Company: INGN
Filing Date: 2025-03-27
Form Type: DEF 14A
Source: 0000950170-25-045737
Chunk: 71

Company: Inogen Inc
Filing Date: 2025-03-27
Form: DEF 14A
Chunk 71
---
.       | Orthofix Medical, Inc.          |
| Axonics, Inc.              | STAAR Surgical Company          |
| CONMED Corporation         | Tactile Systems Technology, Inc |
| Glaukos Corporation        | Tandem Diabetes Care, Inc.      |
| iRhythm Technologies, Inc. | Viemed Healthcare, Inc.         |
|                            | Zynex, Inc.                     |

Certain information regarding the size and value of the Compensation Peer Group companies relative to us is set forth below (based on estimated information in June 2024).

| (In millions)         |     | Compensation Peer Group 
 Inogen                  |     |     | Range 
 Low   |     |     | High |       |     | Median |     |
|:----------------------|:----|:------------------------|----:|:----|:------|----:|:----|:-----|------:|:----|:-------|----:|
| Revenue(1)            |     | $                       | 369 |     | $     | 169 |     | $    |   413 |     | $      | 329 |
| Market Capitalization |     |                         | 192 |     |       | 306 |     |      | 1,970 |     |        | 455 |

(1) Based on a twelve-month trailing at the time of the report.

<div align='center'>-47-</div>

In making its 2024 compensation decisions, the Compensation Committee evaluated the target annual total direct compensation (annual base salary, annual cash incentives and long-term equity incentive) for each of our executive officers, including our NEOs, who were employed with us when we set annual compensation in 2024. In determining its recommendations for the Board on executive compensation, the Compensation Committee reviewed the market consensus data provided by Mercer. The Compensation Committee reviewed the market consensus data for each executive officer’s base salary and annual target cash incentive and for each executive officer’s long-term equity incentives noting most fall within the desired median of our peer group. In conducting its evaluation, the Compensation Committee also considered, among other factors, company performance, each element of compensation, the compensation package as a whole, each executive officer’s past and expected future contribution to our business and our financial performance, and internal pay equity based on the impact on the business and performance, and retention.

We believe that this design allows us to meet the objectives of our executive compensation program, including attracting and retaining talented executives