Company: PCOR
Filing Date: 2025-04-24
Form Type: DEF 14A
Source: 0001193125-25-093502
Chunk: 50

Company: PROCORE TECHNOLOGIES, INC.
Filing Date: 2025-04-24
Form: DEF 14A
Chunk 50
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 |     |     |
| Craig F. Courtemanche, Jr. |     |                              |     | 100 |     |                              |     | 100 |
| Howard Fu                  |     |                              |     |  75 |     |                              |     |  75 |
| Benjamin C. Singer         |     |                              |     |  65 |     |                              |     |  75 |
| Lawrence J. Stack(1)       |     |                              |     | N/A |     |                              |     | 100 |
| Steven S. Davis            |     |                              |     |  75 |     |                              |     |  75 |

| (1) | Mr. Stack joined the Company as Chief Revenue Officer on February 15, 2024 and was not a named executive officer in 2023. |

In March 2024, our Compensation Committee approved the executive bonus program for fiscal year 2024 (the “2024 Bonus Program”). The payouts under the 2024 Bonus Program were based 75% on the achievement of a net new bookings goal and 25% on the achievement of a non-GAAP operating margin goal. Our Compensation Committee sought to set rigorous and ambitious performance goals that had to be met in order for awards under the 2024 Bonus Program to be paid out at target for each metric. In addition, the 2024 Bonus Program contained a threshold for each metric, below which no payout would be made with respect to such metric. The payout for the net new bookings goal ranged from 0% to 200%, and was subject to a payout threshold requiring attainment of at

| PROCORE TECHNOLOGIES, INC. 2025 PROXY STATEMENT |     | 41 |

Executive Compensation| Compensation Discussion and Analysis least 85% of target (the “NNB Threshold”). The payout for the non-GAAP operating margin goal ranged from 0% to 150% and was subject to a payout threshold requiring attainment of at least 73.8% of target. For each metric, a 100% payout represented on-target performance. Based on our performance in fiscal year 2024, the NNB Threshold was not met. As a result, the final payout multiplier for the 2024 Bonus Program was 19%, reflecting our below-target performance in fiscal year 2024. To be eligible to earn a payment under the 2024 Bonus Program, a participant must have remained continually employed by the Company through the bonus