DEF 14A of Rocket Lab Corp, Apr 6, 2026

DEF 14A of Rocket Lab Corp

Filed Apr 6, 2026 · FY20250001628280-26-023922

Open on EDGAR

  1. ELECTION OF DIRECTORS

    ELECTION OF DIRECTORS The members of our Board elected by holders of our Common Stock are divided into three classes of directors and serve staggered three-year terms, with each director to serve until such director’s successor is duly elected and qualified or until such director’s earlier death, resignation or removal. Vacancies on the Board shall be filled solely by the affirmative vote of a majority of the remaining directors then in office, even if less than a quorum of the Board and not by the stockholders. Any director so appointed to fill a vacancy shall hold office for the remainder of the full term of the class of directors in which the new directorship was created or the vacancy occurred and until such director’s successor shall have been duly elected and qualified or until his or her earlier resignation, death or removal. We have seven authorized members on our Board, which includes one director elected by the holders of our Series A Preferred Stock. On November 7, 2025, Matt Ocko, a Class II director, submitted his written resignation to the Secretary of the Company, effective November 30, 2025. In light of Mr. Ocko’s resignation, the Board reduced the size of the Board to seven members and the size of Class II from two to one member, as permitted by the Company’s Bylaws. The number of directors may be changed by our Board from time to time by resolution of a majority of the directors then in office or if at an annual meeting, by amendment of our bylaws by the affirmative vote of 66-2/3% of the outstanding voting stock of the Company entitled to vote on such amendment or repeal, voting together as a single class. If however, the Board recommends that stockholders approve such amendment or repeal at such meeting of stockholders, such amendment or repeal shall only require the affirmative vote of a majority of the outstanding capital stock of the Company entitled to vote on such amendment or repeal, voting together as a single class. At the Annual Meeting, our one Class II director is to be elected to hold office for a three-year term to expire at our 2029 annual meeting of stockholders and until his successor is duly elected and qualified. The Class II director nominee to the Board is Edward H. Frank.

  2. Executive Summary

    Executive Summary Who We Are We are an end-to-end space company with an established track record of mission success. We deliver reliable launch services, spacecraft design services, spacecraft components, spacecraft manufacturing and other spacecraft and on-orbit management solutions that make it faster, easier and more affordable to access space. We believe that space has defined some of humanity’s greatest achievements and it continues to shape our future. We are motivated by the impact we can have on Earth by making it easier to get to space and to use it as a platform for innovation, exploration and infrastructure. 2025 Business Highlights Our executive compensation program seeks to incentivize and reward strong corporate performance. 2025 was a year marked by significant achievements across our business. 2025 business highlights included the following: •Full year 2025 revenue of $601.8 million, representing year-on-year growth of approximately 38%. •Full year 2025 broad based growth with our organic space system products and services representing growth of $91.9 million and higher launch cadence that delivered growth of $73.7 million. •Backlog increased from $1,067.0 million at December 31, 2024 to $1,847.3 million as of December 31, 2025. Executive Compensation Overview Our compensation philosophy emphasizes a combination of base salary and periodic long-term incentives awards, primarily in the form of time-based restricted stock units (“RSUs”). Our executives are also eligible to receive discretionary cash bonuses, subject to the Compensation Committee’s assessment of company and individual performance each year. Our Compensation Committee views this approach as an effective strategy for aligning the interests of our executives with those of our stockholders, with incentives to drive long-term shareholder value creation, and aligning with the dynamic, high growth trajectory of our operations. In making decisions for fiscal year 2025 executive compensation, our Compensation Committee considered the significant appreciation of our stock and resulting value of outstanding unvested equity awards held by our executives. With this in mind, and building on our overall compensation philosophy, our Compensation Committee and Board took the following key actions with respect to the compensation of our Named Executive Officers for 2025: •No base salary increases for Named Executive Officers. •No discretionary cash bonuses paid in connection with our performance in fiscal 2025. •Approved an equity award in the form of time-based RSUs for our CEO as specified in his employment agreement finalized in December 2024. •No equity grants for other Named Executive Officers during 2025.

  3. Executive Compensation Philosophy and Objectives

    Executive Compensation Philosophy and Objectives Our executive compensation program is guided by our overarching philosophy of paying for demonstrable performance. We strive to provide an executive compensation program that is competitive, rewards achievement of our business objectives and aligns our executive officers’ interests with those of our stockholders. Consistent with this philosophy, we have designed our executive compensation program to achieve the following primary objectives: •provide market competitive compensation and benefit levels that will attract, motivate, reward and retain a highly talented team of executives within the context of responsible cost management; •establish a direct link between our financial and operational results and strategic objectives and the compensation of our executives; •align the interests and objectives of our executives with those of our stockholders by linking their long- term incentive compensation opportunities to stockholder value creation and their cash incentives to our annual performance; and •offer total compensation opportunities to our executives that are competitive, internally consistent and fair. We structure the annual compensation of our executive officers using the following principal elements: base salary, discretionary cash bonus opportunities and long-term equity incentive opportunities in the form of equity awards. The design of our executive compensation program is influenced by a variety of factors, with the primary goals being to align the interests of our executive officers, including our Named Executive Officers, and stockholders and to link pay with performance. We have not adopted policies or employed guidelines for allocating compensation between current and long- term compensation, between cash and non-cash compensation or among different forms of non-cash compensation. As described below, the Compensation Committee considers a variety of factors in formulating and proposing the appropriate yearly mix among such compensatory elements, including our compensation philosophy and the value of outstanding equity awards granted in prior years. Relationship Between Pay and Performance We design our executive compensation program to align the attraction, motivation and retention of our executive officers, including our Named Executive Officers, with the goal of promoting the interests of our stockholders. To ensure this balance and to motivate and reward individual initiative and effort, we seek to ensure that a meaningful portion of our executive officers’ target annual total direct compensation opportunity is variable in nature. We emphasize variable compensation that appropriately rewards our executive officers through the following two principal compensation elements: •First, we provide the opportunity to earn discretionary cash payments if they produce short-term results aligned with long-term stockholder value that meet or exceed certain business objectives set forth in our annual operating plan. •In addition, we grant RSU awards, which in the aggregate comprise a majority of their target total direct compensation opportunities. The value of these equity awards depends entirely on the value of our Common Stock, thereby incentivizing our executive officers to build sustainable long-term value for the benefit of our stockholders. These variable pay elements ensure that, each year, a substantial portion of our executive officers’ target total direct compensation is contingent (rather than fixed) in nature, with the amounts ultimately payable subject to variability above or below target levels commensurate with our actual performance. We believe that these compensation elements provide balanced incentives for our executive officers to meet our business objectives and drive long-term growth. To ensure that we remain faithful to our compensation philosophy, the Compensation Committee regularly evaluates the relationship between the reported values of the equity awards granted to our executive officers, the amount of compensation realizable (and, ultimately, realized) from such awards in subsequent years and our performance over this period. Executive Compensation Policies and Practices We endeavor to maintain sound governance standards consistent with our executive compensation policies and practices. The Compensation Committee reviews our executive compensation program on an annual basis to ensure consistency with our short-term and long-term goals given the dynamic nature of our business and the market in which we compete for executive talent. The following summarizes our executive compensation-related policies and practices that were in effect during 2025: What We Do: •Maintain Independent Compensation Committee. The Compensation Committee is comprised solely of independent directors who determine our compensation policies and practices and who have established effective means for communicating with our stockholders regarding their executive compensation views and concerns, as described in this Proxy Statement. •Annual Executive Compensation Review. The Compensation Committee reviews and approves our compensation strategy annually, including a review of our compensation peer group used for comparative purposes and a review of our compensation-related risk profile to ensure that our compensation programs do not encourage excessive or inappropriate risk-taking and that the level of risk that they do encourage is not reasonably likely to have a material adverse effect on the Company. •Maintain Independent Compensation Advisor. The Compensation Committee engaged its own compensation consultant to assist with its 2025 compensation review. This consultant performed no other consulting or other services for us in 2025. •Equity Compensation. Our executive compensation program is designed so that a significant portion of our executive officers’ compensation is equity-based to align the interests of our executive officers and stockholders. •Multi-Year Vesting Requirements. The equity awards granted to our executive officers vest over multi- year periods, consistent with current market practice and our retention objectives. •“Double-Trigger” Change-in-Control Arrangements. All change-in-control payments and benefits are based on a “double-trigger” arrangement (that is, they require both a change-in-control of the Company plus a qualifying termination of employment before payments and benefits are paid). •Health or Welfare Benefits. Our executive officers participate in broad-based Company-sponsored health and welfare benefit programs on the same basis as our other full-time, salaried employees, including payment of health care benefits for employees at the level of director and above. •Succession Planning. We review the risks associated with our key executive officer positions to ensure adequate succession plans are in place. What We Don’t Do: •No Executive Retirement Plans. We do not currently offer, nor do we have plans to offer, defined benefit pension plans or arrangements to our U.S. executive officers other than the plans and arrangements that are available to all employees. Our executive officers are eligible to participate in our Section 401(k) Plan (as defined below) on the same basis as our other U.S. employees. •Limited Perquisites. We provide minimal perquisites and other personal benefits to our executive officers, which, in 2025, consisted of cell phone reimbursements and for our COO, reimbursements for relocation and housing stipends, as well as related tax gross ups. •No Tax Payments on Perquisites. We do not provide any tax reimbursement payments (including “gross-ups”) on any perquisites or other personal benefits, other than on standard relocation and housing benefits.

  4. Executive Compensation Philosophy and Objectives

    •No Tax Payments on Change-in-Control Arrangements. We do not provide any excise tax reimbursement payments (including “gross-ups”) on payments or benefits contingent upon a change in control of the Company. •Limited Hedging or Pledging of Our Securities Without Pre-Clearance. Our executive officers, the members of our Board and certain designated employees (and certain related persons and entities) are prohibited from (i) buying or selling puts, calls, other derivative securities of the Company or any derivative securities that provide the economic equivalent of ownership of any of our securities or an opportunity, direct or indirect, to profit from any change in the value of our securities or engage in any other hedging transaction with respect to our securities or (ii) pledging our securities as collateral for a loan (or modifying an existing pledge), unless such transaction or pledge has been approved by the Nominating and Corporate Governance Committee of our Board. Non-Binding Stockholder Advisory Vote on Our Named Executive Officer Compensation At the 2025 Annual Meeting of Stockholders we conducted our annual non-binding stockholder advisory vote on Named Executive Officer compensation (commonly referred to as a “Say-on-Pay vote”) and received the support of approximately 80% of votes cast. We value the opinions of our stockholders. Our Board and the Compensation Committee have and will consider the outcome of this and future Say-on-Pay votes, as well as feedback received throughout the year, when making compensation decisions for our executive officers. In addition, consistent with the recommendation of our Board and the preference of our stockholders as reflected in the non-binding, advisory vote on the frequency of future Say-on-Pay votes held at our 2023 Annual Meeting of Stockholders, we intend to continue holding an annual Say-on-Pay vote.

  5. Compensation-Setting Process

    Compensation-Setting Process Role of Compensation Committee The Compensation Committee discharges the responsibilities of our Board relating to the compensation of our executive officers, including our Named Executive Officers. The Compensation Committee has the authority to make decisions regarding the compensation of our executive officers, including our Named Executive Officers, and formulate recommendations for our Board regarding the compensation of the non-employee members of our Board and our CEO, if requested. The Compensation Committee has the overall responsibility for overseeing our compensation and benefits policies generally and overseeing and evaluating the compensation plans, policies and practices applicable to our executive officers. In carrying out its responsibilities, the Compensation Committee evaluates our compensation policies and practices with a focus on the degree to which these policies and practices reflect our executive compensation philosophy, develops strategies and makes decisions that it believes further our philosophy or align with developments in best compensation practices and reviews the performance of our executive officers when making decisions with respect to their compensation. The Compensation Committee’s authority, duties and responsibilities are further described in its charter, which is reviewed annually and revised and updated as warranted. To date, the Compensation Committee has not delegated any of its authority to any persons of other committees. The Compensation Committee retains a compensation consultant (as described below) to provide support in its review and assessment of our executive compensation program; however, the Compensation Committee exercises its own judgment in determining the compensation of our executive officers, including our Named Executive Officers. Setting Target Total Direct Compensation Each year, the Compensation Committee conducts an annual review of the compensation arrangements of our executive officers, including our Named Executive Officers. As part of this review, the Compensation Committee evaluates the base salary levels, cash bonus opportunities and long-term incentive compensation opportunities of our executive officers and all related performance criteria. The Compensation Committee does not establish a specific target for formulating the target total direct compensation opportunities of our executive officers. When evaluating the competitive positioning of our Named Executive Officers, the Compensation Committee considers total compensation inclusive of the value of equity vesting during the fiscal year. In formulating its decisions about the compensation of our executive officers, the members of the Compensation Committee rely primarily on their general experience and subjective considerations of various factors, including the following: •our executive compensation program objectives; •our performance against the financial, operational and strategic objectives established by the Compensation Committee and our Board; •each individual executive officer’s knowledge, skills, experience, qualifications and tenure relative to other similarly situated executives at the companies in our compensation peer group and/or selected broad-based compensation surveys; •the scope of each executive officer’s role and responsibilities compared to other similarly situated executives at the companies in our compensation peer group and/or selected broad-based compensation surveys; •the prior performance of each individual executive officer, based on a subjective assessment of his contributions to our overall performance, ability to lead his business unit or function and work as part of a team, all of which reflect our core values; •the potential of each individual executive officer to contribute to our long-term financial, operational and strategic objectives; •the retention risk (and related replacement cost) of each individual executive officer; •our CEO’s compensation relative to that of our executive officers and compensation parity among our executive officers; •our financial performance relative to our peers; •the compensation practices of our compensation peer group and the companies in selected broad-based compensation surveys and the positioning of each executive officer’s compensation in a ranking of peer company compensation levels based on an analysis of competitive market data; and •the recommendations of our CEO with respect to the compensation of our executive officers (except with respect to his own compensation). These factors provide the framework for formulating and making decisions regarding the compensation opportunity for each executive officer, including each Named Executive Officer. No single factor is determinative in developing these decisions, nor is the impact of any individual factor on the determination of pay levels quantifiable. The Compensation Committee does not weigh these factors in any predetermined manner, nor does it apply any formulas in formulating and developing its compensation decisions for our executive officers. The members of the Compensation Committee consider this information in light of their individual experience, knowledge of the Company, knowledge of the competitive market, knowledge of each executive officer and business judgment in making their decisions. The Compensation Committee does not engage in formal benchmarking against other companies’ compensation programs or practices to establish our compensation levels or make specific compensation decisions with respect to our executive officers. Instead, in formulating and making its decisions, the Compensation Committee reviews information summarizing the compensation paid at a representative group of peer companies, to the extent that the executive positions at these companies are considered comparable to our positions and informative of the competitive environment and more broad-based compensation surveys to gain a general understanding of market compensation levels. Role of Management In discharging its responsibilities, the Compensation Committee works with members of our management, including our CEO. Our management assists the Compensation Committee by providing information on corporate and individual performance, market compensation data and management’s perspective on compensation matters. The Compensation Committee solicits and reviews our CEO’s proposals with respect to program structures, as well as his recommendations for cash compensation, long-term incentive compensation opportunities and other compensation-related matters for our executive officers, including our Named Executive Officers (except with respect to his own compensation), based on his evaluation of their performance for the prior year. At the end of each year, our CEO reviews the performance of our other executive officers including our Named Executive Officers, based on such individual’s level of success in accomplishing the business objectives established for him for the year and his overall performance during that year and then shares these evaluations with and makes recommendations to, the Compensation Committee for each element of compensation as described above. The annual business objectives for each executive officer are developed through mutual discussion and agreement between our CEO and the executive officers and take into account the Company’s business objectives, which are reviewed with our Board. The Compensation Committee reviews and discusses the proposals and recommendations with our CEO and considers them as one factor in formulating and making its decisions with respect to the compensation of our executive officers, including our Named Executive Officers. Our CEO also attends meetings of our Board and the Compensation Committee at which executive compensation matters are addressed, except with respect to discussions involving his own compensation.

  6. Compensation-Setting Process

    Role of Compensation Consultant The Compensation Committee has the sole authority to retain 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, including the authority to approve the consultant’s reasonable fees and other retention terms. The compensation consultant reports directly to the Compensation Committee and its chair and serves at the discretion of the Compensation Committee, which reviews the engagement annually. During fiscal year 2025, Compensia, a national compensation consulting firm, served as the compensation consultant of the Compensation Committee to advise on executive compensation matters, including competitive market pay practices for our executive officers, including our Named Executive Officers, and with the data analysis and selection of the compensation peer group. In fiscal year 2025, Compensia attended the meetings of the Compensation Committee (both with and without management present) as requested and provided various services, including the following: •assisted in the review and updating of our compensation peer group; •analyzed compensation levels of our Named Executive Officers relative to competitive market data based on companies in our compensation peer group and selected compensation surveys; •provided advice on compensation best practices and market trends for Named Executive Officers and directors; and •supported on other ad hoc matters throughout the year. The terms of Compensia’s engagement includes reporting directly to the Compensation Committee Chair. During fiscal year 2025, Compensia did not provide any additional services to the Compensation Committee. The Compensation Committee has evaluated its relationship with Compensia to ensure that it believes that such firm is independent from management. This review process included a review of the services that such compensation consultant provided, the quality of those services and the fees associated with the services provided during 2025. Based on this review, as well as consideration of the factors affecting independence set forth in Exchange Act Rule 10C-1(b)(4), Nasdaq Rule 5605(d)(3)(D) and such other factors as were deemed relevant under the circumstances, the Compensation Committee has determined that no conflict of interest was raised as a result of the work performed by Compensia. Competitive Positioning The Compensation Committee believes that peer group comparisons are useful guides to measure the competitiveness of our executive compensation program and related policies and practices. For purposes of assessing our executive compensation against the competitive market, the Compensation Committee reviews and considers the compensation levels and practices of a select group of peer companies. This compensation peer group consists of companies that are similar to us in terms of revenue, market capitalization and industry focus. The competitive data drawn from this compensation peer group is one of several factors that the Compensation Committee uses to formulate and make its decisions with respect to the compensation of our executive officers, including our Named Executive Officers. In October 2024, Compensia provided recommendations regarding the composition of the Company’s compensation peer group targeting inclusion of companies meeting the following criteria: •publicly traded companies in the aerospace and defense, cable. satellite, other space and aircraft- related industries, and broader technology, preferably located in California; •similar revenues – companies with revenue generally between $110M and $700M; •similar market capitalization –companies with market capitalizations generally between $1B and $10B; and •high revenue growth. Following this review, Compensia proposed changes to our prior peer group to remove companies that fell significantly outside the target financial criteria identified above, reposition Rocket Lab more closely to the median among peers, and reinforce an emphasis on aerospace and related high tech industry profiles. On the basis of this review, our compensation peer group was updated and the resulting peer groups is comprised of the following companies:

  7. Compensation-Setting Process

    The peer group used to support fiscal year 2025 compensation decisions reflects the following removals from the peer group used to determine fiscal year 2024 compensation: Alteryx, Ambarella, Energy Recovery, Five9, Indie Semiconductor, Intuitive Machines, Luminar Technologies, MaxLinear, Planet Labs, and Telesat. In addition, the fiscal year 2025 peer group reflects the following additions from the peer group used to determine fiscal year 2024 compensation: AST SpaceMobile, Astera Labs, Aurora Innovation, Joby Aviation, Loar Holdings, Lucid Group, and QuantumScape. Changes were driven primarily by an objective of reinforcing an emphasis on higher-valued aerospace and deep-tech companies in the peer group while balancing Rocket Lab’s positioning within the group on key financial metrics. The Compensation Committee uses data drawn from the companies in our compensation peer group, as well as data from custom data cuts drawn from the Radford Global Technology Survey, to evaluate the competitive market when formulating and making its decisions for the total direct compensation packages for our executive officers, including base salary, cash bonus opportunities and long-term incentive compensation opportunities. The Compensation Committee intends to review our compensation peer group at least annually and make adjustments to its composition if warranted, taking into account changes in both our business and the businesses of the companies in the peer group.

  8. Compensation Elements

    The base salaries earned by our Named Executive Officers during 2025 are set forth in the “Executive Compensation – 2025 Summary Compensation Table” below. Cash Bonuses On August 25, 2025, the Compensation Committee adopted a Senior Executive Cash Incentive Bonus Plan (the “Bonus Plan”) that provides for an opportunity to earn cash bonus payments based upon the attainment of performance targets established by the Compensation Committee. The performance targets may be related to financial and operational measures or objectives with respect to the Company, as well as individual performance objectives. While our executive officers are eligible to receive discretionary cash bonuses pursuant to the Bonus Plan, subject to the Compensation Committee’s assessment of company and individual performance as well as our overarching compensation philosophy, including factors described in “Compensation-Setting Process – Setting Target Total Direct Compensation” above, our Compensation Committee determined not to award any discretionary cash bonuses to our Named Executive Officers for fiscal year 2025. Long-Term Equity Incentive Compensation As a technology company that encounters significant competition for qualified personnel, long-term incentive compensation plays a critical role in our ability to attract, hire, motivate and reward qualified and experienced executive officers. The use of long-term incentive compensation in the form of equity awards is necessary for us to compete for qualified executive officers without significantly increasing cash compensation and is the most important element of our executive compensation program. We use equity awards to incentivize and reward our executive officers, including our Named Executive Officers, for long-term corporate performance based on the value of our Common Stock and, thereby, to align their interests with the interests of our stockholders. The realized value of these equity awards bears a direct relationship to our stock price and, therefore, these awards are an incentive for our executive officers to create value for our stockholders. Equity awards also help us retain our executive officers in a highly competitive market. To date, the Compensation Committee has not applied a rigid formula in developing its recommendations with respect to the size of the equity awards to be granted to our executive officers. Instead, in making these recommendations, the Compensation Committee has exercised its judgment as to the amount of the awards after considering a competitive market analysis prepared by its compensation consultant, the outstanding equity holdings of each executive officer (including the current economic value of his unvested equity holdings and the ability of these unvested holdings to satisfy our retention objectives), the projected impact of the proposed awards on our earnings, the proportion of our total shares outstanding used for annual employee long-term incentive compensation awards (our “burn rate”) in relation to the annual burn rate ranges of the companies in our compensation peer group and other recently-public technology companies, the potential voting power dilution to our stockholders in relation to the median practice of the companies in our compensation peer group and the other factors described in “Compensation-Setting Process — Setting Target Total Direct Compensation” above. Based upon these factors, the Compensation Committee formulates and determines the size of each award it proposes to recommend at levels it considers appropriate to create a meaningful opportunity for reward predicated on the creation of long-term stockholder value. 2025 Annual Equity Awards In December 2024, Mr. Beck entered into an amended and restated employment agreement intended to provide a total compensation package that the Compensation Committee viewed as competitive with the market for similar positions based on peer group data, described above, as well as Mr. Beck’s qualifications and experience. The terms of this employment agreement were additionally informed by the Compensation Committee’s assessment of Mr. Beck’s performance, contribution to our Company’s success, and importance to our Company in the future. The agreement provided for a fiscal 2025 equity award with a target value of not less than $8 million, which was approved by the Compensation Committee and granted in November 2025. In addition, the Compensation Committee evaluated the long-term incentive compensation of our Named Executive Officers in March 2025. As part of this review of our executive compensation program and after taking into consideration a competitive market analysis prepared by its compensation consultant and the existing equity holdings of our Named Executive Officers, the Compensation Committee did not approve an equity award for Messrs. Spice, Kampani and Klein due to the magnitude of their unvested holdings at the time of the review.

  9. Compensation Elements

    | Named Executive Officer | # of RSUs Awarded | Target Grant Value | | Mr. Beck | 132,426 | $8,000,000 | | Mr. Spice | — | $— | | Mr. Kampani | — | $— | | Mr. Klein | — | $— |

  10. Compensation Elements

    The RSUs granted to Mr. Beck vest as follows: 1/16 of the RSUs vested on November 22, 2025 and 1/16 of the RSUs vested or will vest on each March 1st, May 22nd, August 22nd or November 22nd thereafter, in each case subject to Mr. Beck’s continued service with the Company through each applicable vesting date. The target value was converted into a number of RSUs using the average closing price of the Company’s common stock during the 30-trading-day period ending on the trading day immediately prior to the grant date. Accordingly, the target value shown in the table above differs from the grant-date fair value reported in the 2025 Summary Compensation Table below. CEO Award Modification in 2025 During fiscal year 2024, Mr. Beck was granted an award for 631,498 RSUs (the “CEO FY24 RSUs”) with the following vesting schedule: 5/16th of the CEO FY24 RSUs vesting on March 1, 2025 and 1/16th of the remaining CEO FY24 RSUs vesting on each May 22, August 22, November 22 and March 1 thereafter, subject to Mr. Beck’s continued service through each applicable vesting date. In addition, during fiscal year 2024, Mr. Beck was granted a one-time award for 157,875 RSUs (the “CEO FY24 Special RSUs”) to vest in full on March 1, 2025, subject to Mr. Beck’s continued service through such date. The CEO FY24 Special RSUs were subsequently amended in February 2025 to vest in full on April 4, 2025 instead of March 1, 2025 and similarly, the CEO FY24 RSUs were amended in February 2025 so that the first tranche (i.e., 5/16th of the CEO FY24 RSUs) would vest on April 4, 2025 instead of March 1, 2025. All other vesting terms remain unchanged. The aggregate incremental fair value attributable to such modifications of the CEO FY24 RSUs and CEO FY24 Special RSUs is included in the 2025 Summary Compensation Table below.

  11. Other Compensation Policies and Practices

    Other Compensation Policies and Practices Employment Agreements We have entered into written employment agreements or employment offer letters with each of our Named Executive Officers. We believe that these agreements were necessary to secure the service of these individuals in a highly competitive job market. Each of these employment agreements provides for an indefinite term of “at will” employment (meaning that either we or the executive officer may terminate the employment relationship at any time without cause). These employment agreements generally set forth the Named Executive Officer’s initial base salary, initial target annual cash bonus opportunity and eligibility to receive annual equity awards based upon performance and award guidelines as established by our Board or the Compensation Committee. In addition, to the extent applicable, each employment agreement or employment offer letter also includes certain restrictive covenants, effective during the Named Executive Officer’s employment with us and for a six-month period thereafter (and 24 months for our CEO). Further, each of our Named Executive Officers is also subject to intellectual property assignment and perpetual confidentiality provisions that protect our commercial interests. Certain of the employment agreements also provided that each Named Executive Officer is eligible to receive severance payments and benefits upon a qualifying termination of employment. Such provisions, other than certain statutorily required notice periods in Mr. Beck’s agreement, have been subsequently replaced by the Executive Severance Plan, as more fully described in “Executive Compensation – Potential Payments on Termination or Change in Control” below. For detailed descriptions of the employment arrangements with our Named Executive Officers, see “Executive Compensation – Potential Payments on Termination or Change in Control” below. Post-Employment Compensation Pursuant to our Executive Severance Plan, each of our Named Executive Officers is eligible for certain protections in the event of specified involuntary terminations of employment (including a termination of employment by us “without cause” or a resignation of employment for “good reason” (as such terms are defined in the Executive Severance Plan (a “qualifying termination”)), including a qualifying termination in connection with a change in control of the Company), in exchange for executing and not revoking our then-standard separation agreement and release of claims and reaffirmation of the “restrictive covenants agreement” (as defined in the Executive Severance Plan). The Executive Severance Plan provides reasonable compensation in the form of severance pay and certain limited benefits to a Named Executive Officer if he leaves our employ under certain circumstances to facilitate his transition to new employment. Further, by requiring a departing Named Executive Officer to sign a separation agreement and release of claims in a form and with terms acceptable to us providing for a general release of all claims as a condition to receiving post-employment compensation payments or benefits we seek to mitigate any potential employer liability and avoid future disputes or litigation. In addition, we believe these arrangements align the interests of our Named Executive Officers and our stockholders when considering our long-term future. One of the primary purposes of these arrangements in the case of a change in control of the Company is to keep our executive officers focused on pursuing all corporate transaction activity that is in the best interests of our 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 officer and our stockholders. Under the Executive Severance Plan, all payments and benefits in the event of a change in control of the Company are payable only if there is a connected loss of employment by a Named Executive Officer (a so-called “double-trigger” arrangement). We use this double-trigger arrangement to protect against the loss of retention value following a change in control of the Company and to avoid windfalls, both of which could occur if vesting of either equity or cash-based awards accelerated automatically as a result of the transaction. We do not use excise tax payments (or “gross-ups”) relating to a change in control of the Company and have no such obligations in place with respect to any of our executive officers, including our Named Executive Officers. In the event of a change in control of the Company, to the extent Section 4999 of the Internal Revenue Code of 1986, as amended (the “Code”) is applicable to a Named Executive Officer, such individual is entitled to receive either (i) payment of the full amounts specified in the Executive Severance Plan to which he is entitled or (ii) payment of such amount that is less than the amount that would otherwise trigger the excise tax imposed by Section 4999, depending on which results in the Named Executive Officer receiving the greater net after-tax benefit. We believe that having in place reasonable and competitive post-employment compensation arrangements is essential to attracting and retaining highly qualified executive officers. The Compensation Committee does not consider the specific amounts payable under the post-employment compensation arrangements when developing its recommendations with respect to the annual compensation for our Named Executive Officers. We do believe, however, that these arrangements are necessary to offer compensation packages that are competitive. For detailed descriptions of the post-employment compensation arrangements with our Named Executive Officers under the Executive Severance Plan, as well as an estimate of the potential payments and benefits payable under these arrangements, see “Executive Compensation – Potential Payments on Termination or Change in Control” below. Health and Welfare Benefits Our Named Executive Officers are eligible to participate in the same employee benefit plans and on the same terms and conditions, as all other full-time, salaried U.S. employees. These benefits include medical, dental and vision insurance, business travel insurance, an employee assistance program, health and dependent care flexible spending accounts, basic life insurance, accidental death and dismemberment insurance, short-term and long-term disability insurance, commuter benefits, reimbursement for mobile phone coverage and an employee stock purchase plan. We maintain the Rocket Lab Corporation Section 401(k) Profit Sharing Plan & Trust, a tax-qualified retirement plan that provides eligible employees, including our U.S.-based Named Executive Officers, with an opportunity to save for retirement on a tax-advantaged basis (the “Section 401(k) Plan”). Retirement plan participants are able to defer eligible compensation subject to applicable annual limits under the Code. Participants pre-tax or Roth contributions are allocated to each participant’s individual account and are then invested in selected investment alternatives according to the participants’ directions. Participants are immediately and fully vested in their contributions. We match each participant’s contribution up to a maximum of 3% of their eligible compensation, subject to three-year vesting. The Section 401(k) Plan is intended to be qualified under Section 401(a) of the Code with the plan’s related trust intended to be tax exempt under Section 501(a) of the Code. We design our employee benefits programs to be affordable and competitive in relation to the market as well as compliant with applicable laws and practices. We adjust our employee benefits programs as needed based upon regular monitoring of applicable laws and practices and the competitive market. Employee Stock Purchase Plan

  12. Other Compensation Policies and Practices

    We offer our employees, including our Named Executive Officers, the opportunity to purchase shares of our Common Stock at a discount under our 2021 Employee Stock Purchase Plan (“2021 ESPP”). Pursuant to the 2021 ESPP, all eligible employees, including our Named Executive Officers, may allocate up to 15% of their compensation (as defined in the 2021 ESPP) during a twelve-month offering period with two six-month purchase periods to purchase our Common Stock at a 15% discount to the per share market price of our Common Stock on the first of the offering period or last day of the purchase period, whichever is lower, subject to specified limits. Perquisites and Other Personal Benefits Currently, we do not view perquisites or other personal benefits as a significant component of our executive compensation program. Accordingly, we do not provide significant perquisites or other personal benefits to our Named Executive Officers except as generally made available to our employees or in situations where we believe it is appropriate to assist an individual in the performance of his duties, to make him more efficient and effective and for recruitment and retention purposes. In 2025, we provided our Named Executive Officers with cell phone reimbursements and for our COO, reimbursements for relocation and housing stipends, and related tax gross ups. In the future, we may provide perquisites or other personal benefits in limited circumstances, such as those described in the preceding paragraph. All future practices with respect to perquisites or other personal benefits will be approved and subject to periodic review by the Compensation Committee. Hedging and Pledging Prohibitions Under our insider trading policy, our executive officers, the members of our Board and certain designated employees (and certain related persons and entities) are prohibited from (i) selling any of our securities that are not owned by such individual at the time of sale (a “short sale”), (ii) buying or selling puts, calls, other derivative securities of the Company or any derivative securities that provide the economic equivalent of ownership of any of our securities or an opportunity, direct or indirect, to profit from any change in the value of our securities or engage in any other hedging transaction with respect to our securities, at any time unless such transaction has been approved by the Nominating and Corporate Governance Committee of our Board or (iii) use our securities as collateral in a margin account. In addition, our executive officers, the members of our Board and certain designated employees (and certain related persons and entities) are prohibited from pledging our securities as collateral for a loan (or modifying an existing pledge) unless the pledge has been approved by the Nominating and Corporate Governance Committee of our Board. Clawback Policy We have adopted a compensation recovery policy (the “Clawback Policy”), in compliance with the requirements of the Dodd-Frank Act, final SEC rules and applicable Nasdaq listing standards, which covers our current and former executive officers, including all of our Named Executive Officers. Under the Clawback Policy, subject to limited exceptions, if we are required to prepare a restatement of previously issued financial statements of the Company due to the material noncompliance of the Company with any financial reporting requirement under federal securities laws, the Company will recover any incentive-based compensation received by any current or former executive officer after the effective date of the policy and during the three-year period preceding the date on which the Company is required to prepare the restatement that is in excess of what would have been paid or earned by such executive officer had the financial results been properly reported. Timing of Grant of Equity Awards Our Board and Compensation Committee typically grant equity awards on a quarterly basis, but do not follow a formal policy or practice related to the timing of the grants of equity awards. Neither the Board nor the Compensation Committee takes material nonpublic information into account when determining the timing of equity award grants in order to take advantage of a depressed stock price or an anticipated increase in stock price. Similarly, it is the Company’s practice not to release material nonpublic information based on equity award grant dates or for the purpose of affecting the value of executive compensation. We did not grant any stock options, stock appreciation rights or similar option-like instruments in 2025.

  13. 2025 Summary Compensation Table

    2025 Summary Compensation Table The following table presents information regarding the total compensation awarded to, earned by and paid to Rocket Lab’s Named Executive Officers for services rendered to Rocket Lab in all capacities in fiscal years ended December 31, 2025, 2024 and 2023, respectively.

  14. 2025 Summary Compensation Table

    | Name and Principal Position | Year | Salary ($) | Bonus ($)(1) | Stock Awards ($)(2) | All other Compensation ($) | Total ($) | | Peter Beck | 2025 | 800,000 | — | 6,030,680(3) | — | 6,830,680 | | President, Chief Executive Officer | 2024 | 575,000 | 783,750 | 18,163,473 | 588,535 | 20,110,758 | | and Chairman of the Board | 2023 | 500,000 | 462,714 | — | — | 962,714 | | Adam Spice | 2025 | 443,630(4) | — | — | 11,460(5) | 455,090 | | Chief Financial Officer | 2024 | 431,453 | 290,277 | — | 11,310 | 733,040 | | | 2023 | 407,000 | 268,189 | — | 13,133 | 688,322 | | Arjun Kampani | 2025 | 436,000(4) | — | — | 11,460(5) | 447,460 | | Senior Vice President, General Counsel | 2024 | 439,381 | 203,775 | 1,191,213 | 11,310 | 1,845,679 | | and Corporate Secretary | 2023 | 400,000 | 185,085 | — | 16,549 | 601,634 | | Frank Klein | 2025 | 400,000 | — | — | 26,025(5) | 426,025 | | Chief Operations Officer (6) | 2024 | 107,692 | 180,415 | 9,256,000 | 34,338 | 9,578,445 |

  15. 2025 Summary Compensation Table

    (1)For all the Named Executive Officers other than Mr. Klein, the amounts represent discretionary bonuses paid to such Named Executive Officers for the applicable fiscal year. For Mr. Klein, the amount for fiscal year 2024 represents (i) a $100,000 signing bonus and (ii) a $80,415 discretionary bonus. (2)In accordance with SEC rules, this column reflects the aggregate grant date fair value of the RSUs granted during the applicable fiscal year, computed in accordance with FASB ASC Topic 718. Assumptions used in the calculation of these amounts are included in Note 14 to our financial statements included in our Annual Report on Form 10-K for the fiscal year ended December 31, 2025. Such grant-date fair value does not take into account any estimated forfeitures related to service-based vesting conditions. These amounts also do not reflect the actual economic value that may be realized by the Named Executive Officers upon the vesting and settlement of RSUs or the sale of the Common Stock underlying such awards. (3)In fiscal year 2025, certain RSUs held by Mr. Beck were modified to amend their vesting date from March 1, 2025 to April 4, 2025. There was no incremental fair value, calculated in accordance with FASB ASC Topic 718, associated with this modification. (4)Salaries include cash paid in lieu of vacation. For fiscal year 2025, such amounts were $20,350 and $20,000 for Mr. Spice and Mr. Kampani, respectively. (5)For Messrs. Spice and Kampani, the amount represents employer matching contributions under our Section 401(k) Plan ($10,500 for Mr. Spice and $10,500 for Mr. Kampani) and cell phone reimbursements ($960 for Mr. Spice and $960 for Mr. Kampani). For Mr. Klein, the amount represents employer matching contributions under our Section 401(k) Plan of $10,500, reimbursement for a temporary housing stipend of $10,000 in connection with Mr. Klein’s relocation to the Long Beach, California area and $5,525 for related tax gross ups. (6)Mr. Klein commenced employment with us on September 16, 2024 as the Company’s COO and was not a Named Executive Officer for 2023.

  16. Grants of Plan-Based Awards Table for Fiscal Year 2025

    Grants of Plan-Based Awards Table for Fiscal Year 2025 The following table sets forth the individual awards made to each of our Named Executive Officers during 2025. For a description of the types of awards indicated below, please see our “Compensation Discussion and Analysis” above.

  17. Grants of Plan-Based Awards Table for Fiscal Year 2025

    | Name (1) | | Grant date | All Other Stock Awards: Number of Shares of Stock or Units (#)(2) | Grant Date Fair Value of Stock and Option Awards ($)(3) | | Peter Beck | Time-based RSUs | 11/15/2025 | 132,426 | 6,030,680 |

  18. Grants of Plan-Based Awards Table for Fiscal Year 2025

    (1)Mr. Spice, Mr. Kampani and Mr. Klein did not receive grants of equity awards during fiscal year 2025. None of the Named Executive Officers received payments under a non-equity incentive plan during fiscal year 2025. (2)The amounts shown represent time-based RSUs granted pursuant to our 2021 Stock Option and Incentive Plan (as amended from time to time, the “2021 Plan”), which amounts will be payable in shares of our Common Stock if the service-based conditions for such time-based RSUs are met, as described in the footnotes to the “Outstanding Equity Awards at 2025 Fiscal Year-End Table” below. (3)In accordance with SEC rules, this column reflects the aggregate grant date fair market value of the equity awards granted during 2025, computed in accordance with FASB ASC Topic 718. Assumptions used in the calculation of these amounts are included in Note 14 to our financial statements included in our Annual Report on Form 10-K for the fiscal year ended December 31, 2025. Such grant date fair values do not take into account any estimated forfeitures related to service-based vesting conditions. These amounts also do not reflect the actual economic value that may be realized by the Named Executive Officers upon the vesting or settlement of RSUs or the sale of the Common Stock underlying such awards. Furthermore, in fiscal year 2025, certain RSUs held by Mr. Beck were modified to amend their vesting date from March 1, 2025 to April 4, 2025. There was no incremental fair value, calculated in accordance with FASB ASC Topic 718, associated with this modification.

  19. Outstanding Equity Awards at 2025 Fiscal Year End Table

    Outstanding Equity Awards at 2025 Fiscal Year End Table The following table sets forth information concerning outstanding equity awards held by each of the Named Executive Officers as of December 31, 2025.

  20. Outstanding Equity Awards at 2025 Fiscal Year End Table

    | | | Option Awards(1) | | | | Stock Awards(2) | | | Name | Grant Date | Number of Securities Underlying Unexercised Options (#) Exercisable | Number of Securities Underlying Unexercised Options (#) Unexercisable | Option Exercise Price ($) | Option Expiration Date | Number of shares or units of stock that have not vested (#) | Market value of shares or units of stock that have not vested ($)(3) | | Peter Beck | 12/3/2024 | — | — | — | — | 315,750(4) | 22,026,720 | | | 11/15/2025 | — | — | — | — | 124,150(5) | 8,660,704 | | Adam Spice | 8/3/2018 | 3,254,156(6) | — | 1.09 | 8/3/2028 | — | — | | | 5/12/2022 | — | — | — | — | 229,691(7) | 16,023,244 | | Arjun Kampani | 5/12/2022 | — | — | — | — | 77,370(7) | 5,397,331 | | | 1/6/2024 | — | — | — | — | 110,298(8) | 7,694,388 | | Frank Klein | 9/19/2024 | — | — | — | — | 893,750(9) | 62,348,000 |

  21. Outstanding Equity Awards at 2025 Fiscal Year End Table

    (1)Each option is subject to the terms of our Second Amended and Restated 2013 Stock Option and Grant Plan (as amended from time to time, the “2013 Plan”). The options are subject to certain acceleration of vesting provisions pursuant to the Executive Severance Plan. (2)Each stock award is subject to the terms of the 2021 Plan. The equity awards are subject to certain acceleration of vesting provisions pursuant to the Executive Severance Plan. (3)Computed in accordance with SEC rules as the number of unvested shares or units multiplied by the closing market price of a share of our Common Stock on December 31, 2025, the last trading day of our 2025 fiscal year, which was $69.76. (4)5/16th of the RSUs vested on April 4, 2025 and 1/16th of the RSUs vested or will vest on each March 1st, May 22nd, August 22nd and November 22nd thereafter, in each case subject to Mr. Beck’s continuous service relationship through each applicable vesting date. (5)1/16th of the RSUs vested on November 22, 2025 and 1/16th of the RSUs vested or will vest on each March 1st, May 22nd, August 22nd and November 22nd thereafter, in each case subject to Mr. Beck’s continuous service relationship through each applicable vesting date. (6)Shares subject to the stock option have fully vested. (7)1/16th of the RSUs vested on August 22, 2022 and 1/16th of the RSUs vested or will vest on each March 1st, May 22nd, August 22nd and November 22nd thereafter, in each case subject to the applicable Named Executive Officer’s continuous service relationship through each applicable vesting date. (8)1/16th of the RSUs vested on March 1, 2024 and 1/16th of the RSUs vested or will vest on each March 1st, May 22nd, August 22nd and November 22nd thereafter, in each case subject to Mr. Kampani’s continuous service relationship through each applicable vesting date. (9)1/16th of the RSUs vested on November 22, 2024 and 1/16th of the RSUs vested or will vest on each March 1st, May 22nd, August 22nd and November 22nd thereafter, in each case subject to Mr. Klein’s continuous service relationship through each applicable vesting date.

  22. Option Exercises and Stock Vested in Fiscal Year 2025 Table

    Option Exercises and Stock Vested in Fiscal Year 2025 Table The following table sets forth the number of shares acquired and the value realized upon the exercise of stock options and the vesting of RSUs during the fiscal year ended December 31, 2025, by each of our Named Executive Officers.

  23. Option Exercises and Stock Vested in Fiscal Year 2025 Table

    | | Option Awards | | Stock Awards | | | Name | Number of Shares Acquired on Exercise (#) | Value Realized on Exercise ($)(1) | Number of Shares Acquired on Vesting (#) | Value Realized on Vesting ($)(2) | | Peter Beck | — | — | 473,623 | 10,617,834 | | Adam Spice | 1,867,496 | 86,072,891 | 459,381 | 15,993,342 | | Arjun Kampani | — | — | 209,888 | 7,307,224 | | Frank Klein | — | — | 325,000 | 11,314,875 |

  24. Option Exercises and Stock Vested in Fiscal Year 2025 Table

    (1)The value realized upon exercise of options is calculated by multiplying the number of shares as to which the option was exercised by the closing price of a share of our Common Stock on the exercise date, net of the exercise price. (2)The value realized upon vesting of RSUs is calculated by multiplying the number of shares of RSUs vested by the closing price of a share of our Common Stock on the vesting date.

  25. Potential Payments on Termination or Change in Control

    Potential Payments on Termination or Change in Control

  26. PAY VERSUS PERFORMANCE

    PAY VERSUS PERFORMANCE As required by Section 953(a) of the Dodd-Frank Wall Street Reform and Consumer Protection Act and Item 402(v) of Regulation S-K (the “PVP Rules”), we are providing information about the relationship between our company performance and executive compensation actually paid to our Principal Executive Officer (our “PEO”) and the other Named Executive Officers (the “Reported NEOs”), as calculated in accordance with Item 402(v) of Regulation S-K. For further information concerning our pay-for-performance philosophy and how we align executive compensation with our performance, see our Compensation Discussion and Analysis in this Proxy Statement and in our proxy statements filed for 2021, 2022, 2023 and 2024. In the below pay versus performance table, we provide information about compensation of our Named Executive Officers for each of the last five fiscal years (the “Covered Years”). Additionally, we provide information about the results for certain financial performance measures during the Covered Years. Although the PVP Rules require us to disclose “compensation actually paid” (“CAP”), these amounts do not necessarily reflect compensation that our NEOs actually earned in the Covered Years. Instead, “compensation actually paid” reflects a calculation computed in accordance with the PVP Rules, including adjustments to the values of unvested and vested equity awards during the Covered Years based on either year-end or vesting date stock prices and various accounting valuation assumptions. “Compensation actually paid” generally fluctuates due to stock price performance.

  27. PAY VERSUS PERFORMANCE

    | Pay Versus Performance | | | | | | | | | | | | | | | | Year | Summary Compensation Table Total for PEO | | Compensation Actually Paid to PEO | | Average Summary Compensation Table Total for Non-PEO NEOs | | Average Compensation Actually Paid to Non-PEO NEOs | | Value of Initial Fixed $100 Investment Based On: | | | | Net Loss | | | | | | | | | | | | Rocket Lab Total Shareholder Return | | Peer Group Total Shareholder Return | | | | | (1) | (2) | | (3) | | (2) | | (4) | | (5) | | (6) | | | | | 2025 | | 6,830,680 | | 23,355,230 | | 442,858 | | 22,211,105 | | 669 | | 141 | | (198,209,000) | | 2024 | | 20,110,758 | | 22,052,615 | | 4,051,311 | | 20,115,446 | | 244 | | 95 | | (190,175,000) | | 2023 | | 962,714 | | 962,714 | | 644,478 | | 2,330,238 | | 53 | | 75 | | (182,571,000) | | 2022 | | 837,820 | | 837,820 | | 4,688,684 | | 2,278,142 | | 36 | | 60 | | (135,944,000) | | 2021 | | 325,246 | | 325,246 | | 5,098,005 | | 7,036,152 | | 118 | | 92 | | (117,320,000) |

  28. PAY VERSUS PERFORMANCE

    1.Peter Beck served as the Company’s Principal Executive (our “PEO”) for the entirety of fiscal years 2021, 2022, 2023, 2024 and 2025. The Company’s other Reported NEOs for the indicated fiscal years were as follows: •2025: A. Spice, F. Klein, and A. Kampani •2024: A. Spice, F. Klein, and A. Kampani •2023: A. Spice and A. Kampani •2022: A. Spice, S. O’Donnell, and A. Kampani •2021: A. Spice and S. O’Donnell 2.Amounts reported in these columns represent (i) the total compensation reported in the Summary Compensation Table for the indicated fiscal year in the case of our PEO and (ii) the average of the total compensation reported in the Summary Compensation Table for the Reported NEOs in the indicated year for such years. 3.Amounts reported in these columns represent the compensation actually paid to our PEO for the indicated fiscal year, as calculated under Item 402(v) of Regulation S-K based on his total compensation reported in the Summary Compensation Table for the indicated fiscal years and adjusted per the PVP Rules to determine compensation actually paid. Such adjustments for 2025 are shown in the table below.

  29. PAY VERSUS PERFORMANCE

    | PEO | | | | +/- | | 2025 | | | Summary Compensation Table - Total Compensation | $6,830,680 | | - | Grant Date Fair Value of Stock Awards and Option Awards Granted in Fiscal Year | $6,030,680 | | + | Fair Value at Fiscal Year End of Outstanding and Unvested Stock Awards and Option Awards Granted in Fiscal Year | $8,660,660 | | + | Change in Fair Value of Outstanding and Unvested Stock Awards and Option Awards Granted in Prior Fiscal Years | $13,984,523 | | + | Fair Value at Vesting of Stock Awards and Option Awards Granted in Fiscal Year That Vested During Fiscal Year | $333,548 | | + | Change in Fair Value as of Vesting Date of Stock Awards and Option Awards Granted in Prior Fiscal Years For Which Applicable Vesting Conditions Were Satisfied During Fiscal Year | $(423,501) | | + | Value of Dividends or other Earnings Paid on Equity Awards not Otherwise Reflected in Fair Value or Total Compensation | $— | | - | Fair Value as of Prior Fiscal Year End of Stock Awards and Option Awards Granted in Prior Fiscal Years That Failed to Meet Applicable Vesting Conditions During Fiscal Year | $— | | = | Compensation Actually Paid | $23,355,230 |

  30. PAY VERSUS PERFORMANCE

    Equity Award values are calculated in accordance with FASB ASC Topic 718, and the valuation assumptions used to calculate fair values did not materially differ from those disclosed at the time of grant. 4.Amounts reported in these columns represent the average compensation actually paid to the Reported NEOs in the indicated fiscal year, as calculated under Item 402(v) of Regulation S-K based on their total compensation reported in the Summary Compensation Table for the indicated fiscal years and adjusted per the PVP Rules to determine compensation actually paid. Such adjustments for 2025 are shown in the table below.

  31. PAY VERSUS PERFORMANCE

    | NEO Average | | | | | | 2025 | | | Summary Compensation Table - Total Compensation | $442,858 | | - | Grant Date Fair Value of Stock Awards and Option Awards Granted in Fiscal Year | $— | | + | Fair Value at Fiscal Year End of Outstanding and Unvested Stock Awards and Option Awards Granted in Fiscal Year | $— | | + | Change in Fair Value of Outstanding and Unvested Stock Awards and Option Awards Granted in Prior Fiscal Years | $19,356,324 | | + | Fair Value at Vesting of Stock Awards and Option Awards Granted in Fiscal Year That Vested During Fiscal Year | $— | | + | Change in Fair Value as of Vesting Date of Stock Awards and Option Awards Granted in Prior Fiscal Years For Which Applicable Vesting Conditions Were Satisfied During Fiscal Year | $2,411,923 | | + | Average Value of Dividends or other Earnings Paid on Equity Awards not Otherwise Reflected in Fair Value or Total Compensation | $— | | - | Fair Value as of Prior Fiscal Year End of Stock Awards and Option Awards Granted in Prior Fiscal Years That Failed to Meet Applicable Vesting Conditions During Fiscal Year | $— | | = | Compensation Actually Paid | $22,211,105 |

  32. PAY VERSUS PERFORMANCE

    Please see footnote 1 for the Reported NEOs included in the average for each indicated fiscal year. Equity Award values are calculated in accordance with FASB ASC Topic 718, and the valuation assumptions used to calculate fair values did not materially differ from those disclosed at the time of grant. 5.Pursuant to Pursuant to Item 402(v) of Regulation S-K, the comparison assumes $100 was invested in our Common Stock on August 25, 2021, using the closing stock price of the end of the day we began training on the NASDAQ after our merger with Vector Acquisition Corporation (the “Business Combination”). Historic stock price performance is not necessarily indicative of future stock price performance. 6.The TSR Peer Group is the ARK Space Exploration & Innovation ETF. This calculation assumes that $100 was invested in this index on August 25, 2021 (aligned with the period used in footnote #5 above). Note that per the PVP Rules, our Net Income for 2021, 2022, 2023, 2024 and 2025 is shown in the table above. Since none of our incentive programs for our Named Executive Officers are based on any specific financial criteria, we have omitted the “Company Selected Measure” column and the tabular list of financial performance metrics.

  33. CHIEF EXECUTIVE OFFICER PAY RATIO

    CHIEF EXECUTIVE OFFICER PAY RATIO Under SEC rules, we are required to provide the following information regarding the relationship between the annual total compensation of Mr. Beck, our CEO, and our median employee's annual total compensation (other than Mr. Beck) for fiscal year 2025: •Mr. Beck’s annual total compensation for fiscal 2025, as reported in the “Summary Compensation Table” included in this Proxy Statement, was $6,830,680. •Our median employee's annual total compensation for fiscal 2025 was $78,031. Based on the above, the ratio of our CEO's annual total compensation for fiscal year 2025 to the total compensation of our median employee for fiscal year 2025 was 88:1. We believe this pay ratio to be a reasonable estimate, calculated in a manner consistent with Item 402(u) of Regulation S-K. For purposes of identifying our median compensated employee for our fiscal year ended December 31, 2025, we compiled a list of our entire global employee population (excluding our CEO) as of December 31, 2025, the last day of our fiscal year. To identify our median employee, we sorted this list by the base wages of each employee (other than Mr. Beck) plus the grant-date fair value of equity awards awarded during 2025 (if any). For salaried employees, the base wages reflect the year-end salary rate for each individual. For hourly employees, the base wages reflect actual total earnings in 2025. We did not make any cost-of-living adjustments. For those employees located outside the United States, we converted their base wages to United States dollars using the average daily exchange rate during fiscal 2025. We adjusted our methodology since we last identified our median employee in fiscal 2023 in order to facilitate a more efficient and economical identification of the employee given our rapid growth in headcount over the last three years. We then calculated the annual total compensation for this individual using the same methodology we use to calculate the amount reported for our CEO in the “Total” column for fiscal 2025 in the “Summary Compensation Table” as set forth in this Proxy Statement. Our median employee is paid in New Zealand dollars, so we converted such employee's annual total compensation to United States dollars using the foreign exchange rate in effect internally for our fiscal quarter ended December 31, 2025 (1 New Zealand dollar : 0.58035 United States dollars). The SEC's rules for identifying the median employee and calculating the pay ratio allow companies to adopt a variety of methodologies. Therefore, the pay ratio reported by other companies may not be comparable to the pay ratio reported above, as each company's pay ratio is based on its unique employee population, compensation practices and calculation methodology.

  34. NON-EMPLOYEE DIRECTOR COMPENSATION

    NON-EMPLOYEE DIRECTOR COMPENSATION We previously adopted our non-employee director compensation policy described below, which is designed to align compensation with our business objectives and the creation of stockholder value, while enabling Rocket Lab to attract, retain, incentivize and reward directors who contribute to the long-term success of the company. Under the policy, effective January 1, 2024 through December 31, 2025, our non-employee directors are eligible to receive cash retainers (which will be prorated for partial years of service) and equity awards as set forth below:

  35. NON-EMPLOYEE DIRECTOR COMPENSATION

    | Board: | Annual Retainer | | | Annual Retainer for Board Membership: | | | | Annual service on the Board | | 50,000 | | Additional retainer for annual service as non-executive chairperson | | 30,000 | | Additional retainer for annual service as a lead director of the Board | | 30,000 | | Additional Annual Retainer for Committee Membership | | | | Annual service as Audit Committee chairperson | | 20,000 | | Annual service as member of the Audit Committee (other than chair) | | 10,000 | | Annual service as Compensation Committee chairperson | | 20,000 | | Annual service as member of the Compensation Committee (other than chair) | | 10,000 | | Annual service as Nominating and Corporate Governance Committee chairperson | | 15,000 | | Annual service as member of the Nominating and Corporate Governance Committee (other than chair) | | 7,500 | | Annual service as Government Security Committee chairperson | | 20,000 | | Annual service as member of the Government Security Committee (other than chair) | | 10,000 |

  36. NON-EMPLOYEE DIRECTOR COMPENSATION

    In addition, our policy provides that, upon initial election or appointment to our Board, each new non-employee director will be granted a one-time grant of restricted stock unit with a value of $360,000, (the “Director Initial Grant”), that vest in three equal annual installments over three years, subject to continued service as a director through each such date. On the date of each annual meeting of stockholders of our company, each continuing non-employee director will receive a grant of restricted stock units with a value of $180,000 (the “Director Annual Grant”) that vests in full on the earlier of (i) the one year anniversary of the grant date or (ii) the next annual meeting of our stockholders subject to continuous service as a director through the applicable date. If a new non-employee director joins our Board on a date other than the date of our annual meeting of stockholders, then upon initial election or appointment to the Board, such non-employee director will be granted a pro-rata portion of the Director Annual Grant based on the number of days between such non-employee director’s election or appointment (as applicable) and the first June 15th following such election or appointment (as applicable) as the numerator and 365 as the denominator (the “Pro-Rated Annual Grant). The Pro-Rated Annual Grant will vest in full on the earlier of (i) the one year anniversary of the grant date of the Director Annual Grant for other non-employee directors or (ii) the next annual meeting of our stockholders subject to continues service as a director through each such date. The equity awards granted under our policy are subject to full acceleration of vesting upon the sale of our company. The aggregate amount of compensation, including both equity compensation and cash compensation, paid to any non-employee director of Rocket Lab in a calendar year period will not exceed $1,000,000 in the first calendar year such individual becomes a non-employee director and $650,000 in any other calendar year. We will reimburse all reasonable out-of-pocket expenses incurred by directors for their attendance at meetings of the Board or any committee thereof. Employee directors will receive no additional compensation for their service as a director. We amended our non-employee director compensation policy in 2025. Effective January 1, 2026, the annual retainer for service on the Board was increased from $50,000 to $60,000, the value of the Director Initial Grant was decreased from $360,000 to $300,000, and the value of the Director Annual Grant was increased from $180,000 to $225,000.

  37. 2025 Director Compensation Table

    2025 Director Compensation Table The following table presents the total compensation for each person who served as a non-employee director of our board during 2025. Mr. Beck, our President, CEO and Chairman of the Board, did not receive any additional compensation from us for his services on our Board. The compensation received by Mr. Beck as a Named Executive Officer is set forth above in “Executive Compensation—2025 Summary Compensation Table.”

  38. 2025 Director Compensation Table

    | Name | Fees Earned or Paid in Cash ($) | Stock Awards($)(1) | Total ($) | | Lt. Gen. Nina Armagno (Ret.)(2) | 75,055 | 183,150 | 258,205 | | Edward Frank (3) | 79,999 | 183,150 | 263,149 | | Matt Ocko (4) | — | — | — | | Jon Olson (5) | 77,500 | 183,150 | 260,650 | | Kenneth Possenriede (6) | 67,452 | 183,150 | 250,602 | | Merline Saintil (7) | 105,000 | 183,150 | 288,150 | | Alex Slusky (8) | 51,049 | 183,150 | 234,199 |

  39. 2025 Director Compensation Table

    (1)In accordance with SEC rules, this column reflects the aggregate grant date fair value of the RSUs granted during 2025, computed in accordance with FASB ASC Topic 718. Assumptions used in the calculation of these amounts are included in Note 14 to our financial statements included in our Annual Report on Form 10-K for the fiscal year ended December 31, 2025. Such grant-date fair value does not take into account any estimated forfeitures related to service-based vesting conditions. These amounts also do not reflect the actual economic value that may be realized by the directors upon the vesting or settlement of the RSUs or the sale of the Common Stock underlying such awards. The amounts in the Stock Awards column are higher or lower than the target values of the stock awards because the number of RSUs granted to each director was calculated based upon the 30-trading day trailing average closing price prior to grant. (2)As of December 31, 2025, Lt. Gen. Armagno held 31,275 RSUs. (3)As of December 31, 2025, Dr. Frank held 3,960 RSUs. (4)As of December 31, 2025, Mr. Ocko did not hold any outstanding equity awards. Mr. Ocko was not eligible to receive cash fees from the Company due to his affiliation with the venture capital fund, DCVC. Effective November 30, 2025, Mr. Ocko resigned from our Board. (5)As of December 31, 2025, Mr. Olson held 3,960 RSUs. (6)As of December 31, 2025, Mr. Possenriede held 48,491 RSUs. (7)As of December 31, 2025, Ms. Saintil held 3,960 RSUs. (8)As of December 31, 2025, Mr. Slusky held 3,960 RSUs.