Company: TALK
Filing Date: 2025-04-30
Form Type: DEF 14A
Source: 0001140361-25-016714
Chunk: 35

Company: Talkspace, Inc.
Filing Date: 2025-04-30
Form: DEF 14A
Chunk 35
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 competitive demand for proven executive talent, as described further below under “ Determination of Executive Compensation.”

25

Determination of Executive Compensation Role of Board of Directors, the Compensation Committee, and Executive Officers The Compensation Committee is responsible for establishing and overseeing our executive compensation programs and will annually review and recommend to the Board for approval the compensation to be provided to our executive officers. In setting executive compensation, the Compensation Committee will consider a number of factors, including the recommendations of our Chief Executive Officer (other than with respect to the Chief Executive Officer’s own compensation) and our human resources team, current and past total compensation, competitive market data and analysis provided by the Compensation Committee’s independent compensation consultant, Company performance and each executive’s impact on performance, each executive’s relative scope of responsibility and potential, each executive’s individual performance and demonstrated leadership, and internal equity pay considerations. Our Chief Executive Officer’s recommendations are based on his evaluation of each other executive officer’s individual performance and contributions, of which our Chief Executive Officer has direct knowledge. Decisions with respect to our Chief Executive Officer’s compensation are made without the presence of management. Our Board makes decisions regarding our Chief Executive Officer’s and other executive officers’ compensation, following recommendations from the Compensation Committee. Role of Compensation Consultant In order to design a competitive executive compensation program that will continue to attract top executive talent and reflect our compensation philosophy, our Compensation Committee has retained Meridian as an independent compensation consultant to provide executive compensation advisory services, help evaluate our compensation philosophy and objectives and provide guidance in designing, maintaining, and administering our executive compensation program. The Compensation Committee has evaluated Meridian’s independence pursuant to the requirements of Nasdaq Rules and SEC rules and has determined that Meridian does not have any conflicts of interest in advising the Compensation Committee. Meridian did not provide any other services to the Company in 2024. Our Compensation Committee may also refer to compensation survey data when making decisions related to our compensation programs. Elements of Compensation The primary elements of our NEOs’ compensation and the main objectives of each are:

| • | Base Salary. Base salary attracts and retains talented executives, recognizes individual roles and responsibilities, and provides compensation in respect of an executive’s day-to-day responsibilities; |

| • | Annual Cash Incentive Compensation. Annual bonuses promote short-term performance objectives and reward executives for their contributions to Company performance; |

| • | Equity Based Long-Term Incentive Compensation. Equity compensation, provided in the form of stock options and RSUs during 2024, aligns executives’ interests with our stockholders