Company: IMXI
Filing Date: 2025-04-30
Form Type: DEF 14A
Source: 0001683695-25-000058
Chunk: 40

Company: International Money Express, Inc.
Filing Date: 2025-04-30
Form: DEF 14A
Chunk 40
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 |     |                          $150,000 |     |                $50,000 |     |                          $100,500 |     |                $56,575 |
| Robert Pargac(1)        |     |   $175,000 |     | 75%       |     | 25% |     |                          $131,250 |     |                $43,750 |     |                           $65,953 |     |                $33,469 |

(1) Since Mr. Pargac joined the Company in May 2024, the earned bonus amounts are prorated based on his start date.

Actual payouts under the plan may range from 0% to 150% of each executive’s target based on performance versus pre-established objectives. Under the terms of the Bonus Plan, the Individual component was measured and paid on a quarterly basis and may range from 0% to 150% of target. Half of the Adjusted EBITDA component is paid quarterly based on quarterly performance with the remainder of any earned portion of the Adjusted EBITDA component being payable subject to full-year performance. The quarterly payout for Adjusted EBITDA is made on a binary basis, such that if the quarterly target is achieved, then the quarterly payout is made (12.5% of the Adjusted EBITDA target), with no partial payout during a quarter if the target is not achieved. All quarterly Adjusted EBITDA targets were set at the beginning of the year. The Company uses a combination of quarterly individual targets and quarterly and annual Adjusted EBITDA targets to effectively motivate its executive team by balancing the focus and reward on both immediate near-term performance and longer-term performance.

For the full-year Adjusted EBITDA component, the Compensation Committee sets threshold, target and maximum levels of performance at the outset of the year. Payout begins at threshold performance, which was set at 90% of the targeted Adjusted EBITDA amount, and achievement below 90% pays 0% of target. Target performance was set at 100% of the targeted Adjusted EBITDA amount, achievement of which pays 100% of target. Maximum payout of 150% requires performance at 115% of the targeted Adjusted EBITDA amount. There would be no payment under the Bonus Plan for performance below threshold and linear interpolation applies between threshold/target and target/maximum performance levels.

For 2024, the quarterly Adjusted EBITDA targets were achieved at 100% for the first