Company: DOMO
Filing Date: 2025-05-13
Form Type: DEF 14A
Source: 0001505952-25-000062
Chunk: 42

Company: DOMO, INC.
Filing Date: 2025-05-13
Form: DEF 14A
Chunk 42
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 | Weave Communications |     | Yext                      |
| Zuora            |     |                      |     |                           |

Consensus Cloud Solutions, Expensify, OneSpan, and Weave Communications were added to the peer group for fiscal 2025 as each met the selection criteria. AvePoint, Momentive Global, Sumo Logic, and Veritone were removed from the peer group during fiscal 2025 for no longer meeting the selection criteria, such as market capitalization or revenue growth.

The competitive market data described above are not used by the compensation committee in isolation, but serve to assist the compensation committee in making general assessments of the competitiveness of our executives’ compensation. For our named executive officers, the data from the peer group may be supplemented with survey information where we believe the peer group alone does not provide sufficient information for similarly situated executives or when we believe the peer information is otherwise not comparable. The compensation committee uses the competitive market data as a guide when making decisions regarding target total direct compensation, as well as individual elements of compensation. However, while market competitiveness is important, it is not the only factor the compensation committee considers when establishing compensation opportunities of our named executive officers.

Compensation Elements

Our executive compensation program consists of three principal elements: base salary, short-term incentive compensation and long-term incentive compensation in the form of equity awards. Our executive officers also participate in several company-wide health and welfare benefit plans, which are consistent with the arrangements offered to our other employees. Finally, our executive officers are eligible to receive certain post-employment compensation arrangements.

We use these compensation elements to make up our executive compensation program because:

• they are consistent with other programs in our competitive market and allow us to effectively compete for highly qualified talent;

• each element supports achievement of one or more of our compensation objectives; and

• collectively, we believe these elements are effective means for motivating our executive officers.

We view these primary compensation elements as related, but distinct, components of our total compensation program. We do not believe that total compensation should be derived from a single element, but should be balanced in support of our overall compensation philosophy. Each of these compensation elements is discussed in detail below, including a description of the particular element and how it fits into our overall executive compensation program and a discussion of the amounts paid to our named executive officers in fiscal 2025 under each of these elements.

| Element                           |     | Type of Element |     | Compensation Element                                                                               |     | Objective                                                                                                                                                   |
| Base Salary                       |     | Fixed           |