Company: NCNO
Filing Date: 2025-04-29
Form Type: PRE 14A
Source: 0001193125-25-103772
Chunk: 54

Company: nCino, Inc.
Filing Date: 2025-04-29
Form: PRE 14A
Chunk 54
---
audé   |     |           | 1,545,000 |     |               | 17,855,386 |     |          | 15,893 |     |                        | 19,416,279 |
| Greg Orenstein |     |           |   883,200 |     |               |  6,027,729 |     |          | 17,460 |     |                        |  6,928,389 |
| Sean Desmond   |     |           |   883,082 |     |               |  5,817,683 |     |          | 17,963 |     |                        |  6,718,728 |
| April Rieger   |     |           |   786,780 |     |               |  5,042,833 |     |          | 17,230 |     |                        |  5,846,843 |
| Josh Glover(5) |     |           |         — |     |               |          — |     |          |      — |     |                        |          — |

| (1) | A qualifying termination means termination of the NEO’s employment by the Company without cause or by the NEO for good reason on or within 18 months following a change in control. |

| (2) | Amounts reported in this column represent the aggregate amount equal to 1.5 times the sum of (i) base salary for each of the continuing NEOs and (ii) bonus for the year of termination, based on target performance. |

| (3) | Represents value of equity awards that become fully vested and exercisable in full in the event of such qualifying termination. |

| (4) | Represents the estimated value of continued welfare benefits that the continuing NEOs would be entitled to receive upon a qualifying termination of employment on or within 18 months following a change in control. |

| (5) | As noted above, during fiscal 2025, Mr. Glover stepped down from his role as an executive officer of the Company |

41

#### Compensation Risk Assessment
As part of our regular compensation planning, we review the risks associated with our compensation practices and policies. Based on this review, we determined that risks arising from our compensation policies and practices are not reasonably likely to have a material adverse effect on the Company. As part of our compensation planning, we review our compensation philosophies, our compensation governance structure and the design and oversight of our compensation programs. Overall, we believe