Company: GAME
Filing Date: 2025-09-08
Form Type: DEF 14A
Source: 0001641172-25-026855
Chunk: 35

Company: GameSquare Holdings, Inc.
Filing Date: 2025-09-08
Form: DEF 14A
Chunk 35
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 RSUs) of the annual compensation of senior management (other than the Chief Executive Officer). Except as otherwise described below, the Company does not maintain specific performance goals or use benchmarks in determining the compensation of executive officers. The Board may at its discretion award either a cash bonus, stock options or RSUs for high achievement or for accomplishments that the Board deem as worthy of recognition.

Compensation for the NEOs is composed primarily of three components: base fees, performance bonuses and stock-based compensation. In establishing the levels of base fees, performance bonuses and the awards of stock options and RSUs, the Board takes into consideration a variety of factors, including the financial and operating performance of the Company, and each NEO’s individual performance and contribution towards meeting corporate objectives, responsibilities and length of service.

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Approach

While we do not have a formal compensation policy, the general objectives of our executive compensation are to:

| ● | attract,                                                                                      
 retain and motivate executives critical to our success;                                       |
| ● | link                                                                                          
 the interests of management with those of our stockholders; and                               |
| ● | provide                                                                                       
 rewards, through discretionary bonuses, for outstanding corporate and individual performance. |

The following principles guide our overall compensation philosophy:

| ● | compensation                                                                                                         
 is determined on an individual basis by the need to attract and retain talented, entrepreneurial, high achievers;    |
| ● | an                                                                                                                   
 appropriate portion of total compensation is variable and linked to achievements, both individual and corporate; and |
| ● | all                                                                                                                  
 compensation and compensation objectives shall be fully and plainly disclosed.                                       |

The Board is responsible for ensuring the application of the compensation policy is appropriately aligned to support its stated objectives and encourage the appropriate management behaviors, while avoiding excessive risk-taking by executive officers. The Board believes that the compensation paid to each NEO during the last financial year was commensurate with each NEO’s position, experience and performance.

Compensation Risk Oversight and Assessment

In light of our size and the balance between long-term objectives and short-term financial goals with respect to our executive compensation program, the Board does not presently deem it necessary to consider the implications of the risks associated with its compensation policies and practices.

Financial Instruments

All employees, including NEOs and Directors, are prohibited from purchasing financial instruments (including prepaid variable forward contracts, equity swaps, collars, or units of exchange funds) that are designed to hedge or offset a decrease in market value of equity securities granted as compensation or held, directly or indirectly, by the NEO