Company: CRCL
Filing Date: 2025-05-16
Form Type: S-1/A
Source: 0001193125-25-121234
Chunk: 250

Company: Circle Internet Group, Inc.
Filing Date: 2025-05-16
Form: S-1/A
Chunk 250
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2) |     | Effective January 1, 2025, Mr. Tarbert was promoted to “President” and remains “Chief Legal Officer.” |

| (3) |     | Effective January 1, 2025, Mr. Chandhok was promoted to “Chief Product and Technology Officer.” |

Executive summary Our compensation philosophy and objectives Circle promotes a compensation philosophy to ensure competitive, fair, performance-driven total rewards packages for our executives, while simultaneously creating long-term value for our stockholders. The objectives of this philosophy are to:

| • |     | Align the total rewards programs at Circle with Circle’s mission, performance, and the interests of our stockholders, 
 particularly with respect to key executives who are best positioned to drive long-term value creation.                |

| • |     | Attract and retain executives that are both high performers in their specialty and exemplify Circle’s values. |

| • |     | Reinforce our pay-for-performance orientation through programs that motivate and reward executives for their contributions 
 to Circle’s short- and long-term performance.                                                                              |

We believe our programs and practices, as described in this CD&A, achieve these objectives. Compensation elements and pay mix The Compensation Committee establishes and oversees our executive compensation program, including the determination of base salary and short- and long-term incentives. We believe these practices align with our 174

peers in both design and value, and ultimately align NEO’s interests with those of stockholders, through the prioritizing of variable compensation elements. In fiscal year 2024, the principal elements of our executive compensation program, and the purpose of each element, were as follows:

| Element              |     | Type     |     | Element |     | Key Features                                                                                                                                                                                                                    |
| Base Salary          |     | Fixed    |     | Cash    |     | Provide fixed, ongoing compensation to attract and retain executives, which is representative of the market for their role and expected contributions.                                                                          |
| Short-Term Incentive |     | Variable |     | Cash    |     | Variable cash incentive opportunity to motivate executives to achieve key short-term business and financial objectives aligned with the Company’s operating plan and strategic priorities. Payouts are determined formulaically 
 based on the achievement of financial and business performance goals.                                                                                                                                                           |
| Long-Term Incentives |     | Variable |     | Equity  |     | Granted in the form of restricted stock units (“RSUs”) to align the interests of executives with stockholders by promoting sustainable long-term value creation and reinforcing