Company: FLYW
Filing Date: 2025-04-22
Form Type: DEF 14A
Source: 0001193125-25-089231
Chunk: 41

Company: Flywire Corp
Filing Date: 2025-04-22
Form: DEF 14A
Chunk 41
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 Domo, Expensify, Open Lending and BTRS Holdings be removed because the company did not meet one or more of the criteria discussed above and was no longer considered to be a meaningful comparison point or the company ceased to be publicly traded. Following this review, our People & Compensation Committee selected the following companies as our peer group for reference purposes when making executive compensation decisions for Fiscal 2024:

| Asana                                                    |     | JFrog               |     | Pager Duty      |     | Repay Holdings |
| AvidXchange                                              |     | Lightspeed Commerce |     | Payoneer Global |     |                |
| EngageSmart (acquired and taken private in January 2024) |     | nCino               |     | Phreesia        |     |                |
| EVERTEC                                                  |     | Nuvei               |     | Remitly Global  |     |                |

When making compensation decisions for our NEOs, our People & Compensation Committee also reviews published survey and peer group compensation data. Competitive market practices are an important factor in our People & Compensation Committee’s decision-making process, although its decisions are not entirely based upon market practices. Rather, our People & Compensation Committee reviews and considers the peer group and other survey data to obtain a general understanding of current competitive compensation practices. Additionally, reviewing the peer group and survey compensation data enables our People & Compensation Committee to accomplish our goal of paying our NEOs what is appropriate and necessary to attract and retain qualified and committed executives while incentivizing achievement of our corporate goals and conserving cash and equity. Flywire Corporation 29 2025 Proxy Statement

PRINCIPAL ELEMENTS OF COMPENSATION Our executive compensation program has the following principal elements: base salary, annual short-term cash incentive bonuses, long-term incentive awards, severance and change in control benefits and other benefits. For base salary, annual cash bonuses and long-term incentive awards for our executive officers, our Company’s compensation philosophy generally is to evaluate individual experience and contribution, as well as corporate performance, and then consider competitive market analysis. The markets we are serving are highly competitive for talent and executive leadership. We generally set target total compensation using the 50 th– 75 thpercentile range as a reference point, with the mix more weighted towards equity than cash to emphasize alignment with stockholders and long-term performance. We believe it is important to drive our Company to over-perform the market in the long term. We also believe that to ensure an appropriate pay for performance