Company: TALK
Filing Date: 2025-04-30
Form Type: DEF 14A
Source: 0001140361-25-016714
Chunk: 37

Company: Talkspace, Inc.
Filing Date: 2025-04-30
Form: DEF 14A
Chunk 37
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 Target Percentage  
 (as a Percentage   
 of Base Salary)(3) |
| Jon Cohen               |     | 100%               |
| Jennifer Fulk(1)        |     | 100%               |
| Ian Harris(2)           |     | 100%               |
| Gil Margolin            |     | 100%               |

| (1) | Pursuant to the terms of her Separation Agreement, the Company agreed to honor Ms. Fulk’s 2024 bonus at 50% of the total amount awarded (at least 100% of personal amount and up to 150% of the Company amount) with the caveat that in no event would it be less than $200,000. |

| (2) | Pursuant to the terms of his Offer Letter, Mr. Harris’ 2024 bonus was pro-rated to account for his May 2024 hire date to 7/12ths of his target Annual Bonus, which going forward will be equal to 100% of his base annual salary. |

Under the 2024 annual bonus program, each NEO was eligible to receive a percentage of the NEO’s target bonus opportunity, ranging from 0% to 150%, as determined by our Chief Executive Officer (other than with respect to his own compensation and as footnoted in the table above) and the Board in their discretion based upon individual and Company performance in 2024. Each NEO who was eligible for a 2024 annual bonus, was ultimately awarded an annual bonus at 82% of target. In making this determination, the Board (and, other than with respect to his own compensation, our Chief Executive Officer) considered various indicators of Company and individual performance. The NEOs’ 2024 performance bonuses are set forth in the column entitled “Bonus” in the “ Summary Compensation Table” below. Equity-Based Long-Term Incentive Awards We view equity-based compensation as a critical component of our balanced total compensation program. Equity-based compensation creates an ownership culture among our employees that provides an incentive to contribute to the continued growth and development of our business and aligns the interest of executives with those of our stockholders. We believe it is essential to provide equity-based compensation to our executive officers in order to link the interests and risks of our executive officers with those of our stockholders, reinforcing our commitment to ensuring a strong linkage between company performance and pay.

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In 2024, we maintained the 2014 Stock Incentive Plan (the “2014 Plan