Company: RCUS
Filing Date: 2025-04-22
Form Type: DEF 14A
Source: 0001724521-25-000052
Chunk: 45

Company: Arcus Biosciences, Inc.
Filing Date: 2025-04-22
Form: DEF 14A
Chunk 45
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; to a lesser extent we also grant restricted stock units (“RSUs”) as we believe that RSUs also promote retention and allow us to deliver value while using fewer authorized shares.

• Flexibility, Simplicity and Parity . Our compensation program is intended to be flexible so that we can adapt to rapid changes in the competitive environment for executives in the biotechnology industry and simple in design to facilitate communication, understanding and administration. We also strive to provide internal parity for similarly situated executives within the company.

• Avoidance of Excessive Perquisites . In general, we do not offer our executive officers any enhanced benefits or perquisites as compared to our overall employee population. However, from time-to-time, we may provide a perquisite if appropriate and also determined by our Compensation Committee to be aligned with the overall interests of the company.

### Overview of Executive Compensation Process
Our Compensation Committee oversees the compensation policies, plans, and programs for all of our employees generally, but only reviews and specifically approves the compensation for our executive officers. In making its executive compensation determinations, our Compensation Committee considers evaluations of performance and recommendations from our Chief Executive Officer (except with respect to his own performance and compensation). The Compensation Committee considers our Chief Executive Officer’s input in executive sessions and can accept, reject or modify these recommendations in its discretion. The Compensation Committee may consult with compensation consultants, legal counsel and other advisors in designing our compensation program, including in evaluating the competitiveness of individual compensation packages.

A key objective of our executive compensation program is to ensure that the overall compensation packages we offer our executive officers remain competitive with the packages offered by companies with which we compete for executive talent. Accordingly, our Compensation Committee, with the assistance of its compensation consultant, Radford, has developed a peer group of companies to serve as a reference for our Compensation Committee when designing and evaluating our executive compensation program to the market. The Compensation Committee annually reviews the composition of the peer group to account for changes in both our business and the businesses of the companies in the peer group, considering:

<div align='center'>25.</div>

• Industry : biopharmaceutical companies, with a therapeutic focus on oncology;

• Stage of Development : clinical-stage companies, with an emphasis on companies in late-stage clinical development;

• Market Capitalization : market capitalization of between $500.0 million to $5.0 billion;

• Headcount : headcount between 150 and 1,500 employees, with such outer range representing approximately 3 times our size at the time of review; and