FTV Management International, Ltd. MIFIDPRU Disclosure Statement

As of 31 December 2025

Introduction

FTV Management International, Ltd. (“FTV” or the “Firm”) is a limited company which was incorporated in June 2022. The Firm is authorised and regulated by the Financial Conduct Authority (the “FCA”) and is classified as a Small and Non-Interconnected (“SNI”) Investment Firm under MIFIDPRU 1.2. Accordingly, these disclosures have been prepared as per the requirements contained within MIFIDPRU 8.6. The relevant rules and guidance for the Firm’s remuneration code are contained within the FCA’s SYSC 19G of the FCA’s Handbook.

The Remuneration Code (the “RemCode”) covers an individual’s total remuneration – fixed and variable. The Firm incentivises staff through a combination of the two.

FTV’s policy is designed to ensure that it complies with the RemCode and that its compensation arrangements:

1. Are consistent with and promote sound and effective risk management;
2. Do not encourage excessive risk taking;
3. Include measures to avoid conflicts of interest;
4. Are in line with the Firm’s business strategy, objectives, values and long-term interests; and
5. Are on gender neutral basis.

Proportionality

The FCA has sought to apply proportionality with respects to firm’s disclosures. FTV’s disclosure is made in accordance with its size, internal organisation, nature, scope and complexity of its activities.

Application of the Requirements

The Firm completes the remuneration disclosure annually on the date the Firm publishes its annual financial statements. As appropriate, this disclosure will be made more frequently if there is a major change to the Firm’s business model.

1. Summary of the firm’s approach to remuneration for all staff, including the decision-making procedures and governance in adopting the remuneration code

• FTV is ultimately responsible for establishing and embedding effective remuneration policies and procedures. It also ensures that there is an appropriate balance between fixed and variable remuneration for all staff. All performance-related awards, financial and non-financial, are reviewed and approved by FTV’s Board of Directors.
• The Firm’s Policy is reasonably designed to ensure compliance with the SYSC 19G Remuneration Code. The Firm reviews its policy on an annual basis to ensure that it is has been implemented effectively and continue to be fit for purpose, including alignment with the long-term business strategy and the interests of FTV’s client.
• The Firm strives to promote equality within FTV with respect to employment, career development, promotion, and equal pay and Compliance with the Equality Act 2010 is integral to the remuneration policy and procedures.
• The remuneration decisions are determined by reference to the long-term sustainability and viability, the impact on the overall financial adequacy requirements and the business performance and results against its long-term goals.

2. Key characteristics of the remuneration policies and practices:

• FTV implements two main remuneration components: fixed and variable. The remuneration decisions are made based on a combination of individual performance against the role specifications, the role responsibility and seniority, the overall performance of the relevant business function and adherence to the Firm’s purpose and culture, compliance framework and internal conduct policies and procedures.
• The fixed remuneration based on an individual’s role requirements, experience, and industry benchmarking. This allows FTV to attract and retain the appropriate calibre of employees. The fixed remuneration for employees generally consists of:
  • Base salary: remunerates for role and position within FTV.
  • Benefits: supplements the fixed remuneration offering benefits in line with industry and market standards.

• Variable remuneration is awarded in a manner that promotes sound risk management, does not incentivize excessive risk-taking and is aligned with the long-term business strategy and interests of its clients. The variable remuneration for employees generally consists of:
  • Short term incentive – Discretionary annual bonus
  • Long term incentive plan – Carried interest, Residual profit share allocation or Equity awards and interests
  • Extraordinary payments (if applicable) – Sign-on bonus, Retention bonus, Buy-out awards

• The appropriate balance of fixed and variable remuneration is assessed before variable remuneration is awarded. Additionally, the criteria to determine fixed remuneration helps to ensure the fixed component represents a sufficient portion of the total remuneration offering. FTV typically pays annual discretionary variable remuneration to eligible employees. All full-time employees are assessed against the relevant variable remuneration criteria to determine their eligibility for, and potential quantum of, variable remuneration.

3. Aggregate quantitative information on remuneration:

With respect to the financial year ended 31 December 2025, the total amount of remuneration awarded to all staff interpreted under SYSC 19G.1.24G was as follows: