Company: YEXT
Filing Date: 2025-04-28
Form Type: DEF 14A
Source: 0001614178-25-000046
Chunk: 33

Company: Yext, Inc.
Filing Date: 2025-04-28
Form: DEF 14A
Chunk 33
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5, the selection criteria for our compensation peer group targeted companies with comparable software as a service business models and business software applications, with annual revenues generally between $200 million and $750 million, and market capitalization generally between approximately $293 million and $2.4 billion.

Our compensation peer group for fiscal 2025 included the following companies:

| 8x8         |     | Amplitude              |     | AvePoint             |
| Cardlytics  |     | Couchbase              |     | Digital Turbine      |
| Domo        |     | E2open Parent Holdings |     | Everbridge           |
| Magnite     |     | Model N                |     | N-able               |
| Olo         |     | Progress Software      |     | PubMatic             |
| Q2 Holdings |     | Semrush Holdings       |     | Zeta Global Holdings |
|             |     | Zuora                  |     |                      |

In setting the various elements of compensation for our named executive officers, our compensation committee reviews target total direct compensation (which is comprised of base salary, short-term cash incentive compensation and long-term equity awards vesting in a given calendar year) and the elements thereof for our named executive officers and

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those of similarly situated executives of our compensation peer group. Compensia provided data at varying percentiles for such compensation, and our compensation committee used these data as market reference points. For certain named executive officers, the data from the peer group may be supplemented with survey information where we believe the peer group alone does not provide sufficient information for similarly situated executives or when we believe the peer information is otherwise not comparable. While our compensation committee reviews compensation information of the peer group and survey information as elements in determining a competitive level of compensation, our compensation committee considers other factors in setting actual compensation, including prior experience, compensation history, potential competitors for such executive’s talent, the overall competitive market for our executives, the alignment between the market‑based positions and the actual responsibilities of our executives, each executive’s contributions and performance, internal parity, the scope of each executive’s responsibility, the value of each executive’s unvested equity holdings, our short-and long-term objectives, and prevailing market conditions.

#### Executive Compensation Program Components

#### Overview
In fiscal 2025, the key elements of our executive compensation program included base salary, cash incentive compensation, time-based equity compensation, employee benefits, and severance and change of control protections.

In fiscal 2025