Company: NCNO
Filing Date: 2025-04-29
Form Type: PRE 14A
Source: 0001193125-25-103772
Chunk: 44

Company: nCino, Inc.
Filing Date: 2025-04-29
Form: PRE 14A
Chunk 44
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. HOW WE MAKE EXECUTIVE COMPENSATION DECISIONS Our Executive Compensation Philosophies and Objectives The Company’s executives compensation pay philosophy and objectives strive to attract, retain, and motivate superior executive talent primarily through incentives that reward achievement of performance goals that directly correlate to the enhancement of stockholder value, as well as to facilitate executive retention. Long-term incentives delivered through equity grants align executive interests with those of the stockholders. We strive to provide a competitive compensation program. Our pay philosophy is to target the market 25 thpercentile for cash compensation and the median (50 thpercentile) for equity compensation. Compensation positioning is used to assess the pay levels and pay mix of the aggregate executive compensation program, while executive compensation for any individual role may be above or below the stated philosophy based on experience, scope of position and individual performance. The Company and its leaders place significant value on culture, invest in employee health and well-being, foster professional development and provide career growth opportunities across the organization. The Compensation Committee believes that the executive compensation program should motivate the executive officers to drive strong and sustained performance for the Company. Accordingly, executive compensation is weighted towards at-risk,variable incentive awards — short-term cash incentives and equity grants — rather than base salaries. This performance and equity focus is designed to align our executive compensation with the performance of individuals and the Company as a whole with the interests of our stockholders. Role of the Compensation Committee and our Executive Officers The Compensation Committee is responsible for determining the compensation of our Chief Executive Officer and each of our other executive officers. In setting the compensation of our Chief Executive Officer, the Compensation Committee reviews and approves our Chief Executive Officer’s performance. In setting the compensation of our other executive officers, the Compensation Committee takes into account our Chief 32

Executive Officer’s review of each executive officer’s performance and his recommendations with respect to their compensation. The Compensation Committee’s responsibilities regarding executive compensation are further described in the “Corporate Governance” section of this proxy statement. Guidance from Compensation Consultant Aon provides executive compensation consulting services to the Compensation Committee. With respect to fiscal 2025, Aon provided services related to the review of fiscal 2025 compensation decisions for executive officers and directors, including a review of peer group compensation data and assistance with this CD&A, and was paid approximately $147,750 for these services. Aon is retained by and reports to the Compensation Committee and, at the request of the Compensation Committee, participates in committee meetings. In addition to services provided to the Compensation Committee, the Company engaged Aon