CEO Brett White received total compensation of approximately $5.2 million in 2025, which is within a reasonable range for a CEO at a ~$400 million market-cap healthcare technology company; the pay mix is heavily weighted toward variable compensation — roughly 90% of total pay comes from stock awards and performance-based cash bonuses, well above the 50-60% variable threshold the policy requires. The annual cash bonus plan used objective, measurable metrics (revenue weighted 70% and non-GAAP operating income weighted 30%) and paid out at approximately 92% of target, reflecting actual performance that fell just short of target levels — this is appropriate pay-for-performance alignment. No prior Say on Pay vote result is disclosed in this filing, so no prior-year-support trigger applies, and no other policy flags (clawback adequacy, excessive dilution, or fixed-pay dominance) are triggered by the disclosed facts.

Non-audit fees for 2025 were only $2,000 against audit fees of $1,573,767, a ratio of well under 1% — far below the 50% threshold that would raise independence concerns; PricewaterhouseCoopers is a Big 4 firm appropriate for a public company of this size; auditor tenure is not disclosed in the proxy so the tenure trigger cannot be applied, and no material restatements are noted.