Company: GDOT
Filing Date: 2025-04-11
Form Type: DEF 14A
Source: 0001386278-25-000020
Chunk: 84

Company: GREEN DOT CORP
Filing Date: 2025-04-11
Form: DEF 14A
Chunk 84
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 Group

Due to the evolving nature of our Company and the companies with which we compete for talent, and based on input from management and Mercer, the Compensation Committee adjusted our primary peer group for 2024. For 2024, the primary peer group used to inform our Compensation Committee of pay decisions and practices consisted of:

| 2024 Peer Group                 |     |                               |     |                         |
| ACI Worldwide, Inc.             |     | Euronet Worldwide, Inc.       |     | LendingClub Corporation |
| Blackbaud, Inc.                 |     | Fair Isaac Corporation        |     | Q2 Holdings, Inc.       |
| Black Knight, Inc.              |     | FirstCash Holdings, Inc.      |     | SoFi Technologies, Inc. |
| CSG Systems International, Inc. |     | Guidewire Software, Inc.      |     | WEX Inc.                |
| Enova International, Inc.       |     | Jack Henry & Associates, Inc. |     |                         |

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Table of Contents

These companies were chosen based on (i) market competition, inclusive of companies that compete with us for customers, executive talent, and investors, (ii) organization size, with financial characteristics such as revenues that are similar to those of Green Dot, and (iii) industry, including companies in the payment processing and information technology industries.

The Compensation Committee approved the removal from the peer group of Avantax, Inc., which had been acquired in December 2023, and World Acceptance Corporation as its recent financial performance no longer fit the selection criteria. The Compensation Committee also added the following companies to the peer group given that their scale and areas of focus aligned with the Company’s business: LendingClub Corporation and SoFi Technologies, Inc.

#### Compensation Risk Assessment
The Compensation Committee has assessed our compensation philosophy and objectives, and forms of compensation and benefits for all employees, including executives, and has concluded that our compensation policies and practices do not create risks that are reasonably likely to have a material adverse effect on our Company.

The Compensation Committee believes that the design and objectives of our executive compensation program provide an appropriate balance of incentives for our NEOs, thereby discouraging them from taking inappropriate risks. Among other things, our executive compensation program includes the following design features:

• A balanced mix of cash and equity; as well as appropriately balanced fixed (base salary) and variable compensation (cash incentives and equity-based awards)

• A mix of short-term