Company: MMI
Filing Date: 2025-03-19
Form Type: DEF 14A
Source: 0001193125-25-057887
Chunk: 43

Company: Marcus & Millichap, Inc.
Filing Date: 2025-03-19
Form: DEF 14A
Chunk 43
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 | $(444,303)          |
| John David Parker   |     |    17,460 |     |    20,657 |     | $(170,609)          |
| Gregory A. LaBerge  |     |     6,195 |     |     6,590 |     | $(34,081)           |

| (1) | Represents the difference between the grant date fair value of 2024 RSUs (calculated by multiplying the number of RSUs granted by our closing stock price as of the May 2, 2024 effective grant date ($32.56)) and the grant date fair value of 2023 RSUs (calculated by multiplying the number of RSUs granted by our closing stock price as of the February 9, 2023 grant date ($35.78)). |

| (2) | Does not include the one-time retention grant of 150,000 RSUs granted to Mr. Nadji in August 2023. |

Marcus & Millichap, Inc. | 2025 Proxy Statement | Page 42

Compensation Each NEO’s RSUs vest in five equal annual installments, with the first vesting date beginning on March 10, 2025, subject to the applicable NEO’s continuous service through each vesting date, except in certain limited circumstances involving a change in control. See “Severance and Change in Control Benefits” below for more information. The grant date value of these RSU awards is disclosed in the Grants of Plan-Based Awards table. Changes to 2025 Long-Term Incentive Program As further described in the section entitled “2024 Say-On-PayAdvisory Vote” above, following the annual stockholder advisory vote to approve the compensation of our NEOs at our 2024 Annual Meeting of Stockholders, we conducted an extensive engagement campaign with our stockholders to seek feedback regarding the design of our executive compensation program. Based on the feedback and concerns expressed by stockholders during this extensive engagement campaign, and to demonstrate the Compensation Committee’s commitment to implementing compensation programs that are aligned with the interests of our stockholders, the Compensation Committee has approved material changes to our long-term incentive program starting with 2025. For 2025, our long-term incentive program will be comprised of performance-based stock units (PSUs) (50%) and time-based RSUs (50%). One-thirdof the PSUs will be subject to achievement of revenue goals and two-thirdsof the PSUs will