Company: BL
Filing Date: 2025-03-27
Form Type: DEF 14A
Source: 0001666134-25-000011
Chunk: 55

Company: BLACKLINE, INC.
Filing Date: 2025-03-27
Form: DEF 14A
Chunk 55
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 target annual cash bonus opportunity for Ms. Tucker, Mr. Ryan, Mr. Partin, and Ms. Morgan-Prager are prorated to reflect changes to their compensation from April 1, 2024.

(2) The target annual cash bonus opportunity for Mr. Duan for 2024 was prorated for his partial year of service as CCO, beginning on May 6, 2024.

(3) The target annual cash bonus opportunity for Mr. Ung for 2024 was prorated for his partial year of service as CTO, beginning on April 15, 2024.

#### Long-Term Equity Compensation
The Compensation Committee believes long-term equity compensation is an effective means for focusing our NEOs on driving increased stockholder value over a multi-year period, providing a meaningful reward for appreciation in our stock price and long-term value creation, and motivating them to remain employed with us.

Annual Long-Term Equity Awards

In March 2024 (and, with respect to Mr. Duan and Mr. Ung, May 2024), the Compensation Committee determined the sizes of the 2024 equity awards for our NEOs and granted equity awards to all our NEOs in the form of 50% RSU awards and 50% PSU awards, with 50% of the PSUs subject to attainment of annual financial performance goals established on an annual basis for fiscal 2024, 2025, and 2026, and the remaining 50% of the PSUs subject to attainment of a rTSR performance goal for a single period spanning our fiscal 2024 through fiscal 2026.

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As with their other elements of compensation, the Compensation Committee determined the amount of long-term equity incentive compensation for our NEOs for 2024 as part of its annual compensation review (and for Mr. Duan and Mr. Ung, based on arm’s length negotiations in connection with their later hiring) and after taking into consideration a competitive market analysis, the recommendations of our Co-CEOs, each NEO’s skills, experience, and role within the organization, the outstanding equity holdings of each NEO (including the vested and unvested status of such equity holdings), the proportion of our total shares outstanding used for annual employee long-term equity compensation awards (our “burn rate”) in relation to the companies in our compensation peer group, the potential voting power dilution to our stockholders (our “overhang”)