, Sallie Mae, and Citigroup. She has also served as Guest Lecturer at Harvard Business School and Boston College Carroll School of Management. She is an Advisory Council Member of the Harvard Business Review. Ms. Dyer is also an Advisory Board Member for InVitro Capital, an AI Venture Studio with AI solutions across industries. She dedicates her time to organizations including WOMEN in America Executive Mentoring. She also currently serves on the boards of Principal Funds, a leading global mutual fund complex and served on the boards of Noora Health, Providence Health, the YWCA of Nashville and Middle Tennessee, and CARE, a leading global NGO working to end poverty in more than 90 developing countries. Ms. Dyer is a Board Member of NACD Tennessee Chapter, Teach for America Middle Tennessee, Women Corporate Directors, and Extraordinary Women on Boards. | | | Education: Ms. Dyer holds an M.B.A. from the University of Maryland and a B.A. from the University of Kentucky. | |

  19. Our Board of Directors

    | GEORGE H. ELLIS | | | Director Since: May 2010 Age: 76 Independent Committee(s): Audit Committee Governance Committee | Key Skills, Qualifications and Experience: ✓ Senior Leadership Experience ✓ Financial and/or Accounting Experience ✓ High-Growth Company Experience ✓ Media and Technology Experience ✓ U.S. Public Company Board Service Experience | | | Class: Class II Director Last Elected: 2023 (Votes For: 97%) Current Term Expires: 2026* * Mr. Ellis will retire from the Board at the end of his current term. | | Biography: Mr. Ellis has served as a director of the Company since May 2010 and is currently a member of the Audit Committee and the Governance Committee. Mr. Ellis has served as the Chief Financial Officer of Accumen Inc., a provider of health system performance optimization solutions, since November 2020. From 2015 through 2020, Mr. Ellis was a Managing Director in the healthcare practice of Huron Consulting, Inc. Prior to that, Mr. Ellis served as the Chief Financial Officer of Studer Group, a private equity-backed healthcare consulting firm, from September 2011 to February 2015. From July 2006 to August 2011, Mr. Ellis served as the Chief Financial Officer of Global 360, Inc., a software development company. Mr. Ellis has also served in several capacities at Softbrands, Inc., a software developer and provider of related professional services, including as a member of its board of directors from October 2001 to August 2009, as Chairman from October 2001 to June 2006, and as Chief Executive Officer from October 2001 to January 2006. Mr. Ellis served on the board of directors of NEON Systems, Inc. from January 2000 to December 2005, PeopleSupport, Inc. from October 2004 to October 2008, and Blackbaud, Inc. from March 2006 to June 2024. He also served as a director of AremisSoft Corp. from April 1999 until February 2001 and as Chairman and Chief Executive Officer of AremisSoft from October 2001 to July 2002. Previously, Mr. Ellis served as Chief Financial Officer of Sterling Software, Inc., Chief Financial Officer and founder of Sterling Commerce, Inc., a spin-off of Sterling Software, and Executive Vice President and Chief Operating Officer of the Communities Foundation of Texas. Mr. Ellis is a Certified Public Accountant and is admitted to the State Bar of Texas. Mr. Ellis is a board fellow with NACD and is certified in Cyber Security for Board Members through NACD. | | | Education: Mr. Ellis holds a B.S. degree from Texas Tech University and a J.D. from Southern Methodist University Dedman School of Law. | |

  20. Our Board of Directors

    | AMATH Fall | | | Director Since: February 2023 Age: 56 Independent Committee(s): Audit Committee (Chair) | Key Skills, Qualifications and Experience: ✓ Senior Leadership Experience ✓ Financial and/or Accounting Experience ✓ High-Growth Company Experience ✓ Media and Technology Experience | | | Class: Class III Director Current Term Expires: 2027 Last Elected: 2024 (Votes For: 98%) | | Biography: Mr. Fall has served as a director of the Company since February 2023 and currently serves as the Chair of the Audit Committee. From February 2024 until July 2025, Mr. Fall was the Chief Financial Officer of Artisan Design Group, a leading nationwide provider of design, procurement, and installation services for interior finishes including flooring, cabinets, and countertops, serving single and multi-family residential and commercial construction companies, and property managers. Prior to that, Mr. Fall served as Operating Partner at The Sterling Group, a private equity firm based in Houston, Texas from 2022 to 2024. From 2019 to 2021, Mr. Fall served as the Chief Financial Officer and then as the Chief Operating Officer from 2020 to 2021 of Berlin Packaging, a $2.5B in sales global packing distribution company based in Chicago, Illinois. From 2016 to 2019, Mr. Fall was the Chief Financial Officer of FleetPride, Inc., a $1.6B in sales, heavy-duty truck distribution company based in Irving, TX. Prior to FleetPride, Mr. Fall held CFO positions in three other companies and served as Vice President of Financial Planning and Analysis at AmeriCold (NYSE: COLD), and Nashfinch, now SpartanNash (NASDAQ: SPTN). Mr. Fall holds a NACD Directorship Certification from the National Association of Corporate Directors. Additionally, he is a Certified Public Accountant, a Certified Management Accountant, a Certified Financial Accountant, a Chartered Global Management Accountant, and a Certified Forensic Accountant. Mr. Fall is also a member of the American Institute of Certified Public Accountants. | | | Education: Mr. Fall holds a B.S. degree in Accounting and a M.S. degree in Business Economics from the University of Nebraska at Omaha. | |

  21. Our Board of Directors

    | PAUL J. HENNESSY | | | Director Since: October 2025 Age: 61 Independent Committee(s): Audit Committee Governance Committee | Key Skills, Qualifications and Experience: ✓ Industry Experience and/or Company Knowledge ✓ Senior Leadership Experience ✓ High-Growth Company Experience ✓ Media and Technology Experience ✓ Data Analytics and E-commerce Marketing Experience | | | Class: Class II Director Appointed: 2025 Current Term Expires: 2026 | | Biography: Mr. Hennessy has served as a director of the Company since October 1, 2025. He is an experienced CEO with over 30 years of leadership experience focused on growing and optimizing innovative, market leading technology and marketplace businesses. He has served as the Chief Executive Officer of Shutterstock, Inc. (NYSE: SSTK) since July 2022 and as a member of Shutterstock's board of directors since April 2015. From June 2016 to May 2022, Mr. Hennessy served as Chief Executive Officer and member of the board of directors of Vroom, Inc., a provider of AI-powered analytics, financing and digital services for automotive dealers and consumers of pre-owned vehicles. Prior to joining Vroom, from April 2015 through June 2016, Mr. Hennessy served as Chief Executive Officer of Priceline.com, a pioneer in online travel and travel related reservation and search services. From November 2011 to March 2015, Mr. Hennessy served as Chief Marketing Officer of Booking.com, an online booking accommodations provider. From July 2006 to October 2011, Mr. Hennessy was Chief Distribution Officer of Priceline.com. | | | Education: Mr. Hennessy holds a B.S. in marketing management from Dominican College and an M.B.A. from Long Island University. | |

  22. Our Board of Directors

    | BEATRIZ V. INFANTE | | | Director Since: May 2014 Age: 71 Independent Committee(s): Audit Committee Compensation Committee (Chair) | Key Skills, Qualifications and Experience: ✓ Senior Leadership Experience ✓ Media and Technology Experience ✓ High-Growth Company Experience ✓ Financial and/or Accounting Experience ✓ U.S. Public Company Board Service Experience | | | Class: Class III Director Last Elected: 2024 (Votes For: 97%) Current Term Expires: 2027 | | Biography: Ms. Infante has served as a director of the Company since May 2014, and she currently serves as Lead Independent Director, Chair of the Compensation Committee and a member of the Audit Committee. Since 2009, Ms. Infante has served as the Chief Executive Officer of BusinessExcelleration, a business consultancy specializing in corporate transformation and renewal. Since October 2017, she has served as director of Ribbon Communications, a global provider of secure, cloud-native communications software and IP optical network solutions, and is currently Chair of its Compensation Committee and a member of its Audit Committee and its Technology and Innovation Committee. Since January 2018, she has served as a director of PriceSmart Inc., the largest operator of membership warehouse clubs in Latin America and the Caribbean, and currently serves as Chair of its Digital Transformation Committee and as a member of its Audit Committee. Ms. Infante previously served as a member of PriceSmart’s Compensation Committee from 2018 to 2019 and served as Chair of such committee from 2019 until July 2022. From January 2010 to October 2017, she served as a director and member of the Compensation Committee of Sonus Networks. From May 2012 until its acquisition by Broadcom in May 2015, Ms. Infante served as a director of Emulex, and was the Chair of its Nominating and Governance Committee and member of its Compensation Committee. From July 2016 until its acquisition by Veeco in May 2017, Ms. Infante served as a director and member of the Nominating and Corporate Governance Committee of Ultratech, Inc. From 1994 to 2019, she served on the Advisory Committee to the Princeton University School of Engineering and Applied Science. Ms. Infante served as Chief Executive Officer and a director of ENXSuite Corporation from May 2010 until it was acquired in October 2011. Ms. Infante served as Chief Executive Officer and a director of VoiceObjects, Inc. from March 2006 until VoiceObjects, Inc. was acquired in December 2008. Ms. Infante served as a director and Interim Chief Executive Officer of Sychron, Inc. from December 2004 to June 2005 until its sale to an investor group. Ms. Infante was Chief Executive Officer and President of Aspect Communications Corporation, a market leader in communications solutions, from April 2000 until October 2003, and was additionally named Chairman in February 2001. Between October 1998 and April 2000, she held additional roles at Aspect Communications. Ms. Infante has demonstrated her commitment to boardroom excellence by completing NACD's comprehensive program of study for experienced corporate directors - a rigorous suite of courses spanning leading practices for boards and committees. Ms. Infante has been a NACD Board Leadership Fellow since 2012. Ms. Infante supplements her board leadership skills through ongoing engagement with the director community and access to leading practices. | | | Education: Ms. Infante holds a B.S.E degree in Electrical Engineering and Computer Science from Princeton University and a M.S. degree in Engineering Science from California Institute of Technology. | |

  23. Our Board of Directors

    | EDWARD J. KOLODZIESKI | | | Director Since: November 2015 Age: 65 Independent Committee(s): Compensation Committee Governance Committee | Key Skills, Qualifications and Experience: ✓ Senior Leadership Experience ✓ Media and Technology Experience ✓ High-Growth Company Experience ✓ Financial and/or Accounting Experience ✓ U.S. Public Company Board Service Experience | | | Class: Class I Director Current Term Expires: 2028 Last Elected: 2025 (Votes For: 91%) | | Biography: Mr. Kolodzieski has served as a director of the Company since November 2015, and currently serves as a member of the Compensation Committee and the Governance Committee. From 2013 to 2024, Mr. Kolodzieski has also served as a Senior Advisor for CVC Capital Partners in the consumer products, retail, and supply chain sectors. In April 2024 he joined the Board of Directors of Aperture Pet & Life and in April 2025 became the Chairman of the Board of Directors. Previously, Mr. Kolodzieski served as Chairman of the Board for Archway Marketing Services from September 2015 through June 2018, Chairman of And Go Concepts, LLC from August 2018 through March 2020, a Board Director of Vi-Jon Inc from August 2013 through September 2020, and a Director of 99 Holdings from January 2020 through March 2024. Prior to that, Mr. Kolodzieski served as Executive Vice President - Global Sourcing at Wal-Mart, Inc. from February 2010 through his retirement from Wal-Mart in February 2013. Prior to this position, he held several other senior executive positions with Wal-Mart, including Chairman of the Board and Chief Executive Officer of Walmart Japan, Chief Operating Officer of Wal-Mart International, and SVP of Wal-Mart's Neighborhood Market division. Before joining Wal-Mart, he was the President of Acme Markets of Virginia, a supermarket firm with operations in five Mid-Atlantic States. Mr. Kolodzieski retired in August 2024 as a certified law enforcement officer with over 40 years' experience, and has received training in cyber security and Internet fraud investigations. He has completed courses from the U.S. Department of Justice / National White Collar Crime Center and the Carnegie Mellon University CERT Cyber Security Certification Program. Mr. Kolodzieski has demonstrated his commitment to boardroom excellence by completing NACD's comprehensive program of study for corporate directors, a rigorous suite of courses spanning leading practices for boards and committees. Mr. Kolodzieski was a 2013 NACD Board Governance Fellow. | | | Education: Mr. Kolodzieski holds a B.S. in Business Management from University of South Florida and an M.B.A. from University of Tampa. | |

  24. Our Board of Directors

    | Jaime Mateus-Tique | | | Director Since: April 2000 Age: 59 Not Independent (Co-Founder) Committee(s): None | Key Skills, Qualifications and Experience: ✓ Industry Experience and/or Company Knowledge ✓ Senior Leadership Experience ✓ Financial and/or Accounting Expertise ✓ High-Growth Company Experience ✓ Media and Technology Experience | | | Class: Class II Director Last Elected: 2023 (Votes for: 94%) Current Term Expires: 2026 | | Biography: Mr. Mateus-Tique is a co-founder of the Company who has served as a director of the Company since April 2000. Mr. Mateus-Tique served as the Company’s President and Chief Operating Officer from April 2000 until his retirement in September 2009. Before co-founding the Company, Mr. Mateus-Tique served as a senior engagement manager at McKinsey & Co., a management consulting firm, from September 1995 to March 2000. Currently, Mr. Mateus-Tique is an instructor of Immunology & Immunotherapy at the Icahn School of Medicine - Mount Sinai Hospital, New York. | | | Education: Mr. Mateus-Tique holds a PhD in Biomedical Science and a Master in Biomedical Science degree from the Icahn School of Medicine, an M.B.A. from the Kellogg Graduate School of Management at Northwestern University, a B.S in Mathematics and a Master in Management degree from Ecole des Hautes Etudes Commerciales in Paris. | |

  25. Executive Summary

    Executive Summary The Compensation Committee believes in a “pay-for-performance” approach that aims to align executive compensation with stockholder interests. This means that a significant portion of an executive's compensation should be at risk and may vary from “targeted” compensation based upon the level of achievement of specified performance objectives. Our pay for performance executive compensation philosophy and the elements of our executive compensation program for fiscal 2025 are summarized below: • The main objectives of our executive compensation program are to drive continuous stockholder return by motivating executives to achieve short-term and long-term financial and strategic objectives, to reward executives for continuous growth in earnings and stockholder value, and to align executives’ interests with those of our stockholders. • Our executive compensation program emphasizes performance-based compensation, including annual incentive compensation and stock-based awards, such as options and RSUs. For fiscal 2025, 50% of the stock-based awards granted to our NEOs had performance-based vesting criteria. • The Compensation Committee evaluates and sets the compensation levels of our NEOs. In setting compensation levels for NEOs, the Compensation Committee solicits the input and recommendations of our Chairman and CEO and engages an independent compensation consultant to conduct market reviews of our competitive market for executive talent. • 91% of our Chairman and CEO’s targeted total direct compensation for fiscal 2025 was delivered through variable incentives for which payout is tied to achievement of pre-determined performance objectives. • On average, approximately 77% of the targeted total direct compensation for fiscal 2025 of the other NEOs was delivered through variable incentives with payout tied to achievement of pre-determined performance objectives. We emphasize equity-based long-term incentives to ensure executives are focused on longer-term operating objectives and stock price performance in addition to shorter-term goals. The targeted value for long-term incentive awards for the NEOs other than Mr. Angrick is approximately 62% of the targeted value of their annual incentive awards and for Mr. Angrick is approximately 77% of the targeted value of such award. To support the retention and incentive purposes of our executive compensation program, each of our NEOs received time-based and performance-based options and RSUs in fiscal 2025. Our business and financial performance significantly impacted the design of our 2025 executive compensation program and the timing of decisions related to such program. In fiscal 2025, we achieved some notable financial and operational milestones, including: • In fiscal 2025, we generated $1.571 billion of gross merchandise volume, which is the total sales value of all transactions for which we earned compensation upon their completion through our marketplaces or other channels during a given period of time. • We generated revenue of $477 million in fiscal 2025 through multiple sources, including transaction fees from sellers and buyers, proceeds from the sale of products we purchased from sellers, and value-added service charges. • Our non-GAAP Adjusted EBITDA for the fourth quarter of fiscal 2025 was $18.5 million, a $4.0 million increase from $14.5 million in the fourth quarter a fiscal 2024. • During fiscal 2025, the number of registered buyers on our marketplaces grew by 10% from approximately 5.5 million registered buyers at the end of fiscal 2024 to approximately 6.0 million registered buyers at the end of fiscal 2025. The following charts provide additional information on our fiscal 2025 financial milestones compared to prior years: * For the twelve months ended September 30, 2025, 2024, 2023, and 2022, Net Income was $28.1M, $20.0M, $21.0M, and $40.3M respectively. For a reconciliation of Net Income to Non-GAAP EBITDA and Non-GAAP Adjusted EBITDA for the periods presented, see page 55 of the 2025 Form 10-K (filed with the SEC on November 20, 2025) and page 51 of our Annual Report on Form 10-K for the fiscal year ended September 30, 2024 (filed with the SEC on December 12, 2024). The Company’s actual performance for fiscal 2025 resulted in above-target payments to our NEOs under our annual incentive program and our long-term incentive programs completed during fiscal 2025. Additional information on target compensation and the compensation actually received by our NEOs is described in additional detail in the below charts. * The average NEO target and realized amounts reflected in the above charts were calculated based on the compensation of Messrs. Celaya, Daunt, Weiskircher and Shaffer. ** Realized long-term equity incentive pay includes only those options exercised in the applicable period.

  26. General Compensation Philosophy

    | Short-Term Incentive Compensation | | Long-Term Incentive Compensation | | Annual Base Salary | Annual Cash Incentive | • Aligns executives’ interests with stockholders’ interests and drives decisions and achieves goals that will help us remain competitive; • Attracts executives with an interest in creating long-term stockholder value; • Rewards executives for building and sustaining stockholder value; and • Retains executives both through growth in their equity value and the vesting provisions of our stock awards. | | • Attracts and retains executives by fairly compensating them for performing the fundamental requirements of their positions. | • Motivates executives to achieve specific annual financial, operational and strategic goals and objectives whose achievements are critical to short-term and long-term success; • Rewards executives in proportion to the goals achieved each year; and • Attracts executives with an interest in linking their composition package directly to higher corporate performance. | |

  27. General Compensation Philosophy

    At the time of the fiscal 2025 review, we were at the 33rd percentile of the peer group for revenue, the 20th percentile for headcount, and the 52nd percentile for market capitalization. The Compensation Committee considers market data in setting compensation levels but does not target or position NEO pay levels at a specific percentile level relative to the peer group. Instead, the Compensation Committee reviews total direct compensation and the mix of the compensation components relative to the peer group as one factor in determining if compensation is adequate to attract and retain qualified executives. The compensation decisions specific to each component of total direct compensation for the NEOs are discussed below.

  28. Annual Incentive Compensation

    Annual Incentive Compensation Summary. Each of our NEOs are eligible to participate in the Liquidity Services, Inc. Annual Incentive Plan (the “AIP”). The AIP, which is administered by the Compensation Committee, provides our NEOs the opportunity to earn annual incentive compensation in the form of “at risk” performance-based cash bonuses. These cash bonuses are designed to motivate our NEOs to achieve certain corporate financial performance objectives (the “Performance Objectives”) consistent with the Company’s strategic plan. The more successful the Company’s performance (as measured against the Performance Objectives), the higher the potential payout under the AIP. Payouts of annual cash bonuses vary significantly from year to year based on the Company’s financial performance. For example, over the last five years, the payout to our Chairman and CEO has ranged from approximately 47% to 225% of his base salary. At the beginning of each fiscal year, the Compensation Committee sets the Performance Objectives as well as the range of possible payouts for each of our NEOs. As part of this process, the Compensation Committee selects the financial metrics against which the Company’s performance will be measured. These metrics typically include those that management uses to gauge the Company’s performance (e.g., Consolidated Adjusted EBITDA and Consolidated Direct Profit). As used herein, the terms “Consolidated Adjusted EBITDA” and “Consolidated AEBITDA” have the same meaning as Non-GAAP Adjusted EBITDA as described in the 2025 Form 10-K. As used herein, the term “Consolidated Direct Profit” means the Company’s total segment revenue less cost of goods sold (excluding depreciation and amortization). The Compensation Committee also establishes a threshold, target and maximum achievement level for each metric. If the Company’s performance falls below the threshold level for a metric, there is no payout on that metric. If the threshold level is met, our NEOs are eligible for a payout on that metric. The amount of such payout is dependent upon the Company’s actual performance as measured against the achievement levels for the metric. If the Company’s actual performance exceeds the threshold level on one metric but fails to do so on another, the payout to our NEOs would be limited accordingly as further described below. The Compensation Committee endeavors to set appropriate threshold, target and maximum achievement levels. These levels are evaluated annually with input from the Compensation Consultant and are consistent with the Company’s business plan and strategic objectives. The Compensation Committee cannot specify the degree of difficulty required to meet target achievement levels but believes that achievement would require substantial and sustained performance by the Company. As mentioned above, the range of possible payouts a NEO is eligible to receive is set by the Compensation Committee at the beginning of each fiscal year. The Compensation Committee sets a target bonus for each NEO, which the NEO will be eligible to receive if the Company’s performance equals the target achievement levels on each metric. The target bonus is set as a percentage of base salary based upon (1) the relative scope and responsibility of the NEO’s position and his, her or their respective impact on overall Company performance; and (2) comparative compensation data. If the Company’s performance exceeds the threshold achievement level but does not reach the target achievement level for a metric, the NEO will be eligible for a payout below target for that metric. If the Company’s performance exceeds the target achievement level for a metric, the NEO will be eligible for a payout above target for that metric subject to the applicable maximum established by the Compensation Committee. NEOs receive no payouts for below-threshold or above-maximum achievement. Additional information on the range of possible payouts to our NEOs for fiscal 2025 is provided below. Notwithstanding the foregoing, our NEOs are not entitled to any payout under the AIP. The Compensation Committee retains the discretion to increase or decrease payouts based on the Company’s (or the NEO’s) performance during the fiscal year. Fiscal 2025 Performance Objectives and Achievement Levels. At its October 2024 meeting, the Compensation Committee established the Performance Objectives for fiscal 2025. The metrics chosen were Consolidated Direct Profit and Consolidated AEBITDA, weighted equally. The Compensation Committee selected these metrics because they are key metrics used by management to measure the Company’s performance. These are the same metrics and weights utilized for fiscal 2024. The Compensation Committee also determined that if the Company’s actual performance met the threshold set forth below for a metric, our NEOs would be eligible to receive a 20% payout on that metric. If actual performance fell between the threshold and the target on a metric, our NEOs would be eligible to receive a payout between 20% and 100% of the target payout on that metric. If actual performance met the target on a metric, our NEOs would be eligible to receive a 100% payout on that metric. If actual performance fell between the target and the maximum on a metric, our NEOs would be eligible to receive a payout between 100% and 150% of the target payout on that metric. The Compensation Committee chose to cap payouts at 150% of the target payout for fiscal 2025. As a result, even if the Company’s actual performance exceeded the maximum set forth below, our NEOs would be limited to a 150% payout on that metric.

  29. Annual Incentive Compensation

    | Consolidated Direct Profit Achievement Levels | | | | Threshold | Target | Maximum | | $190.8M | $210.5M | $223.9M |

  30. Annual Incentive Compensation

    | Consolidated AEBITDA Achievement Levels | | | | Threshold | Target | Maximum | | $49.9M | $59.3M | $69.0M |

  31. Annual Incentive Compensation

    The Compensation Committee strives to set target at a level which requires considerable improvement to the Company’s financial performance year-over-year, further emphasizing our pay-for-performance approach to executive compensation. The target achievement levels set forth above require approximately 22% year-over-year growth. Fiscal 2025 Target and Maximum Awards. As described above, the amount ultimately paid to each NEO depends on the Company’s actual performance as measured against the Performance Objectives. The below table shows the target and maximum awards for fiscal 2025:

  32. Annual Incentive Compensation

    | Named Executive Officer | Fiscal 2025 Target Award as Percentage of Base Salary | Fiscal 2025 Annual Incentive Target | Fiscal 2025 Maximum Award as Percentage of Base Salary | Fiscal 2025 Annual Incentive Maximum | | William P. Angrick, III | 150% | $705,000 | 225% | $1,057,500 | | Jorge A. Celaya | 80% | $367,200 | 120% | $550,800 | | John P. Daunt | 80% | $329,600 | 120% | $494,400 | | Steven J. Weiskircher | 50% | $207,000 | 75% | $310,500 | | Mark A. Shaffer | 50% | $203,500 | 75% | $305,250 |

  33. Annual Incentive Compensation

    The target award percentages for fiscal 2025 remained the same as in fiscal 2024 for each of our NEOs. Fiscal 2025 Results and Payouts. At the end of fiscal 2025, our Chairman and CEO assessed the Company’s performance against the Performance Objectives and made a recommendation to the Compensation Committee regarding payouts to our NEOs. The Compensation Committee considered the recommendations, independently assessed the Company’s performance against the Performance Objectives and approved the payouts described below. The Company’s actual performance in fiscal 2025 exceeded the threshold achievement level but fell just short of the target achievement level on the Consolidated Direct Profit metric and exceeded the target achievement level on the Consolidated AEBITDA metric. As a result, the Compensation Committee approved payouts to our NEOs equal to 97% of the target bonus for the Consolidated Direct Profit metric and 109% of the target bonus for the Consolidated AEBITDA metric. Fiscal 2025 results and related payments appear in the table below.

  34. Annual Incentive Compensation

    | Name and Principal Position | Consolidated Direct Profit | Consolidated Adjusted EBITDA | Fiscal 2025 Incentive Target | Fiscal 2025 Actual Payout | Fiscal 2025 Actual Payout as a % of Target | | William P. Angrick, III Chairman and Chief Executive Officer | 97% | 109% | $705,000 | $726,150 | 103% | | Jorge A. Celaya Chief Financial Officer | 97% | 109% | $367,200 | $378,216 | 103% | | John P. Daunt Chief Commercial Officer | 97% | 109% | $329,600 | $339,488 | 103% | | Steven J. Weiskircher Chief Technology Officer | 97% | 109% | $207,000 | $213,210 | 103% | | Mark A. Shaffer Chief Legal Officer and Corporate Secretary | 97% | 109% | $203,500 | $209,605 | 103% |

  35. Annual Incentive Compensation

    Fiscal 2026 Annual Incentive Compensation. At its October 2025 meeting, the Compensation Committee determined that the Performance Objectives for fiscal 2026 would be the same as those selected for fiscal 2025 (i.e., Consolidated Direct Profit and Consolidated AEBITDA weighted equally). These metrics were selected because they continue to be the key metrics used by management to measure the Company’s performance. The consistent use of these metrics also enables clear year-over-year comparisons. Additionally, as in fiscal 2025, the Compensation Committee chose to limit maximum payouts to our NEOs to 150% of the target bonus for fiscal 2026. The threshold, target and maximum achievement levels for each of the Performance Objectives will be disclosed in our 2027 proxy statement. In addition to setting the Performance Objectives for fiscal 2026, the Compensation Committee reviewed the target and maximum awards for our NEOs at its October 2025 meeting and set the following award opportunities for fiscal 2026:

  36. Annual Incentive Compensation

    | Named Executive Officer | Fiscal 2026 Target Award as Percentage of Base Salary | Fiscal 2026 Annual Incentive Target | Fiscal 2026 Maximum Award as Percentage of Base Salary | Fiscal 2026 Annual Incentive Maximum | | William P. Angrick, III | 150% | $727,500 | 225% | $1,091,250 | | Jorge A. Celaya | 80% | $380,000 | 120% | $570,000 | | John P. Daunt | 80% | $351,200 | 120% | $526,800 | | Steven J. Weiskircher | 60% | $262,200 | 90% | $393,300 | | Mark A. Shaffer | 50% | $217,500 | 75% | $326,250 |

  37. Annual Incentive Compensation

    The target award percentages for fiscal 2026 remained the same as in fiscal 2025 for each of Mr. Angrick, Celaya, Daunt and Shaffer. The target award percentage for Mr. Weiskircher was increased from 50% for fiscal 2025 to 60% for fiscal 2026 due to his increased responsibility as the executive leading our Software Solutions operating segment, which was established in fiscal 2025.

  38. Long-Term Incentive Compensation

    Long-Term Incentive Compensation Summary. We grant long-term equity compensation on an annual basis to our executive officers to attract, retain and reward our executives and strengthen the mutuality of interests between our executives and our stockholders. The Compensation Committee annually determines whether to grant equity-based incentives to executives. In making its determinations, the Compensation Committee considers factors such as market data, the executive’s and the Company’s performance in the last year and the results achieved by the executive, the executive’s base salary and the Compensation Committee’s view regarding the future potential of long-term contributions of the executive. Recommendations of the Chairman and CEO are also considered with respect to executive officers other than the Chairman and CEO. The Compensation Committee has historically made the annual grants of long-term incentive compensation at a regularly scheduled meeting after financial results are available for the prior fiscal year. As the Compensation Committee’s meeting schedule is established before the start of each fiscal year, the proximity of any grants to earnings announcements or other market events is coincidental. The Compensation Committee’s policy is to grant option and RSU awards on or after the date it approves them. For options, the exercise price is determined under the terms of the LTIP (typically, the closing price of our common stock on the Nasdaq Stock Market on the date of grant) and cannot be less than the fair market value of our common stock as of that date. In the case of Mr. Angrick, who beneficially owns greater than 10% of the Company’s outstanding common stock, the option exercise price for any options granted to him which are intended to be incentive stock options cannot be less than 110% of the fair market value of our common stock on the date of grant. Besides grants of options made as part of long-term incentive compensation awards, executive officers may receive options with the commencement of employment or upon promotion. In these cases, the exercise price is typically the closing price of our common stock on the Nasdaq Stock Market on the date the Compensation Committee approves the award. Fiscal 2025 Long-Term Equity Compensation. For fiscal 2025, the Compensation Committee chose to grant a mix of option and RSU awards to each of our NEOs. Each NEO received 70% of his equity compensation in the form of RSUs and 30% in the form of options. Half of the granted options and RSUs have time-based vesting criteria while the other half have performance-based vesting criteria. The time-based options vest over a four-year period with 25% vesting on January 1, 2026 and 1/48th vesting each month thereafter for 36 months. The time-based RSUs vest over a four-year period with 25% vesting on each of January 1, 2026, January 1, 2027, January 1, 2028 and January 1, 2029. Performance-based options and RSUs vest only if the Company achieves certain financial milestones. For fiscal 2025, the Compensation Committee selected Consolidated Direct Profit and Consolidated AEBITDA, each weighted equally, as the financial milestones that must be satisfied for performance-based vesting. Beginning on January 1, 2026 and on each April 1, July 1, October 1 and January 1 through January 1, 2029 (each, a “Measurement Date”), the Company’s trailing 12-month Consolidated Direct Profit and Consolidated AEBITDA results will be compared to the below tables to determine what percentage of vesting has occurred.

  39. Long-Term Incentive Compensation

    | Consolidated Direct Profit | | | Results | % of Total Award Vesting | | $215M | 10% | | $240M | 20% | | $250M | 30% | | $265M | 40% | | $280M | 50% |

  40. Long-Term Incentive Compensation

    | Consolidated AEBITDA | | | Results | % of Total Award Vesting | | $60M | 10% | | $62M | 20% | | $66M | 30% | | $69M | 40% | | $73M | 50% |

  41. Long-Term Incentive Compensation

    The two metrics will be evaluated independently consistent with the Company’s historic practice with respect to assessing the achievement of performance-based vesting criteria. For example, if as of a Measurement Date, the Company’s trailing 12-month Consolidated Direct Profit is $216 million and Consolidated AEBITDA is $59 million, only the first Consolidated Direct Profit threshold would be met and 10% of the total grant would vest. If, however, on the same Measurement Date, the Company’s trailing 12-month Consolidated Direct Profit is $216 million and its Consolidated AEBITDA is $61 million, both the first Consolidated Direct Profit and the first Consolidated AEBITDA thresholds would be met and 20% of the total grant would vest. Vesting is also cumulative. For example, as described above, if on a Measurement Date, the first Consolidated Direct Profit threshold is met but the first Consolidated AEBITDA threshold is not, 10% of the total grant would vest. If, as of a subsequent Measurement Date, the first Consolidated AEBITDA threshold is met, an additional 10% of the total grant would vest for a cumulative total of 20%. The long-term equity compensation awards for fiscal 2025 were approved by the Compensation Committee at its October 30, 2024 meeting. In determining the award for each of our NEOs, the Compensation Committee considered the award granted to each NEO in fiscal 2024, each NEO’s job responsibilities, the awards granted to similarly situated executives at peer group companies, each NEO’s experience and individual performance and recommendations of the Chairman and CEO. The target value of each NEO’s equity compensation for fiscal 2025 as a percentage of base salary is as shown in the table below.

  42. Long-Term Incentive Compensation

    | Named Executive Officer | Target Value of Equity Compensation as a Percentage of Base Salary | | William P. Angrick, III | 832% | | Jorge A. Celaya | 274% | | John P. Daunt | 329% | | Steven J. Weiskircher | 292% | | Mark A. Shaffer | 191% |

  43. Long-Term Incentive Compensation

    The following award types were granted to our NEOs in fiscal 2025:

  44. Long-Term Incentive Compensation

    | Award Type | Vesting Schedule | Performance Goals | | Time-Based Options | 12/48th on 1/1/2026 and 1/48th monthly thereafter for 36 months | N/A | | Time-Based RSUs | 25% on 1/1/2026 and 25% on each of 1/1/2027, 1/1/2028 and 1/1/2029 | N/A | | Performance-Based Options | Vesting from 1/1/2026 through 1/1/2029 | Based on trailing 12-month Consolidated Direct Profit and Consolidated AEBITDA results measured quarterly from 1/1/2026 through 1/1/2029 | | Performance-Based RSUs | Vesting from 1/1/2026 through 1/1/2029 | Based on trailing 12-month Consolidated Direct Profit and Consolidated AEBITDA results measured quarterly from 1/1/2026 through 1/1/2029 |

  45. Long-Term Incentive Compensation

    The number of options and RSUs granted to our NEOs in fiscal 2025 is included in the “Grants of Plan Based Awards for Fiscal 2025” table below. Fiscal 2026 Long-Term Equity Compensation. In October 2025, the Compensation Committee determined to grant our NEOs the same mix of options and RSUs for fiscal 2026 as it granted for fiscal 2025. For each NEO, 70% of his, her or their equity compensation for fiscal 2026 will be RSUs and 30% will be options. Half of the granted options and RSUs have time-based vesting criteria while the other half have performance-based vesting criteria. The time-based options vest over a four-year period with 25% vesting on January 1, 2027 and 1/48th vesting each month thereafter for 36 months. The time-based RSUs vest over a four-year period with 25% vesting on each of January 1, 2027, January 1, 2028, January 1, 2029 and January 1, 2030. The performance-based options and RSUs vest based on the Company’s Consolidated Direct Profit and Consolidated AEBIDTA results over a four-year performance period ending January 1, 2030. As was the case for fiscal 2025, the Compensation Committee decided to use Consolidated Direct Profit and Consolidated AEBIDTA as performance metrics as they continue to be key metrics used by management to measure the Company’s performance, enabling clear year-over-year comparisons. The Compensation Committee determined to use a four year performance period (as was the case for fiscal 2025) to continue to provide a meaningful opportunity to achieve the performance targets.

  46. Employment Agreements

    Employment Agreements We have entered into employment agreements with each of our NEOs that provide for, among other things, specified payments in the event of termination of employment under certain circumstances. The terms of these agreements are described under “Employment Agreements” below. The Compensation Committee believes it is important to provide our executives with some measure of financial security if their employment with the Company is terminated without cause or in connection with certain unforeseen circumstances. The Compensation Committee believes that these arrangements encourage an executive to comply with post-termination restrictive non-competition covenants and to cooperate with the Company both before and after the executive’s employment is terminated. The Compensation Committee believes these arrangements are reasonable and that it is beneficial to have agreements in place that specify the exact terms and benefits an executive receives if the Company elects to terminate such executive’s employment. Such agreements encourage executives to make sound decisions in the interest of our long-term performance, regardless of personal employment risk.

  47. Policies and Practices Related to the Grant of Certain Equity Awards Close in Time to the Release of Material Nonpublic Information

    Policies and Practices Related to the Grant of Certain Equity Awards Close in Time to the Release of Material Nonpublic Information Our equity awards are generally granted on fixed dates determined in advance. The Compensation Committee’s general practice is to complete its annual executive compensation review and determine performance goals and target compensation for our executives, which coincides with the Company’s regularly scheduled Board meetings, then such equity awards are granted. Annual equity awards are typically granted to our executives in the first quarter of each fiscal year. On limited occasions, the Compensation Committee may grant equity awards outside of our annual grant cycle for new hires, promotions, recognition, retention, or other purposes. Our Compensation Committee approves all equity award grants on or before the grant date and does not grant equity awards in anticipation of the release of material nonpublic information. Similarly, the Compensation Committee does not time the release of material nonpublic information based on equity award grant dates.

  48. Summary Compensation Table

    Summary Compensation Table The following table summarizes the compensation of our NEOs, which includes our principal executive officer (Mr. Angrick), our principal financial officer (Mr. Celaya) and our three other most highly compensated executive officers (Mr. Daunt, Mr. Weiskircher and Mr. Shaffer) serving as of September 30, 2025.

  49. Summary Compensation Table

    | Name and Principal Position | Year | Salary(1) | Bonus | Stock Awards(2) | Option Awards(2) | Non‑Equity Incentive Plan Compensation(3) | All Other Compensation(4) | Total | | William P. Angrick, III Chairman and Chief Executive Officer | 2025 | $470,000 | | 2,726,282 | 1,183,455 | 726,150 | 16,084 | 5,121,971 | | | 2024 | 460,000 | | 2,414,859 | 895,033 | 510,600 | 15,650 | 4,296,142 | | | 2023 | 435,000 | | 2,070,096 | 796,876 | 456,750 | 13,295 | 3,772,017 | | Jorge A. Celaya Chief Financial Officer | 2025 | $459,000 | | 886,420 | 371,637 | 378,216 | 15,244 | 2,110,517 | | | 2024 | 450,000 | | 1,049,045 | 393,848 | 266,400 | 14,810 | 2,174,103 | | | 2023 | 404,175 | | 627,512 | 248,602 | 226,338 | 12,455 | 1,519,082 | | John P. Daunt Chief Commercial Officer | 2025 | $412,000 | | 955,604 | 400,554 | 339,488 | 15,844 | 2,123,490 | | | 2024 | 400,000 | | 757,154 | 284,284 | 236,800 | 15,410 | 1,693,648 | | | 2023 | 383,959 | | 627,512 | 248,602 | 215,017 | 12,893 | 1,487,983 | | Steven J. Weiskircher Chief Technology Officer | 2025 | $414,000 | | 851,828 | 357,714 | 213,210 | 14,404 | 1,851,156 | | | 2024 | 401,000 | | 699,363 | 262,626 | 148,370 | 13,970 | 1,525,329 | | | 2023 | 379,990 | | 423,594 | 167,776 | 132,997 | 11,434 | 1,115,791 | | Mark A. Shaffer Chief Legal Officer and Corporate Secretary | 2025 | $407,000 | | 546,986 | 229,194 | 209,605 | 14,846 | 1,407,631 | | | 2024 | 387,000 | | 573,203 | 215,215 | 143,190 | 14,089 | 1,332,697 | | | 2023 | 354,768 | | 392,385 | 155,451 | 124,169 | 11,434 | 1,038,207 |

  50. Summary Compensation Table

    (1) Each of the NEOs contributed a portion of his, her or their salary to the 401(k) Plan. (2) The amounts reported in these columns reflect the aggregate grant date fair value of options and RSUs granted to each of the NEOs in the years shown, computed in accordance with GAAP, disregarding estimates of forfeitures related to service-based vesting conditions. The amounts reported for performance-based awards were calculated assuming that all applicable performance goals would be achieved. For additional information about these calculations, see the “Grants of Plan-Based Awards for Fiscal 2025” table included in this proxy statement. For additional information about the assumptions used in these calculations, see Note 2 and Note 13 to our audited consolidated financial statements included in the 2025 Form 10-K. At no time, did the Company exceed the aggregate limit on the number of shares available for grant under the LTIP, or any other limits under the LTIP. (3) The amounts in the Non‑Equity Incentive Plan Compensation column represent the cash bonuses described under the section of this proxy statement entitled “Annual Incentive Compensation.” These cash bonuses were paid to our NEOs in fiscal 2026 for performance in fiscal 2025. (4) The payments listed for fiscal 2025 in the “All Other Compensation” column above reflect the following amounts and, unless noted below, are based upon the actual cost expended by the Company: For Mr. Angrick, the amount shown includes: $10,350 for 401(k) Plan matching contributions, $1,282 for short‑term and long-term disability insurance premium payments, $3,612 for group term life insurance premium payments, and $840.06 for cell phone reimbursement. For Mr. Celaya, the amount shown includes: $10,350 for 401(k) Plan matching contributions, $1,282 for short‑term and long-term disability insurance premium payments, and $3,612 for group term life insurance premium payments. For Mr. Daunt, the amount shown includes: $10,350 for 401(k) Plan matching contributions, $1,282 for short‑term and long-term disability insurance premium payments, $3,612 for group term life insurance premium payments, and $600.08 for Health Savings Account employer contribution. For Mr. Weiskircher, the amount shown includes: $10,350 for 401(k) Plan matching contributions, $1,282 or short-term and long-term disability insurance premium payments, $1,932 for group term life insurance premium payments, and $840.06 for cell phone reimbursement. For Mr. Shaffer, the amount shown includes: $10,350 for 401(k) Plan matching contributions, $1,282 for short-term and long-term disability insurance premium payments, $1,932 for group term life insurance premium payments, $840.06 for cell phone reimbursement, and $442 for internet reimbursement. Reimbursement for internet expenses is required by applicable law in Mr. Shaffer’s state of residence.

  51. Grants of Plan-Based Awards for Fiscal 2025

    Grants of Plan-Based Awards for Fiscal 2025 The following table provides additional information about plan-based awards granted to our NEOs in fiscal 2025. Our NEOs received five types of plan-based awards in fiscal 2025: annual cash bonuses under the AIP (the “2025 Cash Award”), time-based stock options under the LTIP (the “2025 Options”), time-based RSUs under the LTIP (the “2025 RSUs”), performance-based stock options under the LTIP (the “2025 Performance Options”) and performance-based RSUs under the LTIP (the “2025 Performance RSUs”).

  52. Grants of Plan-Based Awards for Fiscal 2025

    | Name | Grant Date | Compensation Committee Approval Date | Estimated Future Payouts Under Non‑Equity Incentive Plan Awards(1) | | | Estimated Future Payouts Under Equity Incentive Plan Awards(2) | All Other Stock Awards: Number of Shares of Stock or Units(3) (#) | All Other Option Awards: Number of Securities Underlying Options(4) (#) | Exercise or Base Price of Option Awards(5) ($/Share) | Grant Date Fair Value of Stock & Option Awards(6) ($) | | | | | Threshold ($) | Target ($) | Maximum ($) | Target (#) | | | | | | William P. Angrick, III | | | | | | | | | | | | 2025 Cash Award | N/A | 10/30/2024 | 141,000 | 705,000 | 1,057,500 | - | - | - | - | - | | 2025 Options | 10/30/2024 | 10/30/2024 | - | - | - | - | - | 53,550 | $23.78 | $591,728 | | 2025 RSUs | 10/30/2024 | 10/30/2024 | - | - | - | - | 63,050 | - | - | $1,363,141 | | 2025 Performance Options | 10/30/2024 | 10/30/2024 | - | - | - | 53,550 | - | - | $23.78 | $591,728 | | 2025 Performance RSUs | 10/30/2024 | 10/30/2024 | - | - | - | 63,050 | - | - | - | $1,363,141 |

  53. Grants of Plan-Based Awards for Fiscal 2025

    | Name | Grant Date | Compensation Committee Approval Date | Estimated Future Payouts Under Non‑Equity Incentive Plan Awards(1) | | | Estimated Future Payouts Under Equity Incentive Plan Awards(2) | All Other Stock Awards: Number of Shares of Stock or Units(3) (#) | All Other Option Awards: Number of Securities Underlying Options(4) (#) | Exercise or Base Price of Option Awards(5) ($/Share) | Grant Date Fair Value of Stock & Option Awards(6) ($) | | | | | Threshold ($) | Target ($) | Maximum ($) | Target (#) | | | | | | Jorge A. Celaya | | | | | | | | | | | | 2025 Cash Award | N/A | 10/30/2024 | 73,440 | 367,200 | 550,800 | - | - | - | - | - | | 2025 Options | 10/30/2024 | 10/30/2024 | - | - | - | - | - | 17,350 | $21.62 | $185,819 | | 2025 RSUs | 10/30/2024 | 10/30/2024 | - | - | - | - | 20,500 | - | - | $443,210 | | 2025 Performance Options | 10/30/2024 | 10/30/2024 | - | - | - | 17,350 | - | - | $21.62 | $185,819 | | 2025 Performance RSUs | 10/30/2024 | 10/30/2024 | - | - | - | 20,500 | - | - | - | $443,210 | | John P. Daunt | | | | | | | | | | | | 2025 Cash Award | N/A | 10/30/2024 | 65,920 | 329,600 | 494,400 | - | - | - | - | - | | 2025 Options | 10/30/2024 | 10/30/2024 | - | - | - | - | - | 18,700 | $21.62 | $200,277 | | 2025 RSUs | 10/30/2024 | 10/30/2024 | - | - | - | - | 22,100 | - | - | $477,802 | | 2025 Performance Options | 10/30/2024 | 10/30/2024 | - | - | - | 18,700 | - | - | $21.62 | $200,277 | | 2025 Performance RSUs | 10/30/2024 | 10/30/2024 | - | - | - | 22,100 | - | - | - | $477,802 | | Steven J. Weiskircher | | | | | | | | | | | | 2025 Cash Award | N/A | 10/30/2024 | 41,400 | 207,000 | 310,500 | - | - | - | - | - | | 2025 Options | 10/30/2024 | 10/30/2024 | - | - | - | - | - | 16,700 | $21.62 | $178,857 | | 2025 RSUs | 10/30/2024 | 10/30/2024 | - | - | - | - | 19,700 | - | - | $425,914 | | 2025 Performance Options | 10/30/2024 | 10/30/2024 | - | - | - | 16,700 | - | - | $21.62 | $178,857 | | 2025 Performance RSUs | 10/30/2024 | 10/30/2024 | - | - | - | 19,700 | - | - | - | $425,914 | | Mark A. Shaffer | | | | | | | | | | | | 2025 Cash Award | N/A | 10/30/2024 | 40,700 | 203,500 | 305,250 | - | - | - | - | - | | 2025 Options | 10/30/2024 | 10/30/2024 | - | - | - | - | - | 10,700 | $21.62 | $114,597 | | 2025 RSUs | 10/30/2024 | 10/30/2024 | - | - | - | - | 12,650 | - | - | $273,493 | | 2025 Performance Options | 10/30/2024 | 10/30/2024 | - | - | - | 10,700 | - | - | $21.62 | $114,597 | | 2025 Performance RSUs | 10/30/2024 | 10/30/2024 | - | - | - | 12,650 | - | - | - | $273,493 |

  54. Grants of Plan-Based Awards for Fiscal 2025

    Amounts shown represent the threshold, target and maximum awards that could have been earned by the NEO under the AIP as annual incentive compensation for fiscal 2025. Actual bonuses paid for fiscal 2025 are shown in the Summary Compensation Table in the “Non-Equity Incentive Plan Compensation” column. For a discussion of the AIP, see “Executive Compensation—Annual Incentive Compensation”. (2) Amounts shown represent the number of performance-based RSUs or options that could be earned by the NEO if the performance goal described under “Executive Compensation—Long-Term Incentive Compensation” is achieved in full. The performance-based RSUs and options reported in this column were granted under the LTIP. (3) These time-based RSUs were granted under the LTIP and vest over a four-year period, with 25% vesting on each of January 1, 2026, January 1, 2027, January 1, 2028 and January 1, 2029. (4) The options were granted under the LTIP and vest over a four-year period, with 12/48th vesting on January 1, 2026 and 1/48th vesting each month thereafter for 36 months. The options have an exercise price equal to the closing price of our common stock on the Nasdaq Stock Market on the grant date, except that the stock options granted to Mr. Angrick have an exercise price equal to 110% of the closing price of our common stock on the Nasdaq Stock Market on the grant date. The amounts reported in this column for awards represent the full grant date fair value of the awards calculated in accordance with GAAP. The value of the time-based RSUs as of the grant date is calculated by multiplying the closing price of our common stock on the Nasdaq Stock Market on the grant date ($21.62) times the number of RSUs awarded. For performance-based RSUs, this value is calculated assuming the maximum performance levels are attained. The value of the time-based options as of the grant date is determined by the Black Scholes model. The value of the performance-based options as of the grant date is determined by an integrated Monte Carlo simulation model assuming the maximum performance levels are attained. For additional information about the assumptions used in these calculations, see Note 2 to the audited consolidated financial statements of the Company in the 2025 Form 10-K. The following is a description of material factors necessary to understand the information regarding the awards reflected in the “Grants of Plan‑Based Awards for Fiscal 2025” table. For information regarding the AIP, please see “Annual Incentive Compensation” above. Awards under this plan are paid in cash. Stock option awards granted in fiscal 2025 were granted under the LTIP. The LTIP provides that the price of each option shall be at least the fair market value on the grant date of a share of our common stock; provided, however, that if the grantee holds more than 10% of the total combined voting power of all classes of outstanding stock of the Company, the price of an option granted to such person will be at least 110% of the fair market value on the grant date. Under the LTIP, the fair market value of a share of common stock is generally the closing price of our common stock on the Nasdaq Stock Market on the grant date. The option awards reflected in the “Grants of Plan‑Based Awards for Fiscal 2025” table under “2025 Options” and “2025 Performance Options” are qualified and non‑qualified stock options to purchase shares of our common stock approved by the Compensation Committee and granted to the NEOs as a part of our fiscal 2025 annual grant of long‑term incentive compensation as described above under “Executive Compensation—Long‑Term Incentive Compensation”. The options may vest earlier than as set forth in the footnotes above upon a change of control of the Company if the options are not assumed or substituted by the surviving corporation. Unvested options will also vest if the executive is involuntarily terminated by the Company within one year following a change of control. The option term may not exceed 10 years and may be shortened in the event of death, disability or termination of service. The stock awards reflected in the “Grants of Plan‑Based Awards for Fiscal 2025” table under “2025 RSUs” and “2025 Performance Stock Units” are time‑based and performance‑based RSU awards, respectively, which were approved by the Compensation Committee and granted to the NEOs as described above under “Executive Compensation—Long‑Term Incentive Compensation”. The RSUs may vest earlier upon a change of control of the Company if the awards are not assumed, continued or substituted by the surviving corporation.

  55. Outstanding Equity Awards at 2025 Fiscal Year End

    Outstanding Equity Awards at 2025 Fiscal Year End The following table provides information on the holdings of stock options of each NEO as of September 30, 2025.

  56. Outstanding Equity Awards at 2025 Fiscal Year End

    | Outstanding Option Awards at 2025 Fiscal Year End | | | | | | | | Name | Grant Date | Number of Securities Underlying Options (#) Exercisable | Number of Securities Underlying Unexercised Options (#) Unexercisable | Equity Incentive Plan Awards: Number of Securities Underlying Unexercised Unearned Options (#) | Option Exercise Price(1) ($) | Option Expiration Date | | William P. Angrick, III | | | | | | | | | 3/3/2017(2) | 38,000 | - | - | 9.13 | 3/3/2027 | | | 3/3/2017(3) | 27,360 | - | - | 9.13 | 3/3/2027 | | | 12/11/2017(4) | 68,938 | - | - | 4.92 | 12/11/2027 | | | 12/11/2017(3) | 48,019 | - | - | 4.92 | 12/11/2027 | | | 12/4/2018(5) | 105,247 | - | - | 6.72 | 12/4/2028 | | | 12/4/2018(3) | 124,200 | - | - | 6.72 | 12/4/2028 | | | 12/3/2019(6) | 139,900 | - | - | 7.36 | 12/3/2029 | | | 12/3/2019(3) | 139,900 | - | - | 7.36 | 12/3/2029 | | | 12/1/2020(7) | 131,950 | - | - | 10.41 | 12/1/2030 | | | 12/1/2020(3) | 131,950 | - | - | 10.41 | 12/1/2030 | | | 12/7/2021(8) | 51,897 | 4,718 | - | 24.42 | 12/7/2031 | | | 12/7/2021(3) | 22,646 | - | - | 24.42 | 12/7/2031 | | | 12/23/2022(9) | 35,417 | 17,708 | - | 15.40 | 12/23/2032 | | | 12/23/2022(3) | 26,562 | - | 26,563 | 15.40 | 12/23/2032 | | | 12/22/2023(10) | 20,904 | 29,266 | - | 19.04 | 12/22/2033 | | | 12/22/2023(3) | 15,051 | - | 35,119 | 19.04 | 12/22/2033 | | | 10/30/2024(11) | - | 53,550 | - | 23.78 | 10/30/2034 | | | 10/30/2024(3) | - | - | 53,550 | 23.78 | 10/30/2034 |

  57. Outstanding Equity Awards at 2025 Fiscal Year End

    | Outstanding Option Awards at 2025 Fiscal Year End | | | | | | | | Name | Grant Date | Number of Securities Underlying Options (#) Exercisable | Number of Securities Underlying Unexercised Options (#) Unexercisable | Equity Incentive Plan Awards: Number of Securities Underlying Unexercised Unearned Options (#) | Option Exercise Price(1) ($) | Option Expiration Date | | Jorge A. Celaya | | | | | | | | | 12/3/2019(6) | 13,770 | - | - | 6.69 | 12/3/2029 | | | 12/1/2020(7) | 55,050 | - | - | 9.46 | 12/1/2030 | | | 12/1/2020(3) | 55,050 | - | - | 9.46 | 12/1/2030 | | | 12/7/2021(8) | 7,095 | 645 | - | 22.20 | 12/7/2031 | | | 12/7/2021(3) | 3,096 | - | 4,644 | 22.20 | 12/7/2031 | | | 12/23/2022(9) | 11,093 | 5,547 | - | 14.00 | 12/23/2032 | | | 12/23/2022(3) | 8,320 | - | 8,320 | 14.00 | 12/23/2032 | | | 12/22/2023(10) | 9,017 | 12,623 | - | 17.31 | 12/22/2033 | | | 12/22/2023(3) | 6,492 | - | 15,148 | 17.31 | 12/22/2033 | | | 10/30/2024(11) | - | 17,350 | - | 21.62 | 10/30/2034 | | | 10/30/2024(3) | - | - | 17,350 | 21.62 | 10/30/2034 | | John P. Daunt | | | | | | | | | 12/4/2018(3) | 10,066 | - | - | 6.11 | 12/4/2028 | | | 12/1/2020(7) | 1,275 | - | - | 9.46 | 12/1/2030 | | | 12/7/2021(8) | 1,451 | 645 | - | 22.20 | 12/7/2031 | | | 12/7/2021(3) | - | - | 4,644 | 22.20 | 12/7/2031 | | | 12/23/2022(9) | 3,120 | 5,547 | - | 14.00 | 12/23/2032 | | | 12/23/2022(3) | 6,656 | - | 8,320 | 14.00 | 12/23/2032 | | | 12/22/2023(10) | 2,278 | 9,112 | - | 17.31 | 12/22/2033 | | | 12/22/2023(3) | 4,686 | - | 10,934 | 17.31 | 12/22/2033 | | | 10/30/2024(11) | - | 18,700 | - | 21.62 | 10/30/2034 | | | 10/30/2024(3) | - | - | 18,700 | 21.62 | 10/30/2034 |

  58. Outstanding Equity Awards at 2025 Fiscal Year End

    | Outstanding Option Awards at 2025 Fiscal Year End | | | | | | | | Name | Grant Date | Number of Securities Underlying Options (#) Exercisable | Number of Securities Underlying Unexercised Options (#) Unexercisable | Equity Incentive Plan Awards: Number of Securities Underlying Unexercised Unearned Options (#) | Option Exercise Price(1) ($) | Option Expiration Date | | Steven J. Weiskircher | | | | | | | | | 12/7/2021(8) | 1,805 | 1,032 | - | 22.20 | 12/7/2031 | | | 12/7/2021(3) | - | - | 7,428 | 22.20 | 12/7/2031 | | | 12/23/2022(9) | 1,638 | 3,743 | - | 14.00 | 12/23/2032 | | | 12/23/2022(3) | 4,492 | - | 5,615 | 14.00 | 12/23/2032 | | | 12/22/2023(10) | 2,104 | 8,418 | - | 17.31 | 12/22/2033 | | | 12/22/2023(3) | 4,329 | - | 10,101 | 17.31 | 12/22/2033 | | | 10/30/2024(11) | - | 16,700 | - | 21.62 | 10/30/2034 | | | 10/30/2024(3) | - | - | 16,700 | 21.62 | 10/30/2034 | | Mark A. Shaffer | | | | | | | | | 12/7/2021(8) | 1,129 | 645 | - | 22.20 | 12/7/2031 | | | 12/7/2021(3) | - | - | 4,644 | 22.20 | 12/7/2031 | | | 12/23/2022(9) | 1,518 | 3,468 | - | 14.00 | 12/23/2032 | | | 12/23/2022(3) | 4,162 | - | 5,203 | 14.00 | 12/23/2032 | | | 12/22/2023(10) | 1,724 | 739 | - | 17.31 | 12/22/2033 | | | 12/22/2023(3) | 3,547 | - | 8,278 | 17.31 | 12/22/2033 | | | 10/30/2024(11) | - | 10,700 | - | 21.62 | 10/30/2034 | | | 10/30/2024(3) | - | - | 10,700 | 21.62 | 10/30/2034 |

  59. Outstanding Equity Awards at 2025 Fiscal Year End

    The closing price of our common stock on the Nasdaq Stock Market on the grant date is the exercise price for stock options, except stock options granted to Mr. Angrick. The exercise price for Mr. Angrick’s outstanding stock options is 110% of the closing price of our common stock on the Nasdaq Stock Market on the grant date. (2) These are time-based options that fully vested on October 1, 2020. (3) These options vest based on the achievement of certain financial milestones. (4) These are time-based options that fully vested on October 1, 2021. (5) These are time-based options that fully vested on January 1, 2023. (6) These are time-based options that fully vested on January 1, 2024. (7) These are time-based options that fully vested on January 1, 2025. (8) These are time-based options that fully vested on January 1, 2026. (9) These are time-based options that vest as follows: 25% vested on January 1, 2024 and thereafter, 2.08% vest each month for 36 months. These options will become fully vested on January 1, 2027. (10) These are time-based options that vest as follows: 25% vested on January 1, 2025 and thereafter, 2.08% vest each month for 36 months. These options will become fully vested on January 1, 2028. These are time-based options that vest as follows: 25% vested on January 1, 2026 and thereafter, 2.08% vest each month for 36 months. These options will become fully vested on January 1, 2029. The following table provides information on the holdings of stock awards of each NEO as of September 30, 2025.

  60. Outstanding Equity Awards at 2025 Fiscal Year End

    | Outstanding Stock Awards at 2025 Fiscal Year End | | | | | | | Name | Grant Date | Number of Shares or Units of Stock That Have Not Vested(1) (#) | Market Value of Shares or Units of Stock That Have Not Vested ($) | Equity Incentive Plan Awards: Number of Unearned Shares, Units, or Other Rights That Have Not Vested(2) (#) | Equity Incentive Plan Awards: Market or Payout Value of Unearned Shares, Units, or Other Rights That Have Not Vested ($) | | William P. Angrick, III | | | | | | | | 12/7/2021 | 15,700 | $430,651 | - | - | | | 12/7/2021 | - | - | 37,680 | $1,033,562 | | | 12/5/2022 | 34,160 | $937,009 | - | - | | | 12/5/2022 | - | - | 34,160 | $937,009 | | | 12/5/2023 | 46,226 | $1,267,979 | - | - | | | 12/5/2023 | - | - | 43,145 | $1,183,467 | | | 10/30/2024 | 63,050 | $1,729,462 | - | - | | | 10/30/2024 | - | - | 63,050 | $1,729,462 | | Jorge A. Celaya | | | | | | | | 12/7/2021 | 2,180 | $59,797 | - | - | | | 12/7/2021 | - | - | 5,232 | $143,514 | | | 12/5/2022 | 10,355 | $284,038 | - | - | | | 12/5/2022 | - | - | 10,355 | $284,038 | | | 12/5/2023 | 20,081 | $550,822 | - | - | | | 12/5/2023 | - | - | 18,743 | $514,120 | | | 10/30/2024 | 20,500 | $562,315 | - | - | | | 10/30/2024 | - | - | 20,500 | $562,315 | | John P. Daunt | | | | | | | | 12/7/2021 | 2,180 | $59,797 | - | - | | | 12/7/2021 | - | - | 5,232 | $143,514 | | | 12/5/2022 | 10,355 | $284,038 | - | - | | | 12/5/2022 | - | - | 10,355 | $284,038 | | | 12/5/2023 | 14,494 | $397,570 | - | - | | | 12/5/2023 | - | - | 13,528 | $371,073 | | | 10/30/2024 | 22,100 | $606,203 | - | - | | | 10/30/2024 | - | - | 22,100 | $606,203 |

  61. Outstanding Equity Awards at 2025 Fiscal Year End

    | Outstanding Stock Awards at 2025 Fiscal Year End | | | | | | | Name | Grant Date | Number of Shares or Units of Stock That Have Not Vested(1) (#) | Market Value of Shares or Units of Stock That Have Not Vested ($) | Equity Incentive Plan Awards: Number of Unearned Shares, Units, or Other Rights That Have Not Vested(2) (#) | Equity Incentive Plan Awards: Market or Payout Value of Unearned Shares, Units, or Other Rights That Have Not Vested ($) | | Steven J. Weiskircher | | | | | | | | 12/7/2021 | 3,490 | $95,731 | - | - | | | 12/7/2021 | - | - | 8,376 | $229,754 | | | 12/5/2022 | 6,990 | $191,736 | - | - | | | 12/5/2022 | - | - | 6,990 | $191,736 | | | 12/5/2023 | 13,387 | $367,205 | - | - | | | 12/5/2023 | - | - | 12,495 | $342,738 | | | 10/30/2024 | 19,700 | $540,371 | - | - | | | 10/30/2024 | - | - | 19,700 | $540,371 | | Mark A. Shaffer | | | | | | | | 12/7/2021 | 2,180 | $59,797 | - | - | | | 12/7/2021 | - | - | 5,232 | $143,514 | | | 12/23/2022 | 6,475 | $177,609 | - | - | | | 12/23/2022 | - | - | 6,475 | $177,609 | | | 12/5/2023 | 10,972 | $300,962 | - | - | | | 12/5/2023 | - | - | 10,241 | $280,911 | | | 10/30/2024 | 12,650 | $346,990 | - | - | | | 10/30/2024 | - | - | 12,650 | $346,990 |

  62. Outstanding Equity Awards at 2025 Fiscal Year End

    These amounts refer to time‑based RSU awards granted under the LTIP, which vest over a four‑year period in 25% installments. These amounts refer to performance‑based RSU awards granted under the LTIP, which vest, if at all, based on the Company’s achievement of certain financial performance goals.

  63. Option Exercises and Stock Vested During Fiscal 2025

    Option Exercises and Stock Vested During Fiscal 2025 The following table shows the stock options that were exercised, and the restrictions on RSUs that lapsed, during fiscal 2025 for each of our NEOs. The values shown below are before payment of any applicable withholding tax and/or broker commissions.

  64. Option Exercises and Stock Vested During Fiscal 2025

    | | Option Awards | | Stock Awards | | | Name | Number of Shares Acquired on Exercise (#) | Value Realized upon Exercise(1) ($) | Number of Shares Acquired on Vesting (#) | Value Realized on Vesting(2) ($) | | William P. Angrick, III | 15,499 | $279,602 | 131,884 | $4,235,783 | | Jorge A. Celaya | 0 | $0 | 38,413 | $1,222,500 | | John P. Daunt | 7,313 | $334,498 | 34,590 | $1,093,556 | | Steven J. Weiskircher | 9,380 | $404,776 | 31,552 | $1,013,791 | | Mark A. Shaffer | 10,846 | $413,795 | 25,339 | $810,387 |

  65. Option Exercises and Stock Vested During Fiscal 2025

    (1) The value realized on exercise is calculated as the difference between (A) either (i) the actual sales price of the shares underlying the options exercised if the shares were immediately sold upon exercise or (ii) the closing price of the shares underlying options exercised if the shares were not immediately sold after exercise and (B) the applicable exercise price of the options. (2) The value realized on vesting is calculated by multiplying (A) the closing price of a common share on the vesting date and (B) the number of shares acquired on vesting before withholding taxes.

  66. Potential Payments upon Termination of Employment and Change of Control

    Potential Payments upon Termination of Employment and Change of Control Payments upon Termination of Employment. We have entered into the A&R Agreements with each of our NEOs that provide compensation upon certain triggering events that result in termination of employment. The A&R Agreements are described under “Employment Agreements” above and summarized in the table below.

  67. Potential Payments upon Termination of Employment and Change of Control

    | | Termination (other than for cause or by employee without good reason)(1) | Death | Disability | | Severance | Lump-Sum Cash Payment(2) | Base salary through the next full calendar month | 25% of annual base salary | | Time-Based Options and RSUs | Unvested amounts do not accelerate in connection with any triggering event. | | | | Performance-Based Options and RSUs | Unvested amounts do not accelerate in connection with any triggering event. | | |

  68. Potential Payments upon Termination of Employment and Change of Control

    (1) For information with respect to terminations following a change in control, see “Change of Control Arrangements” below. If a NEO is terminated by the Company without cause or by the employee with good reason, the NEO is entitled to the sum of: (a) 12 months of base salary; and (b) such NEO’s target bonus for the fiscal year of termination. Additionally, the NEO is entitled to payment of 12 months of medical, vision and dental coverage under COBRA (to the extent such NEO had such coverage while employed). For additional information, please see “Employment Agreements” above.

  69. Pay Ratio Disclosure

    Pay Ratio Disclosure As required by the Dodd-Frank Act and Item 402(u) of Regulation S-K, we are providing the following information about the relationship of the annual total compensation of our employees and the annual total compensation of William P. Angrick, III, our CEO. For fiscal 2025, our last completed fiscal year, the ratio of the annual total compensation of our Chief Executive Officer to the median of the annual total compensation of all employees (other than our CEO) was approximately 51 to 1. To determine the pay ratio, we compared the annual total compensation of our CEO to the annual total compensation of our median employee as of September 30, 2025, the last date of our most recently completed fiscal year. We determine a median employee on a yearly basis by taking the following steps: First, we analyze our employee population. As of September 30, 2025, our employee population consisted of 818 individuals located in 11 countries. The vast majority (99.4%) of our employee population was located in our six main countries (i.e., Canada, China (including Hong Kong), Germany, India, the United Kingdom and the United States). Second, we determine which employees to exclude from our identification of our median employee as permitted by SEC rules. For fiscal 2025, we determined to exclude all employees located outside of our six main countries due to the small number of employees in each excluded country. A total of five employees, constituting less than 0.6% of our employee population as of September 30, 2025, were excluded due to geographic location. These employees were located in the following countries: Austria (1 individual), France (1 individual), Malaysia (1 individual), the Philippines (1 individual), and Poland (1 individual). Third, we compare the base salary of our employees (other than the CEO and those employees excluded due to geographic location as described above) as reflected in our payroll records for our measurement period. We selected base salary as our compensation measure because it is readily available in our existing payroll systems, is consistently calculated for each employee, and is a reasonable proxy for total compensation for purposes of determining the median employee. Once we identified our median employee, we calculated such employee’s annual total compensation for fiscal 2025 in accordance with the requirements of Item 402(c)(2)(x) of Regulation S-K. The median employee’s annual total compensation for fiscal 2025 was $100,796, which includes salary, incentive payments, and a 401k contribution. With respect to the CEO, we used the amount reported as total compensation in the Summary Compensation Table included in this proxy statement ($5,121,971). Any estimates and assumptions used to calculate the CEO’s total annual compensation are described in footnotes to the Summary Compensation Table. We then used the annual total compensation of the median employee and of our CEO to calculate the pay ratio (approximately 51 to 1). The pay ratio reported above is a reasonable estimate calculated in a manner consistent with SEC rules, based on our internal records and the methodology described above. The SEC rules for identifying the median compensated employee allow companies to adopt a variety of methodologies, to apply certain exclusions and to make reasonable estimates and assumptions that reflect their employee populations and compensation practices. The pay ratio reported by other companies may not be comparable to the pay ratio reported above, as other companies have different employee populations and compensation practices and may use different methodologies, exclusions, estimates and assumptions in calculating their own pay ratios.

  70. Pay for Performance

    | Year | Summary Compensation Table Total for PEO(1) | Compensation Actually Paid to PEO(2) | Average Summary Compensation Table Total for Non-PEO NEOs(3) | Average Compensation Actually Paid to Non-PEO NEOs(2) | Value of Initial Fixed $100 Investment Based On: | | Net Income (in thousands) | Consolidated Adjusted EBITDA (in thousands) | | | | | | | Company Total Shareholder Return | Peer Group Total Shareholder Return(4) | | | | (a) | (b) | (c) | (d) | (e) | (f) | (g) | (h) | (i) | | 2025 | $5,121,971 | $5,966,479 | $1,873,199 | $2,068,602 | $368 | $103 | $28,093 | $60,816 | | 2024 | $4,296,142 | $7,121,791 | $1,678,944 | $2,578,215 | $306 | $33 | $19,991 | $48,500 | | 2023 | $3,772,017 | $4,057,079 | $1,290,266 | $1,353,590 | $236 | $92 | $20,978 | $45,855 | | 2022 | $4,340,496 | $2,161,273 | $1,039,170 | $492,498 | $218 | $74 | $40,324 | $42,747 | | 2021 | $2,781,410 | $12,914,959 | $1,324,948 | $4,855,371 | $290 | $113 | $50,949 | $42,888 |