Company: IMXI
Filing Date: 2025-04-30
Form Type: DEF 14A
Source: 0001683695-25-000058
Chunk: 35

Company: International Money Express, Inc.
Filing Date: 2025-04-30
Form: DEF 14A
Chunk 35
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 among other things, the effects of certain transactions that are outside the control of management, while other measures can differ significantly depending on long-term strategic decisions regarding capital structure, the jurisdictions in which we operate and capital investments.

#### Our General Philosophy Regarding Executive Pay
1 Adjusted Net Income, Adjusted Diluted Earnings per Share and Adjusted EBITDA are as defined and reconciled to the most directly comparable GAAP financial measures in the "Non-GAAP Financial Measures" section of Item 7 in our Annual Report on Form 10-K for the year ended December 31, 2024 filed with the SEC on February 27, 2025.

| 28 |     | 2025 Proxy Statement |

| PROXY STATEMENT                      |
| COMPENSATION DISCUSSION AND ANALYSIS |

The Compensation Committee of the Board of Directors ("Compensation Committee" or the "Committee") has designed a compensation program for our named executive officers to attract, motivate and retain highly qualified executives and to reward them for delivering results that are expected to build sustainable long-term value for our stockholders. The overall program is designed to be competitive with similar companies on the basis of industry focus, scope of operations and size, as well as the competitive marketplace for talent. Our incentives are primarily measurable and performance-based, and are designed to align compensation to our business strategy and goals.

The Company's compensation philosophy is critical to our goals of attracting, retaining, and motivating our workforce in a highly competitive market. Our compensation philosophy provides the guiding principles that drive compensation-related decisions. The pillars of our compensation philosophy are listed below:

• Attracting and retaining top and diverse talent by providing market competitive pay opportunities;

• Remunerating for improving the Company's performance and adding stockholder value;

• Maintaining strong corporate governance and risk management; and

• Creating and executing strategies to provide quality service to our consumers and business partners.

The Company’s executive compensation program is designed to discourage excessive risk-taking. The Compensation Committee monitors the Company’s risk profile and risk management process to ensure that the Company’s compensation policies do not promote unnecessary and excessive risks that may threaten the value of the Company.

The Compensation Committee determines the compensation elements for our named executive officers. As part of its review and establishment of the performance criteria and compensation of our named executive officers, the Compensation Committee meets separately, generally on a quarterly basis, with the Chief Executive Officer and any other corporate officers as it deems appropriate. The Compensation Committee also reviews and considers the competitiveness of the Company’s executive compensation