TALOS ENERGY INC.
For the period ended Jun 4, 2026. Filed Apr 22, 2026.
View on SEC.govAbout this filing
What shareholders are asked to vote on at a company's meeting. It is where to find what directors and top executives are paid, and who owns the most shares.
Jun 4, 2026 · Filed Apr 22, 2026
TALO$14.84+1.1%Stored close · as of Nov 6, 2026
Contents
Program Design: Aligned with Business and Talent Strategy
Our primary objectives for NEO compensation are:
| • | Attract and retain executive talent with deepwater offshore experience; |
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| • | Motivate strong performance on key financial, operational, safety, and environmental goals; and |
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| • | Align executive interests with those of our stockholders to create long-term value. |
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To achieve these goals, our program includes:
| • | Competitive pay: Total NEO compensation is designed to be competitive with our peer group, especially the larger companies with which we directly compete for talent. |
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| • | Annual incentives linked to key goals: Our annual incentive plan rewards management for running the business safely, efficiently, and responsibly. It balances financial, operational, safety, and environmental metrics to provide a full view of performance that is not overly dependent on commodity prices. |
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| • | Emphasis on equity compensation and shareholder returns: Equity-based compensation comprises the largest component of executive compensation; grants of performance units reward management for outstanding relative and absolute total shareholder return performance, while time-based restricted shares and multi-year vesting promote retention, a longer-term perspective, and an ownership culture that is aligned with the best interests of our stockholders. |
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| • | Strong governance practices: Our program aligns executive and shareholder interests through robust share ownership guidelines, a “clawback” policy, double-trigger equity vesting upon a change in control, and prohibitions on hedging and tax gross-ups. |
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