Exhibit 10.13

Compensation Arrangements for FY 2025

Named Executive Officers

Marvell Technology, Inc.

Note: The following summary of compensation arrangements does not include all previously-reported compensation arrangements or awards granted under previously-disclosed incentive plans. Disclosures with respect to compensation for Named Executive Officers for the 2024 fiscal year were included in the Company's definitive proxy statement for the Company's 2024 Annual Meeting of Stockholders filed with the SEC on May 8, 2024, and additional disclosures with respect to compensation for Named Executive Officers for the 2025 fiscal year will be included in the Company's definitive proxy statement for the Company's 2025 Annual Meeting of Stockholders.

NAME	TITLE	SALARY ($)	INCENTIVE TARGET (% OF SALARY)
MATTHEW MURPHY	President and Chief Executive Officer	1,185,000	200
RAGHIB HUSSAIN	President, Products and Technologies	700,000	100
WILLEM MEINTJES	Chief Financial Officer	650,000	100
CHRIS KOOPMANS	Chief Operations Officer	600,000	100
MARK CASPER	Chief Legal Officer and Secretary	530,000	90

Annual Incentive Plan for Fiscal Year 2025 (“AIP”)

The AIP is a cash incentive program that is designed to provide additional focus on the achievement of company goals, align target totalcash compensation with actual Company performance, provide competitive total cash targets to attract and retain executive talent, and reward our executives for the achievement of Company goals. Under the AIPthe Company’s executive officers are eligible to earn cash incentives based upon the achievement of pre-established performance goals. Total incentive opportunities will be based on achievement of semi-annual targets and will be paid annually. Incentive payouts may range between 0% and 200% of the target incentive opportunity.

The AIP provides for potential payouts based on the following metrics:

•    revenue (45%),

•    non-GAAP gross margin % (25%), and

•    non-GAAP operating income margin % (30%).

If the Company fails to achieve the threshold level for any of the above Company performance goals, no payout is awarded for that goal.

Payouts for the President and Chief Executive Officer and for the Chief Financial Officer will be based solely on the above Company performance goals. Payouts for the other executive officers are based 80% on Company performance goals and 20% on individual performance goals, provided that payouts are capped at target level without regard to above-target individual goal achievements unless the Company achieves at least 100% of the Company’s performance goals. Nevertheless, in its discretion, the

Executive Compensation Committee may reduce the individual component for any executive officer (and increase the component based on Company performance) if it determines doing so would be appropriate in the circumstances.

The Executive Compensation Committee determined that the combined application of all the metrics would make achievement difficult to meet at target and very difficult to meet at maximum payout.