Executive Management

Nils Olsson
President & CEO

Nils Olsson, Lime

Chief Executive Officer since 2021.

Born: 1983

Education: Masters of Scinece in Business at Linköping University.

Other ongoing assignments: –

Previous assignments (last five years): –

Shareholding in the Company: 138 951 shares

Magnus Hansson
CFO

Magnus Hansson, Lime

Chief Financial Officer since 2015

Born: 1973

Education: Master of Science in Business and Economics at Jönköping International Business School.

Other ongoing assignments (aside from assignments within the Lime Group): Board member of Östersjövägen Invest AB, Östersjövägen Konsult AB and Lumera AB

Previous assignments (last five years): Board member and Chief Executive Officer of European House of Beds AB. Chief Executive Officer of Wondland AS Norge Filial. Finance manager of Ekovent AB.

Shareholding in the Company: 60 894 shares

Anna Hansen
Head of Loyalty & Expansion

Head of Loyalty & Expansion since 2021

Born: 1978

Education: Pol. mag. at Lund University

Other ongoing assignments: –

Previous assignments (last five years): –

Shareholding in the Company: 39 589 shares

Martin Nilsson
Head of Development

Martin Nilsson, Lime

Head of Development since 2017

Born: 1973

Education: Master of science in computer engineering at Gothenburg University

Other ongoing assignments: –

Previous assignments (last five years): CTO at Benify AB

Shareholding in the Company: 13 888 shares

Tommas Davoust
Head of Expert Services

Tommas Davoust, Lime

Head of Expert Services since 2020

Born: 1983

Education: Master of science in engineering at the Institute of Technology at Lund University

Other ongoing assignments: –

Previous assignments (last five years): Chairman of Balltravels Sweden AB

Shareholding in the Company: 1466 shares

Vishal Ganatra
Head of Sales & Marketing

Tommas Davoust, Lime

Head of Sales & Marketing since 2021

Born: 1982

Education: Masters of Scinece in Business at Karlstad University

Other ongoing assignments: –

Previous assignments (last five years): –

Shareholding in the Company: 28 314 shares

Filip Arenbo
CPO

Chief Product Officer since 2021

Born: 1987

Education: Master of Science in Technical Nanoscience at the Institute of Technology at Lund University

Other ongoing assignments: –

Previous assignments (last five years): –

Shareholding in the Company: 22 500 shares

Guidelines for remuneration to CEO and Group Management

The guidelines for remuneration to CEO and Group Management of Lime Technologies AB (publ), is designed to attract, motivate and retain exceptional employees in a competitive and international market. The guidelines reflect Lime’s objectives for good corporate governance as well as sustained long-term value creation for shareholders. The guidelines for remuneration apply to the company’s CEO and the Group Management.

Guidelines for remuneration to senior executives

Lime Technologies AB (publ) (the “Company”) shall apply the following guidelines for executive remuneration agreed after the Animal General Meeting 2021. These guidelines do not apply to any remuneration resolved upon or approved by the general meeting. Thus, share-based incentive programs and remuneration to the board of directors resolved on by general meetings are outside the scope of these guidelines.

Senior executives

For the purposes of these guidelines, senior executives include the Chief Executive Officer and executives who report to the Chief Executive Officer and are members of the Group Management.

General remuneration principles

In short, the Company’s business strategy is to be a comprehensive CRM expert that offers a powerful and flexible SaaS platform, which leads to a loyal customer base and a profitable business model, strong cash flow and profitable growth.

For more information, please refer to the Company’s Animal Reports and the Company’s website, https://www.lime-technologies.se/.

A prerequisite for implementing the Company’s business strategy, safeguard its long-term interests, including sustainability, is that the Company can recruit and retain qualified employees. The Company should therefore offer conditions of employment, including remuneration, that enable attracting and retaining senior executives with the competence and experience required to achieve the Company’s goals. The remuneration shall be based on terms that are competitive and in line with market terms.

When evaluating whether these guidelines and the limitations set out herein are reasonable, the Board of Directors (including the Remuneration Committee) has considered the total remuneration of all employees of the Company including the various components of their remuneration as well as the increase and growth rate over time.

Principles for fixed and variable remuneration

The remuneration covered by these guidelines may consist of fixed basic salary, variable cash salary, pension and other benefits. In addition the general meeting may decide on, inter alia, long-term incentive programs.

Principles for fixed base salary

Each senior executive shall receive a fixed base salary. The fixed base salary shall be in line with market terms, be competitive and shall take into account the scope and responsibility associated with the position, as weil as the skills, experience and performance
of each senior executive.

Fixed base salary may not amount to more than eighty-five (85) per cent of the total remuneration, assuming that full variable cash salary, pension benefits and other benefits are paid (if there is no variable cash salary, pension benefits or other benefits, the fixed basic salary will constitute the entireremuneration).

Principles for variable remuneration

Variable remuneration shall be based on how weil the Company meets its financial targets for organic growth and EBITDA. The variable remuneration shall reflect the key drivers for pursuing the Company’s strategy, long-term interests and sustainable business practices. To which extent the criteria for awarding variable remuneration have been satisfied shall be determined when the relevant measurement period of the performance criteria has ended. The performance criteria shall be determined and documented on a yearly basis.

For each senior executive (except for senior executives whose main responsibility is own sales), variable remuneration may amount to a maximum of twenty-five (25) per cent of total remuneration if full variable remuneration, pension benefits and other benefits are paid. For senior executives whose main responsibility is own sales, the total remuneration may amount to a maximum of eighty (80) per cent of the total remuneration if full variable remuneration, pension benefits and other benefits are paid.

The Company has the right to recover variable remuneration if it tums out that the Company’ s accounts contain material errors.

Pension

Senior executives shall have pension terms and pension levels that are in line with market terms. The pension benefits shall be premium based. Variable remuneration shall only constitute a basis for pension benefits if it follows from provisions in the applicable collective bargaining agreement. Unless applicable collective bargaining agreements state otherwise, pension benefits may amount to a maximum of thirty (30) per cent of the fixed salary for each senior executive and, if full variable remuneration, pension benefits and other benefits are paid, a maximum of twenty (20) per cent of the total remuneration.

Other benefits

The Company offers other benefits to senior executives such as company car and health insurance. The benefits shall be in line with market terms and the costs of such benefits may, for each senior executive, amount to a maximum of eight (8) per cent of the fixed basic salary and, if full variable remuneration, pension benefits and other benefits are paid, a maximum of five (5) per cent of the total remuneration.

Termination notice and severance pay

Employment agreements entered into between the Company and senior executives shall, as a principal rule, apply until further notice. If the Company terminates the employment of a senior executive, the notice period may not exceed twelve (12) months. Severance pay shall only be paid upon termination by the Company and shall not exceed the amount of the agreed fixed basic salary during the notice period. The notice period shall not exceed six (6) months and no severance shall be payable upon the senior executive’ s own tennination of his or her employment.

Decision-making process

The Board of Directors has appointed a Remuneration Committee to prepare the Board’ s proposal for guidelines. Based on the recommendation of the Remuneration Committee, the Board shall, when the need anses for sigmificant changes to the guidelines, at least every four years, prepare guideline proposals to be presented at the Annual General Meeting. The guidelines shall apply to each commitment of remuneration to senior executives, and to any change in such commitment, that is decided after the Annual General Meeting at which the guidelines were adopted. The guidelines thus have no effect on previously binding
contractual obligations. Other General Meetings than the Annual General Meetings may amend the guidelines.

The Remuneration Committee shall also monitor and evaluate the application of these guidelines, ongoing and completed programs for variable remuneration to senior executives and the Company’s remuneration structures and remunerationlevels.

Within the scope and on the basis of these guidelines, the Board of Directors shall, based on the remuneration committee’s preparation and recommendations, annually decide on the specific revised remuneration terms for each individual senior executive and also make other decisions on remuneration to senior executives that may be required. The Chief Executive Officer and the other senior executives do not participate in the Board of Directors’ handling of and resolutions regarding remuneration-related matters if they are affected by such matters.