Company: TRUE
Filing Date: 2025-04-08
Form Type: DEF 14A
Source: 0001104659-25-033025
Chunk: 37

Company: TrueCar, Inc.
Filing Date: 2025-04-08
Form: DEF 14A
Chunk 37
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 ​ | ​ | No hedging or pledging by executive officers or directors                           | ​ | ​ |
| ​ | ​ |                  | ​ | ​ | No tax gross ups on severance or change in control benefits                         | ​ | ​ |
| ​ | ​ |                  | ​ | ​ | No excessive executive perquisites                                                  | ​ | ​ |

Stockholder Engagement and Response to Say-on-Pay Votes We regularly reach out to our larger stockholders and meet with such stockholders if they express an interest in speaking with us. We have made numerous changes over the years to our compensation program in response to stockholder feedback on the design of our compensation program, including changes to the design of our cash incentive and equity award programs, the composition of our peer group, the scope and content of our disclosures and the adoption of new policies. In 2024, approximately 98% of the total votes cast supported our say-on-pay proposal, which is consistent with the high level of support received in 2022 and 2023. We value the views of our stockholders and have continued our stockholder outreach. As a result of the stockholder support for our 2024 say-on-pay proposal and continued stockholder outreach, our compensation committee has increasingly focused on utilizing compensation packages that reward the company’s performance. Our compensation committee will monitor and continue to evaluate our executive compensation program going forward in light of our stockholders’ views and our transforming business needs. Our compensation committee expects to continue to consider the outcome of our say-on-pay votes and our stockholders’ views when making future compensation decisions for our executive officers. Compensation Philosophy and Design Strategies The compensation committee works to design a compensation program for our NEOs to facilitate the attraction and retention of key executive talent in a highly competitive technology job market, align employees’ interests with those of stockholders and motivate the creation of sustainable growth in enterprise value. We recognize that our

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TABLE OF CONTENTS Compensation Discussion and Analysis 2025 ANNUAL PROXY STATEMENT employees are our greatest asset and drive our operational results and the creation of sustainable growth. As such, we strive to provide NEO total pay packages that: ✓ incentivize and reward performance that creates and supports stockholder value by: ➢ setting a large portion of pay as “at risk” pay that depends on both individual and our company’s performance; and ➢ providing long-term equity incentives through a mix of equity instruments, including performance-vesting instruments, both to incentivize the creation of stockholder value and to provide