Company: TXG
Filing Date: 2025-04-14
Form Type: DEF 14A
Source: 0001770787-25-000018
Chunk: 44

Company: 10x Genomics, Inc.
Filing Date: 2025-04-14
Form: DEF 14A
Chunk 44
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 | Maravai Lifesciences Holdings, Inc. |     | Shockwave Medical, Inc. |
| Bio-Techne Corp.            |     | Natera, Inc.                        |     | Sotera Health Company   |
| Exact Sciences Corporation  |     | NeoGeonomics, Inc.                  |     | Veracyte, Inc.          |
| Guardant Health, Inc.       |     | Nevro Corp.                         |     |                         |
| Guidewire Software, Inc.    |     | NovoCure Limited                    |     |                         |

Data for our peer companies was gathered from publicly available filings and other sources of market data for similar companies. This data helped assess competitive pay opportunities on a role-specific basis and informed executive compensation decisions.

In setting compensation for our named executive officers, the compensation committee considers market data, role performance, job scope, internal pay comparisons, experience, knowledge of the leader, individual performance, alignment with stockholder interests and the mix of pay elements (salary, bonus and equity incentives). The committee does not use a formulaic approach or target a specific percentile, though compensation generally is targeted between the 25th and 75th percentiles for different pay elements. While each pay element is considered, the focus is on total compensation to remain competitive in attracting, motivating and retaining leadership talent. Input from the Chief Executive Officer (except regarding his own pay) is also factored into these decisions.

#### Compensation Program Design
The 2024 executive compensation program was designed to attract, motivate and retain top executives, driving technological innovation and business success, while aligning incentives with the long-term interests of our stockholders.

The 2024 compensation program consisted of three key elements: base salary, annual incentive plan and equity awards. We used two equity vehicles: restricted stock units (RSUs) with time-based vesting and performance stock units (PSUs) based on performance. The compensation committee considers individual performance, roles, responsibilities, cash compensation opportunities, the retention value of unvested holdings, retention risks and internal alignment when making final compensation decisions.

• Base Salary: In March 2024, our compensation committee reviewed the base salaries of our named executive officers, comparing them to market data provided by the committee's independent consultant and considering individual performance. As a company that went public in 2019, we have been gradually shifting our compensation to better balance cash and equity to remain competitive for talent. The assessment revealed that the base salaries of our named executive officers were generally below the