Company: PCOR
Filing Date: 2025-04-24
Form Type: DEF 14A
Source: 0001193125-25-093502
Chunk: 44

Company: PROCORE TECHNOLOGIES, INC.
Filing Date: 2025-04-24
Form: DEF 14A
Chunk 44
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 business objectives; aligns executives’ interests with stockholder interests by linking pay to Company performance.                                      |     | Target bonus amounts are reviewed annually and determined based on several factors, including, but not limited to, internal equity and competitive market data. Bonus opportunities are dependent upon achievement of specific corporate performance objectives consistent with our long-term strategic plan, generally determined by our Compensation Committee in the first quarter of the year. Actual bonus amounts earned are determined after the end of the year, taking into account actual achievement against performance goals. Beginning in 2025, bonus payouts to our executive officers may also be based in part on each executive officer’s individual performance during the applicable bonus period.                                             |
| Long-Term Incentives (“at-risk” equity in the form of RSUs and PSUs) |     | Motivates and rewards long-term Company performance; aligns executives’ interests with stockholder interests by linking pay to changes in stockholder value.   Attracts highly qualified executives and encourages their continued employment over the long term. |     | Equity opportunities are reviewed annually and may be granted during the first half of the year or as appropriate during the year for new hires, promotions, or other special circumstances (such as to encourage retention or as a reward for significant achievement).   Individual equity awards are determined based on several factors, including, but not limited to, individual performance, the overall performance of the Company, the value of each named executive officer’s unvested equity holdings, and competitive market data.   The introduction of PSU awards for our CEO in 2024 further supports our pay for performance philosophy, as the awards are generally earned and vest only if pre-defined Company performance targets are achieved. |

We focus on providing a competitive compensation package to our executive officers that provides significant short- and long-term incentives for the achievement of measurable corporate objectives. We believe this approach provides an appropriate blend of short- and long-term incentives to maximize stockholder value.

| PROCORE TECHNOLOGIES, INC. 2025 PROXY STATEMENT |     | 37 |

Executive Compensation| Compensation Discussion and Analysis We do not have any formal policies for allocating compensation among base salary, annual performance-based cash bonuses, and long-term incentive compensation in the form of equity awards, short-term and long-term compensation, or cash and non-cash compensation. Instead, our Compensation Committee exercises its judgment to establish a total compensation package for each named executive officer that is a mix of current, short-term, and long-term incentive compensation that it believes appropriate to achieve the goals