Company: CRCL
Filing Date: 2025-02-13
Form Type: DRS/A
Source: 0000950123-25-001965
Chunk: 236

Company: Circle Internet Group, Inc.
Filing Date: 2025-02-13
Form: DRS/A
Chunk 236
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 may differ materially from the currently planned programs summarized in this discussion. This discussion focuses on our Chief Executive Officer, Chief Financial Officer, and the three most highly compensated executive officers (the “NEOs”) for fiscal year 2024 who are listed in the table below. While this CD&A focuses primarily on the compensation of our NEOs for fiscal year 2024, this CD&A also includes, where noted, relevant compensation information for our NEOs in fiscal year 2025.

| Jeremy Allaire         |     | Chairman and Chief Executive Officer                 |
| Jeremy Fox-Geen        |     | Chief Financial Officer                              |
| Elisabeth Carpenter(1) |     | Chief Operating Officer                              |
| Heath Tarbert          |     | Chief Legal Officer and Head of Corporate Affairs(2) |
| Nikhil Chandhok        |     | Chief Product Officer(3)                             |

| (1) |     | Effective January 1, 2025, Ms. Carpenter was no longer considered an executive officer of our Company, and remains a non-executive officer employee. |

| (2) |     | Effective January 1, 2025, Mr. Tarbert was promoted to “President” and remains “Chief Legal Officer.” |

| (3) |     | Effective January 1, 2025, Mr. Chandhok was promoted to “Chief Product and Technology Officer.” |

Executive Summary Our Compensation Philosophy and Objectives Circle promotes a compensation philosophy to ensure competitive, fair, performance-driven total rewards packages for our executives, while simultaneously creating long-term value for our stockholders. The objectives of this philosophy are to:

| • |     | Align the total rewards programs at Circle with Circle’s mission, performance, and the interests of our stockholders, 
 particularly with respect to key executives who are best positioned to drive long-term value creation.                |

| • |     | Attract and retain executives that are both high performers in their specialty and exemplify Circle’s values. |

| • |     | Reinforce our pay-for-performance orientation through programs that motivate and reward executives for their contributions 
 to Circle’s short- and long-term performance.                                                                              |

We believe our programs and practices, as described in this CD&A, achieve these objectives. Compensation Elements and Pay Mix The Compensation Committee establishes and oversees our executive compensation program, including the determination of base salary and short- and long-term incentives. We believe these practices align with our 160

CONFIDENTIAL TREATMENT REQUESTED BY CIRCLE INTERNET