Company: PRSU
Filing Date: 2025-04-09
Form Type: DEF 14A
Source: 0000950170-25-052380
Chunk: 23

Company: Pursuit Attractions & Hospitality, Inc.
Filing Date: 2025-04-09
Form: DEF 14A
Chunk 23
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 Pursuit Segment delivered year-over-year revenue growth in 2024 with strong demand for our attractions and hospitality properties outside of Jasper. The Legacy Pursuit segment also continued to maintain a strong pipeline of investment opportunities to fuel accelerated growth through our Refresh, Build, Buy strategy.

GES also delivered strong performance during 2024 with revenue growth of 12% and adjusted EBITDA growth of 34%. We continued to realize the benefits of the lower-cost operating model established during the COVID-19 pandemic, which positioned the business to capitalize on a strong non-annual show schedule in 2024. The Spiro segment continued to expand its client roster and sell additional services to existing clients, while GES Exhibitions benefitted from increasing show sizes, and continued to grow through disciplined pricing and compelling exhibitor offerings.

Across the Legacy Viad organization, we continued to attract and develop top-tier talent and strengthen our employee engagement and retention efforts. Our NEOs and team members performed at a very high level during 2024 to deliver strong financial performance and execution against key business objectives while also preparing for and supporting the strategic sale of GES and the launch of Pursuit as a standalone public company.

Overview of Key Compensation Decisions

The Human Resources Committee designed our executive compensation program to align the interests of our executive officers with those of our shareholders, and it is guided by a “pay for performance” philosophy.

Our pay for performance philosophy is the foundation of the design and management of our executive compensation program. Our overarching objective is to attract, motivate, and retain executives who will deliver long-term shareholder value. We believe that our executive compensation program is an important component of our success, which provides strong links to both Company and individual performance.

| 34  |  Pursuit 2025 PROXY STATEMENT​ | ​ |

COMPENSATION DISCUSSION AND ANALYSIS

Our executive compensation program proved effective as our executive team led the Company through a transformative divestiture while also delivering strong financial performance and advancing key strategic business objectives that are aligned with creating long-term shareholder value. Our Human Resources Committee made the following NEO compensation decisions in 2024: • Base Salaries : All NEOs, other than Mr. Barry, received base salary increases in 2024 ranging from approximately 3.8% to 4.1% in consideration of their overall performance and market comparisons. Mr. Barry elected to take his cost-of-living increase in the form of stock as part of his long-term equity incentive, and his base salary remained at its