Company: RPTX
Filing Date: 2025-04-29
Form Type: DEF 14A
Source: 0001193125-25-103764
Chunk: 40

Company: Repare Therapeutics Inc.
Filing Date: 2025-04-29
Form: DEF 14A
Chunk 40
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 Officer, and evaluates the Chief Executive Officer’s performance in light of relevant corporate goals and objectives. Historically, the Chief Executive Officer has typically discussed recommendations for all other executive officers with the compensation committee and the board. The board, based on the compensation committee’s recommendation, has final approval over all compensation decisions for our named executive officers. Role of the Compensation Consultant During 2024, the compensation committee retained Aon’s Human Capital Solutions practice, a division of Aon plc (“Aon”) as its compensation consultant. The compensation consultant reports directly to the compensation committee and provided no advisory services to management in 2024. The compensation consultant’s advisory services primarily include:

| • |     | assessing the executive team’s base salaries, short-term incentive opportunities, target total cash and long-term incentives against the biopharmaceutical market and the peer group; |

| • |     | reviewing the current unvested equity ownership levels and wealth creation opportunities of our executive team; |

| • |     | assessing our aggregate equity use both in terms of annual equity spend as well as cumulative equity delivery; and |

| • |     | developing a comparative peer group of companies for use in establishing executive officer compensation. |

The compensation committee has sole authority to hire the compensation consultant, approve its compensation, determine the nature and scope of its services, evaluate its performance, and terminate and replace (or supplement) its engagement with an alternative consultant. The compensation committee has assessed the independence of Aon pursuant to the listing standards of the Nasdaq Stock Market and SEC rules and concluded that no conflict of interest exists that would prevent the compensation consultant from serving as an independent consultant to the compensation committee. Compensation Peer Group As our compensation consultant, Aon developed and analyzed competitive compensation levels relative to the peer group that the compensation committee adopted for fiscal 2024. The compensation committee used the same peer group for fiscal 2024, except that five companies were dropped from the peer group, four of which no longer met the selection criteria and one of which due to its acquisition. These were replaced with five companies that met the selection criteria in terms of financial profile and business/product focus. Aon developed recommendations that were presented to the compensation committee for its consideration after analyzing executive compensation paid at other companies identified by the consultant and broader survey data for 28

size-appropriatecompanies in the biopharmaceutical industry, such as the Radford Global Life Sciences Survey. The criteria used to determine the composition of the peer group were the following:

| • |     | companies competing in the