Company: HOUS
Filing Date: 2025-03-24
Form Type: DEF 14A
Source: 0001398987-25-000047
Chunk: 50

Company: Anywhere Real Estate Inc.
Filing Date: 2025-03-24
Form: DEF 14A
Chunk 50
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 PROPOSAL 6 |     | STOCKHOLDER PROPOSALS |     | FAQ |

Compensation Philosophy & Commitment to Pay-for-Performance

Strong Commitment to Compensation Best Practices:

| 62% of CEO target direct compensation is performance-based                                                                         |     | Annual cash incentive program funded substantially on achievement of a financial objective |
| 73% of CEO target direct compensation equity-based, with 60% of LTI tied to performance goals over a three-year performance period |     | Multi-dimensional performance incentive focus with:                                        
 ■metrics focused on cash, profitability, strategy, and market performance                  
 ■relative and absolute metrics                                                             
 ■annual and long-term metrics                                                              |
| No significant executive perquisites                                                                                               |     |                                                                                            |
| No option repricing without stockholder                                                                                            
 approval                                                                                                                           |     | No “golden parachute” excise tax gross-up arrangements                                     |
| Responsive to investor feedback                                                                                                    |     | Prohibition against hedging & pledging                                                     |
| Strong stock ownership requirements                                                                                                |     | Annual risk assessment of compensation programs                                            |
| Double-trigger change in control provisions                                                                                        |     | Independent compensation consultant                                                        |
| Strict restrictive covenant agreements                                                                                             |     | Clawback Policy provides for the recoupment                                                
 of both cash and equity compensation                                                       |

#### Compensation Philosophy
Our compensation philosophy has the following key objectives:

▪ The attraction, motivation and retention of high-performing executives;

▪ A pay-for-performance focus that ties a significant portion of pay to business performance, both short- and long-term;

▪ Alignment of compensation with stockholder interests in both short-term performance and long-term value creation;

▪ Reinforcement of ethical behavior and practices;

▪ Discouragement of excessive risk; and

▪ Flexibility to respond to the necessities of a cyclical industry.

With regard to pay levels, our philosophy is that:

▪ Target direct compensation should be set at the outset of the compensation period by taking into account compensation paid to similarly-situated executives of comparable proficiency, with flexibility to vary individual executive compensation based on specific factors such as tenure, experience, proficiency in role, criticality to the organization and other business needs; and

▪ All actual payments on incentive components should be linked to Company operating, financial, and stock performance during the performance period.

#### Setting Target Direct Compensation
In setting target direct compensation, we consider our compensation philosophy, each NEO’s individual performance assessment, the scope of the role’s responsibilities and the extent of the role’s impact on financial and strategic goals