Company: LASR
Filing Date: 2025-04-25
Form Type: DEF 14A
Source: 0001124796-25-000043
Chunk: 43

Company: NLIGHT, INC.
Filing Date: 2025-04-25
Form: DEF 14A
Chunk 43
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 peer group consisted of 13 companies for the purposes of evaluating the competitiveness of our executive officer compensation in 2024. Our peer group includes companies in related industries with market capitalization ranging from approximately 0.4x to 7.0x our market capitalization and revenues ranging between approximately 0.4x and 5.4x our annual revenues, as of the date of the analysis in 2024.

#### 2024 Peer Group
| 3D Systems           |     | Ichor      |     | SkyWater Technology |
| Axcelis Technologies |     | Impinj     |     | Veeco Instruments   |
| Cohu                 |     | Knowles    |     | VPG                 |
| CTS Corporation      |     | Ouster     |     |                     |
| FARO Technologies    |     | Photronics |     |                     |

The compensation committee used the competitive market data to inform its judgment about 2024 executive compensation decisions but did not benchmark or target compensation of any executive officer to a specific percentile.

#### Elements of Executive Compensation
Our executive compensation program emphasizes the following three primary components:

• base salary;

• performance-based cash incentives that will only be paid based on achievement of key financial targets approved by the compensation committee; and

• long-term equity incentives that are issued in the form of both performance-based RSUs, for encouraging performance based on goals aligned with delivering value for our stockholders, and time-vested RSUs, for retention and reinforcing our ownership culture and alignment with stockholders.

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In addition, each of our executive officers participates in a variety of benefit plans that are generally available to all U.S. employees, and has an employment agreement providing for severance benefits in connection with a qualifying termination.

The compensation committee takes a holistic view on our executive compensation program, seeking to ensure the overall program is meeting the company’s objectives while providing the compensation committee with the flexibility to structure individual compensation packages that are market-competitive.

We focus on total target direct compensation, and factor in all aspects of pay, including base salary, performance-based cash incentives and time- and performance-based long-term equity incentives, to maintain an executive compensation program that is competitive. The compensation committee does not have a specific formula that is used between the elements of pay but applies its business judgment in providing compensation opportunities for our executives that promote the interests of our stockholders over both the near-term and long-term. To inform its judgment, the compensation committee examines peer