Company: TEAM
Filing Date: 2025-10-15
Form Type: DEF 14A
Source: 0001650372-25-000058
Chunk: 35

Company: Atlassian Corp
Filing Date: 2025-10-15
Form: DEF 14A
Chunk 35
---
-1 of the Securities Exchange Act of 1934, as amended (the “Exchange Act”) and the listing standards of Nasdaq and concluded that no conflict of interest exists with respect to the work that Semler Brossy performs for the CLDC.

### Role of Management
In setting compensation for fiscal year 2025, our CEO and Chief People Officer worked closely with the Board in managing our executive compensation programs and attended CLDC meetings to discuss these topics. Our CEO made recommendations to the CLDC regarding compensation for our executive officers (other than himself) because of his daily involvement with our executive team. No executive officer participated directly in the final deliberations or determinations regarding their own compensation package.

Use of Comparative Market Data

For fiscal year 2025, the CLDC assessed the competitiveness of each element of each executive officer’s total target direct compensation against our executive pay peer group. The CLDC does not use a single method or measure in developing its recommendations, nor does it establish one specific target for the compensation opportunities of our executive officers.

The CLDC reviewed and compared our executive compensation to that of executives in similar positions in our peer group. In assessing the peer group, the CLDC first looked at industry and growth and scale fits:

• Industry . Companies with similar business models and a preference for innovative, collaboration-oriented environments, enterprise software solutions, cloud and software-as-a-service leaders, and broader product suites.

• Growth and Scale . Companies with high revenue and free cash flow growth rates, which were within a similar revenue scale to where Atlassian is today and where we expect to grow.

| 2025 Proxy Statement |

#### Executive Compensation39
We further narrowed down the list of potential companies by examining the following factors:

• Sources of talent in the market (companies where we source and potentially lose executive talent).

• Companies with strong historical and projected top-line revenue growth and revenue to valuation multiples which reflect industry leaders and companies with similar talent priorities and business dynamics.

• Companies with a significant presence in the San Francisco Bay Area, high research and development spend as a percentage of revenue, and that are highly influential in the talent market.

After considering the above factors, the CLDC approved the following peer group for fiscal year 2025 compensation decisions:

| Fiscal Year 2025 Compensation Peer Companies |     |                |     |                          |     |                  |     |                    |     |                                 |
| Autodesk, Inc.                               |     | Datadog, Inc.  |     | Okta, Inc.               |