Company: LPSN
Filing Date: 2025-04-30
Form Type: 10-K/A
Source: 0001102993-25-000038
Chunk: 18

Company: LIVEPERSON INC
Filing Date: 2025-04-30
Form: 10-K/A
Chunk 18
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-established financial-based metrics, selected annually to motivate performance that enhances and supports our strategic corporate objectives consistent with our annual operating plan.

Target annual bonus opportunities are expressed as a percentage of base salary and were established by the Compensation Committee in consideration of the NEO’s level of responsibility and his or her ability to impact

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overall results. The Compensation Committee also considers a competitive market analysis prepared by Compensia in setting target award amounts. Mr. Sabino’s target annual bonus opportunity was established pursuant to the terms of his employment agreement when hired as CEO.

For the 2024 Fiscal Year, the target annual bonus opportunities for our NEOs were as follows:

| NEO                 |     | Target Bonus     
 as a % of Salary |     | Target Bonus ($) |
| John Sabino         |     | 100%             |     |          550,000 |
| John D. Collins     |     | 62%              |     |          323,750 |
| Monica L. Greenberg |     | 50%              |     |          225,000 |

Annual bonus payouts for the 2024 calendar year were based on achievement of performance goals established by the Compensation Committee in consultation with our CEO and CFO. Performance metrics applicable for 2024 included B2B Core Recurring Monthly Revenue, B2B Core New Annual Recurring Revenue and B2B Core Free Cash Flow as the relevant operational and financial performance metrics, and each of these metrics was assigned an appropriate weighting. For 2024, the Compensation Committee set the weightings as follows: 30% for the B2B Core Recurring Monthly Revenue metric; 30% for the B2B Core New Annual Recurring Revenue metric; and 40% for the B2B Core Free Cash Flow metric. Our executives were eligible for payout for achievement between the threshold, target and maximum achievement goals based on a pre-established scale set by the Compensation Committee (with 100% payout being earned for achievement of the metric’s target level). The Compensation Committee also retained the discretion to adjust payment amounts in light of individual performance. In the case of substantial outperformance of the Company’s goals, bonus payouts for the NEOs could be awarded up to a maximum of 200% of target.

Based on 2024 performance, the Compensation Committee determined that achievement of the performance goals described above and the resulting payouts of the target amounts were as follows:

| NEO                 |     | Earned Bonus ($) |     | Earned Bonus (