Company: HOUS
Filing Date: 2025-03-24
Form Type: DEF 14A
Source: 0001398987-25-000047
Chunk: 60

Company: Anywhere Real Estate Inc.
Filing Date: 2025-03-24
Form: DEF 14A
Chunk 60
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 designed to be consistent with the Company’s pay-for-performance philosophy, which includes:

▪ Base salary;

▪ Annual Incentive (cash) under the Executive Incentive Plan (EIP);

▪ Long-Term Incentive (equity) in the form of:

◦ Performance Share Units (PSUs), which vest at the end of the three-year performance period based on the average achievement of three annually established Free Cash Flow goals, subject to modification based on the Company's rTSR at the end of the performance cycle; and

◦ Restricted Stock Units (RSUs), which vest ratably over three years.

A significant portion of each NEOs target direct compensation is “at-risk” and is tied to pre-established performance metrics, including an annual cash incentive opportunity and performance share units granted as part of each NEO’s long-term incentive opportunity.

#### 2024 Base Salary
The Committee believes base salaries are a necessary element of compensation in order to attract and retain top-tier talent by providing market-competitive fixed pay reflective of the executive’s position, experience, scope of responsibility and contribution to our performance. The Committee reviews the base salaries of our executive officers at least annually and may adjust them from time to time, if needed, to reflect changes in market conditions, promotions or other factors.

| None of our NEOs received a salary increase in 2024 |

#### 2024 Annual Incentive (Cash)
All of our NEOs participate in an annual cash incentive program called the Executive Incentive Plan, or EIP, which is designed to motivate our executive officers to focus on company priorities and to reward them for individual results and achievements.

Changes to the 2023 and 2024 EIP reviewed with Investor Outreach participants

We discussed recent changes to our EIP with investors who participated in the Board's 2023 and 2024 Investor Outreach programs. During these meetings, our stockholders were generally supportive of the EIP design changes applicable to both our 2023 and 2024 EIP awards.

Most notably, the Committee added a strategic performance metric in 2023, weighted at 30%, to the EIP. Our investors agreed that this shift would assist in reducing the impact of the cyclicality of the housing industry and of the macro-economic factors that have contributed to volatile award program payouts. Additionally, the use of a strategic metric allows us to link a portion of executive compensation to business priorities that are more squarely within the control of management and affords us the opportunity to drive