Company: PAYC
Filing Date: 2025-04-03
Form Type: DEF 14A
Source: 0001193125-25-072358
Chunk: 38

Company: Paycom Software, Inc.
Filing Date: 2025-04-03
Form: DEF 14A
Chunk 38
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1,504,882 |     |               | 188.1 | % |
| Craig E. Boelte  |     |               | — |     |            | 524,097 |     |             | 1,048,194 |     |                        |   985,880 |     |               | 188.1 | % |
| Bradley S. Smith |     |               | — |     |            | 511,228 |     |             | 1,022,456 |     |                        |   460,105 |     |               |  90.0 | % |
| Randy Peck       |     |               | — |     |            | 511,228 |     |             | 1,022,456 |     |                        |   460,105 |     |               |  90.0 | % |
| Jason D. Clark   |     |               | — |     |            | 575,000 |     |             | 1,150,000 |     |                        | 1,081,633 |     |               | 188.1 | % |

| (1) | Consistent with the terms of a bonus program established prior to her promotion, Ms. Walker’s cash bonus for 2024 performance was $600,000, payable in four quarterly installments. In light of Mr. Thomas’s resignation and Ms. Faurot’s transition to a non-employee consulting role prior to the end of the fiscal year, they did not receive payouts under the 2024 Annual Incentive Plan. |

Equity Incentive Compensation Overview We believe that equity awards provide our executive officers with a strong link to our performance, create an incentive to achieve performance goals and objectives, and more closely align the interests of our executive officers with those of our stockholders. The 2023 LTIP allows us to grant an array of equity-based incentive awards to our executive officers, other employees, outside directors and contractors. The purpose of the 2023 LTIP is to align award recipients with Paycom’s stockholders and long-term success and to help us attract and retain top-tiertalent. Historically, we have granted equity incentive awards to our executive officers consisting of RSAs, restricted stock awards subject to market-based vesting (“PSAs”), RSUs and PSUs. The Committee, in consultation with its 47

independent compensation consultant, annually determines the type, magnitude and vesting conditions of awards to executive