Company: IHETW
Filing Date: 2025-04-28
Form Type: DEFA14A
Source: 0001193125-25-100509
Chunk: 3

Company: iHeartMedia, Inc.
Filing Date: 2025-04-28
Form: DEFA14A
Chunk 3
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 debt balance Ø Generated an expected $150 million of net annual cost savings in 2025 by effective capital management and cost efficiencies through modernization Ø Generated year-over-year increases for both consolidated revenue and Adjusted EBITDA, as well as continued growth in digital, including podcasting, and expanded our industry leading position in content and distribution across broadcast radio, streaming digital radio, podcasts and live events 4

Compensation Program Built for Performance & Accountability 2024 CEO & President Pay Mix Element Vehicle Key Features 2024 Actions Taken • Attracts and retains Cash Base Salary executives • Added new metric measuring • Performance-based reward progress against specific tied to adjusted EBITDA Base Salary, Corporate Responsibility and (30%), adjusted free cash 13% Human Capital Investment Short-Term RSUs, Cash flow (20%) and corporate goals 20% Incentive responsibility, human capital • All NEOs were measured and strategic objectives against the same performance (50%) metrics CEO & President: 2024 Target • Based on equally weighted • Increased weighting of CEO & Total Direct adjusted EBITDA and cost President’s PSUs from 50% of Compensation savings metrics, modified +/- total LTI to 65% Annual 25% by relative TSR measured Bonus, • Introduced a cost savings over a three-year 87% At-Risk 29% Performance metric performance period Stock Units 1 • Added debt performance (PSUs) (65%) • Links pay delivery to stock PSUs, 38% goal for CEO & President (15% price performance Long-Term of PSUs) Incentives • Rewards achievement of pre- • Continued practice of issuing a specified performance portion as cash-settled awards objectives • Promotes retention and Restricted enhances executive stock • Continued practice of issuing a Stock Units ownership portion as cash-settled awards 1 (RSUs) (35%) • Three-year ratable vesting 1 5 Reflects PSU and RSU weightings for CEO & President only. The other NEO remained at mix of 50% PSUs and 50% RSUs

Executive Pay Outcomes Aligned with Stockholder Experience Despite challenging market conditions adversely impacting our performance over the last three years, we have continued to set rigorous goals reflected by our executive compensation outcomes CEO Three-Year Performance Results & CEO Three-Year Target vs. Payouts Realizable Compensation ($000) (2022-2024 | Reflects Starting Point of New Contract) 2022-2024 AIP Avg Payout: 55% of Target