Company: RNAC
Filing Date: 2025-04-28
Form Type: DEF 14A
Source: 0001453687-25-000075
Chunk: 49

Company: Cartesian Therapeutics, Inc.
Filing Date: 2025-04-28
Form: DEF 14A
Chunk 49
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 compensation elements, actions, and decisions are (i) properly coordinated, (ii) aligned with our vision, mission, values, and corporate goals, (iii) provide appropriate short-term and long-term incentives for our executive officers, (iv) achieve their intended purposes, and (v) are competitive with the compensation of executives in comparable positions at the companies with which we compete for executive talent. Following this assessment, the Compensation Committee makes any necessary or appropriate modifications to our existing plans and arrangements or adopts new plans or arrangements.

The Compensation Committee also conducts an annual review of our executive compensation strategy to ensure that it is appropriately aligned with our business strategy and achieving our desired objectives. Further, the Compensation Committee reviews market trends and changes in competitive compensation practices, as further described below. Based on its review and assessment, the Compensation Committee, from time to time, recommends changes in our executive compensation program to our Board.

The factors considered by the Compensation Committee in determining the compensation of our executive officers, including our Named Executive Officers, for 2024 included:

• the recommendations of our CEO (except with respect to his own compensation) as described below;

• our corporate growth and other elements of financial and operational performance;

• our corporate and individual achievements against one or more short-term and long-term performance objectives;

• the individual performance of each executive officer against his management objectives;

• a review of the relevant competitive market analysis prepared by its compensation consultant (as described below);

• the expected future contribution of the individual executive officer;

• historical compensation awards we have made to our executive officers; and

• internal pay equity based on the impact on our business and performance.

The Compensation Committee did not weight these factors in any predetermined manner, nor did it apply any formulas in making its decisions. The members of the Compensation Committee considered this information in light of their individual experience, knowledge of the Company, knowledge of each executive officer, knowledge of the competitive market, and business judgment in making their decisions regarding executive compensation and our executive compensation program.

As part of this process, the Compensation Committee also evaluates the performance of our CEO each year and makes all decisions regarding his base salary adjustments, target annual cash bonus opportunities, actual cash bonus payments, and long-term incentives in the form of equity awards. Our CEO is not present during any of the deliberations regarding his compensation.

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#### Role of Our CEO
Our CEO works closely with the Compensation Committee in determining the compensation of our other executive officers, including the other Named Executive Officers. Typically, our