Company: PCOR
Filing Date: 2025-04-24
Form Type: DEF 14A
Source: 0001193125-25-093502
Chunk: 47

Company: PROCORE TECHNOLOGIES, INC.
Filing Date: 2025-04-24
Form: DEF 14A
Chunk 47
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 our Compensation Committee focused on companies meeting the foregoing profile that also had strong year-over-year revenue growth (generally 15% or higher) and a high market capitalization to revenue multiple (generally 5x or more). Based on this review, our Compensation Committee removed Avalara and Coupa Software from the peer group because they had been acquired. Our Compensation Committee elected to add Bentley Systems and BlackLine to the peer group as they were an appropriate fit in relation to our Compensation Committee’s peer selection criteria. As a result of these changes, our peer group remained at 20 companies.

| PROCORE TECHNOLOGIES, INC. 2025 PROXY STATEMENT |     | 39 |

Executive Compensation| Compensation Discussion and Analysis Based on the foregoing considerations, our Compensation Committee approved the following compensation peer group for use in making compensation decisions in 2024:

| Fiscal Year 2024 Peer Group |     |              |     |                    |     |                  |
| Alteryx                     |     | Dynatrace    |     | New Relic          |     | Samsara          |
| Asana                       |     | Elastic N.V. |     | Okta               |     | Smartsheet       |
| Bentley Systems             |     | Five9        |     | PagerDuty          |     | SPS Commerce     |
| BlackLine                   |     | HubSpot      |     | Paycom Software    |     | Tenable Holdings |
| Confluent                   |     | MongoDB      |     | Paylocity Holdings |     | UiPath           |

Using data compiled from the companies in the peer group as well as data from the Radford Global Technology survey, Compensia completed an analysis of our executive compensation to inform our Compensation Committee’s determinations regarding executive compensation for 2024. Compensia prepared, and our Compensation Committee reviewed, a range of competitive market data reference points (generally at the 25 th, 50 th, 60 th, and 75 thpercentiles of the market data) with respect to base salary, performance-based cash bonuses, total target cash compensation (base salary and the annual target performance-based cash bonus opportunity), equity compensation, and total target direct compensation (total target cash compensation and equity compensation) with respect to each of our executive officers, including each of our named executive officers. Our Compensation Committee did not target pay to fall at any particular percentile of the competitive market data, but rather reviewed these market data reference points as a helpful reference point in making