Company: ADPT
Filing Date: 2025-04-29
Form Type: DEF 14A
Source: 0001193125-25-103752
Chunk: 33

Company: Adaptive Biotechnologies Corp
Filing Date: 2025-04-29
Form: DEF 14A
Chunk 33
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 Chief Executive Officer has received PSUs since 2022 and our Chief Scientific Officer has received PSUs since 2023. |

| • |     | Reframed Pay Philosophy: Our historical pay philosophy oriented around the 75th percentile as a competitive objective for equity grants. Moving forward, and in light of the increasing maturity of our business and talent strategy, we have adjusted our pay philosophy to generally target the median across all pay elements, with flexibility to move up or down in the competitive range based on an incumbent’s experience level and performance in-role. |

In our evaluation of CEO pay, we also considered the alignment between pay and performance through target, reported and realizable pay. Given the emphasis we place on equity compensation to align our executives’ interests with our shareholders’, this allowed us to view pay not just as an absolute number but as an evolving 23

valuation. As a part of this review, the compensation and human capital committee felt that our executive compensation structure has appropriately aligned realizable pay with our performance over the 2022 through 2024 timeframe, as illustrated below: 2022-2024 CEO Target Pay vs. Reported Pay vs. Realizable Pay (1)(in thousands)

| (1) | Target Pay is defined as target equity grant value using our stock price on the date of grant, “Target Annual Incentive Opportunity” as reported in the “Incentive Compensation and 2024 Goals Achievement” section and annual salary in place at the end of each year. Reported Pay is defined as value as reported in the “Summary Compensation Table” table for each applicable pay element, which valuation methodologies are described in the “Summary Compensation Table.” Realizable Pay is defined as “Salary” and “Non-Equity Incentive Plan Compensation” as reported in the “Summary Compensation Table” table, as well as equity awards valued at our stock price as of December 31, 2024 ($6.00), with the PSU award payouts shown at estimated payout levels of 77.72%, 80.25% and 200% for PSUs granted in 2022, 2023 and 2024, respectively. Performance is based on our relative TSR performance against the constituents of the S&P Biotechnology Select Industry Index as of December 31, 2024. |

Executive Compensation Design and Philosophy Our executive compensation philosophy influences all facets of our compensation program as summarized below. Our Compensation Objectives

| • |     | Link pay to performance and strategy by aligning compensation with achieving