Company: FSLY
Filing Date: 2025-04-23
Form Type: DEF 14A
Source: 0001140361-25-015174
Chunk: 46

Company: Fastly, Inc.
Filing Date: 2025-04-23
Form: DEF 14A
Chunk 46
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 compensation decisions, the Compensation Committee reviewed market data from the following compensation peer group, which incorporates removing four companies (A10 Networks, Inc., Domo, Inc., Momentive Global, and Sumo Logic) and adding two companies (DigitalOcean Holdings, Inc., Five9 Inc.). Momentive Global and Sumo Logic, Inc. were acquired while A10 Networks, Inc. and Domo, Inc. were less relevant business comparators moving forward. DigitalOcean Holdings, Inc. and Five9 Inc. fell within the Compensation Committee’s selection criteria and were also more size appropriate with strong overlap among other peer companies.

| • |     | 8x8, Inc. (EGHT)                   |     | • |     | JFrog Ltd. (FROG)             |
| • |     | Alteryx (AYX)                      |     | • |     | Rapid7, Inc. (RPD)            |
| • |     | AppFolio, Inc. (APPF)              |     | • |     | Semrush Holdings, Inc. (SEMR) |
| • |     | BigCommerce Holdings, Inc. (BIGC)  |     | • |     | Smartsheet, Inc. (SMAR)       |
| • |     | BlackLine, Inc. (BL)               |     | • |     | Tenable Holdings, Inc. (TENB) |
| • |     | DigitalOcean Holdings, Inc. (DOCN) |     | • |     | Varonis Systems, Inc. (VRNS)  |
| • |     | Everbridge, Inc. (EVBG)            |     | • |     | Yext, Inc. (YEXT)             |
| • |     | Five9 Inc. (FIVN)                  |     | • |     | Zuroa, Inc. (ZUO)             |

The Compensation Committee evaluates the compensation peer group annually and modifies the peer group as needed. Given that not all of the peer companies report data for a position comparable to each of our executive officers, the Compensation Committee also reviewed market data from the Radford Global Technology survey. Our Compensation Committee utilizes market data as one reference point along with various other factors, such as the individual’s performance, experience, and competitive market conditions in making compensation decisions. As such, the Compensation Committee does not commit to setting our executive pay levels at any particular percentile of the compensation peer group. To assess the competitiveness