Company: TXG
Filing Date: 2025-04-14
Form Type: DEF 14A
Source: 0001770787-25-000018
Chunk: 47

Company: 10x Genomics, Inc.
Filing Date: 2025-04-14
Form: DEF 14A
Chunk 47
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          ($) |     | % of Target AIP Opportunity Payout in 2024 
                                        (%) |
| Dr. Saxonov             |     |                    100 |     |     |                    100 |     |                             100 |     |                                0 |     |      325,000 |     |                                         50 |
| Mr. Taich(1)            |     |                        |     | N/A |                     60 |     |                              50 |     |                               50 |     |       58,197 |     |                                         50 |
| Dr. Hindson             |     |                     60 |     |     |                     60 |     |                              50 |     |                               50 |     |      150,000 |     |                                         50 |
| Mr. Whitaker            |     |                     60 |     |     |                     60 |     |                              50 |     |                               50 |     |      150,000 |     |                                         50 |
| Mr. McAnear(2)          |     |                     60 |     |     |                     60 |     |                              50 |     |                               50 |     |          N/A |     |                                        N/A |

(1) Pursuant to the terms of our AIP, Mr. Taich’s AIP payment was prorated based on his hire date.

(2) Mr. McAnear separated from the company effective August 30, 2024, thus did not earn an AIP payment for 2024.

The AIP for NEOs consists of two components: a corporate performance factor, which determines the portion of the bonus tied to company performance (explained in detail below), and, for all NEOs except the Chief Executive Officer, an individual performance factor. The individual performance factor is based on a comprehensive assessment of each NEO’s performance, conducted by the compensation committee with input from the Chief Executive Officer. The Chief Executive Officer’s AIP is 100% based on corporate performance, while the other NEOs have 50% tied to corporate performance and 50% tied to individual performance. This structure ensures alignment with company goals while allowing the Chief Executive Officer and compensation committee to consider individual contributions when determining AIP awards.

In 2024, our AIP was redesigned to the following metrics and weighting:

| Metric                        |     | Weighting |     | Definition                                                                                                                                                                       |
| Revenue                       |     | 60%       |