Company: AX
Filing Date: 2025-09-25
Form Type: DEF 14A
Source: 0001299709-25-000174
Chunk: 24

Company: Axos Financial, Inc.
Filing Date: 2025-09-25
Form: DEF 14A
Chunk 24
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 2015, the last trading day of fiscal year 2015. The indexes assume reinvestment of dividends.

| Axos |     | NYSE |     | XABQ |

Since fiscal year 2015, the common stock of the Company has provided an average annual return of 21.84% to investors based on changes in market value and a corresponding compounded increase in earnings per share of 18.68%.

Since Mr. Garrabrants’ appointment to CEO on October 23, 2007, the common stock of the Company has returned 4,201%.

The below table presents the total return over other measurement periods of our common stock compared to the NYSE and XABQ.

| Measurement Period            |     | Axos |     |   |     | NYSE |     |   | XABQ(1) |     |   |
| 7/1/2020 – 6/30/2025 (5-year) |     |      | 344 | % |     |      | 193 | % |         | 180 | % |
| Fiscal Year 2025              |     |      |  33 | % |     |      |  16 | % |         |  21 | % |

(1) XABQ includes banks and thrifts or their holding companies listed on the NASDAQ Stock Market as selected by the American Bankers Association.

| 36 |

#### Compensation Discussion & Analysis

### Executive Compensation Overview
Our executive compensation program is designed to attract, motivate and retain a talented, entrepreneurial and creative team of executives who will provide leadership for the Company’s success in dynamic and competitive markets. We design our executive compensation program to be driven by performance, rewarding our executives for creating value for stockholders. We have a pay-for-performance philosophy for executive compensation based on the following principles:

• Performance Expectations. We have clear performance expectations of our executive team, and the design of our executive compensation program reflects these expectations. Our Compensation Committee sets forth the performance expectations for our CEO and our CEO sets forth the performance expectations for the rest of our executive team. Each executive officer’s performance is evaluated on a regular basis against predefined and documented performance objectives. Each executive officer must demonstrate exceptional personal performance in order to remain part of the executive team. We believe that individuals who underperform should either be removed from the executive team with their compensation adjusted accordingly, or be dismissed from the Company. A substantial portion of each executive’s pay is performance-based compensation that is variable