Company: SABR
Filing Date: 2025-03-13
Form Type: DEF 14A
Source: 0001193125-25-053907
Chunk: 49

Company: Sabre Corp
Filing Date: 2025-03-13
Form: DEF 14A
Chunk 49
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| • |     | Provided ad hoc advice and support throughout the engagement. |

Competitive Positioning At least annually, the Compensation Committee reviews competitive market data for comparable executive positions in the market as one factor for determining the structure of our executive compensation program and establishing target compensation levels for our executive officers, including our named executive officers. In December 2023, the Compensation Committee, with the assistance of Korn Ferry, updated the compensation peer group to be used as a reference for purposes of its deliberations on our 2024 executive compensation program. As part of this review, the Compensation Committee noted that it had approved substantial changes to the peer group from December 2022 following a detailed review of the economic landscape for the travel and technology industries. As part of this review, the Compensation Committee, with the assistance of Korn Ferry, reviewed the peer group members for continued fit, as well as travel and technology companies with similar revenues to Sabre. Based on this review, the Compensation Committee added Global Business Travel Group, Inc., resulting in a compensation peer group for 2024 consisting of the following companies:

| Bread Financial Holdings, Inc.       |     | NCR Corporation                  |
| Broadridge Financial Solutions, Inc. |     | Open Text Corporation            |
| CSG Systems International, Inc.      |     | SS&C Technologies Holdings, Inc. |
| Euronet Worldwide, Inc.              |     | TTEC Holdings, Inc.              |
| FLEETCOR Technologies, Inc.          |     | Unisys Corporation               |
| Genpact Limited                      |     | Verisk Analytics, Inc.           |
| Global Business Travel Group, Inc.   |     | WEX Inc.                         |

Competitive comparison data was collected from publicly-availableinformation contained in the SEC filings of the compensation peer group companies, as well as from the Radford Global Technology Survey. The competitive market data described above was not and is not used by the Compensation Committee in isolation but rather serves as one point of reference in its deliberations on executive compensation. The Compensation Committee uses the competitive market data described above as a guide when making decisions about total direct compensation, as well as individual elements of compensation; however, the Compensation Committee does not target a specific marketing position for our executive officers’ compensation. While market competitiveness is important, it is not the only factor the Compensation Committee considers when establishing compensation opportunities of our executive officers. Actual compensation decisions also depend upon the consideration of other factors that the Compensation Committee deems relevant, such as