Company: STGW
Filing Date: 2025-04-25
Form Type: DEF 14A
Source: 0001104659-25-039437
Chunk: 68

Company: Stagwell Inc
Filing Date: 2025-04-25
Form: DEF 14A
Chunk 68
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2020-2022, 2020-2023, 2020-2024), assuming dividend reinvestment, and (ii) the difference between the Company’s share price at the end and the beginning of the measurement period by (b) the Company’s share price at the beginning of the measurement period. (6) Represents cumulative peer group TSR, weighted according to the respective companies’ stock market capitalization at the beginning of each period for which a return is indicated, and otherwise computed in accordance with Note 5. The peer group used for this purpose is the following published industry index: Vanguard Communications Services Index. (7) Represents the amount of net income reflected in the Company’s audited financial statements for the applicable year. (8) Represents Adjusted EBITDA for the applicable year.

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TABLE OF CONTENTS Financial Performance Measures As described in greater detail in the Compensation Discussion and Analysis section of this Proxy Statement, the Company’s executive compensation program reflects a pay-for-performance philosophy. The metrics that the Company uses for both our long-term and short-term incentive awards are selected based on an objective of incentivizing our NEOs to increase the value of our enterprise for our stockholders. The most important financial performance measures used by the Company to link executive compensation actually paid to the Company’s NEOs, for the most recently completed fiscal year, to the Company’s performance are as follows: • Adjusted EBITDA • Revenue growth • Net debt Analysis of the Information Presented in the Pay versus Performance Table As described in greater detail in the Compensation Discussion and Analysis section of this Proxy Statement, the Company’s executive compensation program reflects a pay-for-performance philosophy. The Human Resources and Compensation Committee remains committed to its compensation strategy of appropriately linking compensation levels with stockholder value creation by: • Aligning pay with financial performance as a meaningful component of total compensation; • Providing total compensation capable of attracting, motivating and retaining executives of outstanding talent; • Focusing our executives on achieving key objectives critical to implementing the Company’s business strategy and achieving financial performance goals; and • Safeguarding the Company’s business interests, including protection from adverse activities by executives. Compensation Actually Paid and Cumulative TSR The graph below reflects the relationship between the PEO and average Non-PEO NEOs compensation actually paid and the Company’s cumulative TSR (assuming an initial fixed investment of $100) for the fiscal years ended December 31, 2020, 2021, 2022, 2023 and 2024. 48 TABLE OF CONTENTS Cum