Company: PATH
Filing Date: 2025-05-13
Form Type: DEF 14A
Source: 0001734722-25-000021
Chunk: 32

Company: UiPath, Inc.
Filing Date: 2025-05-13
Form: DEF 14A
Chunk 32
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 potential peer company is at a similar stage from its initial public offering, had strong revenue growth, and was a potential competitor for executive talent.

The peer group with respect to fiscal year 2025 is as follows:

| Appian               |     | DocuSign     |     | Procore Technologies |
| Asana                |     | Dynatrace    |     | RingCentral          |
| Bill Holdings        |     | Elastic N.V. |     | Samsara              |
| Cloudflare           |     | Freshworks   |     | Twilio               |
| Confluent            |     | HashiCorp    |     | Unity Software       |
| Crowdstrike Holdings |     | MongoDB      |     | Zscaler              |
| Datadog              |     | Okta         |     |                      |

The compensation committee reviews our peer group at least annually and makes adjustments to its composition, if warranted, taking into account changes in both our business and the businesses of the companies in the peer group. For fiscal year 2025, following an update of current peer financials, the compensation committee approved the removal of seven peers (Avalara, Coupa, Palantir, Paylocity Holdings, Qualtrics International, Snowflake, and The Trade Desk) and addition of four new peers (Appian, Bill Holdings, Freshworks, and HashiCorp) based on a review of recommended criteria to better align on relative size and value and ensure robust market perspective.

Using data compiled from the peer companies, the independent compensation consultant completed an assessment of our executive compensation to inform the compensation committee’s determinations regarding executive compensation for fiscal year 2025. The independent compensation consultant prepared, and the compensation committee reviewed, a range of market data reference points (generally at the 25 th , 50 th , and 75 th percentiles of the market data) with respect to base salary, performance bonuses, total target cash compensation (base salary and annual target performance bonus), annual equity compensation awards (valued based both on an approximation of grant date fair value and ownership percentage), and total direct compensation (total target cash compensation and equity compensation grant value) with respect to each of the NEOs.

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The compensation committee did not target pay to fall at any particular percentile of the market data, but rather reviewed this market data as a helpful reference point in making fiscal year 2025 compensation decisions. Market data is only one of the factors that the compensation committee considers