Company: MCW
Filing Date: 2025-04-09
Form Type: DEF 14A
Source: 0000950170-25-052554
Chunk: 35

Company: Mister Car Wash, Inc.
Filing Date: 2025-04-09
Form: DEF 14A
Chunk 35
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 most directly comparable U.S. GAAP measure, see “Definitions and Reconciliations of Non-GAAP Financial Measures” in Appendix A.

2024 Compensation Highlights

Consistent with our compensation philosophy, key compensation decisions for 2024 included the following:

Base Salaries and Target Annual Cash Incentive Opportunities . The 2024 base salaries increased as part of the regular merit review process while target bonuses for our NEOs remained level (as a percentage of base salary) throughout the year except for Mr. Gold whose target bonus increased to 75%.

Annual Cash Incentives . Our Compensation Committee selected performance goals for our 2024 performance-based annual bonus program that were intended to promote our business plan and short-term goals with regard to adjusted EBITDAR. In light of our achievement of the performance goals, the Compensation Committee determined to pay out annual bonuses at 126.94% of target for each of our NEOs.

Equity Awards . The Compensation Committee approved awards of restricted stock units and stock options to promote executive retention and reward long-term value creation.

| 24 |     | 2025 Proxy Statement |

Compensation Discussion and Analysis

Compensation Philosophy Compensation Governance and Best Practices We are committed to having strong governance standards with respect to our compensation programs, procedures, and practices. Our key compensation practices include the following:

| What We Do |                                                                                             |     | What We Do Not Do |                                                                          |
| ✓          | Emphasize performance-based, at-risk compensation.                                          |     | X                 | Do not grant uncapped cash incentives or guaranteed equity compensation. |
| ✓          | Use equity compensation to promote executive retention and reward long-term value creation. |     | X                 | Do not reprice our stock option awards.                                  |
| ✓          | Weight the overall pay mix towards incentive compensation for senior executives.            |     | X                 | No hedging or pledging of Company stock.                                 |
| ✓          | Engage an independent compensation consultant to advise our Compensation Committee.         |     | X                 | No tax gross-ups on change-in-control.                                   |
| ✓          | Maintain robust stock ownership guidelines.                                                 |     |                   |                                                                          |
| ✓          | Hold annual Say-on-Pay advisory vote for stockholders.                                      |     |                   |                                                                          |

Executive Compensation Objectives and Philosophy The primary objective of our executive compensation program is to attract, motivate, and reward leaders with the skills and experience necessary to successfully execute on our strategic plan to maximize stockholder value while maintaining our