Company: MCW
Filing Date: 2025-04-09
Form Type: DEF 14A
Source: 0000950170-25-052554
Chunk: 36

Company: Mister Car Wash, Inc.
Filing Date: 2025-04-09
Form: DEF 14A
Chunk 36
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 people-first culture. Our executive compensation program is designed to: • Attract and retain talented and experienced executives in a competitive and dynamic market; • Motivate our NEOs to help our company achieve the best possible financial and operational results while supporting and promoting our people-first culture; • Provide reward opportunities consistent with our performance on both a short-term and long-term basis; and • Align the long-term interests of our executives, including our NEOs, with those of our stockholders. We strive to set our overall total compensation at a market-competitive level. In determining total compensation for executives, the Compensation Committee considers competitive market data from our peer group, experience, individual performance, scope of position and the competitive demand for proven executive talent, as described further below under “Determination of Executive Compensation.” 2024 Say-on-Pay Voting Results Last year we held our first Say-on-Pay vote, which received 95.2% support. The Committee and management believe this represents strong support for our compensation practices, and did not make significant changes to those practices in light of the strong stockholder support.

| 2025 Proxy Statement |     | 25 |

Compensation Discussion and Analysis

Determination of Executive Compensation Role of Board of Directors/Compensation Committee/Executive Officers The Compensation Committee is responsible for establishing and overseeing our executive compensation programs and reviews and determines the compensation to be provided to our NEOs, other than with respect to our CEO, whose compensation is determined by the board of directors (the “Board”). In setting executive compensation, the Compensation Committee considers a number of factors, including the recommendations of our Chief Executive Officer (other than with respect to the Chief Executive Officer’s own compensation) and our human resources team, current and past total compensation, competitive market data and analysis provided by the Compensation Committee’s independent compensation consultant, Company performance and each executive’s impact on performance, each executive’s relative scope of responsibility and potential, each executive’s individual performance and demonstrated leadership, and internal equity pay considerations. Our Chief Executive Officer’s recommendations are based on his evaluation of each NEO’s individual performance and contributions, of which our Chief Executive Officer has direct knowledge. Our Board makes decisions regarding our Chief Executive Officer’s compensation, following recommendations from the Compensation Committee. Role of Compensation Consultant To design a competitive executive compensation program that will continue to attract top executive talent and reflect our compensation philosophy, our Compensation Committee has retained Exequity as an independent compensation consultant to provide executive compensation advisory services, help evaluate our compensation philosophy and objectives and provide guidance in administering our executive compensation