Company: TALK
Filing Date: 2025-04-30
Form Type: DEF 14A
Source: 0001140361-25-016714
Chunk: 34

Company: Talkspace, Inc.
Filing Date: 2025-04-30
Form: DEF 14A
Chunk 34
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 executive compensation section, please note that we are a “smaller reporting company” as defined under applicable SEC rules and we are permitted to include scaled disclosure with respect to certain executive compensation information otherwise required by Item 402 of Regulation S-K. However, in order to give additional context regarding our executive compensation programs, we have included a more fulsome explanation of our compensation programs and philosophies where appropriate. Our NEOs for the year ended December 31, 2024 are:

| • | Jon Cohen, our Chief Executive Officer; |

| • | Ian Harris, our Chief Financial Officer; |

| • | Jennifer Fulk, our former Chief Financial Officer; |

| • | Gil Margolin, our Chief Technology Officer; |

Executive Summary Compensation Governance and Best Practices We are committed to having strong governance standards with respect to our compensation programs, procedures and practices. Our key compensation practices include the following:

| What We Do                                                                                                   |     | What We Do Not Do                                                        |
| Emphasize the use of equity compensation to promote executive retention and reward long-term value creation. |     | Do not guarantee annual salary increases.                                |
| Weight the overall pay mix towards incentive compensation for senior executives.                             |     | Do not grant uncapped cash incentives or guaranteed equity compensation. |
| Engage an independent compensation consultant to advise our Compensation Committee                           |     | Do not provide significant perquisites.                                  |
| Maintain rigorous stock ownership guidelines and a clawback policy.                                          |     | Do not provide any compensation-related tax gross-up                     |

Executive Compensation Objectives and Philosophy The key objective in our executive compensation program is to attract, motivate, and reward leaders who create an inclusive and diverse environment and have the skills and experience necessary to successfully execute on our strategic plan to maximize stockholder value. 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; |

| • | Provide reward opportunities consistent with our performance on both a short-term and long-term basis that are industry-competitive, flexible, fiscally responsible, and linked to our overall business objectives; and |

| • | Align the long-term interests of our NEOs with those of our stockholders. |

We strive to set our overall total compensation at a competitive level. Executives may be compensated above or below the targeted market position based on factors such as experience, performance, scope of position and the