DEF 14A of Blackline, Inc., Mar 25, 2026

DEF 14A of Blackline, Inc.

Filed Mar 25, 2026 · FY20250001628280-26-020925

Open on EDGAR

  1. Composition of the Board

    Composition of the Board Our Board is currently comprised of 14 members, divided into three classes of directors, each serving staggered three-year terms. Upon expiration of the term of a class of directors, directors in that class will be elected for a three-year term at the Annual Meeting in the year in which that term expires. Each director’s term continues until the election and qualification of his or her successor, or his or her earlier death, resignation or removal. Any increase or decrease in the number of directors will be distributed among the three classes so that, as nearly as possible, each class will consist of one third of the directors. Mr. Unterman is not standing for election at the Annual Meeting. Immediately following the election of directors at the Annual Meeting, the size of the Board will be reduced to 13 members. For a discussion of agreements that contain certain provisions related to the composition of our Board, see “Agreements Related to Our Board” below. The following table and biographical descriptions set forth the names, ages, and certain other information, including membership of standing committees, for each of the directors who are standing for reelection at the Annual Meeting, as well as each of the current members of our Board, including Mr. Unterman, whose term will end at the Annual Meeting. All information is as of March 11, 2026.

  2. Composition of the Board

    | Name | Class | Age | Position | Director Since | Current Term Expires | Expiration of Term for Which Nominated | | Nominees for Director | | | | | | | | Scott Davidson(1)(4)(5) | I | 60 | Director | 2025 | 2026 | 2029 | | David Henshall(2)(3)(5) | I | 57 | Director | 2024 | 2026 | 2029 | | Therese Tucker(6) | I | 64 | Founder and Director | 2001 | 2026 | 2029 | | Continuing Directors | | | | | | | | Saranga Balaji(4)(7) | II | 63 | Director | 2025 | 2027 | — | | Gregory Hughes(2)(5)(8) | II | 63 | Director | 2025 | 2027 | — | | Megan Prichard(9) | II | 41 | Director | 2026 | 2027 | — | | Owen Ryan | II | 63 | Chair of the Board and Chief Executive Officer | 2018 | 2027 | — | | Sophia Velastegui(1)(4) | II | 50 | Director | 2020 | 2027 | — | | Camille Drummond(1)(4) | III | 57 | Director | 2024 | 2028 | — | | Storm Duncan(5)(10) | III | 56 | Director | 2026 | 2028 | — | | Brunilda Rios(1)(3) | III | 60 | Director | 2023 | 2028 | — | | Barbara Whye(3) | III | 58 | Director | 2021 | 2028 | — | | Mika Yamamoto(2) | III | 53 | Director | 2019 | 2028 | — | | Director Not Continuing | | | | | | | | Thomas Unterman(2)(3) | I | 81 | Director | 2010 | 2026 | — |

  3. Composition of the Board

    _________________ (1)Member of Audit Committee. (2)Member of Compensation Committee. (3)Member of Nominating and Corporate Governance Committee. (4)Member of Technology and Cybersecurity Committee. (5)Member of Strategic Committee. (6)On October 1, 2025, Ms. Tucker transitioned from her role as Co-CEO. Ms. Tucker currently serves as Founder and as a member of the Company’s executive team. On March 24, 2026, the Company announced Ms. Tucker’s decision to retire as a member of our executive team, effective June 2, 2026. (7)Mr. Balaji joined our Board and our Technology and Cybersecurity Committee on June 13, 2025. (8)Mr. Hughes joined our Board and Compensation Committee on July 25, 2025. (9)Ms. Prichard joined our Board, our Compensation Committee and our Technology and Cybersecurity Committee on March 11, 2026. (10)Mr. Duncan joined our Board, our Nominating and Corporate Governance Committee and our Strategic Committee on March 11, 2026.

  4. Nominees for Director

    Nominees for Director

  5. Nominees for Director

    | Scott Davidson | Skills and Qualifications Provided to Our Board | | Age: 60 Independent Director Since: 2025 | •Extensive financial and accounting expertise, including as Chief Financial Officer of Docker, Inc., Quest Software, Inc., and publicly traded Hortonworks, Inc. •Significant experience leading digital and process transformation within the CFO office. •Deep operational leadership experience, including as Chief Operating Officer of Alteryx, Inc. •Substantial strategy, financial management, acquisitions, and sales and marketing experience in the technology sector, across management and board roles. •Extensive board and governance experience, contributing oversight on strategy, risk, and executive leadership on multiple private-company boards, PowerGEM, LLC, Technosylva, Inc. Tungsten Automation Corporation, Veracode, and Appfire. •Identified to BlackLine by, and appointed to the Board pursuant to an agreement with major BlackLine stockholder Scalar Gauge Fund, L.P. •Qualifies as an “audit committee financial expert” under applicable SEC rules. | | Committees: | Professional Experience Highlights | | Audit Technology and Cybersecurity Strategic Committee | •D4i Capital: Founder (2022-present) •Alteryx, Inc., a data analytics software company: Chief Operating Officer (2019-2022) •Docker, Inc., a software company: Chief Financial Officer (2019-2019) •Hortonworks, Inc., a data software company: Chief Financial Officer and Chief Operating Officer (2017-2019), and exclusively as Chief Financial Officer (2014-2017) •Quest Software, Inc., a software company: Chief Financial Officer (2007-2012), Vice President and Treasurer (2002-2007) •Citrix Systems, Inc., a cloud computing and virtualization technology company: Director of Corporate Treasury and Investor Relations (1997-2001) | | | Other Relevant Boards | | | •PowerGEM, LLC (2024-present) •Technosylva, Inc. (2022-present) •Tungsten Automation Corporation (2022-present) •Veracode (2022-present) •Appfire (2022-present) •Savage x Fenty (2021-2024) •BeyondTrust Corporation (formerly Bomgar Corporation) (2014-2016) | | | Education | | | •B.S. in Finance from Florida Atlantic University •M.B.A. from the University of Miami |

  6. Nominees for Director

    | David Henshall | Skills and Qualifications Provided to Our Board | | Age: 57 Independent Director Since: 2024 Lead Independent Director Since: 2025 | •Robust management and board-level experience overseeing value-maximizing outcomes for shareholders, including successful company sales and take-private transactions at Citrix Systems, Inc., LogMeIn, Inc., New Relic, Inc., Everbridge, Inc., HashiCorp Inc., and Aspen Technology, Inc. •Extensive leadership experience at scaled technology and software companies, including as President and Chief Executive Officer of publicly traded Citrix Systems, Inc. •Considerable public company board and corporate governance experience, including on the boards of technology and software companies. •Deep financial and accounting expertise, including service as Chief Financial Officer of Citrix Systems, Inc. and Rational Software Corp. •Significant experience leading digital and process transformation within the CFO office. •Operational leadership experience, including as Chief Operating Officer of Citrix Systems, Inc. •Expertise in strategy and financial management, including qualifying as a “financial expert” under applicable SEC rules. | | Committees: | Professional Experience Highlights | | Compensation Nominating and Corporate Governance Strategic Committee (Chair) | •Private investor (2022-present) •Citrix Systems, Inc., a cloud computing and virtualization technology company: Advisor (2021-2022), President and Chief Executive Officer (2017-2021), Chief Operating Officer and Chief Financial Officer (2014-2017), Executive Vice President and Chief Financial Officer (2011-2014), Senior Vice President, and Chief Financial Officer (2003-2011) •Rational Software Corporation, a software company acquired by IBM Corporation: Chief Financial Officer and Treasurer (1998-2003) | | | Other Public Company Boards | | | •GitLab Inc. (2025-present) •Aspen Technology, Inc. (2024-2025) •HashiCorp, Inc. (2022-2025) •Everbridge, Inc. (2022-2024) •New Relic, Inc. (2020-2023) •Citrix Systems, Inc. (2017-2021) •GoTo Group, Inc. (formerly LogMeIn, Inc.) (2017-2020) | | | Other Relevant Boards | | | •Presidio, Inc. (2025-present) •Feedzai, Inc. (2022-present) | | | Education | | | •B.S. in Business Administration from the University of Arizona •M.B.A. from Santa Clara University |

  7. Nominees for Director

    | Therese Tucker | Skills and Qualifications Provided to Our Board | | Age: 64 Director Since: 2001 | •Unique and unparalleled vision, expertise, and perspective as BlackLine’s founder. •Deeply involved in shaping the Company’s long-term strategic direction and technology. •Extensive leadership experience in the finance and technology industry. •Operational insight and expertise gained as BlackLine’s Chief Executive Officer. •Broad experience in sales, marketing, and product development, overseeing innovation across the product portfolio, including the launch of BlackLine’s Studio360 platform and advancement of industry-leading AI capabilities. •Unmatched knowledge of the Company’s customer base and product line, enabling targeted product innovation and effective market engagement. •A significant stockholder of BlackLine, owning approximately eight percent of outstanding shares, with interests tightly aligned with those of long-term stockholders. | | Committees: | Professional Experience Highlights | | None | •BlackLine, Inc.: Founder (2001-present), Co-Chief Executive Officer (2023-2025), Executive Chair of the Board (2021-2023), and Chief Executive Officer (2001-2021) •SunGard Treasury Systems, Inc. and SunGard Trading Systems, Inc., providers of software solutions and information technology services: Chief Technology Officer (1997-2001) | | | Other Relevant Boards | | | •California Community Foundation (2014-2024) | | | Education | | | •B.S. in Computer Science and Mathematics from University of Illinois at Urbana-Champaign |

  8. Continuing Directors

    Continuing Directors

  9. Continuing Directors

    | Saranga Balaji | Skills and Qualifications Provided to Our Board | | Age: 63 Independent Director Since: 2025 | •Extensive leadership experience at a global professional services firm, including as Global CEO of Deloitte’s Global Consulting and Advisory businesses. •More than 30 years of experience scaling global technology businesses and leading enterprise transformation. •Deep expertise in strategy and ecosystem partnerships across AI, cloud, cybersecurity, and SaaS businesses. •Significant experience driving profitable growth, large-scale change, and go-to-market execution with large and emerging technology companies. •Broad board and committee experience, including audit and risk, compensation, governance, strategy, and technology. | | Committees: | Professional Experience Highlights | | Technology and Cybersecurity | •Private investor (2024-present) •Deloitte Touche Tohmatsu Limited, Global Consulting and Advisory Businesses: Global CEO (2016-2024), various executive leadership roles in US Consulting Advisory (2008-2016), and various Technology, Media, Telecom leadership roles (1996-2008) •CBS Inc., acquired by DXC Technology, a global IT services company: Technology and Telecom Practice Leader (1989-1996) | | | Other Relevant Boards | | | •1touch.io (2025-present) •Endava PLC, Global Advisory Board (2025-present) •CarltonOne Engagement Corporation (2024-present) •Cprime, Inc. (2024-present) | | | Education | | | •B.A. in Chemical Engineering from Annamalai University •M.S. in Computer Science and Automation from the Indian Institute of Science | | Camille Drummond | Skills and Qualifications Provided to Our Board | | Age: 57 Independent Director Since: 2024 | •Extensive financial and accounting expertise at BP p.l.c., a global, FTSE 10 company. •Significant experience leading process transformation within the CFO office. •Experience leading large-scale organizational and digital transformation to drive bottom line growth and value at one of the world’s largest companies. •Well-versed in leading business process modernization. •A qualified accountant with expertise in strategy and financial management. •Qualifies as an “audit committee financial expert” under applicable SEC rules | | Committees: | Professional Experience Highlights | | Audit Technology and Cybersecurity | •BP p.l.c., an integrated energy business with operations globally: Senior Vice President for Finance, Business and Technology (2025-present), Senior Vice President for Global Business Services (2018-2025), Head of Group Planning and Performance (2016-2018), Global Head of Trading Business Services (2014-2016), Chief Financial Officer of European Gas and Power trading business (2011-2014), Senior Finance Officer (2009-2011), Chief of Staff to Group Deputy CFO (2007-2009), and various finance roles (1989-2007) | | | Education | | | •M.B.A. from Henley Management College |

  10. Continuing Directors

    | Storm Duncan | Skills and Qualifications Provided to Our Board | | Age: 56 Independent Director Since: 2026 | •Three decades of experience in the technology industry, including significant M&A expertise and operational leadership as a technology company Chief Executive Officer. •Strong background in identifying, analyzing, negotiating, and closing complex transformative strategic transactions as well as growth capital raises. •Board and operational leadership experience in numerous technology companies, advising technology development and operations, including as a board member, investor, or strategic advisor to software and AI companies, such as Sundrop (sold to Mercury), Automatic, Anthropic, Blockstream, Dataminr and Guideline (sold to Gusto). •Deep experience advising on landmark M&A transactions across the software and internet sectors, including serving as a strategic advisor to Google on its acquisitions of DoubleClick and YouTube, and the sale of Sun (including MySQL and Java) to Oracle, among others. | | Committees: | Professional Experience Highlights | | Nominating and Corporate Governance Strategic Committee | •Ignatious, a leading technology-focused M&A advisory firm specializing in artificial intelligence, software and fintech: Founder and Chief Executive Officer (2022-present) •Jefferies, a global investment bank and financial services company: Global Head, Managing Director (2016-2022) •DwellAware, a real-estate technology company: Co-Founder and Chief Executive Officer (2013-2016) •Essess, Inc., a clean-technology and enterprise software company: Chief Executive Officer (2011-2013) •Credit Suisse, a global investment bank and financial services company: Managing Director, Global Head of Technology Mergers and Acquisitions, Senior Advisor (1998-2012) •Lehman Brothers, a global investment bank and financial services firm: Vice President (1996-1999) •PaineWebber, a full-service brokerage and investment banking firm: Associate (1994-1996) | | | Education | | | •B.A. in Political Science and American Studies from Yale University •M.B.A. in Finance from the University of Michigan |

  11. Continuing Directors

    | Gregory Hughes | Skills and Qualifications Provided to Our Board | | Age: 63 Independent Director Since: 2025 | •Extensive experience leading global enterprise software companies, including as Chief Executive Officer of Veritas Technologies, culminating in a merger of its data protection business with Cohesity. •Significant operational, strategic, and financial leadership experience across large-scale technology organizations and high-growth software businesses. •Deep expertise in enterprise software, cloud infrastructure, data management, and cybersecurity. •Strong background in value creation, transformation, M&A, and growth initiatives through senior leadership roles at private equity firms and portfolio companies. •Board and governance experience at technology companies, including publicly traded LogMeIn, Inc. and Art Technology Group, Inc. as well as Cohesity, Inc., Denodo Technologies, Serena Software, Inc., VeloBit, Inc., and Huawei Symantec Technologies Co. | | Committees: | Professional Experience Highlights | | Compensation Strategic Committee | •Francisco Partners Operating Partners, technology investment firm: Senior Operating Partner (2026-present) •Private investor (2024-2025) •Veritas Technologies LLC, a multi-cloud data management company: Chief Executive Officer (2018-2024), Executive Vice President of Global Services (2003-2005) •HGGC LLC, a middle-market private equity firm: Executive Director (2017-2018) •Serena Software, Inc., software company that provides IT management products to enterprises: Chief Executive Officer (2013-2016) •Silver Lake Partners, a global private investment firm: Operating Partner (2011-2014) •Symantec Corporation, global provider of security, storage, and systems management solutions: President of Enterprise Product Group (2009-2010), Chief Strategy Officer (2008-2009), President of Global Services (2005-2008) •McKinsey & Company, strategy and management consulting firm: Partner (1993-2003) •Granite MicroSystems, Inc., provider of customized computer-based solutions to medical, industrial and security markets: Co-Founder and Chief Executive Officer (1988-1991) | | | Other Public Company Boards | | | •GoTo Group, Inc. (formerly LogMeIn, Inc.) (2011-2017) •Art Technology Group, Inc. (2010-2011) | | | Other Relevant Boards | | | •Cohesity, Inc. (2024-present) •Denodo Technologies (2021-2025) •OpenText (formerly Serena Software, Inc.) (2012-2016) •Western Digital (formerly VeloBit, Inc.) (2012-2013) •Huawei Technologies Co., Ltd (formerly Huawei Symantec Technologies Co.) (2008-2009) | | | Education | | | •B.S./M.S. in Electrical Engineering and Computer Science from the Massachusetts Institute of Technology •M.B.A. from Stanford University |

  12. Continuing Directors

    | Megan Prichard | Skills and Qualifications Provided to Our Board | | Age: 41 Independent Director Since: 2026 | •Significant experience working with companies in disruptive technologies and high-growth industries. •Extensive experience in scaling and commercializing new technologies within innovative, high-growth industries, demonstrated through leadership roles at Uber and Cruise. •Significant operational and strategic leadership experience in launching and scaling new products and business lines in complex, regulated markets. •Expertise in go-to-market, product commercialization, and navigating the operational challenges of scaling disruptive technologies on a global level. | | Committees: | Professional Experience Highlights | | Compensation Technology and Cybersecurity | •Uber, a global mobility and technology platform providing ride-hailing and delivery services: Global Premium and New Verticals (2026-present), Head of U.S. Mobility (2025-2026), Head of Product Launch Operations and General Manager, Uber Air (2020-2020), Regional General Manager, West JUMP Scooters (2018-2019) and General Manager, Uber West Rides (2016-2018) •Cruise, an AI and autonomous vehicles technology company: VP of Commercialization (2021-2024) •Ford Motor Company, a global automobile manufacturer company: Global Head of Autonomous Ridesharing (2021-2021) •McKinsey & Company, a global management consulting firm: Engagement Manager (2011-2016) •JustMovedHere.com, a social networking and city guide website designed to facilitate the moving process: Founder and Chief Executive Officer (2007-2008) •Redstone Strategy Group, a management consulting firm: Analyst (2006-2007) | | | Education | | | •B.A. in Economics from Yale University •J.D. from the University of Southern California | | Brunilda Rios | Skills and Qualifications Provided to Our Board | | Age: 60 Independent Director Since: 2023 | •Extensive financial and accounting expertise, including as Vice President, Corporate Accounting of publicly traded Dell Technologies. •Broad-ranging experience leading digital and process transformation within the CFO office. •Facilitated widespread adoption of AI technology at Dell Technologies. •Extensive management experience in the technology industry. •Oversaw the merger and integration of Dell Technologies and EMC Corporation in 2016. •Expertise in strategy and financial management. •Qualifies as an “audit committee financial expert” under applicable SEC rules | | Committees: | Professional Experience Highlights | | Audit (Chair) Nominating and Corporate Governance | •Dell Technologies, a leading technology and IT solutions company: Chief Accounting Officer (2020-2025), Senior Vice President Global Revenue (2018-2020), Vice President Corporate Accounting (2016-2018), Executive Director – Corporate Accounting and Reporting (2005-2016), and Dell Financial Services, Corporate and Treasury Accounting Manager (2000-2005) | | | Education | | | •B.S. in Accounting and Finance from the University of Puerto Rico |

  13. Continuing Directors

    | Owen Ryan | Skills and Qualifications Provided to Our Board | | Age: 63 Director Since: 2018 Chair of the Board Since: 2023 | •Significant strategic leadership experience, including as President and Chief Executive Officer of BlackLine. •Deep financial and accounting expertise. •Public company board and corporate governance experience. •Certified public accountant. •Expertise in strategy and operational and financial management, overseeing the implementation of a new go-to-market strategy at BlackLine focused on a unified enterprise offering for the CFO office, while driving margin expansion. •Comprehensive knowledge of the Company’s customer base and product line, enabling targeted product innovation and effective market engagement. •Qualifies as an “audit committee financial expert” under applicable SEC rules. | | Committees: | Professional Experience Highlights | | None | •BlackLine, Inc.: Chief Executive Officer and Chairman (2023-present), Co-Chief Executive Officer (2023-2025) •Geller Advisors LLC, a provider of strategic advisory and wealth management services: Chief Executive Officer (2019-2022) •Geller & Company, LLC, a provider of outsourced CFO and technology services: Chief Strategy Officer (2018-2022) and Managing Principal (2018-2022) •AEGIS Insurance Services, Inc., a mutual insurance company: Chief Executive Officer and President (2016-2017) •Deloitte Advisory, Deloitte and Touche LLP’s Risk Advisory practice: Chief Executive Officer and Managing Partner as well as various other roles (1985-2016) | | | Other Public Company Boards | | | •Lincoln National Corp. (2023-present) | | | Education | | | •B.S. in Business Administration from New Jersey City University •M.B.A. from Columbia University |

  14. Continuing Directors

    | Sophia Velastegui | Skills and Qualifications Provided to Our Board | | Age: 50 Independent Director Since: 2020 | •Extensive expertise in business, product leadership, product development, AI, data strategy, and engineering in the technology sector. •Significant strategic leadership, operational, and management experience, driving enterprise transformation, go-to-market execution, and growth initiatives at AI, software, and technology companies. •Deep expertise in AI, data strategy, and applied technology, including in the development and deployment of advanced AI capabilities, generative AI, and enterprise software architectures. •Extensive cybersecurity knowledge and experience. | | Committees: | Professional Experience Highlights | | Audit Technology and Cybersecurity (Chair) | •Velastegui Ventures LLC: Chief Executive Officer (2020-present) •National Artificial Intelligence Advisory Committee of the U.S. National Science Foundation, an independent federal agency that supports science and engineering: Member (2023-present) •Aptiv PLC, an automotive technology company: Senior Vice President and Chief Product Officer (2022-2024) •Microsoft Corporation, a software and technology company: Chief Technology Officer, AI in Business Applications (2020-2022) and GM of AI Products and Search (2017-2020) •Doppler Labs, Inc., an audio technology company: Chief Product Officer (2017) •Nest Labs, Inc., a home automation specialist company that was acquired by Google: Head of Silicon/Architecture Roadmap (2015-2017) and Senior Manager of Silicon/Architecture Roadmap (2014-2015) | | | Other Relevant Boards | | | •Georgia Tech College of Engineering (2024-present) •U.S. National Science Foundation (2023-present) •World Economic Forum’s Global Future Council (2018-2022) | | | Education | | | •B.S. in Mechanical Engineering from Georgia Institute of Technology •M.S. in Mechanical Engineering from the University of California at Berkeley |

  15. Continuing Directors

    | Dr. Barbara Whye | Skills and Qualifications Provided to Our Board | | Age: 58 Independent Director Since: 2021 | •Seasoned Human Capital Management Executive with a proven track record of driving workplace development. •Spearheaded employee retention initiatives while leading large global teams. •25 years of leadership experience in the technology industry. •Led and oversaw strategy development for large-scale, enterprise-wide initiatives at Intel Corporation and Apple Inc. •Extensive experience advancing companies by developing, engaging, and empowering employees. •In-depth knowledge of the technology sector and corporate strategy. •Expert in AI, with a PhD in Artificial Intelligence and Ethics, focused on practical AI applications in Human Resources and strategies to leverage AI to enhance equitable talent practices and mitigate AI risks in the technology sector. | | Committees: | Professional Experience Highlights | | Nominating and Corporate Governance (Chair) | •Private investor (2024-present) •Apple Inc., a consumer electronics and technology company: Vice President of Inclusion and Diversity (2021-2024) •Intel Corporation, a semiconductor chip and technology company: Chief Diversity and Inclusion Officer and Corporate Vice President of Social Impact (2017-2021), Director of Strategy and External Alliances (2015-2017), Director of Diversity in Technology Initiative (2015), Director of Global Strategic Initiatives (2009-2015), and Business Operations and Talent Manager (1997-1999) | | | Education | | | •B.S. in Electrical Engineering from the University of South Carolina (USC) •M.B.A. from USC’s Darla Moore School of Business •PhD in Artificial Intelligence (AI) and Ethics from the School of Future of Innovation in Society at Arizona State University |

  16. Continuing Directors

    | Mika Yamamoto | Skills and Qualifications Provided to Our Board | | Age: 53 Independent Director Since: 2019 | •C-suite experience at publicly traded global technology companies, including serving as Chief Customer and Marketing Officer at Freshworks Inc., Chief Customer Engagement and Marketing Officer at F5 Networks, Inc., and Chief Digital Marketing Officer at SAP SE. •Significant expertise in enterprise, mid-market and SMB sales, support, and marketing in the software industry. •Helped several industry leaders build their brands, including cloud technology and blue-chip enterprise tech companies. •More than 20 years of channel, strategy, and operations experience at leading global organizations. •Expertise in data analysis and trend interpretation to drive customer engagement at leading technology companies. •In-depth knowledge of the technology sector and software-as-a-service, with a focus on scaling cloud and subscription growth. | | Committees: | Professional Experience Highlights | | Compensation (Chair) | •Freshworks Inc., a cloud-based customer service software company: Chief Customer and Marketing Officer (2023-2025) •F5 Networks, Inc., an enterprise network monitoring and technology company: Chief Customer Engagement and Marketing Officer (2019-2023) •Marketo, Inc., an Adobe Company: Global President of Marketo (2018) and then SVP and General Manager of Marketo at Adobe after it was acquired (2018-2019) •SAP SE, an enterprise business application company: Chief Digital Marketing Officer (2017-2018) and Chief Marketing Officer of SMB (2016-2017) •Amazon.com, Inc., a retail and cloud computing company: Head of Marketing and Merchandising - Amazon Books (2015-2016) •Drumroll, a brand experience agency: Growth Officer and Strategist (2013-2015) | | | Education | | | •B.A. in Commerce, Economics and Marketing from Queen’s University |

  17. Director Not Continuing

    Director Not Continuing

  18. Director Not Continuing

    | Thomas Unterman | Skills and Qualifications Provided to Our Board | | Age: 81 Independent Director Since: 2010 | •Substantial experience as an investment professional, including as founder of venture capital firm Rustic Canyon Partners, and with more than 20 years of experience investing in and advising growth companies. •Public company executive leadership experience, including as former Executive Vice President and Chief Financial Officer of The Times Mirror Company. •Board-level experience as a director of private technology companies. •Deep institutional knowledge of the Company, including as former Lead Independent Director. •Expertise in strategy and operational and financial management | | Committees: | Professional Experience Highlights | | Compensation Nominating and Corporate Governance | •Private investor (2024-present) •Rustic Canyon Partners, an early-stage venture capital investment firm: Founding partner (1999-2024) •Times Mirror Company, a newspaper publishing company that was acquired by Tribune Co.: Executive Vice President and Chief Financial Officer (1992-1999) •Morrison & Foerster, an international law firm: Attorney (1986-1992) •Orrick, Herrington & Sutcliffe LLP, an international law firm: Attorney (1969-1986) | | | Other Relevant Boards | | | •Various Rustic Canyon Partners portfolio companies •Various civil rights and other charitable nonprofit organizations | | | Education | | | •B.A. from the Woodrow Wilson School of Public Affairs at Princeton University •J.D. from the University of Chicago |

  19. Identification and Evaluation of Director Nominees

    Identification and Evaluation of Director Nominees Our Board believes the fresh perspectives brought by newer directors are critical for a forward-looking and strategic-minded Board when appropriately balanced with the deep understanding of our business provided by longer-serving directors. Accordingly, we have maintained a deliberate mix of new and longer-tenured directors on the Board, and the Nominating and Corporate Governance Committee is focused on maintaining an optimal mix of tenures, backgrounds, skills, and perspectives. In its evaluation of director candidates, including the members of the Board eligible for re-election, our Nominating and Corporate Governance Committee considers the current size and composition of the Board, the needs of the Board and its 11 Mr. Wagner served as a member of our Board, Compensation Committee, Nominating and Corporate Governance Committee, Technology and Cybersecurity Committee, and Strategic Committee until the date of the 2025 Annual Meeting, when he did not stand for re-election. respective committees, the directors nominated or designated in accordance with the Stockholders’ Agreement, if applicable, and the desired Board qualifications, expertise, and characteristics, including such factors as business experience, industry knowledge, and skill sets. Our Nominating and Corporate Governance Committee may consider such factors as differences in professional background, education, skill, and other individual characteristics, qualities, and attributes that contribute to the total mix of viewpoints and experience represented on the Board. Our Nominating and Corporate Governance Committee has engaged an executive search firm to assist in identifying and recruiting potential candidates for membership on our Board. Our Nominating and Corporate Governance Committee evaluates each individual in the context of the membership of the Board as a group, with the objective of having a group that can best contribute to the success of the business and represent stockholder interests with high character and integrity, and the exercise of sound judgment using its background and experience in various areas. In determining whether to recommend a director for re-election, our Nominating and Corporate Governance Committee also considers the director’s past attendance at meetings, participation in and contributions to the activities of the Board and the Company, and other qualifications and characteristics determined by the Board. Each director must ensure that other existing and anticipated future commitments do not materially interfere with his or her service as a director. In connection with evaluating recommendations for nomination for re-election, director tenure is also considered. In addition, our Nominating and Corporate Governance Committee assesses tenure of committee chairs as part of the annual Board evaluation process described below. After completing its review and evaluation of director candidates, our Nominating and Corporate Governance Committee will recommend a director nominee for selection by our Board. Our Board has the final authority in determining the selection of director candidates for nomination to our Board.

  20. COMPENSATION OF NON-EMPLOYEE DIRECTORS

    COMPENSATION OF NON-EMPLOYEE DIRECTORS

  21. Outside Director Compensation Policy

    Outside Director Compensation Policy Members of our Board who are not employees are eligible for compensation under our Outside Director Compensation Policy, adopted in 2016 in connection with our initial public offering. Mr. Ryan, our CEO, and Ms. Tucker, our Founder, do not receive compensation under our Outside Director Compensation Policy at any time they are serving as employees of the Company. The Outside Director Compensation Policy was developed in consultation with Compensia, Inc. (“Compensia”), an independent compensation consulting firm. Compensia provided recommendations and competitive non-employee director compensation data and analysis. Our Board considered and discussed these recommendations and data, and considered the specific duties and committee responsibilities of particular directors. Our Board adopted Compensia’s recommendations when it approved our Outside Director Compensation Policy, which we believe provides our non-employee directors with reasonable and appropriate compensation that is commensurate with the services they provide and competitive with compensation paid by our peer group companies to their non-employee directors. The Compensation Committee periodically reviews the type and form of compensation paid to our non-employee directors, which includes a market assessment and analysis by Compensia. As part of this analysis, Compensia reviews non-employee director compensation trends and data from companies comprising the same executive compensation peer group used by the Compensation Committee in connection with its review of executive compensation. Under our Outside Director Compensation Policy as in effect for fiscal year 2025, non-employee directors received compensation in the form of equity and cash, as described below:

  22. Recent Changes to Outside Director Compensation Policy

    Recent Changes to Outside Director Compensation Policy In the first quarter of fiscal year 2026, as part of a regular review of our Outside Director Compensation Policy, and in consultation with our independent compensation consultant, the Board approved amendments to the Outside Director Compensation Policy to increase the annual cash retainers for non-employee directors serving on the Nominating and Corporate Governance Committee. Effective as of January 1, 2026, each non-employee director who serves on the Nominating and Corporate Governance Committee is eligible to receive an annual cash retainer of $5,000, or in the case of the chair of the Nominating and Corporate Governance Committee, an annual cash retainer of $10,000.

  23. Director Compensation Table

    Director Compensation Table The following table provides information regarding compensation of our non-employee directors for service as directors, for the year ended December 31, 2025. The Company reimburses each outside director’s reasonable, customary, and properly documented travel expenses to attend Board meetings.

  24. Director Compensation Table

    | Name | Fees Earned or Paid in Cash($)(1) | Option Awards ($) | Stock Awards ($)(2) | Total ($) | | Saranga Balaji(6) | 24,725 | — | 183,317(4) | 208,042 | | Scott Davidson(7) | 41,725 | — | 233,303(3) | 275,028 | | Camille Drummond(8) | 54,417 | — | 199,977(3) | 254,394 | | Storm Duncan(9) | — | — | — | — | | David Henshall(10) | 62,566 | — | 199,977(3) | 262,543 | | Gregory Hughes(11) | 20,652 | — | 166,656(5) | 187,308 | | Megan Prichard(12) | — | — | — | — | | Brunilda Rios(13) | 64,886 | — | 199,977(3) | 264,863 | | Thomas Unterman(14) | 69,027 | — | 199,977(3) | 269,004 | | Sophia Velastegui(15) | 60,000 | — | 199,977(3) | 259,977 | | William Wagner(16) | 19,679 | — | — | 19,679 | | Barbara Whye(17) | 48,000 | — | 199,977(3) | 247,977 | | Mika Yamamoto(18) | 55,000 | — | 199,977(3) | 254,977 | | Amit Yoran(19) | 408 | — | — | 408 |

  25. Director Compensation Table

    _________________ (1)The amount shown reflects an annual cash retainer for such director’s service as a member of our Board and, if applicable, Lead Independent Director, Chair of our Audit Committee, Compensation Committee, Nominating and Corporate Governance Committee or Technology and Cybersecurity Committee, or membership on our Audit Committee, Compensation Committee, Nominating and Corporate Governance Committee, or Technology and Cybersecurity Committee. (2)RSUs are shown at their aggregate grant date fair value in accordance with authoritative accounting guidance on stock compensation. The fair value of each RSU is measured based on the closing price of our common stock on the date of grant. (3)Mr. Davidson, Ms. Drummond, Mr. Henshall, Ms. Rios, Mr. Unterman, Ms. Velastegui, Dr. Whye, and Ms. Yamamoto were each awarded RSUs covering 3,776 shares of our common stock on May 8, 2025. 100% of the shares subject to the RSUs will vest upon the earlier of May 8, 2026 or the day prior to our next Annual Meeting, subject to each of their continued services with us through such date. (4)Upon joining our Board on June 13, 2025, Mr. Balaji was awarded RSUs covering 3,391 shares of our common stock. 100% of the shares subject to the RSUs will vest upon the earlier of the one-year anniversary of the grant date or the day prior to our next Annual Meeting occurring after the grant date, subject to his continued service with the Company through such date. (5)Upon joining our Board on July 25, 2025, Mr. Hughes was awarded RSUs covering 2,976 shares of our common stock. 100% of the shares subject to the RSUs will vest upon the earlier of the one-year anniversary of the grant date or the day prior to our next Annual Meeting occurring after the grant date, subject to his continued service with the Company through such date. (6)Mr. Balaji held 3,391 RSUs as of December 31, 2025. (7)Upon joining our Board on March 14, 2025, Mr. Davidson was awarded RSUs covering 668 shares of our common stock. 100% of the shares subject to the RSUs vested on May 7, 2025. Mr. Davidson held 3,776 RSUs as of December 31, 2025. (8)Ms. Drummond held 3,776 RSUs as of December 31, 2025. (9)Upon joining our Board on March 11, 2026, Mr. Duncan was awarded RSUs covering 922 shares of our common stock. 100% of the shares subject to the RSUs will vest upon the earlier of the one-year anniversary of the grant date or the day prior to our next Annual Meeting occurring after the grant date, subject to his continued service with the Company through such date. Mr. Duncan did not hold any RSUs as of December 31, 2025. (10)Mr. Henshall held 3,776 RSUs as of December 31, 2025. (11)Mr. Hughes held 2,976 RSUs as of December 31, 2025. (12)Upon joining our Board on March 11, 2026, Ms. Prichard was awarded RSUs covering 922 shares of our common stock. 100% of the shares subject to the RSUs will vest upon the earlier of the one-year anniversary of the grant date or the day prior to our next Annual Meeting occurring after the grant date, subject to her continued service with the Company through such date. Ms. Prichard did not hold any RSUs as of December 31, 2025. (13)Ms. Rios held 3,776 RSUs as of December 31, 2025. (14)Mr. Unterman held 3,776 RSUs as of December 31, 2025. (15)Ms. Velastegui held 3,776 RSUs as of December 31, 2025. (16)Mr. Wagner served as director and as a member of our Compensation Committee, Nominating and Corporate Governance Committee, Technology and Cybersecurity Committee, and Strategic Committee until the date of the 2025 Annual Meeting, when he did not stand for re-election. Mr. Wagner did not hold any RSUs as of December 31, 2025. (17)Dr. Whye held 3,776 RSUs as of December 31, 2025. (18)Ms. Yamamoto held 3,776 RSUs, and stock options to purchase a total of 766 shares of our common stock as of December 31, 2025. (19)Reflects the compensation paid to Mr. Yoran prior to his death in January 2025. Mr. Yoran did not hold any RSUs as of December 31, 2025.

  26. ELECTION OF CLASS I DIRECTORS

    ELECTION OF CLASS I DIRECTORS Our Board is currently comprised of 14 directors and is divided into three staggered classes of directors. Immediately following the election of directors at the Annual Meeting, the size of the Board will be reduced to 13 members. At the Annual Meeting, three Class I directors will be elected to our Board by the holders of our common stock to succeed the same class whose term is then expiring. Each director’s term continues until the expiration of the term for which such director was elected and until such director’s successor is elected and qualified or until such director’s earlier death, resignation or removal.

  27. Nominees for Director

    Nominees for Director Our Nominating and Corporate Governance Committee has recommended to our Board, and upon such recommendation, our Board has nominated, Mr. Davidson, Mr. Henshall and Ms. Tucker for re-election as Class I directors at the Annual Meeting. Mr. Davidson and Mr. Henshall are standing for election by stockholders for the first time. If elected, Mr. Davidson, Mr. Henshall and Ms. Tucker will serve as Class I directors until the 2029 Annual Meeting and until their respective successors are duly elected and qualified, or until earlier death, resignation or removal. Our Board believes that each director nominee is highly qualified. For more information concerning the nominees, please see the section entitled “Board of Directors and Corporate Governance.” Mr. Davidson, Mr. Henshall and Ms. Tucker have agreed to serve as directors if elected, and management has no reason to believe that they will be unavailable to serve. If a nominee is unable or declines to serve as a director at the time of the Annual Meeting, proxies will be voted for any nominee who may be proposed by our Nominating and Corporate Governance Committee and designated by the present Board to fill the vacancy. Our Board recommends a vote “FOR” the election to the Board of Scott Davidson, David Henshall, and Therese Tucker as Class I directors.

  28. 2025 Executive Compensation Highlights

    | Market-based base salary increases | •We adjusted the base salaries of each of our existing NEOs in 2025, to better align base salaries with our competitive market and expected NEO contributions to our business, including in some cases additional changes due to increases in responsibilities. | | Continued focus on executive recruitment and retention | •While we seek to develop our executive compensation program so that it closely aligns with our pay-for-performance philosophy and rewards achievement of performance goals, this objective must complement other important objectives, including the hiring and retention of executives. •To improve recruitment and strengthen retention, we continued our practice in 2025 of granting each NEO a portion of their annual equity awards in RSUs that vest solely over a time-based schedule and are not tied to Company performance, with the remaining portion of their annual equity awards granted in performance stock units (“PSUs”) as discussed below. •In the fall of 2025, as a result of the CEO Transition, Mr. Ryan, Ms. Morgan-Prager and Mr. Ung had a significant increase in their responsibilities as a result of their new positions. Taking into account these expanded roles and the retentive value of their existing unvested equity, with the advice of the Compensation Committee’s independent compensation consultants, we made additional equity grants in November 2025 to Mr. Ryan, Ms. Morgan-Prager and Mr. Ung. These grants were split equally between RSUs that vest over a time-based schedule and PSUs that vest over a time-based schedule but are also subject to satisfaction of long-term performance conditions that are to be aligned to our 2026 PSU grants. |

  29. Our Compensation Philosophy

    Our Compensation Philosophy We are committed to developing and maintaining a compensation program that rewards our executives in direct alignment with the achievement of both near and long-term business and strategic objectives (i.e., pay-for-performance). In furtherance of this objective, our Compensation Committee routinely considers appropriate adjustments to the design of our compensation program to reflect our strategic direction and evolving needs of our business. Additionally, our Compensation Committee seeks to set compensation levels for our executive officers at competitive levels so that we can attract, retain, and motivate highly qualified executives to contribute to our success. In assessing overall compensation for our executive officers, the Compensation Committee generally considers our financial performance, stockholder returns and position vs. selected peers, market compensation data, the executive’s performance, awards given in previous years, and recommendations of our independent consultant. When making executive compensation decisions, the Compensation Committee is guided by the following principles: •Aligning interests of our executives with stockholders to ensure that executives’ compensation payouts align with the achievement of results that are correlated with long-term value and stock price appreciation. •Rewarding achievement by providing appropriate levels of awards for attaining both short-term and long-term financial results. •Paying for performance to ensure that a significant portion of executives’ compensation is realized when the organization meets its financial results. •Attracting and retaining senior executives with the right expertise necessary to achieve our strategic objectives and grow our organization. Our 2025 executive compensation program consisted of the following core elements: •base salary; •annual cash bonuses; •long-term equity compensation (RSUs and PSUs); and •retirement and health benefits on the same terms as for similarly situated non-executive employees.

  30. Pay-for-Performance

    Pay-for-Performance Our executive compensation program is reasonable, competitive, and rigorously balances the goals of attracting, motivating, rewarding, and retaining our NEOs. To ensure our NEOs’ interests are aligned with those of our stockholders and to motivate and reward individual initiative and effort, a substantial portion of their annual target total direct compensation opportunity is “at-risk” and the actual amounts payable to our NEOs will vary above or below target levels commensurate with our performance. We emphasize performance-based compensation that appropriately rewards our NEOs for delivering financial, operational, and strategic results that meet or exceed pre-established goals through our cash bonus plan and equity awards. As is explained in more detail in the section headed “Annual Cash Bonus Opportunities” and “Long-Term Equity Compensation,” our 2025 performance was reflected in corresponding results under our cash and performance-based equity compensation programs. Our focus on profitability resulted in strict fiscal discipline so that spending did not outpace revenue, and this resulted in the portion of our cash bonus and 2023 PSUs paid based on non-GAAP operating margin to be above target, while our below target performance with respect to our revenue metric resulted in the portion of our cash bonus and 2023 PSUs paid based on revenue to be earned below target; additionally, our below target performance against the ARR metric used in our 2024 and 2025 PSU awards were below the target level of performance and a portion of those awards vested. The graphics below illustrate at-risk pay versus fixed and time-based pay for Mr. Ryan, our CEO, and other NEOs for fiscal year 2025. *The CEO information above is based on Mr. Ryan’s compensation and the graphics exclude Ms. Tucker because we believed that her part-year service would result in data that made it less valuable from a comparability perspective.

  31. Executive Compensation Policies and Practices

    | What we do ✔ Independent Compensation Committee Advisor. The Compensation Committee engaged its own independent compensation consultant to assist with the design of the 2025 executive compensation program. ✔ Annual Executive Compensation Review. The Compensation Committee conducts an annual review of compensation for our NEOs and a review of compensation-related risks. ✔ Compensation At-Risk. The executive compensation program is designed so that a significant portion of executive annual compensation is “at risk” to align the interests of our NEOs and our stockholders. The 2025 Bonus Plan achievement for our NEOs was 90.1% of target based on the challenging goals set by the Compensation Committee and its review of our performance. ✔ Multi-Year Vesting Requirements. The equity awards granted to our NEOs vest over multiple years and generally no portion of these awards vests until approximately 12 months after the grant date, consistent with current market practice and our retention objectives. ✔ Limited Perquisites. We provide minimal perquisites and other personal benefits to our NEOs, except where they serve a legitimate business purpose. ✔ Stock Ownership Guidelines. We have robust stock ownership guidelines in order to encourage stock ownership among our directors and executive officers. ✔ Clawback Policy. We maintain a Compensation Recovery Policy that satisfies Nasdaq listing standards regarding clawback policies. Our Compensation Recovery Policy provides for the recoupment of certain incentive-based compensation in the event the Company is required to restate its financial statements due to the Company’s material noncompliance with any financial reporting requirements under the securities laws. | What we don’t do ✘ No “Golden Parachute” Tax Reimbursements. We do not provide any tax reimbursement payments (including “gross-up payments”) on any tax liability that our NEOs might owe as a result of the application of Sections 280G or 4999 of the Internal Revenue Code (the “Code”). ✘ No Special Retirement Plans. We do not offer, nor do we have plans to provide, pension arrangements, retirement plans or nonqualified deferred compensation plans or arrangements exclusively to our NEOs. ✘ No Special Health and Welfare Benefits. Our NEOs participate in the same Company-sponsored health and welfare benefits programs as our other full-time, salaried employees. ✘ No “Single Trigger” Change-of-Control Arrangements. No change-of-control payments or benefits are triggered simply by the occurrence of a change of control. All change-of-control payments and benefits are based on a “double-trigger” arrangement (that is, they either require both a change of control of the Company plus a qualifying termination of employment before payments and benefits are paid or, in the case of certain performance awards, require a change of control of the Company and the award is not assumed in the acquisition). ✘ No Hedging or Pledging. We have a policy that restricts employees from hedging our securities or pledging our securities as collateral. |

  32. Compensation-Setting Process

    Compensation-Setting Process We do not establish a specific target for setting the target total direct compensation opportunity of our NEOs. When determining and setting the amount of each compensation element, the Compensation Committee considers the following factors: •our performance against the financial and operational objectives established by the Compensation Committee and our Board; •each individual NEO’s skills, experience, and qualifications relative to other similarly situated executives at the companies in our compensation peer group; •the scope of each NEO’s role compared to other similarly situated executives at the companies in our compensation peer group; •the performance of each individual NEO, based on a subjective assessment of his or her contributions to our overall performance, ability to lead his or her business unit or function, and work as part of a team, all of which reflect our core values; •compensation parity among our NEOs; •with respect to NEOs other than our CEO, the recommendations of the CEO; and •the compensation practices of our compensation peer group and the positioning of each NEO’s compensation in a ranking of peer company compensation levels. These factors provide the framework for compensation decision-making and final decisions regarding the compensation opportunities for each NEO.

  33. Role of Management

    Role of Management The Compensation Committee believes our CEO, CFO, Chief People Officer, and CLAO have valuable insight into the contributions of our NEOs and solicits advice and input from each with respect to performance objectives under our annual bonus plan. In addition, our CFO provides input with respect to the establishment of metrics and targets for our annual incentive plan and our performance-based equity awards. Our CEO also provides input with respect to adjustments to annual base salaries, annual cash bonus opportunities, long-term equity incentive compensation opportunities, program structures, and other compensation-related matters for our NEOs (other than with respect to their own compensation). The Compensation Committee reviews and discusses this advice and input, along with the information, analysis, and other advice it receives from its independent compensation consultant and uses them as factors in determining and approving the compensation for our NEOs. None of our officers is involved in decisions regarding their own compensation.

  34. Role of Compensation Consultant

    Role of Compensation Consultant The Compensation Committee engages an external compensation consultant to assist it by providing information, analysis, and other advice relating to our executive compensation program and the decisions resulting from its annual executive compensation review. For 2025, the Compensation Committee retained Compensia to serve as its compensation advisor. This compensation consultant serves at the discretion of the Compensation Committee. During 2025, Compensia regularly attended the meetings of the Compensation Committee and provided the following services: •consulting with the Compensation Committee Chair and other members between Compensation Committee meetings; •providing competitive market data based in part on the compensation peer group for our NEO positions and evaluating how the compensation we pay our NEOs compares both to our performance and to how the companies in our compensation peer group compensate their executives; •assessing executive compensation trends within our industry, and updating on corporate governance and regulatory issues and developments; •providing competitive market data based on the compensation peer group for our Board and evaluating how the compensation we pay the non-employee members of our Board compares to how the companies in our compensation peer group compensate their boards of directors; and •reviewing market equity compensation practices, including “burn rate” and “overhang.” In 2025, Compensia did not provide any services to us other than the consulting services provided to the Compensation Committee. The Compensation Committee regularly reviews the objectivity and independence of the advice provided by its compensation consultant on executive compensation. The Compensation Committee has considered the six specific independence factors adopted by the SEC and reflected in the listing standards of Nasdaq and determined that the work of Compensia did not raise any conflicts of interest.

  35. Competitive Positioning

    Competitive Positioning To compare our executive compensation against the competitive market, the Compensation Committee reviews and considers the compensation levels and practices of a group of comparable technology companies. The companies in this compensation peer group were selected on the basis of their similarity to us in size and industry focus. For 2025 pay decisions, the Compensation Committee used compensation data derived from the compensation peer group as updated in August 2024. The companies in this compensation peer group were selected on the basis of their similarity to us, based on these criteria: •similar revenue size - ~0.5x to ~2.0x our last four fiscal quarter revenue of approximately $608 million (for Q1 of 2024) at the time of selection, we were at the 49th percentile of the chosen peers; •similar market capitalization - ~0.3x to ~3.0x our market capitalization of approximately $3.5 billion (around the time of the peer group review in August 2024) at the time of selection, we were at the 44th percentile of the chosen peers; •similar revenue growth and market-capitalization to revenue ratio; •industry - application software, internet services and infrastructure, and systems software; •executive positions similar in breadth, complexity, and/or scope of responsibility; and •competitors for executive talent. After consultation with Compensia, the Compensation Committee approved the following compensation peer group for 2025 compensation decisions:

  36. Competitive Positioning

    | AppFolio | Intapp | PROS Holdings | Sprout Social | | Appian | LiveRamp Holdings | Q2 Holdings | SPS Commerce | | Asana | nCino | Qualys | Tenable Holdings | | Clearwater Analytics | PagerDuty | Rapid7 | Workiva | | Five9 | Procore Technologies | Smartsheet | Vertex |

  37. Competitive Positioning

    Relative to the compensation peer group approved for 2024 compensation decisions, Alteryx was removed because it had been acquired. Varonis was removed because it met fewer of our selection criteria and therefore was less relevant against the collective peer set. Asana, LiveRamp Holdings, PROS Holdings, Sprout Social, and Vertex were all added so that we would continue to have a reasonably sized peer group and because they met the criteria outlined above. To analyze the executive compensation practices of the companies in our compensation peer group, Compensia gathered data from public filings. This information is supplemented with survey data from the Radford Global Compensation Survey database of companies that are similar to us in revenue, market capitalization and industry for purposes of providing additional perspective in the case of executive positions where the compensation peer group offered a limited number of relevant data points. This market data was then used as a reference point for the Compensation Committee to assess our current executive compensation levels in its deliberations on compensation forms and amounts. The market data reviewed in setting the compensation of our Co-CEOs for 2025 prior to the CEO transition was the average of the data shown in public filings for each peer company’s CEO and second-highest paid executive, a typical approach for similar situations based on Compensia’s experience. When assessing Mr. Ryan’s compensation in 2025 for periods when he was our only CEO, the peer company CEO data was used. The Compensation Committee reviews our compensation peer group at least annually and adjusts its composition, taking into account changes in both our business and the businesses of the companies in the peer group.

  38. Stockholder Advisory Votes on Named Executive Officer Compensation and Stockholder Engagement

    | What we heard | How we responded | | Longer Performance Periods. Many stockholders expressed a perspective that the one-year performance periods we historically used for our long-term incentive plan should instead measure performance over longer periods. | We modified our 2024 and 2025 long-term equity incentive awards so that 25% is now tied to our three-year performance as compared to an industry index. Prior to 2024, our long-term equity incentive awards were earned based on our one-year performance against an established budget. | | More Disclosure. We heard that stockholders would like more information about how performance metrics for annual and long-term incentives are selected, and the rationale for changes. | In this proxy statement, we have provided more information regarding such reasoning and intend to continue providing this type of disclosure. | | Long-term Incentive Metrics. Some stockholders expressed an interest in having long-term incentive metrics that are tied to the Company’s stock price performance over a three or more year period. | We modified our 2024 and 2025 long-term equity incentive awards to include 25% tied to our three-year total shareholder return (“TSR”) performance relative to an industry index. | | Avoid Overlapping Metrics. Some investors indicated a preference that there not be overlap between the goals for our annual bonuses and long-term equity incentive awards. | For 2024 and 2025, we moved away from the use of overlapping metrics between our annual bonus and long-term equity, a practice we intend to continue. |

  39. Individual Compensation Elements

    Individual Compensation Elements In 2025, the primary elements of our executive compensation program consisted of base salary, an annual cash bonus opportunity, and long-term equity incentive compensation in the form of RSU and PSU awards.

  40. Annual Cash Bonus Opportunities

    Annual Cash Bonus Opportunities Each NEO participated in the 2025 Bonus Plan, which was designed to motivate our NEOs to drive “top line” growth (using a revenue goal) as well as “bottom line” profitability (using a non-GAAP operating margin goal). Each NEO was assigned a target annual cash bonus opportunity for 2025, representing a percentage of his or her annual base salary. In February 2025, the Compensation Committee reviewed the target annual cash bonus opportunities of our NEOs for 2025, taking into consideration a competitive market analysis prepared by Compensia and the recommendation of our CEO (for all NEOs other than our CEO). The 2025 target annual cash bonus opportunities of the NEOs were as follows:

  41. Annual Cash Bonus Opportunities

    | NEO | 2025 Target Annual Cash Bonus Opportunity (as a percentage of base salary) | 2025 Target Annual Cash Bonus Opportunity | | Owen Ryan | 100% | $525,205(1) | | Therese Tucker | 80% | $466,729(1) | | Patrick Villanova | 75% | $297,437(2) | | Karole Morgan-Prager | 60% | $278,326(3) | | Jeremy Ung | 70% | $322,125(3) | | Stuart Van Houten | 100% | $430,521(4) |

  42. Annual Cash Bonus Opportunities

    _________________ (1)The target annual cash bonus opportunity for Mr. Ryan and Ms. Tucker are prorated to reflect changes to their compensation from October 1, 2025. (2)Mr. Villanova’s target annual cash bonus opportunity was prorated to reflect changes to his compensation from March 1, 2025. (3)The target annual cash bonus opportunity for Ms. Morgan-Prager and Mr. Ung are prorated to reflect changes to their compensation from April 1, 2025 and October 1, 2025. (4)Mr. Van Houten’s 2025 target annual cash bonus opportunity was prorated for his partial year of service as Chief Commercial Officer from February 11, 2025. Each NEO participant in the 2025 Bonus Plan was eligible to earn a payment with respect to his or her target annual cash bonus opportunity depending on our actual performance for the year as measured against the designated financial performance goals. As described in the section “2025 Bonus Plan Performance Matrix” below, overperformance against the financial performance goal for a bonus plan component could result in payments in excess of each NEO’s target opportunity for that component, while underperformance would result in payments below that target opportunity, or in no payment being earned with respect to one or more components.

  43. 2025 Bonus Plan Performance Matrix

    2025 Bonus Plan Performance Matrix In February 2025, the Compensation Committee, with input from management, approved revenue and non-GAAP operating margin as the performance measures for the 2025 Bonus Plan. The Compensation Committee selected these performance measures because it believed that they were appropriate drivers for our business as they provided a balance between growing our business, and managing our expenses, which enhance stockholder value over the short term. For 2025, our strategic focus was to grow our top-line as we moved toward profitability. In light of this focus, we increased the weighting of the Revenue component in our annual bonus plan from 50% to 60% and decreased the weighting of the non-GAAP operating margin from 50% to 40%. The 2025 Bonus Plan was to be funded based on the extent of our achievement against the target level of each of the financial metrics as set forth below:

  44. 2025 Bonus Plan Performance Matrix

    | 2025 Bonus Plan Performance Measure | Category | Target Level | Weighting (%) | | Revenue | Financial Component | $703.1 million | 60% | | Non-GAAP Operating Margin | Financial Component | 22.0% | 40% |

  45. 2025 Bonus Plan Performance Matrix

    The revenue measure funded with respect to that performance measure as follows:

  46. 2025 Bonus Plan Performance Matrix

    | Percentage Achievement of 2025 Revenue target* | Payment Percentage of Revenue Measure* | | 99.2% | 60% | | 100.0% | 100% | | 101.3% | 200% |

  47. 2025 Bonus Plan Performance Matrix

    The non-GAAP operating margin measure funded with respect to that performance measure as follows:

  48. 2025 Bonus Plan Performance Matrix

    | Percentage Achievement of 2025 non-GAAP Operating Margin target* | Payment Percentage of non-GAAP Operating Margin Measure* | | 95.5% | 50% | | 100.0% | 100% | | 109.1% | 125% |

  49. 2025 Bonus Plan Performance Matrix

    _________________ *If Revenue and Non-GAAP Operating Margin achievement during 2025 is between the percentage levels identified above, then the payment percentage with respect to the applicable performance metric is calculated based on a linear interpolation between those levels (rounded to one decimal). For purposes of the 2025 Bonus Plan, the financial performance measures had the following meanings:

  50. 2025 Bonus Plan Performance Matrix

    | Performance Measure | Meaning | | Revenue | “Revenue” is defined as the sum of the Company’s subscription, support, and professional services revenue; all determined under U.S. GAAP, excluding revenue from acquisitions completed during the Company’s applicable fiscal year. | | Non-GAAP Operating Margin | “Non-GAAP Operating Margin” is defined as the Company’s Non-GAAP income from operations divided by its total Revenue. “Non-GAAP income from operations” is defined as the Company’s GAAP income (loss) from operations, adjusted for: amortization of intangible assets, stock-based compensation, the change in the fair value of contingent consideration, transaction-related costs, legal settlement gains and costs, restructuring charges, impairment charges related to goodwill, impairment charges related to tangible and intangible assets, and the costs of natural disasters. |

  51. 2025 Bonus Plan Performance Matrix

    2025 Bonus Plan Decisions In February 2026, the Compensation Committee reviewed our overall performance for 2025, including performance against the performance measures established under the 2025 Bonus Plan. Using the 2025 Bonus Plan performance measures, the target performance, actual performance, and relative weighting were as follows:

  52. 2025 Bonus Plan Performance Matrix

    | Performance Measure | Target Performance Level | Actual Performance Level | Per Measure Achievement Percentage | Weighted Payment Percentage | | Revenue | $703.1 million | $700.4 million | 99.6% | 48.6% | | Non-GAAP Operating Margin | 22.0% | 22.3% | 101.4% | 41.5% | | Total | | | | 90.1% |

  53. 2025 Bonus Plan Performance Matrix

    Based on achievement of these financial performance measures, the 2025 Bonus Plan was funded at 90.1% of the target amount for each of our NEOs. The target annual cash bonus opportunities and the actual cash bonus payments made to the NEOs for 2025 are as follows:

  54. 2025 Bonus Plan Performance Matrix

    | NEO | Target Annual Cash Bonus Opportunity | Total Actual 2025 Cash Bonus Payment | | Owen Ryan | $525,205(1) | $473,378 | | Therese Tucker | $466,729(1) | $420,672 | | Patrick Villanova | $297,437(2) | $268,086 | | Karole Morgan-Prager | $278,326(3) | $250,861 | | Jeremy Ung | $322,125(3) | $290,337 | | Stuart Van Houten | $430,521(4) | $388,037 |

  55. 2025 Bonus Plan Performance Matrix

    _________________ (1)The target annual cash opportunity for Mr. Ryan and Ms. Tucker are prorated to reflect changes to their compensation from October 1, 2025. (2)Mr. Villanova’s target annual cash bonus opportunity was prorated to reflect changes to his compensation from March 1, 2025. (3)The target annual cash opportunity for Ms. Morgan-Prager and Mr. Ung are prorated to reflect changes to their compensation from April 1, 2025 and October 1, 2025. (4)Mr. Van Houten’s 2025 target annual cash bonus opportunity was prorated for his partial year of service as Chief Commercial Officer from February 11, 2025.

  56. Long-Term Equity Compensation

    Long-Term Equity Compensation The Compensation Committee believes long-term equity compensation is an effective means for focusing our NEOs on driving increased stockholder value over a multi-year period, providing a meaningful reward for appreciation in our stock price and long-term value creation, and motivating them to remain employed with us. Annual Long-Term Equity Awards In April 2025, the Compensation Committee determined the sizes of the 2025 equity awards for our NEOs and granted equity awards to all our NEOs in the form of 50% RSU awards and 50% PSU awards, with 50% of the PSUs subject to attainment of annual financial performance goals established on an annual basis for fiscal 2025, 2026, and 2027, and the remaining 50% of the PSUs subject to attainment of a relative TSR (“rTSR”) performance goal for a single period spanning fiscal 2025 through fiscal 2027. As with their other elements of compensation, the Compensation Committee determined the amount of long-term equity incentive compensation for our NEOs for 2025 as part of its annual compensation review (and for Mr. Van Houten, based on arm’s length negotiations in connection with his hiring) and after taking into consideration a competitive market analysis, the recommendations of our CEO, each NEO’s skills, experience, and role within the organization, the outstanding equity holdings of each NEO (including the vested and unvested status of such equity holdings), the proportion of our total shares outstanding used for annual employee long-term equity compensation awards (our “burn rate”) in relation to the companies in our compensation peer group, the potential voting power dilution to our stockholders (our “overhang”) in relation to the companies in our compensation peer group, and the other factors described above.

  57. Long-Term Equity Compensation

    | NEO | RSUs (number of shares)1 | Financial Metric PSUs (number of shares)2 | Relative TSR PSUs (number of shares)2 | Equity Awards (Targeted Grant Value) | | Owen Ryan | 76,250 | 38,125 | 38,125 | $7,500,000 | | Therese Tucker | 76,250 | 38,125 | 38,125 | $7,500,000 | | Patrick Villanova | 35,580 | 17,790 | 17,790 | $3,500,000 | | Karole Morgan-Prager | 31,520 | 15,760 | 15,760 | $3,100,000 | | Jeremy Ung | 35,580 | 17,790 | 17,790 | $3,500,000 | | Stuart Van Houten | 61,000 | 30,500 | 30,500 | $6,000,000(3) |

  58. Long-Term Equity Compensation

    _________________ (1)The number of shares was determined by dividing 50% of the targeted grant value by the 30-trading day average price ended on March 31, 2025 and rounding up to the nearest 10 shares. (2) The number of shares was determined by dividing 50% of the targeted grant value for the combined PSU grants by the 30-trading day average price ended on March 31, 2025 and rounding up to the nearest 10 shares, then multiplying by 50%. (3)Mr. Van Houten’s 2025 long-term equity award was the subject of arm’s-length negotiation in connection with Mr. Van Houten’s offer of employment as Chief Commercial Officer, beginning on February 11, 2025, and represents the value of both the annual award we would have granted to Mr. Van Houten in 2025 in the absence of a negotiated agreement and an additional amount in recognition of compensation foregone by Mr. Van Houten with his prior employer in connection with his acceptance of our offer. Grants to Mr. Van Houten in future years are expected to have a value around half the total value of his 2025 award. Each of the RSU awards listed in the table above vests as to 25% of the shares underlying the award on February 20, 2026, and as to 1/16th of the shares underlying the award each quarter thereafter, subject to the NEO’s continued service with us through the applicable date. Each of the financial metric PSU awards listed in the table above vests as to one-third of the shares underlying the award on each of February 20, 2026, 2027, and 2028, in each case subject to the NEO’s continued service with us through the applicable date, and our satisfaction of financial metric goals for the calendar year preceding the vesting date. These financial metric goals will be determined on an annual basis. The performance goals for vesting of the portions of these financial metric PSU awards eligible to vest in 2026 were determined at the time of grant, relate to our performance in fiscal 2025, and are detailed in the section “2025 PSU Performance Matrix for 2024 and 2025 PSUs” below. Each of the rTSR PSU awards listed in the table above is eligible to vest as up to 200% of the shares underlying the award on February 20, 2028, in each case subject to the NEO’s continued service with us through the applicable date, and our satisfaction of the rTSR goals for the three-year period spanning our fiscal 2025 through fiscal 2027. All of these awards are subject to additional vesting acceleration as described in the “Potential Payments Upon Termination or Change of Control” section below. Promotion Long-Term Equity Awards In November 2025, in connection with the CEO Transition, the Compensation Committee granted promotion equity awards to certain NEOs. In making this decision, the Compensation Committee considered their expanded responsibilities, the retentive effect of their then-outstanding equity awards, and the other factors described in the “Annual Long-Term Equity Awards” section above. Based on this review and considering shareholder feedback that an increase in Mr. Ryan’s equity position would result in better alignment with shareholder interests, the Compensation Committee determined to approve additional equity awards for Mr. Ryan, Ms. Morgan-Prager and Mr. Ung, in the form of RSU awards.

  59. Long-Term Equity Compensation

    | NEO | RSUs (number of shares)1 | PSUs (number of shares)1 | Equity Awards (Targeted Grant Value) | | Owen Ryan | 33,330 | 33,330 | $3,500,000 | | Karole Morgan-Prager | 2,860 | 2,860 | $300,000 | | Jeremy Ung | 1,910 | 1,910 | $200,000 |

  60. Long-Term Equity Compensation

    _________________ (1)The number of shares was determined by dividing 50% of the targeted grant value by the 30-trading day average price ended on October 31, 2025 and rounding up to the nearest 10 shares. Each of the RSU awards listed in the table above vests as to 25% of the shares underlying the award on November 20, 2026, and as to 1/16th of the shares underlying the award each quarter thereafter, subject to the NEO’s continued service with us through the applicable date. Each of the PSUs will vest based on the same performance metrics and vesting terms established for the PSUs to be granted to Company executives in 2026. All of these awards are subject to additional vesting acceleration as described in the “Potential Payments Upon Termination or Change of Control” section below. 2025 PSU Performance Matrix for 2023 PSUs In February 2025, the Compensation Committee, with input from management, approved revenue, annualized recurring revenue, and non-GAAP operating margin as the performance measures for the portion of the 2023 PSUs eligible to vest on February 20, 2026. The Compensation Committee selected these performance measures because it believed that they were appropriate drivers for our business as they provided a balance between growing our business and managing our expenses, which enhance stockholder value over the short term. The portion of the 2023 PSUs eligible to vest on February 20, 2026, was determined to be available for vesting based on the extent of our achievement against the target level of each of the financial metrics, as set forth below:

  61. Long-Term Equity Compensation

    | 2025 Performance Measure for 2023 PSUs | Target Level | Weighting | | Revenue | $703.1 million | 40% | | ARR | $703.6 million | 30% | | Non-GAAP Operating Margin | 22.0% | 30% |

  62. Long-Term Equity Compensation

    The scales used to determine attainment of the results under the Revenue, ARR, and Non-GAAP Operating Margin metrics discussed above were set as follows:

  63. Long-Term Equity Compensation

    | Percentage Achievement of 2025 Revenue target* | Percentage of Subject Award Available for Vesting* | | 99.2% | 60% | | 100.0% | 100% | | 101.3% and above | 200% |

  64. Long-Term Equity Compensation

    | Percentage Achievement of 2025 ARR target* | Percentage of Subject Award Available for Vesting* | | 99.1% | 50% | | 100.0% | 100% | | 102.8% and above | 200% |

  65. Long-Term Equity Compensation

    | Percentage Achievement of 2025 Non-GAAP Operating Margin* | Percentage of Subject Award Available for Vesting* | | 95.5% | 50% | | 100.0% | 100% | | 109.1% and above | 200% |

  66. Long-Term Equity Compensation

    _________________ *If Revenue, ARR, or non-GAAP operating margin during 2025 is between the percentage levels identified above, then the payment percentage with respect to the applicable performance metric is calculated based on a linear interpolation between those levels (rounded to the nearest hundred thousand dollars for Revenue and ARR and to the nearest 10 basis points for non-GAAP operating margin). 2025 PSU Performance Matrix for 2024 and 2025 PSUs In February 2025, the Compensation Committee, with input from management, approved ARR and rTSR as the performance measures for the 2025 PSUs. The ARR goals are to be established each year with vesting to occur on the February 20th following the fiscal year for which they were measured and the rTSR goal will be measured for the period from fiscal 2025 through fiscal 2027 and vest on February 20, 2028. The Compensation Committee selected these performance measures because it believed that they were appropriate drivers for our business as they provided a balance between growing our business and enhancing stockholder value. The portion of the 2024 and 2025 PSUs eligible to vest on February 20, 2026, was determined to be available for vesting based on the extent of our achievement against the target level of the ARR metric for fiscal 2025 as set forth below and the target for the rTSR portion also as set forth below, but measured for a three fiscal-year period.

  67. Long-Term Equity Compensation

    | 2025 Performance Measures for 2024 and 2025 PSUs | Target Level | Weighting | | ARR | $703.6 million | 50% | | rTSR for three-year period beginning in year of grant | 55th Percentile | 50% |

  68. Long-Term Equity Compensation

    The portion of the 2024 and 2025 PSUs scheduled to vest on February 20, 2026, that is subject to the ARR metric will be available for vesting based on attainment of that performance metric as follows:

  69. Long-Term Equity Compensation

    | 2025 Percentage Achievement for 2024 and 2025 ARR PSU targets* | Percentage of Subject Award Available for Vesting* | | 99.1% | 50% | | 100.0% | 100% | | 102.8% and above | 200% |

  70. Long-Term Equity Compensation

    The portion of the 2025 PSUs scheduled to vest on February 20, 2028, that is subject to the rTSR metric will be available for vesting based on attainment of that performance measure for the period from January 1, 2025, to December 31, 2027, as follows:

  71. Long-Term Equity Compensation

    | 2025 Percentage Achievement of rTSR PSU target* | Percentage of Subject Award Available for Vesting* | | 25th Percentile | 50% | | 55th Percentile | 100% | | 75th Percentile and above | 200% |

  72. Long-Term Equity Compensation

    _________________ *If performance achievement is between the percentage or percentile levels identified above, then the payment percentage with respect to the applicable performance metric is calculated based on a linear interpolation between those levels (rounded to the nearest hundred thousand dollars for ARR achievement or .01% for rTSR achievement). For PSUs, the financial performance measures had the following meanings:

  73. Long-Term Equity Compensation

    | Performance Measure | Meaning | | Revenue | “Revenue” is defined as the sum of the Company’s subscription, support, and professional services revenue; all determined under U.S. GAAP, excluding revenue from acquisitions completed during the Company’s applicable fiscal year. | | ARR | “ARR” is defined as contracted annualized recurring subscription and support revenue. ARR denominated in a currency other than USD shall be revalued using foreign exchange rates as of the balance sheet date for each quarterly reporting period. ARR shall exclude the impact of acquisitions completed during the Company’s applicable fiscal year. | | Non-GAAP Operating Margin | “Non-GAAP Operating Margin” is defined as the Company’s Non-GAAP income from operations divided by its total Revenue. “Non-GAAP income from operations” is defined as the Company’s GAAP income (loss) from operations, adjusted for: amortization of intangible assets, stock-based compensation, the change in the fair value of contingent consideration, transaction-related costs, legal settlement gains and costs, restructuring charges, impairment charges related to goodwill, impairment charges related to tangible and intangible assets, and the costs of natural disasters. | | Relative TSR | Relative TSR will be determined by how the Company’s TSR during the Performance Period (the “Company TSR”) compares to the TSRs of the Indexed Companies during the Performance Period. The Indexed Companies are those companies that are components of the S&P Software & Services Select Industry Index at the end of the Performance Period and were also components of such index as the beginning of the performance period. To determine TSR, the 30-day simple average closing price at the end of the performance period plus all dividends paid during the performance period will be divided by the 30-day simple average closing price at the beginning of the performance period. The TSRs of each Indexed Company and the Company will be ranked and such ranking will determine the Company’s percentile performance. |

  74. Long-Term Equity Compensation

    2023 PSU Performance Decisions In February 2026, the Compensation Committee reviewed our overall performance for 2025, including performance against the performance measures established for 2025 under the 2023 and 2024 PSU awards eligible to vest on February 20, 2026. Considering the performance measures established for those awards, the target performance, actual performance, and percent available for vesting before relative weighting were as follows:

  75. Long-Term Equity Compensation

    | Performance Measure | Target Performance Level | Actual Performance Level | Pre-Weighting Vesting Percentage | Weighted Vesting Percentage | | Revenue | $703.1 million | $700.4 million | 81.1% | 32.4% | | ARR | $703.6 million | $702.2 million | 88.3% | 26.5% | | Non-GAAP Operating Margin | 22.0% | 22.3% | 115.0% | 34.5% | | Total | | | | 93.4% |

  76. Long-Term Equity Compensation

    Based on this level of achievement, the Compensation Committee determined that, with respect to the shares eligible to vest on February 20, 2026, under the 2023 PSU awards, 93.4% of the target amount for each of our NEOs were eligible to vest. The numbers of shares available for vesting on February 20, 2026, under the 2023 PSUs for each of our NEOs are as follows:

  77. Long-Term Equity Compensation

    | Named Executive Officer | Target 2023 PSUs Eligible to Vest on February 20, 2026 (Number of Shares) | Total 2023 PSUs Earned and Vested on February 20, 2026 (Number of shares) | | Owen Ryan | 23,294 | 21,761 | | Therese Tucker | 23,294 | 21,761 | | Patrick Villanova | 2,564 | 2,395 | | Karole Morgan-Prager | 7,687 | 7,181 | | Jeremy Ung(1) | — | — | | Stuart Van Houten(2) | — | — |

  78. Long-Term Equity Compensation

    (1)Mr. Ung joined the company as Chief Technology Officer on April 15, 2024. (2)Mr. Van Houten joined the company as Chief Commercial Officer on February 11, 2025. 2024 & 2025 PSU Performance Decisions In February 2026, the Compensation Committee reviewed our overall performance for 2025, including performance against the performance measures established for 2025 under the PSU awards described above. Considering the performance measures established for those awards, the target performance, actual performance, and percent available for vesting before relative weighting were as follows:

  79. Long-Term Equity Compensation

    | Performance Measure | Target Performance Level | Actual Performance Level | Pre-Weighting Vesting Percentage | Weighted Vesting Percentage | | ARR | $703.6 million | $702.2 million | 88.3% | 88.3% | | Total | | | | 88.3% |

  80. Long-Term Equity Compensation

    Based on this level of achievement, the Compensation Committee determined that, with respect to the shares eligible to vest on February 20, 2026, under the 2024 & 2025 PSU awards, 88.3% of the target amount for each of our NEOs were eligible to vest. The numbers of shares available for vesting on February 20, 2026, under the 2024 & 2025 PSUs for each of our NEOs are as follows:

  81. Long-Term Equity Compensation

    | Named Executive Officer | Target 2024 & 2025 PSUs Eligible to Vest on February 20, 2026 (Number of Shares) | Total 2024 & 2025 PSUs Earned and Vested on February 20, 2026 (Number of Shares) | | Owen Ryan | 23,273 | 20,557 | | Therese Tucker | 23,273 | 20,557 | | Patrick Villanova | 7,410 | 6,545 | | Karole Morgan-Prager | 9,620 | 8,497 | | Jeremy Ung | 15,333 | 13,543 | | Stuart Van Houten | 10,166 | 8,979 |

  82. Perquisites, Special Bonuses and Other Personal Benefits

    Perquisites, Special Bonuses and Other Personal Benefits Currently, we do not view perquisites, special bonuses, or other personal benefits as a significant component of our executive compensation program. Accordingly, we do not provide perquisites, special bonuses, or other personal benefits to our NEOs, except in situations where we believe it is appropriate to assist an individual in the performance of his or her duties, to make our NEOs more efficient and effective, and for recruitment and retention purposes.

  83. Post-Employment Compensation

    Post-Employment Compensation Our Change-of-Control and Severance Policy (the “Executive Severance Policy”) is applicable to each of our NEOs other than Mr. Ryan and certain other participants. Under the Executive Severance Policy, a participant is eligible to receive severance and change-of-control benefits upon certain qualifying terminations of employment. As described below, Mr. Ryan has certain additional benefits pursuant to his employment agreement. We believe that having in place reasonable and competitive post-employment compensation arrangements is essential to attracting and retaining highly qualified executive officers. Our post-employment compensation arrangements were designed, in accordance with market practice and advice the Compensation Committee received from its independent compensation consultant, to provide reasonable compensation to executive officers who leave our Company under certain circumstances to facilitate their transition to new employment. Further, we seek to mitigate any potential employer liability and avoid future disputes or litigation by requiring a departing executive officer to sign a separation and release agreement acceptable to us as a condition to receiving post-employment compensation payments or benefits. We do not necessarily consider specific amounts payable under these post-employment compensation arrangements when establishing annual compensation. We do believe, however, that these arrangements are necessary to offer compensation packages that are competitive. We believe that these arrangements are designed to align the interests of management and stockholders when considering the long-term future of the Company. The primary purpose of these arrangements is to keep our most senior executive officers focused on pursuing all corporate transaction activity that is in the best interests of stockholders regardless of whether those transactions may result in their own job loss. Reasonable post-acquisition payments and benefits should serve the interests of both the executive and our investors. All payments and benefits in the event of a change of control of the Company are payable only if there is a qualifying termination of employment by an executive officer (a so-called “double-trigger” arrangement). In the case of the acceleration of vesting of outstanding equity awards, we use this double-trigger arrangement to protect against the loss of retention power following a change of control and to avoid windfalls, both of which could occur if vesting accelerated automatically as a result of the transaction. We do not pay excise taxes relating to a change of control of the Company (“gross-up payments”) and have no such obligations in place with respect to any of our NEOs. For information on the change-of-control and severance agreements for the NEOs, as well as an estimate of the potential payments and benefits payable under these agreements as of the end of 2025, see “Executive Employment Arrangements” and “Potential Payments Upon Termination or Change of Control” below.

  84. Policies and Practices Related to the Grant of Certain Equity Awards

    Policies and Practices Related to the Grant of Certain Equity Awards Our Board and the Compensation Committee of our Board do not take material nonpublic information into account when determining the timing and terms of equity grants. We do not have a policy or practice of timing equity grants based on the release of material non-public information. We have not granted stock options to any of our named executive officers since 2021 and we have never granted stock appreciation rights.

  85. Summary Compensation Table

    Summary Compensation Table The following table presents information concerning the total compensation of our NEOs for services rendered to us in all capacities during the years ended December 31, 2025, 2024, and 2023.

  86. Summary Compensation Table

    | Name and Principal Position | Year | Salary ($) | Bonus ($)(1) | Stock Awards ($)(2)(3) | Performance Stock Awards ($)(2)(4) | Option Awards ($)(2) | Non-Equity Incentive Plan Compensation ($)(5) | All Other Compensation ($)(6) | Total ($) | | Owen Ryan | 2025 | 524,231 | — | 5,694,941 | 4,908,126 | — | 473,378 | 14,000 | 11,614,676 | | CEO | 2024 | 496,250 | — | 4,160,286 | 5,147,281 | — | 609,812 | 13,800 | 10,427,429 | | | 2023 | 398,655 | — | 4,693,840 | 1,564,591 | — | 170,782 | 13,200 | 6,841,068 | | Therese Tucker | 2025 | 490,307 | — | 3,769,800 | 4,908,126 | | 420,672 | — | 9,588,905 | | Founder & former Co-CEO | 2024 | 496,250 | — | 4,160,286 | 5,147,281 | — | 609,812 | — | 10,413,629 | | | 2023 | 468,833 | — | 6,286,793 | 1,564,591 | — | 207,095 | — | 8,527,312 | | Patrick Villanova(7) | 2025 | 423,750 | — | 1,759,075 | 1,679,678 | — | 268,086 | 14,000 | 4,144,589 | | Chief Financial Officer | | | | | | | | | | | Mark Partin | 2025 | 77,885 | — | — | 978,030 | — | — | 14,000 | 1,069,915 | | Former Chief Financial Officer | 2024 | 445,001 | — | 2,828,653 | 3,891,169 | — | 403,565 | 13,800 | 7,582,188 | | | 2023 | 425,000 | — | 2,346,920 | 1,512,601 | — | 128,527 | 13,200 | 4,426,248 | | Karole Morgan-Prager | 2025 | 463,500 | 50,000 | 1,723,542 | 1,928,002 | — | 250,861 | 148,907 | 4,564,812 | | Chief Legal and Administrative Officer | 2024 | 432,500 | — | 1,719,506 | 2,344,911 | — | 306,375 | 21,548 | 4,824,840 | | | 2023 | 405,000 | — | 1,548,940 | 895,981 | — | 87,535 | 13,200 | 2,950,656 | | Jeremy Ung | 2025 | 459,692 | 50,000 | 1,869,397 | 1,958,024 | — | 290,337 | 14,000 | 4,641,450 | | Chief Technology Officer | 2024 | 302,404 | 150,000 | 3,357,554 | 2,886,052 | — | 260,690 | 13,800 | 6,970,500 | | Stuart Van Houten(8) | 2025 | 427,173 | 200,000 | 3,015,840 | 2,519,572 | — | 388,037 | 14,000 | 6,564,622 | | Chief Commercial Officer | | | | | | | | | |

  87. Summary Compensation Table

    _________________ (1)The amounts in this column represent bonuses to Ms. Morgan-Prager and Mr. Ung, dated October 1, 2025, and a one-time sign-on bonus in connection with Mr. Van Houten’s commencement of employment with the Company on February 11, 2025. The bonuses for Ms. Morgan-Prager and Mr. Ung are subject to one-year clawback. If Mr. Ung or Ms. Morgan-Prager voluntary resign or are terminated for cause within twelve (12) months of the payment date, they are obligated to repay the gross amount to the Company. Pursuant to the terms of his offer letter, if Mr. Van Houten voluntarily resigns or is terminated for cause within two (2) years of the employment start date, he is obligated to repay the gross amount of the sign-on bonus to the Company based on a tiered schedule. The portion of the bonus to be repaid is as follows: (i) 100% if the termination or resignation occurs within the first six (6) months of employment; (ii) 75% if the termination occurs after six (6) months but within twelve (12) months of employment; (iii) 50% if the termination occurs after twelve (12) months but within eighteen (18) months of employment; and (iv) 25% if the termination occurs after eighteen (18) months but within twenty-four (24) months of employment. (2)The amounts in this column represent the aggregate grant date fair value of stock and option awards as computed in accordance with ASC 718. As required by SEC rules, the amounts shown exclude the impact of estimated forfeitures related to service-based vesting conditions. (3)The amounts reported in the Stock Awards column reflect the aggregate grant date fair value of the RSUs granted to our NEOs in fiscal 2025, 2024, and 2023. (4)The amounts reported in the Performance Stock Awards Column reflect the aggregate grant date fair value of the PSUs granted in the year indicated, as computed in accordance with ASC 718. For PSUs, the value is reported as of the grant date based on the probable outcome of performance conditions, consistent with the estimate of aggregate compensation cost to be recognized over the service period determined as of the grant date under ASC 718, excluding the effect of estimated forfeitures. For PSUs approved in years prior to 2025, for which performance conditions were approved in 2025, the grant date for purposes of this disclosure is deemed to be in 2025. PSUs vest upon achievement of corporate performance goals. The assumptions used in the valuation of these awards are consistent with the valuation methodologies specified in the notes to our consolidated financial statements included in our Annual Report on Form 10-K for the fiscal year ended December 31, 2025. The grant date fair value of the fiscal 2025 PSUs assuming that the highest level of performance is achieved under the applicable performance measures is presented below. The estimated grant date fair value for these PSUs presented in the table above is different from (and lower than) the maximum value set forth below. These amounts do not necessarily correspond to the actual value recognized by our NEOs.

  88. Summary Compensation Table

    | Name | Maximum Value of 2025 PSUs | | Owen Ryan | $7,295,046 | | Therese Tucker | $7,295,046 | | Patrick Villanova | $2,182,902 | | Mark Partin | $1,956,060 | | Karole Morgan-Prager | $2,813,795 | | Jeremy Ung | $2,739,595 | | Stuart Van Houten | $3,022,179 |

  89. Summary Compensation Table

    (5)The amounts in this column represent annual incentives earned under our bonus plans for the applicable fiscal year. (6)In 2025, this amount includes 401(k) plan matching contributions in the amount of $14,000 each. In addition, Ms. Morgan-Prager, received $129,723 in US and foreign tax equalization payments and $5,184 in tax preparation fees related to her service in the United Kingdom and at our request. (7)Mr. Villanova became Chief Financial Officer effective March 1, 2025. (8)Mr. Van Houten joined the company as Chief Commercial Officer on February 11, 2025.

  90. Grants of Plan-Based Awards During 2025

    Grants of Plan-Based Awards During 2025 The following table presents information regarding grants of plan-based awards made to our NEOs during 2025:

  91. Grants of Plan-Based Awards During 2025

    | | | Estimated Future Payouts Under Non-Equity Incentive Plan Awards ($)(1) | | | Estimated Future Payouts Under Equity Incentive Plan Awards | | | Number of Securities Underlying Restricted Stock Units (#) | Grant Date Fair Value of Stock and Option Awards ($)(2) | | Name Executive Officer | Grant Date | Threshold ($) | Target ($) | Maximum ($) | Threshold (#) | Target (#) | Maximum (#) | | | | Owen Ryan | 2/12/2025 | 294,115 | 525,205 | 892,849 | | | | | | | | 2/12/2025(3) | | | | 12,578 | 23,294 | 46,588 | | 1,209,890 | | | 2/12/2025(4) | | | | 5,282 | 10,565 | 21,130 | | 548,746 | | | 4/2/2025(5) | | | | 19,062 | 38,125 | 76,250 | | 2,521,206 | | | 4/2/2025(6) | | | | 6,354 | 12,708 | 25,416 | | 628,284 | | | 4/2/2025(7) | | | | | | | 76,250 | 3,769,800 | | | 11/25/2025(8) | | | | | | | 33,330 | 1,925,141 | | Therese Tucker | 2/12/2025 | 261,368 | 466,729 | 793,439 | | | | | | | | 2/12/2025(3) | | | | 12,578 | 23,294 | 46,588 | | 1,209,890 | | | 2/12/2025(4) | | | | 5,282 | 10,565 | 21,130 | | 548,746 | | | 4/2/2025(5) | | | | 19,062 | 38,125 | 76,250 | | 2,521,206 | | | 4/2/2025(6) | | | | 6,354 | 12,708 | 25,416 | | 628,284 | | | 4/2/2025(7) | | | | | | | 76,250 | 3,769,800 | | Patrick Villanova | 2/12/2025 | 166,565 | 297,437 | 505,643 | | | | | | | | 2/12/2025(3) | | | | 1,384 | 2,564 | 5,128 | | 133,174 | | | 2/12/2025(4) | | | | 740 | 1,480 | 2,960 | | 76,871 | | | 4/2/2025(5) | | | | 8,895 | 17,790 | 35,580 | | 1,176,454 | | | 4/2/2025(6) | | | | 2,965 | 5,930 | 11,860 | | 293,179 | | | 4/2/2025(7) | | | | | | | 35,580 | 1,759,075 | | Mark Partin | 2/12/2025(3) | | | | 6,289 | 11,647 | 23,294 | | 604,945 | | | 2/12/2025(4) | | | | 3,591 | 7,183 | 14,366 | | 373,085 | | Karole Morgan-Prager | 2/12/2025 | 155,863 | 278,326 | 473,154 | | | | | | | | 2/12/2025(3) | | | | 4,150 | 7,687 | 15,374 | | 399,263 | | | 2/12/2025(4) | | | | 2,183 | 4,367 | 8,734 | | 226,822 | | | 4/2/2025(5) | | | | 7,880 | 15,760 | 31,520 | | 1,042,209 | | | 4/2/2025(6) | | | | 2,626 | 5,253 | 10,506 | | 259,708 | | | 4/2/2025(7) | | | | | | | 31,520 | 1,558,348 | | | 11/25/2025(8) | | | | | | | 2,860 | 165,194 | | Jeremy Ung | 2/12/2025 | 180,390 | 322,125 | 547,612 | | | | | | | | 2/12/2025(4) | | | | 4,701 | 9,403 | 18,806 | | 488,392 | | | 4/2/2025(5) | | | | 8,895 | 17,790 | 35,580 | | 1,176,453 | | | 4/2/2025(6) | | | | 2,965 | 5,930 | 11,860 | | 293,179 | | | 4/2/2025(7) | | | | | | | 35,580 | 1,759,075 | | | 11/25/2025(8) | | | | | | | 1,910 | 110,322 | | Stuart Van Houten | 4/2/2025 | 241,092 | 430,521 | 731,885 | | | | | | | | 4/2/2025(5) | | | | 15,250 | 30,500 | 61,000 | | 2,016,965 | | | 4/2/2025(6) | | | | 5,083 | 10,166 | 20,332 | | 502,607 | | | 4/2/2025(7) | | | | | | | 61,000 | 3,015,840 |

  92. Grants of Plan-Based Awards During 2025

    (1)Amounts in the “Estimated Future Payouts Under Non-Equity Incentive Plan Awards” columns relate to cash incentive compensation opportunities under our 2025 Bonus Plan, as described in the section titled “Executive Compensation—Compensation Discussion and Analysis—Individual Compensation Elements – 2025 Bonus Plan Performance Matrix” and “—2025 Bonus Plan Decisions.” The target opportunity under our 2025 Bonus Plan Award for each of Mr. Ryan and Ms. Tucker is prorated to reflect changes to their compensation from October 1, 2025. The target opportunity under our 2025 Bonus Plan Award for Mr. Villanova is prorated to reflect changes to his compensation from March 1, 2025. The target opportunity under our 2025 Bonus Plan Award for each of Ms. Morgan-Prager and Mr. Ung is prorated to reflect changes to their compensation from April 1, 2025, and October 1, 2025. The target opportunity under our 2025 Bonus Plan for Mr. Van Houten is prorated to reflect a partial year of service beginning on February 11, 2025. (2)The amount in this column represents the aggregate grant date fair value of stock awards as computed in accordance with ASC 718. The fair value of the PSUs is calculated based on target shares. (3)Reflects the award of PSUs at the threshold, target and maximum award levels for the portion of the 2023 PSUs scheduled to vest on February 20, 2026, as described in the section titled “Executive Compensation—Compensation Discussion and Analysis—Individual Compensation Elements—2025 PSU Performance Matrix for 2023 PSUs.” Further information on the threshold, target, maximum, and actual award level achievement of this PSU award, as well as descriptions of the performance goals for this PSU award is available in such section and the section “Executive Compensation—Compensation Discussion and Analysis—Individual Compensation Elements—2025 PSU Performance Decisions.” (4)Reflects the award of PSUs at the threshold, target and maximum award levels for the portion of the 2024 PSUs scheduled to vest on February 20, 2026, as described in the section titled “Executive Compensation—Compensation Discussion and Analysis—Individual Compensation Elements—2025 PSU Performance Matrix for 2024 and 2025 PSUs.” Further information on the threshold, target, maximum, and actual award level achievement of this PSU award as well as descriptions of the performance goals for this PSU award is available in such section and the section “Executive Compensation—Compensation Discussion and Analysis—Individual Compensation Elements—2025 PSU Performance Decisions.” (5)Reflects the award of PSUs at the threshold, target, and maximum award levels for the rTSR performance measure for the portion of the 2025 PSUs scheduled to vest on February 20, 2028, as described in the section titled “Executive Compensation—Compensation Discussion and Analysis—Individual Compensation Elements—Annual Long-Term Equity Awards.” Further information on the threshold, target, maximum, and, if available, actual award level achievement of this PSU award, as well as descriptions of the performance goals for this PSU award is available in such section and the section “Executive Compensation—Compensation Discussion and Analysis—Individual Compensation Elements—Long-Term Equity Compensation.” (6)Reflects the award of PSUs at the threshold, target and maximum award levels for the portion of the 2025 PSUs scheduled to vest on February 20, 2026, as described in the section titled “Executive Compensation—Compensation Discussion and Analysis—Individual Compensation Elements—2025 PSU Performance Matrix for 2024 and 2025 PSUs.” Further information on the threshold, target, maximum, and actual award level achievement of this PSU award as well as descriptions of the performance goals for this PSU award is available in such section and the section “Executive Compensation—Compensation Discussion and Analysis—Individual Compensation Elements—2025 PSU Performance Decisions.” (7)Reflects the award of RSUs for such NEOs as described in the section titled “Executive Compensation—Compensation Discussion and Analysis—Individual Compensation Elements – Annual Long-Term Equity Awards.” (8)Reflects the award of RSUs for such NEOs as described in the section titled “Executive Compensation—Compensation Discussion and Analysis—Individual Compensation Elements – Promotion Long-Term Equity.” In addition to these RSUs, each NEO also received a grant of an equal number of PSUs that would have their performance metrics set in February 2026 when annual performance-equity grants are made to the Company’s executives.

  93. Outstanding Equity Awards at Year-End

    Outstanding Equity Awards at Year-End The following table presents information concerning all outstanding equity awards held by each of our NEOs as of December 31, 2025:

  94. Outstanding Equity Awards at Year-End

    | | | Option Awards | | | | Stock Awards | | | | | Named Executive Officer | Grant Date(1) | Number of Securities Underlying Unexercised Options # Exercisable | Number of Securities Underlying Unexercised Options # Unexercisable | Option Exercise Price ($) | Option Expiration Date | Number of Shares or Units of Stock That Have Not Vested | Market Value of Shares or Units That Have Not Vested ($)(2) | Equity Incentive Plan Awards: Number of Unearned Shares, Units or Other Rights That Have not Vested (#) | Equity Incentive Plan Awards: Market or Payout Value of Unearned Shares, Units or Other Rights That Have Not Vested ($) | | Owen Ryan | 8/10/2018(7) | 2,874 | | 47.64 | 8/10/2028 | | | | | | | 3/7/2023(14) | | | | | 21,838 | 1,207,423 | | | | | 3/17/2024(15) | | | | | 35,658 | 1,971,531 | | | | | 3/17/2024(16) | | | | | | | 31,695 | 1,752,417 | | | 2/12/2025(18) | | | | | | | 23,294 | 1,287,925 | | | 2/12/2025(19) | | | | | | | 10,565 | 584,139 | | | 4/2/2025(20) | | | | | | | 38,125 | 2,107,931 | | | 4/2/2025(21) | | | | | | | 12,708 | 702,625 | | | 4/2/2025(22) | | | | | 76,250 | 4,215,863 | | | | | 11/25/2025(23) | | | | | 33,330 | 1,842,816 | | | | Therese Tucker | 10/17/2016(3) | 96,560 | | 14.00 | 10/16/2026 | | | | | | | 3/6/2018(6) | 95,080 | | 44.41 | 3/5/2028 | | | | | | | 5/15/2019(8) | 99,270 | | 48.65 | 5/15/2029 | | | | | | | 4/15/2020(10) | 145,970 | | 57.11 | 4/15/2030 | | | | | | | 3/6/2021(11) | 40,790 | | 111.53 | 3/6/2031 | | | | | | | 3/7/2023(14) | | | | | 21,838 | 1,207,423 | | | | | 3/17/2024(15) | | | | | 35,658 | 1,971,531 | | | | | 3/17/2024(16) | | | | | | | 31,695 | 1,752,417 | | | 2/12/2025(18) | | | | | | | 23,294 | 1,287,925 | | | 2/12/2025(19) | | | | | | | 10,565 | 584,139 | | | 4/2/2025(20) | | | | | | | 38,125 | 2,107,931 | | | 4/2/2025(21) | | | | | | | 12,708 | 702,625 | | | 4/2/2025(22) | | | | | 76,250 | 4,215,863 | | |

  95. Outstanding Equity Awards at Year-End

    | | | Option Awards | | | | Stock Awards | | | | | Named Executive Officer | Grant Date(1) | Number of Securities Underlying Unexercised Options # Exercisable | Number of Securities Underlying Unexercised Options # Unexercisable | Option Exercise Price ($) | Option Expiration Date | Number of Shares or Units of Stock That Have Not Vested | Market Value of Shares or Units That Have Not Vested ($)(2) | Equity Incentive Plan Awards: Number of Unearned Shares, Units or Other Rights That Have not Vested (#) | Equity Incentive Plan Awards: Market or Payout Value of Unearned Shares, Units or Other Rights That Have Not Vested ($) | | Patrick Villanova | 10/17/2016(4) | 750 | | 14.00 | 10/16/2026 | | | | | | | 2/23/2017(5) | 2,500 | | 29.30 | 2/22/2027 | | | | | | | 3/6/2018(6) | 10,560 | | 44.41 | 3/5/2028 | | | | | | | 5/15/2019(8) | 4,990 | | 48.65 | 5/15/2029 | | | | | | | 5/15/2019(9) | 11,070 | | 48.65 | 5/15/2029 | | | | | | | 4/15/2020(10) | 13,360 | | 57.11 | 4/15/2030 | | | | | | | 3/6/2021(12) | 2,700 | | 111.53 | 3/6/2031 | | | | | | | 4/4/2022(13) | | | | | 409 | 22,614 | | | | | 3/7/2023(14) | | | | | 2,404 | 132,917 | | | | | 3/17/2024(15) | | | | | 4,995 | 276,174 | | | | | 3/17/2024(16) | | | | | | | 4,440 | 245,488 | | | 2/12/2025(18) | | | | | | | 2,564 | 141,764 | | | 2/12/2025(19) | | | | | | | 1,480 | 81,829 | | | 4/2/2025(20) | | | | | | | 17,790 | 983,609 | | | 4/2/2025(21) | | | | | | | 5,930 | 327,870 | | | 4/2/2025(22) | | | | | 35,580 | 1,967,218 | | | | Karole Morgan-Prager | 3/6/2018(6) | 28,300 | | 44.41 | 3/5/2028 | | | | | | | 5/15/2019(8) | 25,600 | | 48.65 | 5/15/2029 | | | | | | | 4/15/2020(10) | 38,160 | | 57.11 | 4/15/2030 | | | | | | | 3/6/2021(12) | 13,870 | | 111.53 | 3/6/2031 | | | | | | | 4/4/2022(13) | | | | | 1,060 | 58,607 | | | | | 3/7/2023(14) | | | | | 7,207 | 398,475 | | | | | 3/17/2024(15) | | | | | 14,738 | 814,864 | | | | | 3/17/2024(16) | | | | | | | 13,100 | 724,299 | | | 2/12/2025(18) | | | | | | | 7,687 | 425,014 | | | 2/12/2025(19) | | | | | | | 4,367 | 241,451 | | | 4/2/2025(20) | | | | | | | 15,760 | 871,370 | | | 4/2/2025(21) | | | | | | | 5,253 | 290,438 | | | 4/2/2025(22) | | | | | 31,520 | 1,742,741 | | | | | 11/25/2025(23) | | | | | 2,860 | 158,129 | | | | Jeremy Ung | 5/8/2024(17) | | | | | 35,263 | 1,949,691 | | | | | 5/8/2024(16) | | | | | | | 28,210 | 1,559,731 | | | 2/12/2025(19) | | | | | | | 9,403 | 519,892 | | | 4/2/2025(20) | | | | | | | 17,790 | 983,609 | | | 4/2/2025(21) | | | | | | | 5,930 | 327,870 | | | 4/2/2025(22) | | | | | 35,580 | 1,967,218 | | | | | 11/25/2025(23) | | | | | 1,910 | 105,604 | | | | Stuart Van Houten | 4/2/2025(20) | | | | | | | 30,500 | 1,686,345 | | | 4/2/2025(21) | | | | | | | 10,166 | 562,078 | | | 4/2/2025(22) | | | | | 61,000 | 3,372,690 | | |

  96. Outstanding Equity Awards at Year-End

    (1)Each of the outstanding equity awards was granted pursuant to our 2014 Equity Incentive Plan (the “2014 Plan”) or our 2016 Equity Incentive Plan (the “2016 Plan”), as applicable. (2)These market values are determined by multiplying the number of shares by the fair market value per share of common stock on December 31, 2025 (the last trading day of 2025), or $55.29. (3)Twenty-five percent (25%) of the shares (rounded down to the nearest whole number of shares) vest on each of the first four anniversaries of the vesting commencement date (January 1, 2016), subject to continued service with us through each applicable vesting date. At December 31, 2025, all shares were vested. (4)Twenty-five percent (25%) of the shares (rounded down to the nearest whole number of shares) vest on each of the first four anniversaries of the vesting commencement date (October 13, 2016), subject to continued service with us through each applicable vesting date. At December 31, 2025, all shares were vested. (5)Twenty-five percent (25%) of the shares (rounded down to the nearest whole number of shares) vest on each of the first four anniversaries of the vesting commencement date (February 23, 2017), subject to continued service with us through each applicable vesting date. At December 31, 2025, all shares were vested. (6)Twenty-five percent (25%) of the shares underlying this option vest on the first anniversary of the vesting commencement date (February 20, 2018), and 1/16th of the shares subject to the option vest every three months thereafter on the same day of the month as the vesting commencement date, subject to continued service with us through each vesting date. At December 31, 2025, all shares were vested. (7)One hundred percent (100%) of the shares underlying this option vested on May 7, 2019. At December 31, 2025, all shares were vested. (8)Twenty-five percent (25%) of the shares underlying this option vest on the first anniversary of the vesting commencement date (February 20, 2019), and 1/16th of the shares subject to the option vest every three months thereafter on the same day of the month as the vesting commencement date, subject to continued service with us through each vesting date. At December 31, 2025, all shares were vested. (9)Twenty-five percent (25%) of the shares underlying this option vest on the first anniversary of the vesting commencement date (May 20, 2019), and 1/16th of the shares subject to the option vest every three months thereafter on the same day of the month as the vesting commencement date, subject to continued service with us through each vesting date. At December 31, 2025, all shares were vested. (10)Twenty-five percent (25%) of the shares underlying this option vest on the first anniversary of the vesting commencement date (May 20, 2020), and 1/16th of the shares subject to the option vest every three months thereafter on the same day of the month as the vesting commencement date, subject to continued service with us through each vesting date. At December 31, 2025, all shares were vested. (11)Fifty percent (50%) of the shares underlying this option vest on each of February 20, 2022 and February 20, 2023, subject to continued service with us through each vesting date. At December 31, 2025, all shares were vested. (12)Twenty-five percent (25%) of the shares underlying this option vest on the first anniversary of the vesting commencement date (February 20, 2021), and 1/16th of the shares subject to the option vest every three months thereafter on the same day of the month as the vesting commencement date, subject to continued service with us through each vesting date. At December 31, 2025, all shares were vested. (13)Twenty-five percent (25%) of the shares underlying this RSU award vest on the first anniversary of the vesting commencement date (February 20, 2022), and 1/16th of the shares underlying this RSU award will vest every three months thereafter on the same day of the month as the vesting commencement date, subject to continued service with us through each applicable vesting date. (14)Twenty-five percent (25%) of the shares underlying this RSU award vest on the first anniversary of the vesting commencement date (February 20, 2023), and 1/16th of the shares underlying this RSU award will vest every three months thereafter on the same day of the month as the vesting commencement date, subject to continued service with us through each applicable vesting date. (15)Twenty-five percent (25%) of the shares underlying this RSU award vest on the first anniversary of the vesting commencement date (February 20, 2024), and 1/16th of the shares underlying this RSU award will vest every three months thereafter on the same day of the month as the vesting commencement date, subject to continued service with us through each applicable vesting date. (16)Reflects the award of PSUs for the rTSR performance measure for the portion of the 2024 PSUs scheduled to vest on February 20, 2027, in each case subject to continued service with us through the applicable vesting date, as described in the section titled “Executive Compensation—Compensation Discussion and Analysis—Individual Compensation Elements—Annual Long-Term Equity Awards.” Further information on the threshold, target, maximum, and actual award level achievement of this PSU award as well as descriptions of the performance goals for this PSU award is available in such section and the section “Executive Compensation—Compensation Discussion and Analysis—Individual Compensation Elements—Annual Long-Term Equity Compensation.” (17)Twenty-five percent (25%) of the shares underlying this RSU award vest on the first anniversary of the vesting commencement date (May 20, 2024), and 1/16th of the shares underlying this RSU award will vest every three months thereafter on the same day of the month as the vesting commencement date, subject to continued service with us through each applicable vesting date. (18)Reflects one-third of the total number of shares underlying the 2023 PSU award, for which performance metrics were established on February 12, 2025 for the 2025 performance period. These shares will vest on February 20, 2026, subject to the satisfaction of applicable performance-based conditions for the calendar year preceding the vesting date, which performance-based conditions are to be determined on an annual basis, and in each case subject to continued service with us through the applicable vesting date. Further information on the threshold, target, maximum, and actual award level achievement of this PSU award as well as descriptions of the performance goals for this PSU award is available in such section and the section “Executive Compensation—Compensation Discussion and Analysis—Individual Compensation Elements—Annual Long-Term Equity Compensation.” (19)Reflects one-third of the total number of shares underlying the 2024 PSU award, for which performance metrics were established on February 12, 2025 for the 2025 performance period. These shares will vest on February 20, 2026, subject to the satisfaction of applicable performance-based conditions for the calendar year preceding the vesting date, which performance-based conditions are to be determined on an annual basis, and in each case subject to continued service with us through the applicable vesting date. Further information on the threshold, target, maximum, and actual award level achievement of this PSU award as well as descriptions of the performance goals for this PSU award is available in such section and the section “Executive Compensation—Compensation Discussion and Analysis—Individual Compensation Elements—Annual Long-Term Equity Compensation.”

  97. Outstanding Equity Awards at Year-End

    (20)Reflects the award of PSUs for the rTSR performance measure for the portion of the 2025 PSUs scheduled to vest on February 20, 2028, in each case subject to continued service with us through the applicable vesting date, as described in the section titled “Executive Compensation—Compensation Discussion and Analysis—Individual Compensation Elements—Annual Long-Term Equity Awards.” Further information on the threshold, target, maximum, and actual award level achievement of this PSU award as well as descriptions of the performance goals for this PSU award is available in such section and the section “Executive Compensation—Compensation Discussion and Analysis—Individual Compensation Elements—Annual Long-Term Equity Compensation.” (21)Reflects one-third of the total number of shares underlying the 2025 PSU award, for which performance metrics were established on February 12, 2025 for the 2025 performance period. These shares will vest on February 20, 2026, subject to the satisfaction of applicable performance-based conditions for the calendar year preceding the vesting date, which performance-based conditions are to be determined on an annual basis, and in each case subject to continued service with us through the applicable vesting date. Further information on the threshold, target, maximum, and actual award level achievement of this PSU award as well as descriptions of the performance goals for this PSU award is available in such section and the section “Executive Compensation—Compensation Discussion and Analysis—Individual Compensation Elements—Annual Long-Term Equity Compensation.” (22)Twenty-five percent (25%) of the shares underlying this RSU award vest on the first anniversary of the vesting commencement date (February 20, 2025), and 1/16th of the shares underlying this RSU award will vest every three months thereafter on the same day of the month as the vesting commencement date, subject to continued service with us through each applicable vesting date. (23)Twenty-five percent (25%) of the shares underlying this RSU award vest on the first anniversary of the vesting commencement date (November 20, 2025), and 1/16th of the shares underlying this RSU award will vest every three months thereafter on the same day of the month as the vesting commencement date, subject to continued service with us through each applicable vesting date.

  98. Stock Option Exercises and Stock Awards Vested During 2025

    Stock Option Exercises and Stock Awards Vested During 2025 The following table sets forth the number of shares acquired, and the value realized upon exercise of stock options during 2025 by each of our NEOs. The value realized on exercise of stock options is calculated based on the difference between the market price of our common stock upon exercise and the exercise price of the stock options.

  99. Stock Option Exercises and Stock Awards Vested During 2025

    | | Option Awards | | Stock Awards | | | Named Executive Officer | Number of Shares Acquired on Exercise (#)(1) | Value Realized on Exercise ($)(2) | Number of Shares Acquired on Vesting (#) | Value Realized on Vesting ($) | | Owen Ryan | — | — | 64,139 | 3,273,192 | | Therese Tucker | — | — | 64,139 | 3,273,192 | | Patrick Villanova | — | — | 15,318 | 790,986 | | Mark Partin | 96,760 | 208,648 | 34,010 | 1,677,373 | | Karole Morgan-Prager | — | — | 45,865 | 2,371,497 | | Jeremy Ung | — | — | 21,157 | 1,154,609 | | Stuart Van Houten | — | — | — | — |

  100. Stock Option Exercises and Stock Awards Vested During 2025

    _________________ (1)Reflects the aggregate number of shares of common stock underlying the stock options that were exercised in 2025. (2)Calculated by multiplying (i) the difference between (x) the sale price for shares of common stock sold concurrently with the exercise of an option, and if not, the fair market value of common stock on the option exercise date, which was determined using the closing price on NASDAQ of a share of common stock on the option exercise date, and (y) the exercise price of the option, by (ii) the number of shares of common stock acquired upon exercise.

  101. Potential Payments Upon Termination or Change of Control

    Potential Payments Upon Termination or Change of Control The following table provides information concerning the estimated payments and benefits that would be provided in the circumstances described below, assuming that the triggering event took place on December 31, 2025, the last day of our fiscal year.

  102. Potential Payments Upon Termination or Change of Control

    | Named Executive Officer | Qualifying Termination Not in Connection with a Change of Control ($) | Qualifying Termination in Connection with a Change of Control ($)(1) | | Owen Ryan | | | | Cash severance(2) | 600,000 | 1,425,205 | | Continued health coverage(3) | 32,332 | 48,082 | | Accelerated equity vesting(4)(5) | — | 19,282,332 | | Therese Tucker | | | | Cash severance(2) | 460,000 | 1,156,729 | | Continued health coverage(3) | 28,034 | 41,690 | | Accelerated equity vesting(4)(5) | — | 15,596,701 | | Patrick Villanova | | | | Cash severance(6) | 217,500 | 713,326 | | Continued health coverage(3) | 5,819 | 11,537 | | Accelerated equity vesting(4)(7) | — | 4,885,867 | | Karole Morgan-Prager | | | | Cash severance(6) | 242,500 | 763,326 | | Continued health coverage(3) | 4,882 | 9,679 | | Accelerated equity vesting(4)(7) | — | 6,613,900 | | Jeremy Ung | | | | Cash severance(6) | 242,500 | 807,125 | | Continued health coverage(3) | 19,357 | 38,382 | | Accelerated equity vesting(4)(7) | — | 8,496,801 | | Stuart Van Houten | | | | Cash severance(6) | 242,500 | 889,167 | | Continued health coverage(3) | 19,357 | 38,382 | | Accelerated equity vesting(4)(7) | 843,173 | 6,745,380 |

  103. Potential Payments Upon Termination or Change of Control

    _________________ (1)A qualifying termination of employment is considered “in connection with a change of control” if such termination occurs within the period commencing three (3) months before and ending twelve (12) months after a “change of control”. (2)These estimates of cash severance payable to Mr. Ryan and Ms. Tucker include: for a qualifying termination not in connection with a change of control, lump sum payments of twelve (12) months of base salary and COBRA premium costs; and for a qualifying termination in connection with a change of control, lump sum payment of eighteen (18) months of base salary and COBRA premium costs and prorated portion of the executive’s target annual bonus for the year of termination. (3)These estimates of continued coverage reflect the present value of monthly COBRA premium payments for the applicable severance period. (4)For purposes of valuing accelerated vesting, the values indicated in the table are calculated, with respect to stock options, as the aggregate excess of $55.29, the closing price of a share of our common stock on December 31, 2025 (the last trading day of 2025), if any, over the exercise price of the applicable option, multiplied by the number of unvested shares accelerated, with respect to RSUs, $55.29 multiplied by the number of unvested RSUs accelerated, and, with respect to PSUs, $55.29 multiplied by the number of PSUs for which performance conditions would be satisfied, or for which time-based vesting requirements would be accelerated. (5)These estimates of accelerated equity vesting for Mr. Ryan and Ms. Tucker include: for a qualifying termination in connection with a change of control, acceleration of one hundred percent (100%) of the executive’s then-outstanding equity awards, taking into account performance through the truncated period ending prior to the change of control for 2024 and 2025 PSUs subject to rTSR performance measures. (6)These estimates of cash severance payable to Ms. Morgan-Prager, Mr. Ung, Mr. Van Houten, and Mr. Villanova include: for a qualifying termination not in connection with a change of control, a lump sum payment of six (6) months of base salary and COBRA premium costs; and for a qualifying termination in connection with a change of control, a lump sum payment of twelve (12) months of base salary and COBRA premium costs and prorated portion of the executive’s target annual bonus for the year of termination. (7)These estimates of accelerated equity vesting for Ms. Morgan-Prager, Mr. Ung, Mr. Van Houten, and Mr. Villanova include: for termination upon a qualifying termination in connection with a change of control, acceleration of one hundred percent (100%) of the executive’s then outstanding and unvested equity awards, taking into account performance through the truncated period ending prior to the change of control for 2024 and 2025 PSUs subject to rTSR performance measures; and for Mr. Van Houten only for a termination by the Company that is not for cause and not in connection with a change of control within the first twelve (12) months of employment, accelerated vesting of the time-based RSUs granted pursuant to the executive’s offer letter and scheduled to vest on that award’s first vesting date.

  104. CEO Pay Ratio

    CEO Pay Ratio Under rules adopted pursuant to the Dodd-Frank Act, we are required to calculate and disclose the total compensation paid to our median paid employee, as well as the ratio of the total compensation paid to the median employee as compared to the total compensation paid to our CEO (the “CEO Pay Ratio”). The paragraphs that follow describe our methodology and the resulting CEO Pay Ratio.

  105. Methodology and Pay Ratio

    Methodology and Pay Ratio After applying our CACM methodology, we identified a median employee with anomalous compensation characteristics. Therefore, we substituted an employee near the median whose compensation was viewed as more representative of our median employee. Once the median employee was identified, we calculated the median employee’s annual target total direct compensation in accordance with the requirements of the Summary Compensation Table. Our median employee compensation as calculated using Summary Compensation Table requirements was $185,234. Mr. Ryan’s compensation as reported in the Summary Compensation Table was $11,614,676. Therefore, the CEO Pay Ratio for 2025 is approximately 63 to 1. This information is being provided for compliance purposes and 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. Accordingly, 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. Neither the Compensation Committee nor management of the Company used the CEO Pay Ratio measure in making compensation decisions.

  106. Pay Versus Performance

    Pay Versus Performance Under rules adopted pursuant to the Dodd-Frank Act, we are required to disclose certain information about the relationship between the compensation actually paid to our named executive officers and certain measures of Company performance. The material that follows is provided in compliance with these rules, however, additional information regarding our compensation philosophy, the structure of our performance-based compensation programs, and compensation decisions made this year is described above in our “Compensation Discussion and Analysis.” The following table provides information regarding compensation actually paid to our principal executive officer, or PEO, and other NEOs for each year from 2021 to 2025, compared to our TSR from December 31, 2020 through the end of each such year, and our net income and revenue for each such year.

  107. Pay Versus Performance

    | Year | Summary Compensation Table Total for Tucker(1)(2) | Compensation Actually Paid to Tucker(1)(3) | Summary Compensation Table Total for Ryan(1)(2) | Compensation Actually Paid to Ryan(1)(3) | Summary Compensation Table Total for Huffman(1)(2) | Compensation Actually Paid to Huffman(1)(3) | Average Summary Compensation Table Total for Non-PEO Named Executive Officers(4) | Average Compensation Actually Paid to Non-PEO Named Executive Officers(5) | Value of Initial Fixed $100 Investment Based On: | | Net Income (in millions)(8) | Revenue (in millions)(9) | | | | | | | | | | | Total Shareholder Return(6) | S&P 500 Software & Services Select Index Total Shareholder Return(7) | | | | 2025 | $9,588,905 | $9,411,065 | $11,614,676 | $9,511,695 | $— | $— | $4,170,096 | $2,758,608 | $41 | $123 | $25 | $700 | | 2024 | $10,413,629 | $7,677,682 | $10,427,429 | $8,059,143 | $— | $— | $6,345,152 | $5,137,986 | $46 | $124 | $161 | $653 | | 2023 | $8,527,312 | $6,738,346 | $6,841,068 | $5,553,701 | $702,699 | $(17,755,110) | $3,430,050 | $1,895,498 | $47 | $99 | $53 | $590 | | 2022 | $— | $— | $— | $— | $21,871,907 | $14,430,973 | $5,676,538 | $1,071,621 | $50 | $71 | $(29) | $523 | | 2021 | $— | $— | $— | $— | $6,046,686 | $(706,678) | $3,169,239 | $(2,564,663) | $78 | $108 | $(115) | $426 |

  108. Pay Versus Performance

    _________________ (1)Our PEO for 2021 and 2022 was Mr. Huffman, who succeeded Ms. Tucker as our Chief Executive Officer as of January 1, 2021. Mr. Huffman resigned as CEO on March 6, 2023. Ms. Tucker and Mr. Ryan were appointed as Co-CEOs effective March 6, 2023. Our PEOs for 2024 and 2025 were Ms. Tucker and Mr. Ryan. Ms. Tucker transitioned from her role as Co-CEO effective October 1, 2025, and Mr. Ryan continued as sole CEO and Chairman of our Board. (2)Represents the total compensation paid to our PEO in each listed year, as shown in our Summary Compensation Table for such listed year. (3)Represents the compensation actually paid to each PEO. Compensation actually paid does not mean that our PEO was actually paid those amounts in the listed year. This dollar amount is derived from the starting point of Summary Compensation Table total compensation under the methodology prescribed under the SEC’s rules, as shown in the table below.

  109. Pay Versus Performance

    | | Therese Tucker | Owen Ryan | | Summary compensation table total | $9,588,905 | $11,614,676 | | Subtract grant date fair value of option awards and stock awards granted in fiscal year | (8,677,926) | (10,603,067) | | Add fair value at fiscal year-end of outstanding and unvested option awards and stock awards granted in fiscal year | 9,630,156 | 9,630,156 | | Adjust for change in fair value of outstanding and unvested option awards and stock awards granted in prior fiscal years | (506,121) | (506,121) | | Add fair value at vesting of option awards and stock awards granted in fiscal year that vested during fiscal year | — | — | | Adjust for change in fair value as of vesting date of option awards and stock awards granted in prior fiscal years for which applicable vesting conditions were satisfied during fiscal year | (623,949) | (623,949) | | Subtract fair value as of prior fiscal year-end of option awards and stock awards granted in prior fiscal years that failed to meet applicable vesting conditions during fiscal year | — | — | | Compensation actually paid | $9,411,065 | $9,511,695 |

  110. Pay Versus Performance

    * There were no unvested options outstanding for PEOs in the past fiscal year and no Black Scholes valuations were conducted. (4)Represents the average of the total compensation paid to each of our NEOs other than our PEO in each listed year, as shown in our Summary Compensation Table for such listed year. The names of our NEOs other than our PEO for each such year are listed in the table below.

  111. Pay Versus Performance

    | 2025 | 2024 | 2023 | 2022 | 2021 | | Mark Partin | Mark Partin | Mark Partin | Therese Tucker | Therese Tucker | | Patrick Villanova | Jimmy Duan | Karole Morgan-Prager | Mark Partin | Mark Partin | | Karole Morgan-Prager | Karole Morgan-Prager | Mark Woodhams | Karole Morgan-Prager | Peter Hirsch | | Jeremy Ung | Jeremy Ung | | Mark Woodhams | Mark Woodhams | | Stuart Van Houten | | | | |

  112. Pay Versus Performance

    (5)This figure is the average compensation actually paid for our NEOs other than our PEO in 2025. Compensation actually paid does not mean that these NEOs were actually paid those amounts in the listed year, but this is a dollar amount derived from the starting point of Summary Compensation Table total compensation under the methodology prescribed under the SEC’s rules as shown in the table below.

  113. Pay Versus Performance

    | | 2025 | | Summary compensation table total | $4,170,096 | | Subtract grant date fair value of option awards and stock awards granted in fiscal year | (3,486,232) | | Add fair value at fiscal year-end of outstanding and unvested option awards and stock awards granted in fiscal year | 3,651,231 | | Adjust for change in fair value of outstanding and unvested option awards and stock awards granted in prior fiscal years | (127,605) | | Add fair value at vesting of option awards and stock awards granted in fiscal year that vested during fiscal year | — | | Adjust for change in fair value as of vesting date of option awards and stock awards granted in prior fiscal years for which applicable vesting conditions were satisfied during fiscal year | (218,073) | | Subtract fair value as of prior fiscal year-end of option awards and stock awards granted in prior fiscal years that failed to meet applicable vesting conditions during fiscal year | (1,230,809) | | Compensation actually paid | $2,758,608 |

  114. Pay Versus Performance

    * The assumptions used for determining the fair values of outstanding and unvested option awards shown in this table are different from those used to determine the fair values disclosed as of the grant date of such awards. The assumptions used for determining fair values shown in this table are: 3.62 - 3.71 years for Expected life, 55.94 - 56.58% for Volatility, 4.25% - 4.26% for the Risk-free rate, and 0% for the Expected dividend yield. (6)TSR is calculated by assuming that a $100 investment was made on the day prior to the first fiscal year reported below and reinvesting all dividends until the last day of each reported fiscal year. (7)The peer group used is the S&P Software & Services Select index, as used in the Company’s performance graph in our annual report. TSR is calculated by assuming that a $100 investment was made on the day prior to the first fiscal year reported below and reinvesting all dividends until the last day of each reported fiscal year. (8)The dollar amounts reported are the Company’s GAAP net income reflected in the Company’s audited financial statements. (9)In the Company’s assessment, GAAP revenue is the most important financial performance measure (other than stock price) used by the Company in 2025 to link compensation actually paid to performance.

  115. Description of Relationships Between Compensation Actually Paid and Performance

    Description of Relationships Between Compensation Actually Paid and Performance The following charts graphically show the relationship over the past five years of the CAP amounts for our CEOs and average CAP amounts for our PEOs compared to our cumulative TSR, S&P 500 Software & Services Select Index TSR, net income, and revenue.