Company: NCNO
Filing Date: 2025-04-29
Form Type: PRE 14A
Source: 0001193125-25-103772
Chunk: 32

Company: nCino, Inc.
Filing Date: 2025-04-29
Form: PRE 14A
Chunk 32
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 customer in Japan. |

| • |     | One of the largest home builders in the U.S. went live on the nCino Mortgage Solution: The affiliate mortgage company of a large, national home builder completed its rollout of the Company’s Mortgage Solution. |

| • |     | Selected by a Top-50 Bank in the U.S. for Consumer Lending: A Top-50 U.S. bank by assets expanded their use of the Company to include Consumer Lending, Automated Spreading, and Banking Advisor. |

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| • |     | Expanded Relationship with Top-4 Bank in the U.S. with Banking Advisor: A Top-4 U.S. bank by assets adopted Banking Advisor to build on automation and efficiencies already achieved with the Company. |

| • |     | Signed first customer in the Czech Republic: Československá obchodní banka (CSOB) selected the nCino Platform to digitize and streamline its Commercial & SME Lending operation. |

2024 Say-on-PayVote In its compensation review process, the Compensation Committee considers whether the Company’s executive compensation program is aligned with the interests of the Company’s stockholders. As part of its review of the Company’s executive compensation program, the Compensation Committee considered the approval by approximately 95.9% of the votes cast for the Company’s say-on-payvote at our 2024 annual meeting of stockholders. The Compensation Committee determined that the Company’s executive compensation philosophies and objectives and compensation elements continued to be appropriate and did not make any changes to the Company’s executive compensation program in response to the 2024 say-on-payvote. Our Executive Compensation Program Our executive compensation program is intended to align executive compensation with our business objectives and priorities and to enable us to attract, retain and reward executive officers who contribute to our long-term success. The compensation paid or awarded to our executive officers is generally based on the assessment of each individual’s performance compared against the business objectives established for the fiscal year, as well as our historical compensation practices and competitive market rates. New-hireexecutive officers’ compensation is primarily determined based on market competitive compensation practices, the experience and expertise of the individual, as well as our historical compensation practices. A key aspect of our executive compensation program is to align compensation with our business objectives and priorities, whether that is in the form of a qualitative assessment that impacts decisions regarding the level of target compensation delivered, or in the form of formulaically measuring performance to determine payouts under our annual cash bonus program