Company: MTCH
Filing Date: 2025-04-29
Form Type: DEF 14A
Source: 0000891103-25-000067
Chunk: 56

Company: Match Group, Inc.
Filing Date: 2025-04-29
Form: DEF 14A
Chunk 56
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, Mr. Edgett entered into an employment agreement with the Company, pursuant to which he would receive an annual base salary of $500,000, prorated for any partial year of employment. For additional information regarding Mr. Edgett’s employment agreement, see “Leadership Transition Compensation Matters” below. NEO salaries for 2024 are reported in the 2024 Summary Compensation Table included in the Executive Compensation section of this proxy statement.

Annual Bonuses

Match Group’s bonus program is designed to reward performance on an annual basis. Bonuses are generally paid shortly after year-end following finalization of the financial results for the year in question. Because of the variable nature of the bonus program, and because in any given year bonuses have the potential to make up a significant portion of an NEO’s total direct compensation, the bonus program provides an important incentive tool to achieve Match Group’s annual objectives.

Target Annual Bonus Opportunities . The Committee reviews the target annual bonus opportunities (which are expressed as a percentage of annual base salary) of our executive officers each year as part of its annual executive compensation review. None of the target annual bonus opportunities for Ms. Teckman or Messrs. Kim, Swidler or Eigenmann were adjusted during 2024. Pursuant to his employment agreement, the Committee approved a target annual bonus opportunity for Mr. Edgett of 100%, prorated based on his start date, as part of his appointment as Chief Legal Officer and Secretary.

The 2024 target annual bonus opportunity for each of our NEOs is reflected below under “— Payout.”

Performance Objectives . As noted above, in 2024, in response to stockholder feedback and to further demonstrate the Committee’s commitment to paying for performance, as well as to drive additional accountability within the Company’s management team, the Committee introduced revenue and AOI margin financial metrics to the annual bonus program. These pre-established financial metrics determine 70% of the bonus payout, with each metric accounting for 35%. The remaining 30% was determined by an individual component that evaluates each NEO's relevant contributions and performance for the year. The Committee chose to continue to maintain an individual performance component as we believe approaches that are entirely formulaic often fail to adequately incorporate the multiple factors that contribute to success at the individual level. In any given period, Match Group may have multiple objectives, and these objectives and their relative importance often change as the competitive and strategic landscapes shift, even within a given compensation cycle. This structure applied to all NEOs in 2024