Company: TENB
Filing Date: 2025-04-03
Form Type: DEF 14A
Source: 0001660280-25-000058
Chunk: 51

Company: Tenable Holdings, Inc.
Filing Date: 2025-04-03
Form: DEF 14A
Chunk 51
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 proportion of performance-based incentives.

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#### 2024 Target Total Direct Compensation Overview
For 2024, 96% of Mr. Yoran’s total reported compensation and an average of 93% of Messrs. Vintz's and Thurmond's total reported compensation was at-risk through quarterly and annual bonuses earned and equity incentives awarded, as reported in the Summary Compensation Table.

#### Listening to Our Stockholders
At our annual meeting of stockholders in 2024, we conducted an advisory vote on executive compensation, or a say-on-pay vote. Approximately 92.9% of the votes cast on the say-on-pay proposal supported the proposal. Our Compensation Committee reviewed the final vote results for the proposal and given the level of support, concluded that our compensation program provided a competitive performance package that incentivizes our Named Executive Officers and encourages their retention over the long term. Accordingly, the Compensation Committee determined not to make any significant changes to our executive compensation policies or decisions as a result of the vote. Our Compensation Committee will continue to monitor and continually evaluate our compensation program going forward in light of our stockholders’ views and our transforming business needs. In addition to our annual advisory vote on executive compensation, we are committed to ongoing engagement with our stockholders on executive compensation and corporate governance issues.

#### Executive Compensation Policies and Practices
We endeavor to maintain appropriate pay-for-performance alignment and sound governance standards as we review and manage executive compensation policies and practices. The Compensation Committee evaluates our executive compensation program on a regular basis to ensure that it is consistent with our short-term and long-term goals given the dynamic nature of our business and the market in which we compete for executive talent. The following summarizes our key convictions with respect to executive compensation and related policies and practices:

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| What We Do                                                                                                                                                                                                                                   |     | What We Do Not Do                                                                                     |
| PMaintain an independent Compensation Committee.                                                                                                                                                                                             
 PRetain an independent compensation advisor.                                                                                                                                                                                                 
 PAnnual executive compensation strategy review.                                                                                                                                                                                              
 PMulti-year vesting requirements for equity awards.                                                                                                                                                                                          
 P“Double-trigger” change-in-control arrangements.                                                                                                                                                                                            
 PSuccession planning by full Board.                                                                                                                                                                                                          
 PAnnual Say-on-Pay voting.                                                                                                                                                                                                                   
 PStock incentive plans and executive employment agreements that provide for forfeiture of equity awards and severance if an executive is terminated for cause, including due to misconduct that results in reputational harm to the Company. |     |