Slide 1: Docusign Investor Engagement Spring 2025
Docusign Investor Engagement Spring 2025
Slide 2: Forward-looking statements
2 This presentation, meeting, website, and similar communication, including through social media outlets, may contain “forward-looking” statements within the meaning of Section 27A of the Securities Act of 1933, as amended, and Section 21E of the Securities Exchange Act of 1934, as amended, that are
Slide 3: Docusign at a Glance
Docusign at a Glance 3 (1) As of January 31, 2025. (2) For the year ended January 31, 2025. Market leadership FY252 performance ~1.7M Customer base1 Across all industries, segments, and geos World’s #1 e-Signature solution $2.98B Total Revenue 8% Y/Y growth $3.1B Billings 7% Y/Y growth 79.1% $1.0B G
Slide 4: 2025 Proxy Statement Highlights
4 Continued year-round stockholder engagement with outreach to >50% shares outstanding in spring 2024 and fall 2024 Multi-year engagement and responsive changes on executive compensation and governance programs During engagements, multiple stockholders indicated executive compensation program change
Slide 5: Balanced and Experienced Board
5 Balanced and Experienced Board Maggie Wilderotter Chair of Board Allan Thygesen CEO & Director (non-indep.) James Beer Director Teresa Briggs Director Cain Hayes Director Blake J. Irving Director Anna Marrs Director Enrique T. Salem Director Peter Solvik Director Balance of directors’ skills, back
Slide 6: Commitment to Engagement & Feedback
Commitment to Engagement & Feedback We value year-round governance engagement with stockholders and continue to seek feedback on key topics 6 Key Topics Addressed with Stockholders: ● Company strategy, performance and IAM ● Executive compensation: ○ CEO compensation, including SVC awards ○ PSU progr
Slide 7: FY25 executive compensation program aligned with pay-for-performance
7 FY25 executive compensation program is aligned with pay-for-performance and is responsive to stockholder feedback Compensation Program Aligned with Performance Robust Compensation Practices ● Majority of CEO compensation tied to long-term performance ● At least 50/50 mix of PSU/RSU for executive t
Slide 8: Compensation Program Designed to Attract, Retain & Motivate Top Talent
Compensation Program Designed to Attract, Retain & Motivate Top Talent Compensation program is working as designed to recruit, reward and retain highly qualified leaders while creating long-term value for stockholders. Allan Thygesen CEO & Director Blake Grayson Chief Financial Officer Paula Hansen
Slide 9: Executive Compensation: Performance Metrics
9 Executive Compensation: Performance Metrics Cash Incentive Program1 Performance-Based Equity ESG Modifier Applied to Payout ● +/- 20% based on achievement of pre-set ESG objectives ● Based on environmental impact and workforce metrics TSR PSUs: ● Relative TSR vs. Nasdaq Composite index ● 3 year pe
Slide 10: Executive Compensation: FY25 Compensation Mix
10 Executive Compensation: FY25 Compensation Mix CEO FY25 Compensation Mix Base salary 4.0% PSU 55.2% RSU 36.8% Semi-annual cash incentives 4.0% Other NEOs: FY25 Compensation Mix1 Base salary 6.6% PSU 43.7% RSU 43.7% Semi-annual cash incentives 6.0% (1) NEO Compensation Mix excludes Paula Hansen as
Slide 11: Stockholder Value Creation (SVC) PSU Award
Key Characteristics • Tied to ambitious and rigorous stock price hurdles • 90 calendar-day sustained average stock price performance requirement • Additional vesting requirements for any earned shares (50% on achievement and remaining 50% on 2-year achievement anniversary) SVC Award Payout to Date •
Slide 12: Robust Governance Practices & Disclosure
12 Robust Governance Practices & Disclosure Continue to strengthen our corporate governance practices and enhance disclosure based on stockholder feedback Existing Robust Governance Practices ● Independent Board Chair with robust authority selected by independent directors ● Single class of stock (n
Slide 13: docusign.
mg docusign.