Company: MTCH
Filing Date: 2025-04-17
Form Type: PREC14A
Source: 0000891103-25-000047
Chunk: 84

Company: Match Group, Inc.
Filing Date: 2025-04-17
Form: PREC14A
Chunk 84
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 ending on the date of grant, which was October 1, 2024, the first calendar day of the month following Mr. Edgett’s start date.

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All equity awards granted to our employees on or after February 1, 2024, have dividend equivalent rights. The dividend equivalents will only pay out if and to the extent that the time-based vesting and performance-based vesting conditions have been met for the underlying awards.

2024 PSU Awards . In February 2024, the Committee reviewed and approved the PSU award design for 2024 awards. For 2024, to more accurately reflect the Company’s market capitalization relative to other Nasdaq-traded companies, rTSR would be measured against Nasdaq composite index companies, rather than Nasdaq-100 index composite companies against which rTSR was measured in previous years' awards. In determining to change the PSU design, the Committee discussed the design with its independent compensation consultant and considered competitive compensation data, Match Group’s business model and strategy and its performance to date.

The 2024 PSU awards have a performance period of three years and will be earned and vest in a single installment following the third anniversary of the grant date. The portion of PSUs that is earned and vests is based on Match Group’s rTSR percentile rank among the Nasdaq composite index companies. The Committee believes that rTSR percentile ranking provides an easy-to-understand performance outcome, regardless of broader market conditions, and is less dependent on potential shifts in the overall stock market. Specifically, the portion of PSUs earned and vested is determined by applying an “rTSR multiplier” to the number of target PSUs as follows:

| rTSR Percentile Ranking Among Nasdaq Composite Companies |     | rTSR Multiplier(1) |
| Below 30th(Below Threshold)                              |     | 0%                 |
| 30th(Threshold)                                          |     | 30%                |
| 55th(Target)                                             |     | 100%               |
| 85thand above (Maximum)                                  |     | 150%               |

(1) For performance between the Threshold and Target performance levels or between the Target and Maximum performance levels, the rTSR multiplier will be interpolated between the levels on a straight-line basis. Failure to achieve the Threshold performance level will result in no shares being issued for the PSUs, and no additional shares will be issued for performance exceeding the Maximum performance level.

If