Company: TXG
Filing Date: 2025-04-14
Form Type: DEF 14A
Source: 0001770787-25-000018
Chunk: 50

Company: 10x Genomics, Inc.
Filing Date: 2025-04-14
Form: DEF 14A
Chunk 50
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2-year Revenue CAGR |     | 50%       |     | Measurement Period:                                                                                                                                                     
 Annual Compound Annual Growth Rate (CAGR) over 2 years, with an additional 1 year                                                                                       |     | 2/3rds of shares earned vest quarterly between year 2 and 3 and 1/3rd cliff vests on year 3, based on achievement against goal                            |

Shares earned from the PSU program will depend upon achievement against the applicable performance goal (based on the weighting set forth above once achievement is determined). For the relative TSR metric, there is (i) a minimum achievement of the 25th percentile, (ii) a target achievement of the 55th percentile and (iii) a maximum achievement of the 90th percentile. For the two-year revenue CAGR, there is (i) a minimum achievement of 4.9%, (ii) a target achievement of 13.5% and (iii) a maximum achievement of 22.1%. Any metric that is below the minimum achievement will result in no shares earned for the applicable metric. Achievement of the applicable performance metric at the minimum level will result in 50% earning percentage for relative TSR and 25% earning percentage for two-year revenue CAGR, target will result in 100% earning percentage and the maximum will result in 200% earning percentage for relative TSR (assuming TSR is not negative) and 175% for two-year revenue CAGR. In the event that the relative TSR is between the levels discussed above, the resulting earning percentage shall be determined using linear interpolation between points.

#### 10X GENOMICS, INC.482025 PROXY STATEMENT
The PSUs granted to our executive officers are designed to drive long-term value creation by aligning leadership continuity with the goal of sustained increases in stockholder value. These equity awards incentivize executive officers to contribute to the company’s strategic direction while rewarding their success over time.

The vesting schedules for time-based equity awards aim to retain our named executive officers (NEOs) and align their interests with stockholders in support of our long-term growth strategy.

We do not follow a fixed set of criteria for granting equity awards. Instead, our compensation committee uses its judgment, in consultation with the independent compensation consultant and the CEO (excluding his own equity awards), to assess factors such as the executive's role and responsibilities, outstanding equity holdings, vested amounts, target cash compensation, market data and individual performance. In 2024, the committee considered total compensation