Company: DOMO
Filing Date: 2025-05-13
Form Type: DEF 14A
Source: 0001505952-25-000062
Chunk: 36

Company: DOMO, INC.
Filing Date: 2025-05-13
Form: DEF 14A
Chunk 36
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 to maintain sound governance standards consistent with our executive compensation policies and practices. The compensation committee evaluates our executive compensation program on a regular basis to ensure that it is consistent with our short-term and long-term goals given the dynamic nature of our business and the market in which we compete for executive talent. The following summarizes our executive compensation and related policies and practices:

#### What We Do
• Maintain an Independent Compensation Committee . The compensation committee consists solely of independent directors who establish our compensation policies and practices.

• Retain an Independent Compensation Advisor . The compensation committee has engaged its own compensation consultant to provide information, analysis, and other advice on executive compensation independent of management. This consultant performed no other consulting or other services for us in fiscal 2025.

• Annual Executive Compensation Review . The compensation committee conducts an annual review and approval of our compensation strategy, including a review and determination of our compensation peer group used for comparative purposes and a review of our compensation-related risk profile to ensure that our compensation programs do not encourage excessive or inappropriate risk-taking and that the level of risk that they do encourage is not reasonably likely to have a material adverse effect on us.

• Compensation At-Risk . Our executive compensation program is designed so that a significant portion of our named executive officers’ compensation is “at-risk” based on corporate performance, as well as equity-based, to more closely align the interests of our named executive officers and stockholders.

• Use a Pay-for-Performance Philosophy . A significant portion of our named executive officers’ compensation is directly linked to corporate performance; we also structure their target total direct compensation opportunities with a significant long-term equity component, thereby making a substantial portion of each named executive officer’s target total direct compensation dependent upon our stock price and total stockholder return.

• Succession Planning . We review the risks associated with our key executive officer positions to ensure adequate succession plans are in place.

#### What We Do Not Do
• No Executive Retirement Plans . We do not currently offer, nor do we have plans to offer, defined benefit pension plans or any non-qualified deferred compensation plans or arrangements to our named executive officers other than the plans and arrangements that are generally available to all employees. Our named executive officers are eligible to participate in our Section 401(k) retirement plan on the same basis as our other employees.

• Limited Perquisites. Perquisites or other personal benefits are not a material part of our compensation program for our named executive officers.

• No Change in Control Excise Tax Gross-ups . We do not provide any excise tax reimbursement payments (including