Company: BL
Filing Date: 2025-03-27
Form Type: DEF 14A
Source: 0001666134-25-000011
Chunk: 85

Company: BLACKLINE, INC.
Filing Date: 2025-03-27
Form: DEF 14A
Chunk 85
---
 and did not make any cost-of-living adjustments.

#### Methodology and Pay Ratio
After applying our CACM methodology, we identified a median employee with anomalous compensation characteristics. Therefore, we substituted an employee near the median whose compensation was viewed as more representative of our median employee. Once the median employee was identified, we calculated the median employee’s annual target total direct compensation in accordance with the requirements of the Summary Compensation Table.

Our median employee compensation as calculated using Summary Compensation Table requirements was $186,315. Our Co-Chief Executive Officer, Therese Tucker’s, compensation as reported in the Summary Compensation Table was $10,413,629. Therefore, her CEO Pay Ratio for 2024 is approximately 56 to 1. Our Co-Chief Executive Officer, Owen Ryan’s, compensation as reported in the Summary Compensation Table was $10,427,429. Therefore, his CEO Pay Ratio for 2024 is approximately 56 to 1.

This information is being provided for compliance purposes and is a reasonable estimate calculated in a manner consistent with SEC rules, based on our internal records and the methodology described above. The SEC rules for identifying the median compensated employee allow companies to adopt a variety of methodologies, to apply certain exclusions and to make reasonable estimates and assumptions that reflect their employee populations and compensation practices. Accordingly, the pay ratio reported by other companies may not be comparable to the pay ratio reported above, as other companies have different employee populations and compensation practices and may use different methodologies, exclusions, estimates and assumptions in calculating their own pay ratios. Neither the Compensation Committee nor management of the Company used the CEO Pay Ratio measure in making compensation decisions.

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TABLE OF CONTENTS

#### Pay Versus Performance
Under rules adopted pursuant to the Dodd-Frank Act, we are required to disclose certain information about the relationship between the compensation actually paid to our named executive officers and certain measures of Company performance. The material that follows is provided in compliance with these rules, however, additional information regarding our compensation philosophy, the structure of our performance-based compensation programs, and compensation decisions made this year is described above in our “Compensation Discussion and Analysis.”

The following table provides information regarding compensation actually paid to our principal executive officer, or PEO, and other NEOs for each year from 2020 to 2024, compared to our TSR from December 31, 2019 through the end of each such year, and our net income and revenue for each such year.

| Year |