Company: TXG
Filing Date: 2025-04-14
Form Type: DEF 14A
Source: 0001770787-25-000018
Chunk: 41

Company: 10x Genomics, Inc.
Filing Date: 2025-04-14
Form: DEF 14A
Chunk 41
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holders representing approximately 33% of the Company’s outstanding shares of common stock. Below is a summary of the main compensation-related feedback we received from our meetings with these stockholders, as well as details around the changes made or planned for our executive compensation program in response to this feedback.

| Stockholder Feedback                                                                                                                                                                                                                                                                                 |     | 10x Actions to Address Feedback                                                                                                                                                                                                                                                             |
| Support for 2023 changes to the structure of our Annual Incentive Plan (AIP), particularly tying payouts to specific quantitative financial goals.                                                                                                                                                   |     | In 2024, we further tied AIP funding determinations to quantitative goals by adding multiple objective, measurable metrics: revenue (previously our sole AIP metric), adjusted free cash flow and nine quantifiable strategic objectives.                                                   |
| Preference for a relative TSR measure over the use of absolute share price measure for performance stock unit (PSU) awards.                                                                                                                                                                          |     | The PSU awards granted in 2024 incorporate a relative TSR metric against an index, in addition to a performance metric based on the Company’s compound annual growth rate (CAGR). This methodology replaced the absolute share price target approach that was used for the 2023 PSU awards. |
| 2022 and 2023 performance-based equity awards can be earned if the applicable performance metric was maintained or exceeded for 20 consecutive trading days. Stockholders requested longer periods over which performance must be maintained before performance-based equity awards could be earned. |     | The PSU awards granted in 2024 incorporated long-term performance periods – three years for relative TSR-based PSUs and two years (plus a one year time-based vesting period) for CAGR-based PSUs before such awards could be earned.                                                       |
| Requested more detail regarding each of our compensation elements, including for non-CEO NEOs,                                                                                                                                                                                                       |     | In this proxy statement, we have provided additional information regarding each element – base salary, AIP and equity awards – of each NEO’s compensation..                                                                                                                                 |

The compensation committee continues to be committed to consider the results of stockholder advisory votes on executive compensation when making future decisions relating to our executive compensation programs and compensation for named executive officers, with the intent on making sure that the programs are beneficial to the creation of sustained long-term stockholder value.

#### 10X GENOMICS, INC.432025 PROXY STATEMENT

#### Compensation Setting Process

#### Role of Our Compensation Committee
Our compensation committee oversees the executive compensation program, making final decisions on program design and any