Company: ADPT
Filing Date: 2025-04-29
Form Type: DEF 14A
Source: 0001193125-25-103752
Chunk: 36

Company: Adaptive Biotechnologies Corp
Filing Date: 2025-04-29
Form: DEF 14A
Chunk 36
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 respect to compensation for 2024 included salary, annual cash incentives and equity compensation in light of our fifth full year as a public company, the progress of the MRD business toward profitability, shifts in business focus, engagement and retention of executive talent and peer group compensation trends. 27

The compensation and human capital committee also considers matters related to individual current and future officer compensation, such as compensation for prospective new hires in support of both our established and emerging lines of business, as well as high-level issues related to compensation strategy, such as efficacy of current strategy, potential modifications to the strategy, risks created by that strategy, new regulatory requirements and/or the adoption of new trends, and both recruitment and retention concerns, at various meetings throughout the year. For executives other than the Chief Executive Officer, the compensation and human capital committee solicits and considers evaluations and recommendations submitted to the committee by the Chief Executive Officer acting as a representative of management. Such recommendations consider internal pay equity, changes in responsibilities, compensation levels for similar positions in the industry, company performance, total targeted and historical compensation and personal performance and contributions. In the case of our Chief Executive Officer, Mr. Robins, the evaluation of his performance is conducted by the compensation and human capital committee with feedback from the board of directors, which determines any adjustments to his compensation, as well as awards to be granted. The compensation and human capital committee weighs Mr. Robins’ guidance as a part of a greater assessment of our strategic goals and corporate performance when setting executive officer pay. With respect to Mr. Robins’ compensation, the same considerations are made by the compensation and human capital committee and Mr. Robins is not and cannot be present during voting or deliberations concerning his compensation. In addition, for all executives and directors as part of its deliberations, the compensation and human capital committee may review and consider, as appropriate, materials that it deems relevant. Role of the Compensation Consultant Our compensation and human capital committee may, in its sole discretion, retain or obtain the advice of one or more compensation consultants. During 2024, Semler Brossy Consulting Group, LLC (“Semler Brossy”) provided our compensation and human capital committee with a competitive assessment of executive compensation comprised of comparative data regarding compensation trends and practices in our industry, based upon an appropriate list of peer companies. Semler Brossy also provided research assistance to the compensation and human capital committee in developing the peer group referenced below. The compensation and human capital committee believes that working with an independent compensation consultant furthers