Company: HOUS
Filing Date: 2025-03-24
Form Type: DEF 14A
Source: 0001398987-25-000047
Chunk: 66

Company: Anywhere Real Estate Inc.
Filing Date: 2025-03-24
Form: DEF 14A
Chunk 66
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, encouraging executive retention and aligning the interests of our NEOs with the interests of our stockholders.

The number of RSUs granted to all NEOs was determined by dividing the value of the award approved by the Committee by our closing stock price on the third full trading day following the filing of the 2023 Annual Report, which is the same price that was used for 2024 awards to all other employees (see “Timing & Valuation of Equity Grants” in this CD&A for more information). Our RSUs vest ratably over three years, with one-third vesting on each anniversary of the grant date.

#### 2024-2026 Performance Share Unit (PSU) Awards
PSUs are denominated in stock units, thus the award value tracks Anywhere stock price over the three-year performance period, and earned PSUs are distributed in actual shares of our common stock during the first quarter of the year after the end of the three-year cycle.

As noted on the prior page, the Committee modified the design of the PSUs granted in 2024 in order to take into consideration investor feedback solicited through the Board's regular Investor Outreach program to refine our PSU program to reduce the historical volatility of award payouts and to ensure awards have appropriate retentive value.

The 2024-2026 PSU opportunity will be earned based on the average achievement of three equally weighted and annually established Free Cash Flow (“FCF”) goals, with payouts subject to modification based on the Company's relative performance against its compensation peer group, as measured at the end of the three-year performance period, with the performance of our direct real estate competitors weighted twice.

The Committee determined to continue to use Free Cash Flow as the primary PSU metric, as the Committee believes this metric aligns with our capital allocation priorities and is referenced by our stockholders when measuring our operating performance.

The Committee selected Relative Total Stockholder Return to serve as a potential award modifier (+/-15%) as the metric allows us to evaluate our relative performance against other similarly-sized companies and align the interests of our NEOs with the interests of our stockholders in creating long-term value. In order to more accurately measure our success against peers facing the same macroeconomic dynamics, the Committee selected the Company's compensation peer group to serve as the comparator index and determined to assign double weighting to our direct competitors in that group. Our compensation peer group is set forth of page 41of this proxy statement under the heading “ Pe er G roup”.

We will calculate payouts under the 2024-