Company: MMI
Filing Date: 2025-03-19
Form Type: DEF 14A
Source: 0001193125-25-057887
Chunk: 34

Company: Marcus & Millichap, Inc.
Filing Date: 2025-03-19
Form: DEF 14A
Chunk 34
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 conferences. These combined efforts helped contribute to over 7,836 closings and nearly $50 billion in volume, keeping MMI as the top ranked commercial real estate brokerage firm by transactions last year. We remain committed to a comprehensive capital allocation strategy that aligns with the long-term interests of our stockholders. In 2024, we returned $20 million to stockholders in the form of dividends and another $0.6 million through share repurchases. While we continue to face near-term challenges due to higher interest rates, rate volatility and inflation uncertainty, we are committed to sustaining our long-term mindset. This includes building competitive advantages, optimizing operational efficiencies, continuing to prioritize delivery of best-in-class services for our clients, and strategically deploying capital to further strengthen our internal resources and external growth opportunities. Marcus & Millichap, Inc. | 2025 Proxy Statement | Page 35

Compensation Alignment of CEO Compensation and Company Performance We designed our 2024 executive compensation program to motivate and reward executive performance. The chart below analyzes CEO’s target total direct compensation (which is the sum of base salary, target bonus, and target long-term incentive (“LTI”) grant value) for 2024. Mr. Nadji’s original target grant value was $6.9 million. As explained in more detail in this CD&A, his 2024 target bonus and LTI grant value were reduced due to challenging business conditions resulting in 2024 target total direct compensation of $5.3 million. Actual bonus was earned at 54% of target, while the value of the 2024 grant at 12/31/2024 increased from the 5/2/2024 grant value based on our improved total shareholder return during the last half of the year. The resulting actual total direct compensation was $4.7M, which was 32% below Mr. Nadji’s original target total direct compensation. Compensation Philosophy Our executive compensation program is intended to achieve the following objectives:

| ◾ |     | Attract and incentivize talented individuals to lead and manage our business |

| ◾ |     | Align our executive officers’ compensation with our business objectives and the interests of our stockholders |

| ◾ |     | Reward our executive officers fairly over time based on actual performance and retain those individuals who continue to meet our high expectations |

Marcus & Millichap, Inc. | 2025 Proxy Statement | Page 36

Compensation Compensation Policies and Practices Our executive compensation program and corporate governance policies are designed to link pay