Company: MTCH
Filing Date: 2025-04-17
Form Type: PREC14A
Source: 0000891103-25-000047
Chunk: 74

Company: Match Group, Inc.
Filing Date: 2025-04-17
Form: PREC14A
Chunk 74
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 with our stockholders through several other forums, including quarterly earnings calls, our annual and quarterly reports, proxy statements and other SEC filings, our Annual Meeting of Stockholders, investor meetings and conferences and our Investor Relations website. In addition, we held an Investor Day on December 11, 2024, to provide the Company’s views on its market opportunity, sources of competitive differentiation, core business drivers, product roadmaps, and financial outlook.

At our 2024 annual meeting of stockholders, we were pleased that the advisory vote on NEO compensation (the “say-on-pay” vote) received over 93% support after extensive outreach in 2023 and efforts to implement stockholder feedback in early 2024. The full Board and the Committee believe this result demonstrated a strong level of support for our executive compensation philosophy, program and practices as modified in 2024.

#### Compensation-Setting Process
When establishing initial compensation packages upon an executive's hire or promotion, Match Group follows a flexible approach, and makes decisions based on a variety of factors particular to a given executive's situation, including our firsthand experience with the competition for recruiting and retaining executives, negotiation and discussion with the individual executive, comparative market data, internal equity considerations, prior compensation levels for the particular position within Match Group, the location of a particular executive, compensation levels available to the individual in alternative opportunities, and other factors we deem relevant at the time. Each individual component of a given NEO’s compensation is evaluated independently and in relation to the package as a whole. Prior earning histories and outstanding long-term compensation holdings are also considered.

In its annual review of each NEO’s pay package, prior to making specific decisions related to any particular element of compensation, the Committee typically considers the following factors:

• Historical compensation levels for each of our NEOs, evaluating the NEO’s total near-term and long-term compensation in aggregate;

• Each individual NEO’s skills, experience and qualifications relative to similarly situated executives at the companies in our compensation peer group and in select broad-based compensation surveys;

• Each individual NEO’s performance against the expectations of the Committee, our Board and our Chief Executive Officer (for other NEOs);

• The compensation practices among our competitors and broad-based compensation surveys;

• Our historical and projected future performance against Company-wide and brand-level financial and operational objectives established by the Committee and our Board;

• The recommendations provided by our Chief Executive Officer with respect to the compensation of our other NEOs; and

• The competitive state of the labor market generally, including any need to strengthen the ret