Company: ALGN
Filing Date: 2025-03-27
Form Type: PRE 14A
Source: 0001097149-25-000016
Chunk: 43

Company: ALIGN TECHNOLOGY INC
Filing Date: 2025-03-27
Form: PRE 14A
Chunk 43
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ina           |     | STERIS                 |
|                   |     | Bio-Rad Laboratories |     | Insulet            |     | Teleflex               |
|                   |     | Dentsply Sirona      |     | Intuitive Surgical |     | The Cooper Companies   |
|                   |     | DexCom               |     | Masimo             |     | Waters                 |
|                   |     | Edwards Lifesciences |     | Mettler-Toledo     |     | Zimmer Biomet Holdings |
|                   |     | Hologic              |     | ResMed             |     |                        |

Reference Peers. Our Compensation and Human Capital Committee also considers the compensation data of other companies as reference peers, which are companies identified by management as key business or labor market comparators. The compensation data of these companies was used for informational purposes only and was not used in setting executive management compensation levels because the financial profiles of these companies are outside the peer group development parameters.

Survey Data. When peer data is unavailable, our Compensation and Human Capital Committee reviews various pay surveys, including the Radford Technology Survey. In addition, the Committee may review the data separately to understand pay differences, if any, by industry or business segment and to assess whether any changes in pay data from year to year reflect true market trends.

Role of Competitive Data and our Compensation and Human Capital Committee’s Discretion. Our Compensation and Human Capital Committee uses the following percentiles of peer group and survey data as reference points for assessing appropriate base salary, target total cash compensation and equity compensation for our executive officers:

| Element of Compensation        |     | Percentile            |
| Base salary                    |     | 50thpercentile        |
| Target total cash compensation |     | 65thto 75thpercentile |
| Equity compensation            |     | 50thto 75thpercentile |

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While we believe that comparisons to market data are useful, the Committee does not believe it appropriate to establish executive management compensation levels based solely on a comparison to market data. Due to the variations between companies reporting and the roles for which compensation for these companies is ultimately disclosed, directly comparable information is not always available from each peer group company with respect to each of our NEOs. In considering market compensation data, the Committee recognizes that executive management roles at different companies can vary significantly, with different responsibilities and scopes of work, even though they may hold similar titles or nominal positions. The Committee therefore uses the market data only as a reference