Uber Technologies, Inc. Compensation

Named-executive pay mix, year-over-year trend, and CD&A themes from the latest proxy filing.

CEO Total Compensation

N/A

FY2026

CEO Equity Mix

N/A

Equity awards as a share of total pay.

YoY CEO Pay Change

N/A

Versus the prior proxy year.

CEO Pay Mix

Source: Latest summary compensation table and normalized component mapping from the company DEF 14A.

Salary: $0

Equity: $0

Other: $0

CEO Pay Trend

No trend data available.

Current Named Executive Pay Table

Latest proxy-year compensation components for the named executive officers captured from the summary compensation table.

Executive	Title	Salary	Stock Awards	Option Awards	Other	Total

Latest Compensation Design

The latest CD&A narrative is where pay methods, rationale, and board framing usually show up first.

Compensation Philosophy

The compensation program focuses on long-term stockholder value creation and links compensation to key business drivers, with 96% of CEO compensation and 92% of other NEO compensation being variable and at-risk. The program consists of base salaries, annual cash incentives, and long-term equity incentives (RSUs, PRSUs, and stock options for CEO).

Performance Highlights

The company achieved strong performance against financial goals and strategic/operational priorities in 2024, resulting in a 143.91% payout under the Annual Cash Bonus Plan. Key achievements included improvements in Non-GAAP operating costs, growth in non-core Gross Bookings, and advancement of IC+ models globally.

Key Decisions

The Compensation Committee maintained base salaries at 2023 levels and kept target bonus percentages unchanged. Annual cash bonuses paid out at 143.91% of target based on company performance goals achievement, with no individual modifier adjustments. Long-term equity incentives continued to be granted in the form of RSUs and PRSUs for all NEOs, with additional stock options for the CEO.

Themes

Pay for performanceLong-term value creationStockholder alignmentExecutive retentionVariable/at-risk compensation

Latest Performance-Metric Scorecard

Compensation metrics, weighting clues, and payout context surfaced from the latest CD&A.

Supply and marketplace health

operational

A summary of our annual key pay elements and the rationale for each element is set forth in the following table: Compensation Type Objectives & Determination Factors Bas…

Payout / Target Context

A summary of our annual key pay elements and the rationale for each element is set forth in the following table: Compensation Type Objectives &…

Strategic execution

strategic

The actual bonuses earned by each NEO are conditioned upon the achievement of certain Company-wide performance goals established by the Compensation Committee, including…

Payout / Target Context

Each year, the Compensation Committee establishes a target bonus amount for each NEO, displayed below as a percentage of base salary.

Gross bookings / booking value

market

An overview of the components of our 2024 Annual Cash Bonus Plan can be found below: Maximum overall payout is capped at 200% of target bonus 2024 Annual Cash Bonus Plan…

Payout / Target Context

In 2024, the Compensation Committee did not apply the modifier to increase or decrease any bonuses payable to the NEOs, determining each NEO to…

Adjusted EBITDA / profit

financial

An overview of the components of our 2024 Annual Cash Bonus Plan can be found below: Maximum overall payout is capped at 200% of target bonus 2024 Annual Cash Bonus Plan…

Payout / Target Context

In 2024, the Compensation Committee did not apply the modifier to increase or decrease any bonuses payable to the NEOs, determining each NEO to…

Market share / growth

market

Expanded multi-product usage, increasing multi-product users year-over-year, primarily as a result of efforts to increase non-UberX Trips and focusing on driving Uber Ea…

Payout / Target Context

No explicit payout or target disclosure detected near this metric.

Customer / host / driver quality

operational

Made substantial advancements in the effectiveness of our risk management practices by engaging globally with more than 75 regulators and other government stakeholders a…

Payout / Target Context

No explicit payout or target disclosure detected near this metric.

TSR / stock-price performance

capital

A year-over-year comparison between 2023 and 2024 grant amounts reflects an increase primarily because the Compensation Committee approved a 10% decrease in equity grant…

Payout / Target Context

As a result, the CEO’s 2023 target equity award was $18.45 million, down from $20.5 million in 2022.

Pay for performance

strategic

Theme surfaced in CD&A: Pay for performance.

Payout / Target Context

No explicit payout or target disclosure detected near this metric.

Incentive Programs

Annual cash incentive / bonus plan, Time-based RSUs, Stock options, Long-term equity awards

Latest Payout Context

We also provide certain other benefits, as described under the heading “Other Benefits.” In order to promote long-term… / Khosrowshahi’s 2024 target total direct compensation was variable and at risk, and on average, 92% was variable and at…

Compensation Scorecards by Year

Longitudinal view of pay design, incentive methods, performance metrics, and disclosed payout context by proxy year.

Fiscal Year	CEO Pay	Equity Mix	Incentive Methods	Performance Metrics	Payout / Target Context	Key Changes
FY2025	N/A	N/A	Annual cash incentive / bonus plan, Time-based RSUs, Stock options, Long-term equity awards	Supply and marketplace health Strategic execution Gross bookings / booking value	We also provide certain other benefits, as described under the heading “Other Benefits.” In order to promote long-term… / Khosrowshahi’s 2024 target total direct compensation was variable and at risk, and on average, 92% was variable and at…	No significant changes were made to base salaries or target bonus percentages from 2023 to 2024. The compensation structure and mix remained largely consistent with the prior year.