Company: BL
Filing Date: 2025-03-27
Form Type: DEF 14A
Source: 0001666134-25-000011
Chunk: 44

Company: BLACKLINE, INC.
Filing Date: 2025-03-27
Form: DEF 14A
Chunk 44
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 so that we can attract, retain, and motivate highly qualified executives to contribute to our success. In assessing the overall compensation for executive officers, the Compensation Committee generally considers our financial performance, stockholder returns and position vs. selected peers, market compensation data, executive’s performance, awards given in previous years, and recommendations of our independent consultant.

When making executive compensation decisions, the Compensation Committee is guided by the following principles:

• Aligning interests of our executives with stockholders to ensure that executives’ compensation payouts align with the achievement of results that are correlated with long-term value and stock price appreciation.

• Rewarding achievement by providing appropriate levels of awards for attaining both short-term and long-term financial results.

• Paying for performance to ensure that a significant portion of executives’ compensation is realized when the organization meets its financial results.

• Attracting and retaining senior executives with the right expertise necessary to achieve our strategic objectives and grow our organization.

Our 2024 executive compensation program consisted of the following core elements:

• base salary;

• annual cash bonuses;

• long-term equity compensation (RSUs and PSUs); and

• retirement and health benefits on the same terms as for similarly situated non-executive employees.

#### Pay-for-Performance
Our executive compensation program is reasonable, competitive, and rigorously balances the goals of attracting, motivating, rewarding, and retaining our NEOs. To ensure our NEOs’ interests are aligned with those of our stockholders and to motivate and reward individual initiative and effort, a substantial portion of their annual target total direct compensation opportunity is “at-risk” and the actual amounts payable to our NEOs will vary above or below target levels commensurate with our performance.

We emphasize performance-based compensation that appropriately rewards our NEOs for delivering financial, operational, and strategic results that meet or exceed pre-established goals through our cash bonus plan and equity awards. As is explained in more detail in the sectioned headed “Annual Cash Bonus Opportunities” and “Long-Term Equity Compensation,” our 2024 performance was reflected in corresponding results under our cash and performance-based equity compensation programs. Our focus on profitability resulted in strict fiscal discipline so that spending did not outpace revenue, and this resulted in the portion of our cash bonus and pre-2024 PSUs paid based on non-GAAP operating margin to be earned above target, while our below target performance with respect to our revenue metric resulted in the portion of our cash bonus and pre-2024 PSUs paid based

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