Company: EVLVW
Filing Date: 2025-04-30
Form Type: DEF 14A
Source: 0001628280-25-021091
Chunk: 40

Company: Evolv Technologies Holdings, Inc.
Filing Date: 2025-04-30
Form: DEF 14A
Chunk 40
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36for more information regarding the material features and rationale for the design of the Company’s Severance and Change in Control Plan |

As shown below, the vast majority of our new CEO’s new hire compensation package was either “at risk” or performance-based, with 50% of his compensation being performance-based.

### NEW CEO COMPENSATION MIX
| 9%          
 Base Salary |     | 9%                                                       
 Target Annual Cash Incentive                             |     | 41%           
 New Hire MSUs |     | 41%           
 New Hire RSUs |
|             |     | 91%at risk and/or performance-based;50%performance-based |     |               |     |               |

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(1) Mr. Kedzierski did not commence employment with the Company until December 16, 2024, and therefore this chart reflects his compensation mix as of the grant date of the New Hire MSUs and New Hire RSUs (January 2, 2025).

#### Fiscal 2024 Executive Compensation Program
The following table provides information regarding the key elements of our fiscal year 2024 executive compensation program, which applied to our NEOs other than our new CEO.

| Element                     |     | Form                               |     | Objectives and Basis                                                                                                                                           |
| Base Salary                 |     | Cash                               |     | •Provides a competitive level of compensation to attract and retain highly qualified executives                                                                
 •Provides a degree of financial stability to executives                                                                                                        |
| Annual Cash Incentive Bonus |     | Cash                               |     | •Provides at-risk, variable cash pay opportunity for performance over one year                                                                                 
 •Annual incentive targets are designed to motivate executives to achieve or exceed short-term financial and strategic goals within appropriate risk parameters |
| Long-Term Incentives        |     | Stock Options (50%) and RSUs (50%) |     | •Provides at-risk, variable equity-based pay opportunity for sustained operating performance                                                                   
 •Long-term retention tool that aligns interests of executives with those of stockholders and promotes long-term value creation for stockholders                |

As shown below, the majority of our annual fiscal year 2024 executive compensation program was either “at risk” or performance-based, based on our financial and strategic results and our stock price. The at-risk elements of our fiscal year 2024 program include (i) our Short-Term Annual Cash Incentive Plan and (ii) our Long-Term In