Company: LPSN
Filing Date: 2025-05-22
Form Type: DEF 14A
Source: 0001102993-25-000068
Chunk: 51

Company: LIVEPERSON INC
Filing Date: 2025-05-22
Form: DEF 14A
Chunk 51
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 from “fixed” pay elements (i.e., base salary) while 87% is connected to a form of “at-risk” compensation (i.e., target annual bonus and equity compensation).

#### Additional Awards
In 2023, in connection with the departure of our former CEO, Robert LoCascio, and in the interest of supporting leadership continuity as part of a smooth and orderly transition, the Compensation Committee approved bonuses to certain key employees, including Mr. Collins and Ms. Greenberg who were eligible to receive cash retention bonuses up to an amount equal to their annual base salary, conditioned on their continued employment on pre-established payment dates. The bonuses were paid in two equal installments, the first of which was paid on January 12, 2024, and the second of which was paid on July 12, 2024.

On September 13, 2023, in recognition of Mr. Collins’ service in the dual role of Interim CEO and CFO during 2023, the Compensation Committee also approved a fixed cash bonus of $300,000, which vested in five equal monthly installments subject to the terms and conditions of the retention agreement. The final installment of the cash bonus was paid to Mr. Collins in January 2024 in the amount of $50,000.

The Role of Competitive Pay Positioning / 2024 Benchmarking

The Compensation Committee is responsible for approving pay levels for our NEOs. In determining the pay levels, the Compensation Committee considers all forms of compensation and benefits. As part of the compensation-setting process for the 2024 Fiscal Year, the Compensation Committee reviewed market data developed by Compensia covering peer and broader tech company practices sourced from SEC filings and broader market surveys to evaluate compensation levels and practices for the NEOs. After consideration of the data collected on external competitive levels of compensation and internal relationships within the executive group, the Compensation Committee reviewed and approved the 2024 Fiscal Year target total compensation opportunities for executives based on the need to attract, motivate and retain an experienced and effective management team.

Pay levels for each of our NEOs are determined based on a number of factors, including the individual’s roles and responsibilities within the Company, the individual’s experience and expertise, the pay levels for peers within the Company, pay levels in the broader technology company marketplace for similar positions, performance of the individual and the Company as a whole, and the Company’s overall cash and equity compensation budgets.

As noted above, notwithstanding the Company’s overall pay positioning objectives, pay opportunities for specific individuals