Company: INDP
Filing Date: 2025-03-13
Form Type: 10-K
Source: 0001493152-25-010136
Chunk: 371

Company: Indaptus Therapeutics, Inc.
Filing Date: 2025-03-13
Form: 10-K
Item: Item 1B
Chunk 371
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. Waltzman. All final bonus payments to our named executive officers are determined by our Compensation Committee
or our Board of Directors. The actual bonuses awarded in any year, if any, may be more or less than the target, depending on individual
performance and the achievement of corporate objectives and may also vary based on other factors at the discretion of the Compensation
Committee.

For
2024, the corporate performance objectives for our named executive officers were related to clinical milestones, research and development
goals, business development opportunities, financing objectives and human capital management objectives. These performance objectives
and areas of emphasis were used as a guide by the Compensation Committee and Board of Directors in determining overall corporate performance
for these executives as they represented those areas in which they were expected to focus their efforts during the year. Both qualitative
and quantitative guidelines were established for purposes of evaluating performance relating to these corporate objectives during 2024.
Based on its review of our overall performance relative to our corporate objectives, the Compensation Committee determined that every
goal was achieved or exceeded for annual bonus plan purposes.

The
overall achievement level was then used to determine each named executive officer’s bonus. The bonuses paid to our named executive
officers for 2024 are set forth in the “Summary Compensation Table” above.

Equity
Compensation

The
goals of our long-term, equity-based incentive awards are to align the interests of our named executive officers and other employees,
non-employee directors and consultants with the interests of our stockholders. Because vesting is based on continued employment, our
equity-based incentives also encourage the retention of our named executive officers through the vesting period of the awards. In determining
the size of the long-term equity incentives to be awarded to our named executive officers, we take into account a number of internal
factors, such as the relative job scope, the value of existing long-term incentive awards, individual performance history, prior contributions
to us and the size of prior grants.

To
reward and retain our named executive officers in a manner that best aligns employees’ interests with stockholders’ interests,
we use stock options as the primary incentive vehicles for long-term compensation. We believe that stock options are an effective tool
for meeting our compensation goal of increasing long-term stockholder value by tying the value of the stock options to our future performance.
Because employees are able to profit from stock options only if our stock price increases relative to the stock option’s exercise
price, we believe stock options provide meaningful incentives to employees to achieve