Company: CRNX
Filing Date: 2025-04-23
Form Type: DEF 14A
Source: 0000950170-25-057452
Chunk: 46

Company: Crinetics Pharmaceuticals, Inc.
Filing Date: 2025-04-23
Form: DEF 14A
Chunk 46
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 price is trading lower than the initial grant price. RSUs are also less dilutive to our stockholders, as fewer shares of our common stock are granted to achieve an equivalent value relative to stock options while still aligning the executive's award value with the value of our common stock.                                                                                                                              |

Results of 2024 Say-on-Pay Vote At the 2024 annual meeting of our stockholders meeting our stockholders voted, on an advisory basis, to approve our executive compensation, and approximately 97.3% of votes cast on the proposal were voted in favor of the say-on-pay proposal. The compensation committee values stockholder input and considers the vote an important reflection of investor perspectives. As part of its ongoing commitment to sound governance and responsible decision-making, the compensation committee consistently takes say-on-pay results into account when evaluating executive compensation programs. Our Executive Compensation Practices We endeavor to maintain sound executive compensation policies and practices consistent with our executive compensation philosophy. The following table highlights some of our executive compensation policies and practices, which are structured to drive performance and align our executives’ interests with our stockholders’ long-term interests:

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WHAT GUIDES OUR PROGRAM

Compensation Philosophy and Objectives

We recognize that the ability to excel depends on the integrity, knowledge, imagination, skill, diversity and teamwork of our employees. To this end, the key objectives of our executive compensation program are:

To attract, engage and retain an executive team who will provide leadership for our future success by providing competitive total pay opportunities.

To establish a direct link between our business results, individual executive performance and total executive compensation.

To align the interests of our executive officers with those of our stockholders.

2024 Compensation Mix Emphasis on at Risk Compensation

The compensation committee believes it is important to align the mix and levels of compensation we offer to those offered by our peers in order to retain and incentivize the talented executive officers whose efforts are key to our long-term success. As an executive’s ability to impact operational performance increases, so does the proportion of at-risk compensation. Target long-term incentive compensation grows proportionately as job responsibilities increase, which encourages our executives to focus on our long-term success and aligns with the long-term interests of our stockholders.

The charts below show the mix of the target compensation of our Chief Executive Officer and the average total target compensation of our other named executive officers.

For purposes of these charts, total target compensation consists of base salary, target annual incentive awards as