MIME 2018 Proxy Statement

Compensation Peer Group The compensation committee and management have worked with Radford to identify and select a peer group of companies as a reference group to provide a broad perspective on competitive pay levels and practices. Peer companies were selected based on the following criteria: • industry classification; • revenues; and • market capitalization. For the year ended March 31, 2018, the Company’s peer group, as approved by the compensation committee, consisted of the following 20 companies: Barracuda Networks, Inc. HubSpot, Inc. Proofpoint, Inc. Benefitfocus, Inc. Imperva, Inc. Q2 Holdings, Inc. Box, Inc. Instructure, Inc. Qualys, Inc. Callidus Software, Inc. LogMeIn, Inc. Rapid7, Inc. Carbonite, Inc. Cvent, Inc.* RingCentral, Inc. CyberArk Software Ltd. Zendesk, Inc. Varonis Systems, Inc. Five9, Inc. Paylocity Holding Corp. * Cvent, Inc. was originally included in the peer group established by the compensation committee, but was eliminated when Cvent, Inc. was acquired. The compensation committee does not directly tie any pay elements to particular benchmarks within the peer group. Instead, the peer data is used as a market-check analysis and is just one factor considered in the annual compensation approval process. Other important considerations include employee knowledge, skills and experience; individual performance; internal pay equity; scope of responsibilities; and any retention concerns. Executive Compensation Program Elements The primary elements of our executive compensation program are: • base salary; • annual cash incentive compensation; and • long-term equity incentives. The compensation committee takes a comprehensive view of all compensation components, which allows us also to make compensation determinations that reflect the principles of our compensation philosophy. We strive to achieve an appropriate mix between the various elements of our compensation program to meet our compensation objectives and philosophy. Our compensation committee, however, does not apply any rigid allocation formula in setting our executive compensation, and may make adjustments to this approach for various positions after giving due consideration to prevailing circumstances, the individuals involved and their responsibilities, experience and performance. Base Salary We provide base salary to our named executive officers to compensate them for services rendered on a day-to-day basis. Base salary also provides guaranteed cash compensation to secure the services of our executive talent. We believe that providing a competitive base salary relative to the companies with which we compete for executive talent is a necessary element of a compensation program that is designed to attract and retain talented and experienced executives. We also believe that attractive base salaries can motivate and reward our executive officers for their overall performance. 28