Company: IOT
Filing Date: 2025-06-02
Form Type: DEF 14A
Source: 0001642896-25-000046
Chunk: 43

Company: Samsara Inc.
Filing Date: 2025-06-02
Form: DEF 14A
Chunk 43
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. At the beginning of FY 2025, the compensation committee approved the net new annual recurring revenue performance target for each fiscal quarter of FY 2025. After considering re-forecasting by our CEO and CFO prior to the beginning of each fiscal quarter of FY 2025, the compensation committee approved the adjusted free cash flow performance target for each fiscal quarter.

In establishing the performance goals and associated payout levels for FY 2025, the compensation committee considered exceptional performance to be necessary to achieve the net new annual recurring revenue and adjusted free cash flow performance targets. As such, the committee determined that executives’ pay outcome should reflect that exceptional performance if such challenging targets were met and adjusted the payout curve for FY 2025 accordingly. Achievement of at least 80% of the quarterly performance objective was required in order to be funded each quarter, with a maximum earning opportunity of a 150% payout if the overall annual performance objective was achieved at 110% or more. The quarterly payouts for the first, second and third quarters of FY 2025 were each capped at 100% of the target award, and the final year-end payout was calculated as the full-year achievement minus the sum of the payments for the prior three quarters. Payout for achievement ranging from 80% to 110% of the quarterly and annual performance objective was determined by a straight-line interpolation from 50% to 150%.

Following the end of each quarter for FY 2025, our compensation committee reviewed our financial performance against the approved performance objectives under the Executive Non-Equity Incentive Plan and approved each quarter’s achievement and payout, with an annual total payout result of 88.1% of target.

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As a result, our named executive officers received the aggregate payouts listed in the table below with respect to fiscal year 2025.

| Executive        |     | Executive Non-Equity Incentive Plan Compensation |
| Sanjit Biswas    |     |                                          $44,050 |
| Dominic Phillips |     |                                         $440,502 |
| John Bicket      |     |                                          $44,050 |
| Adam Eltoukhy    |     |                                         $192,646 |
| Lara Caimi       |     |                                         $528,602 |

#### Equity Compensation
Our equity award program is the primary vehicle used to differentiate compensation among and for offering long-term incentives to our named executive officers. We believe that equity awards align the interests of our named executive officers with our