Company: DMRC
Filing Date: 2025-03-25
Form Type: DEF 14A
Source: 0001437749-25-009135
Chunk: 45

Company: Digimarc CORP
Filing Date: 2025-03-25
Form: DEF 14A
Chunk 45
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 thresholds to receive any compensation. |

Digimarc believes that its 2024 executive compensation program, which emphasized long-term time and performance-based equity awards and annual short-term performance-based bonuses, is strongly aligned with the long-term interests of its shareholders.

Base Salary

The Compensation Committee’s approach to compensation is to offer a base salary that is competitive with an identified benchmarking peer group of companies and incentive opportunities that are performance-oriented and linked to the interests of shareholders. Base salary is determined by market-median data for the executives’ positions, individual performance, and competitive pay positioning. For 2023, the Compensation Committee reduced salaries for the Chief Executive Officer and executives from the prior year and increased target compensation of the annual performance-based incentive plan. In 2024, the Compensation Committee returned salaries for the Chief Executive Officer and executives to the prior 2022 level with an ongoing focus on performance-based incentive compensation.

| Executive            |     | 2023 Salary |         |     | 2024 Salary |         |
|:---------------------|:----|:------------|--------:|:----|:------------|--------:|
| Riley McCormack      |     | $           | 375,000 |     | $           | 415,000 |
| Charles Beck         |     | $           | 355,000 |     | $           | 375,000 |
| Tom Benton           |     | $           | 300,000 |     | $           | 300,000 |
| George Karamanos (1) |     | $           |       — |     | $           | 375,000 |
| Tony Rodriguez       |     | $           | 310,000 |     | $           | 325,000 |

| (1) | Mr. Karamanos began service as Chief Legal Officer on April 9, 2024. |

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Annual Incentive Plan

The annual incentive plan is meant to reward executives for achieving short-term goals that are key to the Company’s success. Executives have an opportunity to receive 0% to 200% of their target based on performance versus pre-determined goals. Achievement of threshold performance would yield an incentive payout of 50% of target, while achieving stretch goals could yield up to 200% of target.

For 2024, the Compensation Committee set financial and strategic goals for the annual incentive plan focused on Gross New ARR as a leading indicator of growth, Adjusted Non-GAAP