Company: NCNO
Filing Date: 2025-05-09
Form Type: DEF 14A
Source: 0001193125-25-116870
Chunk: 33

Company: nCino, Inc.
Filing Date: 2025-05-09
Form: DEF 14A
Chunk 33
---
 to determine payouts under our annual cash bonus program. As illustrated in the table below, the fiscal 2025 annual cash bonus program was based on Total Annual Revenue Growth and Non-GAAPOperating Margin, two key performance metrics for the Company at the time the program was established. Upon review of the Company’s performance in fiscal 2025 against the overall achievement percentage for the plan and the Company’s current business objective and priorities, the Compensation Committee determined it is in the best interest of stockholders to redesign the metrics under the plan to more closely align to defined Company growth initiatives, annual contract value targets, and ongoing expense management initiatives. The Compensation Committee believes that this challenging and revised bonus plan design will more directly align with the Company’s business priorities and financial goals and performance as well as assist in making the Company more attractive to potential employees and help retain existing team members by clearly defining performance expectations and rewarding their contributions. We expect that our executive compensation program will continue to evolve to support our compensation objectives of attracting, retaining, and motivating superior executive talent. 25

The table below outlines each of the principal elements of the Company’s fiscal 2025 executive compensation program: Our Executive Compensation Practices Our executive compensation practices include the following, each of which the Compensation Committee believes reinforces our executive compensation objectives and are aligned with commonly viewed best practices:

| ✓ |     | Significant percentage of target annual compensation delivered in the form of variable compensation tied to financial performance or share price |

| ✓ |     | Substantial portion of executive compensation is at-risk |

| ✓ |     | Market comparison of executive compensation against a relevant peer group |

| ✓ |     | Independent Compensation Committee |

| ✓ |     | Use of a compensation consultant reporting directly to the Compensation Committee |

| ✓ |     | Limited perquisites |

| ✓ |     | No excessive severance benefits |

| ✓ |     | No 280G tax gross-ups |

| ✓ |     | Executive Officer and Director Stock Ownership Guidelines |

| ✓ |     | Prohibition of repricing or cancellation of underwater stock options without stockholder approval |

| ✓ |     | Prohibition on hedging, pledging or short sales of our securities |

| ✓ |     | Annual Say-on-Pay Vote |

| ✓ |     | Maintain a Dodd-Frank clawback policy |

26

WHAT WE PAY AND WHY Fiscal 2025 Executive Compensation Decisions Consistent with our pay-for-performancephilosophy and executive compensation program objectives described below under “Our Executive Compensation Philosophies and Objectives,” in determining the fiscal