Company: TENB
Filing Date: 2025-04-03
Form Type: DEF 14A
Source: 0001660280-25-000058
Chunk: 53

Company: Tenable Holdings, Inc.
Filing Date: 2025-04-03
Form: DEF 14A
Chunk 53
---
 satisfying our retention objectives. Since 2022, we have also incorporated PSUs into our long-term incentive plan in order to further tie pay to performance. For 2024, PSUs made up 35% of the total grant date fair value of the long-term incentive grants for our Named Executive Officers, compared to 25% in 2023. In future years and over time, the Compensation Committee intends to continue to gradually shift the mix of equity awards granted to Named Executive Officers to include a higher proportion of performance-based incentives.

These at-risk pay elements ensure that a substantial portion of our Named Executive Officers’ target total direct compensation is contingent (rather than fixed) in nature, with the amounts ultimately payable commensurate with our actual performance.

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#### Compensation Elements
In 2024, the principal elements of our executive compensation program, and the objective and key features of each element, were as follows:

| Element              |     | Type and Form of Element |     | Objective                                                                                                                                                                                                             |     | Key Features                                                                                                                                                                                                                                                                                                                |
| Base Salary          |     | Fixed/Cash               |     | Designed to attract and retain highly talented executives by providing financial stability and security for performing job responsibilities through a fixed amount that is market competitive and rewards performance |     | • Established initially through arm’s-length negotiation at the time of hire and then reviewed annually at beginning of year                                                                                                                                                                                                
 • Factors considered include: executive's position, qualifications, experience, pre-hire salary level, the base salaries of our other executives, company and individual performance, retention objectives, a competitive market analysis, and recommendations of the CEO (for Named Executive Officers other than the CEO) |
| Short-Term Incentive |     | Variable/Cash Bonus      |     | Designed to motivate and reward executives with financial incentives for achieving or exceeding rigorous quarterly and annual financial objectives related to our key business imperatives                            |     | • Target bonus amounts generally are reviewed annually at the beginning of year and determined based on various factors, including company and individual performance, a competitive market analysis, and recommendations of the CEO (for Named Executive Officers other than the CEO)                                      
 • Bonus payments earned are determined after each quarter and the full-year                                                                                                                                                                                                                                                 
 • Bonus payments are generally dependent upon achievement of pre-established corporate financial objectives selected by our Compensation Committee from our annual operating plan reviewed by our Board of Directors                                                                                                        |

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| Long-Term Incentive |     | At risk/