Company: TCBI
Filing Date: 2025-03-06
Form Type: DEF 14A
Source: 0001077428-25-000066
Chunk: 67

Company: TEXAS CAPITAL BANCSHARES INC/TX
Filing Date: 2025-03-06
Form: DEF 14A
Chunk 67
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Pearl Meyer conducted a review of the Company’s peer group in mid-2024 and, based on that review and discussions with the Compensation Committee, the Compensation Committee approved several adjustments to the peer group to be used in compensation-setting for 2025. Given the complexity of the Company’s platform, the Compensation Committee determined the need to select a peer group that more closely aligns with the breadth of products and services offered by the Firm. The new peer group for setting 2025 compensation includes the following:

| Bank OZK                   |     | Pinnacle Financial Partners, Inc. |
| Comerica Incorporated      |     | Piper Sandler Companies           |
| Cullen/Frost Bankers, Inc. |     | Prosperity Bancshares Inc.        |
| Evercore Inc.              |     | Stifel Financial Corp.            |
| Hilltop Holdings Inc.      |     | Synovus Financial Corp.           |
| KeyCorp                    |     | Western Alliance Bancorporation   |
| Lazard, Inc.               |     |                                   |

TCBI 2025 | Notice of Annual Meeting and Proxy Statement 64

| Executive Compensation |

| 3 |     | Named Executive Officer 2024 Compensation |

#### 2024 Target Pay Mix
The following is the 2024 target pay mix for the CEO and the average of the other NEOs:

The CEO’s and the other NEO’s 2024 Target Pay Mix, established in early 2024, does not include the impact of the special, one-time equity award made in July 2024 in connection with Mr. Homes’ employment contract extension. See “ Additional Information Concerning Executive Compensation – Employment Agreement ” below.

#### 2024 Annual Incentive Plan Performance Summary
The Compensation Committee assessed the Company’s performance as a factor for determining incentive compensation award levels for the NEOs. In evaluating fiscal 2024 performance, the Compensation Committee reviewed the Company’s performance on two financial performance measures, Return on Average Assets (“ROAA”) (35% weighting) and Efficiency Ratio (35% weighting), and a series of management strategic objectives customized for each NEO (30% weighting).

The Compensation Committee confirmed performance on the two financial metrics at an aggregate 123% of target, with target representing estimated expected performance levels. For additional information of the performance on the financial goals, see “ Elements of the Compensation Program – Annual Incentive Compensation ” below.

The Compensation Committee determined aggregate individual NEO performance on the management strategic objectives from 100% to