CrowdStrike Holdings, Inc.

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Annual revenue of between approximately 0.5x – 2.5x of CrowdStrike’s last four quarters of revenue;

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Market capitalization between approximately 0.25x – 4x of CrowdStrike’s market capitalization; and

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High-growth companies with strong revenue growth and market capitalization as a multiple of revenue.

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Based on the selection criteria and the Compensation Committee’s assessment:

Added: AppLovin Corporation and Arista Networks, Inc.

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Removed: BILL Holdings, Inc., Enphase Energy, Inc., and Twilio Inc.

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Fiscal 2026 Peer Group

Our continued strong growth trajectory is reflected in our performance relative to our peer group. The following chart shows CrowdStrike’s position within the peer group on three screening criteria (revenue, one-year revenue growth and market cap), based on each peer company’s publicly reported trailing four quarters financial data as of August 7, 2024.(1)

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(1)

Financial data per S&P Capital IQ as of August 7, 2024. Market Cap based on the 30-day average as of August 7, 2024.

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Compensation Setting Process

When determining recommendations for our NEOs’ fiscal 2026 compensation levels, the Compensation Committee considered how our NEOs compared to the compensation levels for comparable positions in the peer group. In addition to referencing data from proxy statements and current reports on Form 8-K filings of our peer group, the Compensation Committee also reviewed survey data drawn from Radford custom peer group surveys as a supplemental data source.

The Compensation Committee establishes base salaries, annual cash incentive awards and long-term equity-based incentive awards on a case-by-case basis for each NEO taking into consideration: (i) individual performance, role expertise and experience, (ii) Company performance, (iii) competitive market conditions, (iv) succession planning, (v) retention and external opportunities potentially available to our executives, (vi) internal equity among internal peers, (vii) unrealized equity gains and (viii) best compensation governance practices.

While the Compensation Committee considers a multitude of factors in its deliberations, it places no formal weighting on any one factor. The Compensation Committee does not tie individual compensation to specific target pay percentiles but rather makes a determination based on inputs from the CEO (except with respect to his own compensation), as well as the directors’ knowledge and judgment in assessing the various factors that would best further the principles and objectives of our executive compensation program.