Company: ADPT
Filing Date: 2025-04-29
Form Type: DEF 14A
Source: 0001193125-25-103752
Chunk: 34

Company: Adaptive Biotechnologies Corp
Filing Date: 2025-04-29
Form: DEF 14A
Chunk 34
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 relevant financial, strategic and individual performance goals. |

| • |     | Utilize a pay-for-performance model that delivers a majority of our named executive officer’s total compensation based on the achievement of individual and corporate objectives and performance. |

| • |     | Provide that at least half of equity compensation awarded to key members of management, including our Chief Executive Officer, Chief Scientific Officer, President and Chief Operating Officer and Chief Financial Officer is in the form of PSUs. |

| • |     | Utilize variable compensation components tied to the achievement of annual and long-term objectives. |

| • |     | Aim for at least 50% of target compensation to be delivered in the form of equity awards, while regularly reviewing executive officer compensation elements to maintain a competitive pay level and pay mix. |

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| • |     | Provide a heavy weight of incentives toward long-term equity that aligns with the interests of shareholders, rewarding long-term sustainable performance. |

| • |     | Maintain target compensation at or near the median of our peer group. |

| • |     | Utilize stock ownership guidelines to discourage short-term decision-making over driving long-term performance. |

How We Aligned Pay Mix to Our Compensation Objectives in 2024

| • |     | Set 86% of CEO’s target compensation (excluding the “All Other Compensation” category) and 81% of other NEO target compensation (excluding the “All Other Compensation” category and excluding Mr. Peterson, as his employment ended in April 2024) at risk and aligned with short- and long-term performance. |

*Excludes Mr. Peterson as his employment ended in April 2024. **As of December 31, 2024. It is our belief that our compensation philosophy, in practice, promotes a strong linkage across our financial performance and strategic objectives, individual performance and total shareholder return. Our compensation mix balances the achievement of our short-term goals with our long-term performance and attracts, motivates, rewards and retains top-performingsenior executives. 25

Elements of Executive Compensation

| Element of Pay            |     | Base Salary                                                             |     | Annual Incentive Program                                                                                                                                            |     | Long-Term Incentive Program                                                                                                                                                                 |
| Why It Is Provided        |     | Base level of compensation for carrying out day-to-day responsibilities |     | Incentivizes delivery of corporate goals that position the Company for future growth and allows for an assessment of individual contributions to intra-year results |     | Incentivizes