Company: VEEV
Filing Date: 2025-05-05
Form Type: DEF 14A
Source: 0001140361-25-017353
Chunk: 42

Company: VEEVA SYSTEMS INC
Filing Date: 2025-05-05
Form: DEF 14A
Chunk 42
---
0 to February 2025. A new program to compensate, retain, and incentivize our CEO through our fiscal year ending January 31, 2030 was put in place by our Compensation Committee in June 2024 and is comprised of stock options vesting from February 2025 to February 2030. Both of these programs are detailed below under “ Principal Elements of Compensation—Equity Awards—CEO Equity Compensation.” Mr. Bowman’s tenure as CFO ended on April 1, 2024, at which point he remained as an employee to aid the transition until his separation date of July 1, 2024. Mr. Bowman received his accrued base salary, a cash bonus of $225,000, and the vested portion of his long-term equity incentives upon the separation date. In addition, a portion of Mr. Bowman’s fiscal 2023 special equity retention grant was accelerated, consistent with his term of service, in connection with his departure from the Company. Mr. Cabral received no compensation in connection with his role as Interim CFO. Mr. Van Wagener, in connection with his appointment as our current CFO, received the same base salary as the other NEOs and the equity grants detailed below under “ Principal Elements of Compensation—Equity Awards—CFO Equity Compensation.” Effective April 1, 2025, the annual base salary for all of our currently employed NEOs is $475,000. Also, our Compensation Committee approved target stock bonuses for our currently employed NEOs (other than Mr. Gassner) that range from 160% to 375% and option factors that range from 3.0 to 4.0 with vesting commencing on April 1, 2025. Our Board and Compensation Committee believe our compensation programs are effective at incentivizing and retaining our senior executives and closely aligning the interests of our senior management team with those of our shareholders.

| 44Veeva Systems Inc. | 2025 Proxy Statement |

TABLE OF CONTENTS Our Pay Executive Compensation Philosophy, Objectives, and Components We operate in the software and technology industry and face a highly competitive environment for top-level executive talent. To accomplish our business and growth objectives, we must be able to attract and retain talented executives whose skills and experience enable them to contribute to our long-term success. To that end, the principal objectives and philosophy of our executive compensation programs are to attract, fairly compensate, appropriately incentivize, and retain our executives in a manner that aligns their long-term interests with