Company: FLYW
Filing Date: 2025-04-22
Form Type: DEF 14A
Source: 0001193125-25-089231
Chunk: 38

Company: Flywire Corp
Filing Date: 2025-04-22
Form: DEF 14A
Chunk 38
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 pay levels and compensation program design for our NEOs. |

| • |     | Review of Total Compensation Opportunities. The People & Compensation Committee evaluated the competitive positioning of our NEOs’ compensation relative to the market and made adjustments considering both internal and external factors. In terms of market positioning, the People & Compensation Committee reference the 50th - 75th percentile range of market for target total compensation, with compensation weighted more heavily towards equity. |

| • |     | Challenging Annual Incentive Goals. Our NEOs were eligible to earn a cash bonus based on our achievement of annual corporate goals established by our People & Compensation Committee. Based on our Fiscal 2024 performance, including Revenue Less Ancillary Services of $474.2 million and adjusted EBITDA of $77.9 million, our NEOs earned bonuses of 53.7% of their target bonus for the year. |

| • |     | Compensation Mix Weighted Towards Equity. Our NEOs total target direct compensation mix was more weighted towards equity than cash to emphasize alignment with stockholders and long-term performance. In Fiscal 2024, we granted an average of over 80% of our NEOs’ target direct compensation as equity-based compensation in the form of restricted stock unit awards (RSUs). We believe that RSUs, as well as certain previously issued stock options that continued to vest in 2024, support retention and effectively align the interests of our executives with those of our stockholders by directly linking compensation to the value of our common stock. |

COMPENSATION PHILOSOPHY AND OBJECTIVES Our compensation philosophy and guiding principles provide a framework for the development and management of our executive compensation programs and practices.

| • |     | Competitive. Our compensation programs should be market-competitive, enabling Flywire to attract and retain top talent in a highly-competitive global, technology market. |

| • |     | Pay-for-Performance. We strive to provide a strong relationship between pay and performance. Annual performance-based cash bonuses are tied to achievement of annual corporate financial goals. Long-term incentive awards deliver value based on the performance of our common stock. |

| • |     | Emphasis on Equity Compensation. Total compensation is heavily weighted toward equity incentive compensation. Long-term incentives focus our NEOs on sustainable and long-term stockholder value creation. The value realized by our NEOs depends on the value of our common stock, which we believe aligns our NEOs’ interests with the long-term interests of our stockholders. |

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