Company: CXDO
Filing Date: 2025-03-04
Form Type: 10-K
Source: 0001654954-25-002287
Chunk: 379

Company: Crexendo, Inc.
Filing Date: 2025-03-04
Form: 10-K
Item: Item 1A
Chunk 379
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, 2025. (2)As of December 31, 2024, Mr. Mihaylo held unexercised options to purchase an aggregate of 216,234 shares of our common stock (3)As of December 31, 2024, Mr. Goergen held unexercised options to purchase an aggregate of 116,500 shares of our common stock (4)As of December 31, 2024, Mr. Bash held unexercised options to purchase an aggregate of 126,500 shares of our common stock (5)As of December 31, 2024, Mr. Williams held unexercised options to purchase an aggregate of 129,000 shares of our common stock (6)As of December 31, 2024, Mr. Puri held unexercised options to purchase an aggregate of 111,500 shares of our common stock (7)As of December 31, 2024, each of Jackson and Kim held unexercised options to purchase an aggregate of 15,000 shares of our common stock. (8)As of December 31, 2024, Mr. Mihaylo held a consulting agreement with the Company. In exchange for his consulting services, Mr. Mihaylo is to receive monthly consideration of $14 or $168 annually. (9)During the year ended December 31, 2024, Mr. Jackson provided $21 of marketing consulting services. These services ended October 31, 2024.

ITEM 11. EXECUTIVE COMPENSATION

Compensation Discussion and Analysis

The overall objective of our executive compensation program is to help create long-term value for our stockholders by attracting and retaining talented executives, rewarding superior operating and financial performance, and aligning the long-term interests of our executives with those of our stockholders. Accordingly, our executive compensation program incorporates the following principles:

 ·We believe that retaining experienced, competent, goal-oriented executives and minimizing executive turnover is in our stockholders’ best interests; ·We believe that a portion of our executives’ compensation should be tied to measures of performance of our business as a whole and that such measures of performance should be non-discretionary; ·We believe that a portion of our executives’ compensation should be tied to measures of performance within each executive’s specific job responsibilities and that those measures should be as non-discretionary as possible; ·