What are the key performance metrics for the 2026 Bonus Program?

The key performance metrics for the 2026 Bonus Program are Net Revenues (in constant dollars), Income from Operations (in constant dollars), Total Payment Volume - adjusted (excluding peer-to-peer transactions, in constant dollars), and the Company’s Competitive Net Promoter Score.

How is the 2026 Long Term Retention Program structured?

The 2026 LTRP is a six-year program where NEOs and other senior management receive annual cash payments. These payments consist of a fixed annual amount and a variable amount that is tied to the company's stock price performance relative to its 2025 average closing price. Continued employment is required for these payments, except in specified circumstances.

What is the significance of the "constant dollars" mentioned for bonus metrics?

Using "constant dollars" means that the financial metrics (Net Revenues, Income from Operations, Total Payment Volume) are adjusted to remove the impact of currency fluctuations. This provides a clearer view of the underlying operational performance and growth across different markets where MercadoLibre operates, regardless of exchange rate movements.

How is executive compensation aligned with company performance and stock price?

Executive compensation is aligned through two main programs: the 2026 Bonus Program, which is tied to specific operational and financial targets and competitive positioning, and the 2026 LTRP, which includes a variable component directly linked to the company's stock price performance, incentivizing long-term value creation for shareholders.

MELI 8-K: Leadership Changes

Summary

MercadoLibre, Inc. (MELI) has filed an 8-K report detailing the establishment of performance goals for its 2026 Bonus Program and the adoption of its 2026 Long Term Retention Program (LTRP). These programs are designed to incentivize and retain key executive officers, referred to as NEOs (Named Executive Officers), including the CEO, Executive Chairman, Fintech President, Technology & Operations President, and CFO. The bonus program for 2026 ties payouts to key performance indicators such as net revenue, income from operations, total payment volume, and competitive Net Promoter Score, with individual performance also influencing the final bonus amount. The target bonus for each NEO is set at four months of base salary. The 2026 LTRP is a six-year cash payment program for senior management, including the NEOs, contingent on continued employment. Awards are structured with an "Annual Fixed Payment" and a variable payment linked to the company's stock price performance relative to its 2025 average closing price. This program aims to align executive compensation with long-term company success and shareholder value. Investors should note the specific metrics for bonus targets and the stock-price-sensitive nature of the LTRP payouts.

Key Highlights

1MercadoLibre has established performance goals for its 2026 Bonus Program for its Named Executive Officers (NEOs).
22026 Bonus Program payouts are based on Net Revenues, Income from Operations, Total Payment Volume (adjusted, excluding P2P), and Competitive Net Promoter Score, all in constant dollars.
3Each NEO's target bonus under the 2026 Bonus Program is set at four months of their base salary.
4Individual performance can adjust each NEO's bonus payout by up to +/- 50%.
5The Company adopted the 2026 Long Term Retention Program (LTRP), a six-year cash payment plan for senior management, including NEOs.
6The 2026 LTRP includes a fixed annual payment and a variable payment tied to the company's stock price performance.
7Target awards under the 2026 LTRP range from $3.5 million for the Executive Chairman to $14 million for the CEO.

MERCADOLIBRE INC 8-K Report, Executive Changes (Apr 3, 2026)

Summary

Key Highlights

Frequently Asked Questions