Company: FCFS
Filing Date: 2025-04-25
Form Type: DEF 14A
Source: 0000840489-25-000055
Chunk: 52

Company: FirstCash Holdings, Inc.
Filing Date: 2025-04-25
Form: DEF 14A
Chunk 52
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 an important part of the Company’s overall executive compensation program, the Company is also aware of its responsibility to its stockholders to exercise judgement in the granting of such awards. As a result, the Company monitors its annual share usage, or “burn rate,” and the potential dilutive impact of equity awards on its stockholders.

The annual share usage, or burn rate, of equity awards for the last three years was as follows:

|                                                                      |     | 2024 |     |            |   |     | 2023 |     |            |   |     | 2022 |     |            |   |
| Total restricted stock awards granted at target (annual share usage) |     |      |     |    155,001 |   |     |      |     |    164,703 |   |     |      |     |    151,796 |   |
| Weighted-average common shares outstanding                           |     |      |     | 44,965,000 |   |     |      |     | 45,452,000 |   |     |      |     | 47,213,000 |   |
| Annual share usage as percentage of shares outstanding (burn rate)   |     |      |     |       0.34 | % |     |      |     |       0.36 | % |     |      |     |       0.32 | % |

Senior Executive LTIP

The Compensation Committee has established an LTIP for its three most senior executives, the CEO, COO and CFO, with all of the awards provided in the form of time-based and performance-based restricted stock awards which vest over a three-year period. These awards are designed to provide alignment of executives’ interests with those of stockholders through long-term ownership of Company stock. For 2024, 50% of the awards are contingent upon the Company attaining defined performance goals tied to earnings and stockholder return metrics over a three-year period and 50% are time-based with cliff vesting after three years.

To determine the number of performance-based restricted stock awards that vest, the Compensation Committee measures the cumulative performance of the Company at the end of the three-year performance period against the cumulative performance goals approved by the Compensation Committee typically in the first quarter of the year of the initial grant. The Company’s level of achievement of the performance goals set forth in the cumulative performance period will result in the vesting of the performance-based awards between zero and 150% of a stated target