Company: HROW
Filing Date: 2025-04-25
Form Type: DEF 14A
Source: 0001641172-25-006102
Chunk: 37

Company: HARROW, INC.
Filing Date: 2025-04-25
Form: DEF 14A
Chunk 37
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| Harrow, Inc. 2025 Proxy Statement | 20 |

<div align='center'>EXECUTIVE COMPENSATION</div>

Named Executive Officers

Our named executive officers for 2024 were:

| Name       |     | Position                                                 |
| Mark       
 L. Baum    |     | Chief                                                    
 Executive Officer and Chairman of the Board of Directors |
| Andrew     
 R. Boll    |     | Chief                                                    
 Financial Officer and Corporate Secretary                |
| John       
 P. Saharek |     | President                                                
 and Chief Executive Officer, ImprimisRx                  |

Compensation Philosophy and Objectives

Our philosophy in setting compensation policies for executive officers has two fundamental objectives: (1) to attract, motivate and retain a highly skilled team of executives and (2) to align our executives’ interests with those of our stockholders by rewarding short-term and long-term performance and tying compensation to increases in stockholder value. The Compensation Committee believes that executive compensation should be directly linked both to continuous improvements in corporate performance (pay for performance) and the achievement of objectives that are expected to increase stockholder value. In furtherance of this goal, the Compensation Committee has established the following guidelines as a foundation for compensation decisions:

| ● | provide                                                                                                                             
 a competitive total compensation package that enables the Company to attract and retain highly qualified executives with the skills 
 and experience required for the achievement of business goals;                                                                      |
| ● | align                                                                                                                               
 compensation elements with the Company’s annual goals and long-term business strategies and objectives;                             |
| ● | promote                                                                                                                             
 the achievement of key strategic and financial performance measures by linking short-term and long-term cash and equity incentives  
 to the achievement of measurable corporate and individual performance goals; and                                                    |
| ● | align                                                                                                                               
 executives’ incentives with the creation of stockholder value.                                                                      |

The Compensation Committee considers, with respect to each of the Company’s executive officers, the total compensation that may be awarded, including base salary, annual incentive compensation, long-term incentive compensation and other benefits, such as discretionary cash bonuses, perquisites and other personal benefits available to each executive officer or that may be received by such executive officer under certain circumstances, including compensation payable upon termination of such executive officer under an employment agreement or severance agreement (if applicable). The Compensation Committee recognizes that its overall goal is to award compensation that is reasonable when all elements of potential compensation are considered. The Compensation Committee believes that cash compensation in the form of base salary and an annual incentive bonus provides our executives with