Company: IOT
Filing Date: 2025-06-02
Form Type: DEF 14A
Source: 0001642896-25-000046
Chunk: 37

Company: Samsara Inc.
Filing Date: 2025-06-02
Form: DEF 14A
Chunk 37
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 exceeds expectations and value is created for our stockholders. To create meaningful alignment between our executives and our stockholders, we allocate the majority of the total target compensation paid to our named executive officers to “at-risk” compensation that is tied to defined performance targets and/or continued service. For FY 2025, the annual pay mix for our CEO and our other named executive officers consisted of base salary, non-equity incentive awards and time-based restricted stock units, with “at-risk” compensation representing nearly all of our CEO’s overall pay at target and representing approximately 96% of our named executive officers’ overall pay at target.

#### Our Compensation Philosophy
Our executive compensation philosophy is shaped by our strong belief that competitiveness, management longevity, long-term ownership and strong performance orientation are key drivers to our success and to creating value for our stockholders. The objective of our executive compensation program is to attract, retain and incentivize highly talented individuals that embody our mission to increase the safety, efficiency and sustainability of the operations that power the global economy. We do this by designing programs that directly link executive compensation to executive team performance, overall company performance and the interests of our stockholders, particularly through focusing our compensation philosophy and program primarily on the long-term elements of target total compensation.

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We use the following principles to accomplish our philosophy:

| Competitiveness                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                              |     | Management Longevity                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                                  |
| The importance of attracting and retaining critical talent is paramount to our success. We operate in a highly competitive talent market and our pay programs are designed to be competitive to attract and retain a highly talented executive team that supports our trajectory. We aim for the total target compensation of our named executive officers (including base salary, non-equity incentive awards and annual equity awards) to be competitive with our peer group. Our non-equity incentive plan also pays quarterly and rewards exceptional company performance against predetermined targets. |     | We believe that management longevity is a key driver of long-term value creation. Our executive compensation program is designed to retain our executives through annual equity awards that have a multi-year vesting period. In FY 2025, we extended the vesting period of the routine annual equity grants made to our named executive officers so that they vest over four years rather than three years to promote management longevity. The value realized from those grants is dependent on the value of our stock price when the grants vest, enhancing the link between the interests of our executives and our stockholders. |
| Long