Spire Global, Inc.

Trading Arrangements

During the three months ended March 31, 2026, none of our directors or officers (as defined in Rule 16a-1(f) of the Exchange Act)adopted orterminated any contract, instruction or written plan for the purchase or sale of our securities that was intended to satisfy the affirmative defense conditions of Rule 10b5-1(c) of the Exchange Act or any non-Rule 10b5-1 trading arrangement (as defined in the SEC’s rules).

Oehme Employment Contract

On May 12, 2026, Gabriel Oehme entered into a new employment contract with Spire Global Germany GmbH (“Spire Germany”) establishing his compensation as Chief Technology Officer, effective retroactively as of September 1, 2025 (the “Employment Contract”). Pursuant to the Employment Contract, Mr. Oehme’s compensation consists of the following:

•

an annual base salary of EUR 375,000;

•

he will be eligible to receive an annual cash bonus under the Company’s Executive Officer Short-Term Incentive Plan in a target amount equal to 75% of his annual base salary; and

•

he will be eligible to receive equity award grants under the 2021 Plan.

The Employment Contract provides for severance pay and benefits in the event Mr. Oehme’s employment is terminated by Spire Germany without Cause (as defined in the Employment Contract) or due to Mr. Oehme’s resignation for Good Reason (as defined in the Employment Contract), with such terminations referred to as a “Qualifying Termination.”

The Employment Contract also provides that if Mr. Oehme’s employment is terminated as the result of a Qualifying Termination, and the termination date occurs before a Change in Control (as defined in the 2021 Plan) or after the period that begins on the date of a Change in Control during the term and ends on the 18-month anniversary of such Change in Control (the “Change in Control Period”), then Spire Germany shall, in addition to paying Mr. Oehme’s base salary and other compensation earned through the termination date:

•

pay to Mr. Oehme as severance pay an amount equal to 100% of his annualized base salary as of the termination date (or annualized base salary as of immediately prior to a material reduction of such base salary), less all legally required and authorized deductions and withholdings, payable in a lump sum on the first regular payroll date immediately following the termination date;

•

pay to Mr. Oehme as additional severance pay an amount equal to 100% of his target annual cash bonus for the fiscal year in which the termination date occurs, less all legally required and authorized deductions and withholdings, payable in a lump sum on Spire Germany’s first regular payroll date immediately following the termination date (the “Non-CIC Bonus Payment”);

•

pay to Mr. Oehme as additional severance a lump sum cash payment equal to 100% of his group health insurance coverage with Spire Germany, at the same level of coverage that was in effect as of the termination date, for a period of 12 months, less all legally required and authorized deductions and withholdings, payable in a lump sum on Spire Germany’s first regular payroll date immediately following the termination date (the “Non-CIC Benefits Continuation Payment”); and

•

pay up to EUR 15,000 for outplacement services by an outplacement services provider selected by Mr. Oehme, with any such amount payable by Spire Germany directly to the outplacement services provider or reimbursed to Mr. Oehme, in either case subject to submission of appropriate receipts before the 12-month anniversary of the termination date (the “Oehme Outplacement Payments”).

The Employment Contract provides that if Mr. Oehme’s employment is terminated as the result of a Qualifying Termination, and the termination date occurs during the Change in Control Period, then Spire Germany shall, in addition to paying his base salary and other compensation earned through the termination date:

•

pay to Mr. Oehme as severance pay an amount equal to the sum of (i) 150% of his annualized base salary as of the termination date (or annualized base salary as of immediately prior to a material reduction of such base salary), (ii) 150% of his target annual cash bonus for the fiscal year in which the termination date occurs (the “CIC Bonus Payment”), and (iii) 150% of his group health insurance coverage with Spire Germany, at the same level of coverage that was in effect as of the termination date, for a period of 18 months (the “CIC Benefits Continuation Payment”), in each case less all legally required and authorized deductions and withholdings, payable in a lump sum on Spire Germany’s first regular payroll date immediately following the termination date; and

•

pay the Oehme Outplacement Payments.

The Employment Contract also provides that in the case of such a termination, Mr. Oehme’s then-outstanding equity awards will accelerate and immediately become fully vested, and the period to exercise any award will become the expiration date of such award, as applicable.

In addition, the Employment Contract provides that if Mr. Oehme’s employment is terminated as the result of a Qualifying Termination, and a Change in Control occurs within 90 calendar days after the termination date, then he shall receive an additional cash payment equal to the sum of: (i) 50% of his annualized base salary as of the termination date (or annualized base salary as of immediately prior to a material reduction of such base salary), (ii) the difference between the CIC Bonus Payment and the Non-CIC Bonus Payment, and (iii) the difference between the CIC Benefits Continuation Payment and the Non-CIC Benefits Continuation Payment, less all legally required and authorized deductions and withholdings, payable in a single lump sum no later than 10 calendar days after the date of such Change in Control.

The foregoing summary of the Employment Contract does not purport to be complete and is qualified in its entirety by reference to the full text of the Employment Contract, a copy of which is filed as Exhibit 10.3 to this Quarterly Report on Form 10-Q and is incorporated herein by reference.