Company: HOUS
Filing Date: 2025-03-24
Form Type: DEF 14A
Source: 0001398987-25-000047
Chunk: 65

Company: Anywhere Real Estate Inc.
Filing Date: 2025-03-24
Form: DEF 14A
Chunk 65
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 LTI Overview
The mix of LTI awards to our CEO for 2024 is set forth in the table below.

| 2024 CEO Long-Term Incentive Awards         |     |                                             |
| Performance-Based Awards (PSUs)             |     |                    Time-Based Awards (RSUs) |
| % of Target Opportunity                     |     |                     % of Target Opportunity |
| 60%                                         |     |                                         40% |
| Aggregate Target Share Opportunity          |     |          Aggregate Target Share Opportunity |
| 788,177                                     |     |                                     525,451 |
| Shares “granted” in 2024 under FASB ASC 718 |     | Shares “granted” in 2024 under FASB ASC 718 |
| 262,725                                     |     |                                     525,451 |

Other NEOs received LTI awards in 2024 that were comprised 40% of PSUs and 60% RSUs.

The entire target share opportunity under the 2022-2024 PSU awards was established by the Committee in February 2024. Nevertheless, only one-third of the 2022-2024 PSU award is reported as “granted” in the accompanying tabular compensation tables, consistent with the requirements of FASB ASC 718, as the performance target for each segment of the three-year performance award will be established on an annual basis.

In determining each NEO's award amount, the Committee considers the following factors:

▪ a competitive pay analysis prepared by the Committee’s independent compensation consultant;

▪ the executive’s expertise, experience and criticality to Anywhere;

▪ the need to satisfy retention objectives;

▪ the need to provide sufficient long-term incentives; and

▪ individual performance reviews conducted by the Committee with input from our CEO in the case of his direct reports and, in the case of our CEO, with input from the Board.

| 2025 Proxy Statement |     | 50 |

| TABLE OF CONTENTS |     | CORPORATE GOVERNANCE |     | PROPOSAL 1 |     | EXECUTIVE COMPENSATION |     | PROPOSAL 2 |     | PROPOSAL 3 |     | PROPOSAL 4 |     | PROPOSAL 5 |     | PROPOSAL 6 |     | STOCKHOLDER PROPOSALS |     | FAQ |

#### Restricted Stock Units
The Committee believes RSUs further our compensation philosophy by allowing us to attract leaders of the highest caliber