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Airbnb, Inc. ABNB

Comparing the 2025 proxy against the 2026 proxy.

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CEO total Δ

-$1,786,279

-13.4% year-over-year

Peer churn

Members added or dropped across all peer groups

Policy + metric churn

Disclosures whose value moved or appeared/disappeared

Peer groups

Peer disclosure

2025 Primary Peer Group
primary · 13 → 13 members
13 kept · +0 · −0
Same membership year-over-year.

Executive pay

Named executive compensation

Executive	Status	From	To	Δ Total	Δ %	Δ At-risk
Brian CheskyPresident and Chief Executive Officer Chief Financial Officer	ChangedCEO	$13,334,605 2024	$11,548,326 2025	-$1,786,279	-13.4%	-1.3 pp
Aristotle BaloghFormer Chief Technology Officer	Changed	$18,747,235 2024	$11,547,529 2025	-$7,199,706	-38.4%	-2.4 pp
Nathan BlecharczykCo-Founder and Chief Strategy Officer	Changed	$8,794,656 2024	$7,792,940 2025	-$1,001,716	-11.4%	-6.6 pp
Dave StephensonChief Business Officer and Head of Employee Experience	Removed	$18,744,778 2024	—	—	—	—

Governance

Policy guardrails

change in control
Unchanged
Not extracted → Not extracted
“Separation Each of our named executive officers are party to Change in Control and Severance Agreements, which provide for certain severance benefits and payments both outside of and in connection with a change in contro…”
clawback
Unchanged
present → present
“Clawback Policy As required by SEC rules and Nasdaq Listing Rules, we have adopted a clawback policy that requires us to recover certain erroneously paid incentive compensation received by our Section 16 officers in the …”
compensation committee
Unchanged
People and Compensation Committee → People and Compensation Committee
“People and Compensation Committee”
compensation consultant
Unchanged
independent → independent
“independent compensation consultant, our people and compensation committee completes a risk assessment of our standing compensation programs.”
hedging
Unchanged
Not extracted → Not extracted
“Practice Description No Hedging of Company Stock”
pledging
Unchanged
prohibited → prohibited
“In addition, pledging of Airbnb stock by executive officers and members of the board of directors as collateral for loans and investments is prohibited absent approval by the board of directors, and such pledge shall not…”
stock ownership guidelines
Unchanged
present → present
“stock ownership guidelines, our equity mix ensures long-term alignment with shareholder interests.”

Performance markers

Metric facts

annual incentive payout
Changed
96% → 100%
Numeric delta: +4.00
“Bonus Plan payout of 100%.”
ceo pay ratio
Removed
1 to 1 → Not extracted
median employee compensation
Changed
$271,657 → $235,416
Numeric delta: -36241.00
“and the annual total compensation of our Chief Executive Officer. The following table sets forth the ratio of our Chief Executive Officer Brian Chesky’s total compensation to that of the Company’s median employee for the…”
revenue
Changed
$11.1 billion → $12.2 billion
Numeric delta: +1100000000.00
“Balogh, Chief Technology Officer.(1) (1) Mr. Balogh departed from his role as an executive officer of the Company in December 2025 and entered into an advisory non-executive role. Executive Summary Business Context Our 2…”
performance equity mix
Unchanged
Not extracted → Not extracted
“Chesky a performance-based RSU award intended to cover ten years of compensation (the “Multi-Year Award”).”

Narrative

CD&A prose similarity

Coarse measure of how much the compensation discussion text moved year-over-year. Not a substitute for reading the actual filings.

50% shingled-prose overlap between the two filings.

2025: 54,232 chars · 2026: 52,696 chars

Committee Report:83% overlap (1,213 → 1,213 chars)
Pay Ratio (Item 402(u)):43% overlap (1,632 → 2,337 chars)
Say-on-Pay proposal:23% overlap (3,497 → 1,451 chars)

2025 proxy on SEC ↗2026 proxy on SEC ↗

Narrative

What actually changed in the CD&A

Sentence-level diff between the two filings. New disclosures appear first, then sentences whose wording shifted, then sentences the prior year had that are no longer present.

55 new102 changed52 removed198 unchanged

changedThis section explains the guiding principles and practices upon which our executive compensation program is based and the compensation paid to our “named executive officers” in 2025. 2024.
changedFor 2025, 2024,our named executive officers were:
new• Nathan Blecharczyk, Co-Founder and Chief Strategy Officer; and
changed• Aristotle Balogh, Chief Technology Officer.(1) Officer.
new(1) Mr. Balogh departed from his role as an executive officer of the Company in December 2025 and entered into an advisory non-executive role.
changedOur 2025 2024results demonstrated that we continue to drive growth and profitability at scale.
changedRevenue increased by 10% 12%to $12.2 $11.1billion compared to 2024, 2023,and Gross Booking Value increased by 12% to $91.3 $81.8billion compared to 2024. 2023.
newOur strong operating discipline resulted in net income of $2.5 billion during 2025, representing a 21% net income margin, and Adjusted EBITDA of $4.3 billion.
newAdditionally, in 2025, we generated $4.6 billion in both Net Cash Provided by Operating Activities and Free Cash Flow.(2)
newFurthermore, we repurchased 29.7 million shares of Class A common stock for $3.8 billion during 2025—including this amount, we have repurchased a total of $10.9 billion of our Class A common stock since we announced our first share repurchase program in 2022, through December 31, 2025.
changedDuring 2025, 2024,we saw continued growth across all geographic regions as demand for travel remained strong on our platform.
changedWe also continued to see supply growth across all regions in 2025, 2024,ending the year with over 9 8million active listings.
changedOver the past several years, we’ve introduced over 800 535features and upgrades as part of our efforts to improve the Airbnb platform for our guests and hosts.
newIn 2025, we launched Airbnb Services and Experiences to expand our offerings and executed a series of product improvements that helped drive an acceleration in business performance, including Reserve Now, Pay Later, updated cancellations policies, and simplified fees.
newWe also continued to advance our global markets strategy, expanding into less mature markets through locally tailored products, payment options and partnerships.
newLastly, we introduced artificial intelligence (“AI”)-powered customer support during the year, helping to drive improvements in both service quality and operational efficiency.
newWe will continue to invest in our broader AI initiatives to create a more intelligent, personalized platform.
changed(2) (1)Adjusted EBITDA and Free Cash Flow are defined and reconciled from generally accepted accounting principles in the United States of America (GAAP) on pages 36-38 of our Annual Report on Form 10-K for the year ended December 31, 2025. 2024.
changedMore information regarding Gross Booking Value can also be found on page 36 of our Annual Report on Form 10-K for the year ended December 31, 2025. 2024.
changedWe have established a set of guiding principles for our compensation program, intended to ensure a strong link to our strategy and culture, which guided the decisions that were made in 2025, 2024,as summarized below:
new• Base salary and annual bonus increases.
newIn 2025, our people and compensation committee decided to align our named executive officers’ compensation to a competitive market range by increasing base salaries and increasing target bonus percentages in the short-term cash incentive plan (the “Bonus Plan”).
newAll executives
newexcept Mr. Chesky received modest increases in their base salaries coupled with larger increases in target annual bonus as a percentage of base salaries.
changedMr. Chesky continued to receive a $1 base salary and did not participate in our Bonus cashincentivePlan.
changed• Bonus Plan payout of 100%. 96%.
changedOur 2025 Bonus 2024short-termcashincentivePlan (the“BonusPlan”)is tied directly to our most critical operational and strategic priorities for the year.
changedAt the beginning of the year, we established fivekey Company priorities for the year.
changedFor 2025, 2024,bonus payouts were capped at 120% of target.
changedBased on an assessment of the objective goals set at the beginning of the year, our people and compensation committee determined a bonus payout of equal to 100% 96%of target for each of our named executive officers other than Mr. Chesky (who is not eligible to participate in the Bonus Plan).
changedAnnual equity grant levels for the named executive officers (other than Mr. Chesky) were increased to align pay levels to the competitive market.
changedDuring 2025, 2024,we made annual equity grants in the form of 70% of the intended award value in time-based restricted stock units (“RSUs”) and 30% of the intended award value in stock options.
newProviding 30% of equity in the form of stock options maintains strong alignment with shareholder interests, while the majority weighting toward RSUs supports retention of key executives in a hyper-competitive talent market.
changedIn preparing for our IPO, in November 2020, our board of directors awarded Mr. Chesky a performance-based RSU award intended to cover ten years of compensation (the “Multi-Year Award”). compensation.
changedIn order to earn all ofthetranches, the stock price will have to be over 7x the price at IPO and 13x the price at the time of grant.
newTo date, the first two tranches of the Multi-Year Award were earned and vested.
changedIn2024,No new tranches were earned or vested in 2025. vested.
changedThey encourage a long-term timeframe, while acknowledging thecompetitive talent market realities.
newStock options granted as a part of our equity compensation program further reinforce shareholder alignment and long-term value creation.
newConsistent with this philosophy, 70% of intended annual equity award value for executives is delivered in the
newform of restricted stock units.
newWhen coupled with our robust executive stock ownership guidelines, our equity mix ensures long-term alignment with shareholder interests.
changedHowever, we recognize that compensation needs to be compelling and competitive to attract and retain the talent necessary to meet our objectives and therefore aim to set executive compensation levels above peer median. objectives.
changedFor 2025, 2024,we continued to adhere to a number of policies and practices, listed below, to align our compensation program with these principles and establish strong compensation governance:
changedIn addition, other than Mr. Chesky’s $1 base salary, the direct compensation provided to him Mr.Cheskyis entirely equity-based.
newAnnual Risk Assessment In collaboration with an independent compensation consultant, our people and compensation committee completes a risk assessment of our standing compensation programs.
changedLimited Tax Gross-ups We do not provide tax gross-ups to our executive officers, other than nominal amounts provided to all employees in connection with Airbnb travel credits, wellbeing allowances underourLiveandWorkAnywhereAllowanceandEducateAnywhereAllowanceor in limited circumstances, such as in connection with relocations.
changedIn 2025, 2024,Semler Brossy provided guidance regarding the amount and types of compensation that we provide to our executives, how our compensation practices compare to the compensation practices of other companies, including with respect to a peer group of companies developed in consultation with Semler Brossy, and other compensation-related matters.
changedOur people and compensation committee has evaluated Semler Brossy’s independence pursuant to the requirements of the Nasdaq Listing Rules and SEC rules and has determined that Semler Brossy does not have any conflicts of interest in advising the people and compensation committee.
changedIn setting compensation for 2025, 2024,Mr. Chesky andMr.Stephensonworked closely with the board of directors and the people and compensation committee, in managing our executive compensation program and attended board of directors meetings.
changedFor 2025, 2024,the people and compensation committee assessed the competitiveness of each element of the executive officers’ total direct compensation, against the executive pay peer group, as discussed below.
changedWhile the people and compensation committee did not establish compensation levels solely based on a review of competitive data, it believes such data is a meaningful input to our compensation policies and practices in order to attract and retain qualified executive officers.
newThe people and
changedThepeopleandcompensation committee also considered a number of other factors, including: Company performance relative to our stakeholder priorities, each executive’s impact and criticality to our strategy and mission, relative scope of responsibility and potential, individual performance and demonstrated leadership, and internal equity pay considerations.
changedAfter considering the above factors, our people and compensation committee used the following primary peer group for 2025 2024compensation decisions:
changedPrimary Peer Group for 2025 2024Pay Decisions Adobe Salesforce Block ServiceNow Booking Holdings Shopify DoorDash Spotify Intuit Uber Netflix Zoom Video Communications Pinterest
changedThese eight technology and global householdbrand bellwether companies are clear and demonstrated talent competitors and we believe it is important to also review their compensation practices, and in some cases as a reference when determining market compensation practices.
changedThe people and compensation committee considers stakeholder concerns, including the Say-on-Pay vote at our 2025 2024annual meeting of stockholders, at which 97.3% 98.8%of votes cast (excluding abstentions and broker non-votes) approved the proposal, and annually reevaluates our compensation practices to determine how they might be improved.
changedFor 2025, 2024,the primary elements of our named executive officers’ direct compensation and a brief description of each are:
changedElementDescriptionShort-Term Cash Incentive Compensation Annual performance bonuses directly ties pay to key strategic priorities, which we believe will lead to sustained value for all stakeholders over the long term.
changedNote that Mr. Chesky does not receive any direct compensation outside of his $1 base salary and the Multi-Year Award (as defined and described below), which is comprised solely of performance-based RSUs.
changedEach of these elements of compensation for 2025 2024is described further below.
newAt the beginning of 2025, the people and compensation committee determined that executive base salaries for the fiscal year were slightly below competitive levels, resulting in a modest increase of $25,000 for three executives.
newThis decision follows 2024’s modest increases in base salaries, which were the first and only increases made following our IPO.
changedNamed Executive Officer 2024 PreviousBase Salary 2025 2024Base Salary ($) Brian Chesky $ 1 $ 1 Elinor Mertz $415,000$ 650,000 DaveStephenson$ 675,000 600,000$650,000Nathan Blecharczyk $ 450,000 400,000$ 475,000 450,000Aristotle Balogh $ 650,000 600,000$ 675,000 650,000
newIn 2025, our people and compensation committee decided to align our named executive officers’ compensation to a competitive market range by increasing base salaries and increasing target bonus percentages.
newTarget bonus opportunity for Ms. Mertz and Mr. Balogh was increased to 100%
newof base salary (previously at 75%) to maintain market competitiveness and align with our executive compensation philosophy.
changedThe 2025 2024target bonuses for our named executive officers as a percentage of base salary were as follows:
changedNamed Executive Officer 2025 2024Target Bonus as aPercentage of BaseSalary (%) Brian Chesky N/A Elinor Mertz 100 75DaveStephenson75Nathan Blecharczyk 60 Aristotle Balogh 100 75
changedPayouts for 2025 2024were determined based on the product of: (i) the named executive officer’s annual base salary as of the last day of each eligible base pay period (June 30, 2025 2024and December 31, 2025); 2024);(ii) his or her target annual bonus percentage as of December 31, 2025; 2024;and (iii) a Company performance multiplier.
changed2025 2024Short-Term Cash Incentive Plan
changedThe Bonus Plan allows above target payouts, which payoutsandwere capped at 120% of target for 2025. target.
changedThe Bonus Plan focused on the following 2025 five2024Company priorities:
changed• Business Performance: Deliver topline growth and maintain bottom-line margin
new• Accelerate Global Markets: Grow nights booked in Growth & Emerging Markets
new• Foundation: Reduce defects in production and improve engagement scores in Connection and Collaboration
changedAt the beginning of the year, the people and compensation committee established weightings for each priority and specific specific,objective metrics within each that reflected a combination of annual goals and other strategic priorities that needed to be accomplished during the year.
changedEach Overthecourseof the metrics year,therewereover20specificmetrics,eachofwhichmaps to longer-term commitments across our five key stakeholders: hosts, guests, the communities within which we operate, employees, and shareholders.
newCompany Priority(3) Examples of Metrics Considered Weighting WeightedAchievement Business Performance • Nights and Experiences Booked • EBITDA Margin 35% 35% Perfect the Core • Booking conversion rate • Quality of trips taken • User satisfaction with customer service interactions • Active Ever Booked Listings 35% 35% Accelerate Global Markets • International nights booked 10% 10% Foundation • Critical and high defects in production • Employee Engagement scores 10% 10%

Removed from 2025

• Dave Stephenson, Former Chief Financial Officer and Head of Employee Experience (currently serving as our Chief Business Officer and Head of Employee Experience);
• Nathan Blecharczyk, Co-Founder, Chief Strategy Officer and Chairman of Airbnb China; and
Net income decreased by 45% to $2.6 billion compared to 2023, primarily due to the prior year’s valuation allowance release of our U.S. deferred tax assets.
Our Adjusted EBITDA increased by 11% to $4.0 billion compared to 2023 and Free Cash Flow was $4.5 billion, growing 17% compared to 2023.(1) Furthermore, we repurchased $3.4 billion of our Class A common stock during 2024—including this amount, we have repurchased a total of $7.2 billion of our Class A common stock since we announced our first share repurchase program in 2022, through December 31, 2024.
In addition, we’ve continued to make investments behind our global markets strategy, including product localization and raising brand awareness in countries with relatively lower levels of penetration compared to our core markets.
Lastly, we’ve been focused on building the foundation for long-term growth, including exploring new products and services outside of our core business.
Named Executive Officer Changes
Dave Stephenson was appointed as the Company’s Chief Business Officer effective January 1, 2024.
Between January 1, 2024 and March 1, 2024, Mr. Stephenson served as the Company’s Chief Financial Officer, Chief Business Officer and Head of Employee Experience.
On March 1, 2024, Mr. Stephenson ceased serving in the capacity of Chief Financial Officer, but continues to serve as our Chief Business Officer and Head of Employee Experience.
Elinor Mertz was appointed as the Company’s Chief Financial Officer effective March 1, 2024.
Ms. Mertz previously served as the Company’s Vice President of Finance where she was responsible for strategic finance and analytics, corporate planning, and investor relations.
23
• Modest base salary increases.
We made increases to base salaries for the first time since the initial public offering (“IPO”) of our common stock, in order to maintain competitive cash compensation, including in the case of promotions.
Following an evaluation of our equity practices, the people and compensation committee shifted the grant mix to 70% of the target value in RSUs and 30% of the target value in stock options (previously 50% each).
See “Equity Compensation” section for more detail.
The shares subject to tranche 2, which vested in November 2022, were delivered to Mr. Chesky in November 2024, per the terms of the award.
24
policies and practices in order to attract and retain qualified executive officers.
The 2024 peer group reflected the following changes from our 2023 peer group, which were aimed at ensuring the group continued to reflect the broader talent market and the evolving competitive landscape:
• Added: Shopify and Spotify
• Removed: eBay, Expedia Group, Lyft, PayPal Holdings, X (formerly Twitter), and Workday
At the beginning of 2024, the people and compensation committee increased base salaries for the named executive officers by 8% to 13% (with the exception of Mr. Chesky whose base salary remained at $1 and Ms. Mertz whose base salary was increased in connection with her promotion) to maintain competitive cash compensation.
All base salary increases were made effective February 18, 2024, with the exception of Ms. Mertz, whose salary was increased on March 1, 2024 in connection with her promotion.
These increases are the first for our continuing named executives since the IPO.
Target bonus levels for our named executive officers remained the same in 2024.
• Make Hosting Mainstream: Grow listings base to meet demand growth
• Expand Beyond the Core: Develop international markets and deliver the 2024 Winter release
• Grow and Engage our Guest Community: Focus on product releases and guest acquisition and retention
Company Priority Examples of Metrics Considered Weighting WeightedAchievement Business Performance • Nights booked growth 15% 15% Make Hosting Mainstream • Listings growth 15% 15% Perfect the Core • Quality of trips taken • User satisfaction with customer service interactions • Site reliability • Fixed cost growth 25% 23% Expand Beyond the Core • International markets growth • Winter Release launch 15% 14% Grow and Engage our Guest Community • Summer Release launch • New guest growth 30% 29%
2024 Bonus Payout
Over the past several years, annual awards to our named executive officers (other than Mr. Chesky) were granted 50% in stock options and 50% in RSUs, based on their target values.
The 10-year term of our options further promotes a long-term orientation.
Additional Equity Grants
In April 2024, the people and compensation committee also approved an additional one-time award of 33,239 RSUs to each of Messrs.
Stephenson and Balogh with a service based vesting condition that is satisfied as to 18.75% on each of the first four quarterly anniversaries of February 19, 2024 and as to 6.25% on each of the four quarterly anniversaries thereafter, in each case, subject to the executive’s continued service with us through each applicable vesting date.
These awards were made to align pay levels closer to external benchmarks, help maintain unvested holdings, and improve retentive strength.
However, per the terms of the award, the shares subject to tranche 2, which became earned and vested in 2022, were delivered to Mr. Chesky on November 11, 2024.
Severance Benefits
Company Policies Regarding Hedging and Pledging
Clawback Policy
Executive Stock Ownership Policy
People and Compensation Committee Angela Ahrendts (Chair) Kenneth Chenault Alfred Lin 34
During 2024, Ms. Mertz’s base salary was increased from $415,000 to $650,000 in connection with her promotion to Chief Financial Officer effective March 1, 2024, and each named executive officer’s (other than Mr. Chesky’s) annual base salary was increased effective February 18, 2024 by $50,000.
Name 401(k)MatchingContributions($) TravelCoupons($) TravelCoupons- Gross-Up($) Miscellaneous(a)($) Total($) Brian Chesky — — — 186,325 186,325 Elinor Mertz 10,350 2,000 1,573 — 13,923 Dave Stephenson 4,154 4,000 (b) 2,632 544 11,330 Nathan Blecharczyk — 2,000 1,631 129,561 133,192 Aristotle Balogh 10,350 2,000 1,437 — 13,787
(b) Represents an additional $2,000 travel coupon issued to Mr. Stephenson in connection with his five-year anniversary at the Company in accordance with our policy.
(3) The option vests in 48 substantially equal installments on each monthly anniversary of February 19, 2024, subject to continued service.
(5) The RSUs vest as to 18.75% of the total number of RSUs on each of the first four quarterly anniversaries of February 19, 2024 and as to 6.25% on each of the four quarterly anniversaries thereafter, in each case, subject to continued service.
OptionAwards StockAwards Name VestingCommencementDate Number ofSecuritiesUnderlyingUnexercisedOptions (#)Exercisable Number ofSecuritiesUnderlyingUnexercisedOptions (#)Unexercisable OptionExercisePrice ($) OptionExpirationDate Number ofShares orUnits ofStock ThatHave NotVested (#) MarketValue ofShares orUnits ofStock ThatHave NotVested($)(1) EquityIncentivePlanAwards:Number ofUnearnedShares,Units orOtherRightsThat HaveNotVested(#)(2) EquityIncentive PlanAwards:Market orPayout Valueof UnearnedShares, Unitsor OtherRights ThatHave NotVested($)(1)(2) Brian Chesky 11/10/2020 — — — — — — 9,600,000 1,261,536,000 Elinor Mertz 11/25/2015 12,184 — 29.955 11/23/2025 2/25/2017 14,286 — 52.50 4/19/2027 2/25/2018 14,286 — 52.70 3/15/2028 2/25/2019 39,666 — 63.025 3/21/2029 2/25/2020 37,334 — 40.18 3/24/2030 2/19/2021(3) 644 87,256 2/25/2021(4) 10,895 474 194.39 3/19/2031 2/19/2022(3) 8,001 1,051,411 2/19/2022(4) 19,430 8,001 167 3/19/2032 2/19/2023(3) 19,300 2,536,213 2/19/2023(5) 156 20,500 2/19/2023(4) 16,849 19,913 122.41 3/27/2033 11/19/2023(3) 12,120 1,592,689 11/19/2023(3) 7,516 987,678 2/19/2024(4) 10,387 39,471 168.18 4/5/2034 2/19/2024(3) 37,809 4,968,481 Dave Stephenson 2/25/2020 60,395 — 40.18 8/8/2030 2/25/2021(4) 48,420 2,106 194.39 3/19/2031 2/19/2021(3) 1,264 166,102 2/19/2022(4) 43,178 17,780 167 3/19/2032 2/19/2022(3) 7,620 1,001,344 2/19/2023(4) 37,065 47,017 122.41 3/27/2033 2/19/2023(3) 19,530 2,566,437 11/19/2023(3) 3,030 398,172 2/19/2024(4) 10,387 39,471 168.18 4/5/2034 2/19/2024(3) 37,809 4,968,481 2/19/2024(6) 14,543 1,911,096 Nathan Blecharczyk 2/25/2020 52,308 — 40.18 11/10/2030 11/25/2020 361,215 — 40.18 11/10/2030 2/25/2021(4) 36,316 1,579 194.39 3/19/2031 2/19/2021(3) 948 124,577 2/19/2022(4) 32,383 13,335 167 3/19/2032 2/19/2022(3) 5,715 751,008 2/19/2023(4) 28,082 33,188 122.41 3/27/2033 2/19/2023(3) 13,786 1,811,618 2/19/2024(4) 6,751 25,657 168.18 4/5/2034 2/19/2024(3) 24,576 3,229,532
OptionAwards StockAwards Name VestingCommencementDate Number ofSecuritiesUnderlyingUnexercisedOptions (#)Exercisable Number ofSecuritiesUnderlyingUnexercisedOptions (#)Unexercisable OptionExercisePrice ($) OptionExpirationDate Number ofShares orUnits ofStock ThatHave NotVested (#) MarketValue ofShares orUnits ofStock ThatHave NotVested($)(1) EquityIncentivePlanAwards:Number ofUnearnedShares,Units orOtherRightsThat HaveNotVested(#)(2) EquityIncentive PlanAwards:Market orPayout Valueof UnearnedShares, Unitsor OtherRights ThatHave NotVested($)(1)(2) Aristotle Balogh 5/25/2019 7,403 — 59.91 11/13/2028 2/25/2020 24,411 — 40.18 8/8/2030 2/25/2021(4) 51,447 2,237 194.39 3/19/2031 2/19/2021(3) 1,343 176,484 2/19/2022(4) 45,876 18,891 167 3/19/2032 2/19/2022(3) 8,096 1,063,895 2/19/2023(4) 19,147 49,782 122.41 3/27/2033 2/19/2023(3) 20,679 2,717,427 2/19/2024(4) 10,387 39,471 168.18 4/5/2034 2/19/2024(3) 37,809 4,968,481 2/19/2024(6) 14,543 1,911,096
(5) The RSUs vest as to 1/8th of the total number of RSUs on each quarterly anniversary of the vesting commencement date, subject to continued service.

More changes truncated for legibility. Open the filings on SEC for full prose.

Cells reading “Not extracted” mean the deterministic extractor didn’t pick up that disclosure for the listed filing — not that it isn’t in the proxy. Open the company workspace and use Ask to query the CD&A directly.