Company: INSP
Filing Date: 2025-03-18
Form Type: DEF 14A
Source: 0001140361-25-009249
Chunk: 45

Company: Inspire Medical Systems, Inc.
Filing Date: 2025-03-18
Form: DEF 14A
Chunk 45
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 have double-trigger vesting on equity and severance in the event of a change of control.                                                |     |                   |     |                                                                                                                              |
| ✔          |     | We have meaningful policies that mitigate risk, such as stock ownership guidelines and a clawback policy.                                  |     |                   |     |                                                                                                                              |

II. PROCESS FOR DETERMINATION OF COMPENSATION Role of Organization and Compensation Committee The Organization and Compensation Committee establishes our compensation philosophy and objectives, determines the structure, components, and other elements of executive compensation, and reviews and approves the compensation of the NEOs or recommends it for approval by the Board. The Organization and Compensation Committee structures the executive compensation program to accomplish its articulated objectives in light of the compensation philosophy described above. The Organization and Compensation Committee obtains input from executive officers regarding the annual operating plan, including the range of financial and operating results and the potential opportunities and risks that could impact those results. Based on this information, the Organization and Compensation Committee establishes the performance-based metrics and targets used in connection with our performance-based annual cash incentives and our performance-based equity grants (as discussed below). For each metric, the Organization and Compensation

| Inspire Medical Systems, Inc. |     | 38 |     | 2025 Proxy Statement |

TABLE OF CONTENTS

| EXECUTIVE COMPENSATION |

Committee sets appropriate threshold, target, and maximum levels of performance designed to motivate achievement without incentivizing excessive risk-taking. The Organization and Compensation Committee reviews the elements of our executive compensation program to verify the alignment of the program with our business strategy and with the items that we believe drive the creation of stockholder value, and to determine whether any changes would be appropriate. After the end of the annual or long-term performance period, the Organization and Compensation Committee evaluates achievement relative to the performance targets, and determines corresponding payouts earned. With the input of the CEO and Chief People Officer (the “CPO”), the Organization and Compensation Committee also establishes the compensation for all the other executive officers. Role of the Executive Officers The Organization and Compensation Committee works with our CEO and CPO to set the target total direct compensation of each of our NEOs other than with respect to the CEO’s and CPO’s own respective compensation. As part of this process, our CEO and CPO evaluate each other NEO, determine their recommendations about the target compensation of each such NEO, and deliver their evaluations and compensation recommendations to the Organization and Compensation Committee. The Organization and Compensation Committee gives significant weight to the recommendations of the CEO and CPO in