Company: IOT
Filing Date: 2025-06-02
Form Type: DEF 14A
Source: 0001642896-25-000046
Chunk: 42

Company: Samsara Inc.
Filing Date: 2025-06-02
Form: DEF 14A
Chunk 42
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            $424,320 |     |            $500,000 |     |        $75,680 |
| John Bicket      |     |             $50,000 |     |             $50,000 |     |              — |
| Adam Eltoukhy    |     |            $350,200 |     |            $437,333 |     |        $87,133 |
| Lara Caimi       |     |            $500,000 |     |            $600,000 |     |       $100,000 |

#### Non-Equity Incentive Plan Compensation
We use non-equity incentive compensation to motivate our named executive officers to achieve our annual financial and key operational objectives, which in turn contribute towards progressing our longer-term strategic goals.

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For FY 2025, our compensation committee set the terms and conditions of our Executive Non-Equity Incentive Plan and established the following target incentive amounts for our named executive officers, which as a percentage of base salary were unchanged from FY 2024 for all named executive officers other than Mr. Phillips:

| Executive        |     | Non-Equity Incentive Compensation as Percentage of Base Salary |     | Target Non-Equity Incentive Compensation as Dollar Amount |
| Sanjit Biswas    |     | 100%                                                           |     |                                                   $50,000 |
| Dominic Phillips |     | 100%                                                           |     |                                                  $500,000 |
| John Bicket      |     | 100%                                                           |     |                                                   $50,000 |
| Adam Eltoukhy    |     | 50%                                                            |     |                                                  $218,666 |
| Lara Caimi       |     | 100%                                                           |     |                                                  $600,000 |

In line with our compensation philosophy, in designing our Executive Non-Equity Incentive Plan for FY 2025, our compensation committee considered the competitiveness of our program. Our compensation committee designed our plan to pay out based on achievement against (i) net new annual recurring revenue targets (weighted at 75%), in line with the annual operating plan approved by our Board of Directors, and (ii) adjusted free cash flow targets (weighted at 25%), re-forecasted after each quarter. Our compensation committee chose these two performance measures because it believed they are indicators of both top line and bottom line financial performance and provide incentives that drive the efficient, long-term growth of the company