Company: IMXI
Filing Date: 2025-05-12
Form Type: DEFR14A
Source: 0001683695-25-000065
Chunk: 37

Company: International Money Express, Inc.
Filing Date: 2025-05-12
Form: DEFR14A
Chunk 37
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 the Company’s risk profile and risk management process to ensure that the Company’s compensation policies do not promote unnecessary and excessive risks that may threaten the value of the Company.

The Compensation Committee determines the compensation elements for our named executive officers. As part of its review and establishment of the performance criteria and compensation of our named executive officers, the Compensation Committee meets separately, generally on a quarterly basis, with the Chief Executive Officer and any other corporate officers as it deems appropriate. The Compensation Committee also reviews and considers the competitiveness of the Company’s executive compensation as compared with market data for companies of similar size, scope of operations and industry. The Compensation Committee meets without the presence of executive officers, other than the Chief Executive Officer from time to time, when approving or deliberating on executive officer compensation and the Chief Executive Officer is not present during voting or deliberations of the Compensation Committee with respect to determination of his own compensation.

| 2025 Proxy Statement |     | 29 |

| PROXY STATEMENT                      |
| COMPENSATION DISCUSSION AND ANALYSIS |

### Overview of the Compensation Program
The Company’s executive compensation program is designed to:

• Retain our named executive officers by paying them competitively, motivating them to contribute to the Company’s success, and rewarding them for Company and individual performance. The Committee determines targeted annual pay opportunities for the named executive officers and considers several factors such as market data, tenure, proficiency in role, performance, and skill set relative to the external marketplace, among others.

• Connect a substantial portion of each named executive officer’s compensation to the financial performance of the Company and the remaining portion to the achievement of individual goals established for each named executive officer on a quarterly and annual basis.

• Encourage ownership of Intermex common stock.

• Discourage excessive risk-taking by named executive officers.

Using market data as a guide, the Compensation Committee establishes the balance between fixed/variable, cash/equity and annual/long-term incentive ("LTI") compensation to ensure that pay outcomes are appropriately aligned with financial, individual and stock price performance. The following graphs display the target pay mix of total compensation in 2024 for the Chief Executive Officer (“CEO”) and the average of the other four named executive officers based on the executives' base salary, target annual incentive and LTI awards:

| 30 |     | 2025 Proxy Statement |

| PROXY STATEMENT                      |
| COMPENSATION DISCUSSION AND ANALYSIS |

#### Role of the Compensation Committee
The role of the Compensation Committee is to, among