<SEC-DOCUMENT>0001104659-24-048402.txt : 20240417
<SEC-HEADER>0001104659-24-048402.hdr.sgml : 20240417
<ACCEPTANCE-DATETIME>20240417173059
ACCESSION NUMBER:		0001104659-24-048402
CONFORMED SUBMISSION TYPE:	DEFA14A
PUBLIC DOCUMENT COUNT:		2
FILED AS OF DATE:		20240417
DATE AS OF CHANGE:		20240417

FILER:

	COMPANY DATA:	
		COMPANY CONFORMED NAME:			Archrock, Inc.
		CENTRAL INDEX KEY:			0001389050
		STANDARD INDUSTRIAL CLASSIFICATION:	NATURAL GAS TRANSMISSION [4922]
		ORGANIZATION NAME:           	01 Energy & Transportation
		IRS NUMBER:				743204509
		FISCAL YEAR END:			1231

	FILING VALUES:
		FORM TYPE:		DEFA14A
		SEC ACT:		1934 Act
		SEC FILE NUMBER:	001-33666
		FILM NUMBER:		24852120

	BUSINESS ADDRESS:	
		STREET 1:		9807 KATY FREEWAY
		STREET 2:		STE 100
		CITY:			HOUSTON
		STATE:			TX
		ZIP:			77024
		BUSINESS PHONE:		281-836-8000

	MAIL ADDRESS:	
		STREET 1:		9807 KATY FREEWAY
		STREET 2:		STE 100
		CITY:			HOUSTON
		STATE:			TX
		ZIP:			77024

	FORMER COMPANY:	
		FORMER CONFORMED NAME:	EXTERRAN HOLDINGS INC.
		DATE OF NAME CHANGE:	20070619

	FORMER COMPANY:	
		FORMER CONFORMED NAME:	Iliad Holdings, INC
		DATE OF NAME CHANGE:	20070206
</SEC-HEADER>
<DOCUMENT>
<TYPE>DEFA14A
<SEQUENCE>1
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<DESCRIPTION>DEFA14A
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<P STYLE="font: 14pt Times New Roman, Times, Serif; margin: 0pt 0; text-align: center"><FONT STYLE="font-family: Times New Roman, Times, Serif"><B>UNITED
STATES<BR>
</B></FONT><B>SECURITIES AND EXCHANGE COMMISSION</B></P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0; text-align: center"><B>Washington, D.C. 20549</B></P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0; text-align: center"><B>&nbsp;</B></P>

<P STYLE="font: 18pt Times New Roman, Times, Serif; margin: 0pt 0; text-align: center"><B>SCHEDULE 14A</B></P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0; text-align: center">&nbsp;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0; text-align: center"><FONT STYLE="font-family: Times New Roman, Times, Serif; font-size: 10pt">Proxy
Statement Pursuant to Section 14(a) of<BR>
</FONT>the Securities Exchange Act of 1934 (Amendment No. &nbsp;&nbsp;&nbsp;&nbsp;)</P>

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<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0 0pt 0.7pt">Filed by the Registrant&nbsp;&nbsp;<B><FONT STYLE="font-family: Wingdings"><FONT STYLE="font-family: Wingdings">&#120;</FONT></FONT></B></P>

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<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0 0pt 0.7pt">Filed by a Party other than the Registrant&nbsp;&nbsp;<B><FONT STYLE="font-family: Wingdings">&#168;</FONT></B></P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0 0pt 0.7pt">&nbsp;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0 0pt 0.7pt">Check the appropriate box:</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0 0pt 0.7pt">&nbsp;</P>

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<TD STYLE="width: 0in"></TD><TD STYLE="width: 0.25in; text-align: left"><FONT STYLE="font-family: Wingdings">&#168;</FONT></TD><TD STYLE="text-align: justify">Preliminary Proxy Statement</TD>
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<TD STYLE="width: 0in"></TD><TD STYLE="width: 0.25in; text-align: left"><FONT STYLE="font-family: Wingdings">&#168;</FONT></TD><TD STYLE="text-align: justify"><B>Confidential, for Use of the Commission Only (as permitted
by Rule 14a-6(e)(2))</B></TD>
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<TD STYLE="width: 0in"></TD><TD STYLE="width: 0.25in; text-align: left"><FONT STYLE="font-family: Wingdings">&#168;</FONT></TD><TD STYLE="text-align: justify">Definitive Proxy Statement</TD>
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<TD STYLE="width: 0in"></TD><TD STYLE="width: 0.25in; text-align: left"><FONT STYLE="font-family: Wingdings">&#120;</FONT></TD><TD STYLE="text-align: justify">Definitive Additional Materials</TD>
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<TD STYLE="width: 0in"></TD><TD STYLE="width: 0.25in; text-align: left"><FONT STYLE="font-family: Wingdings">&#168;</FONT></TD><TD STYLE="text-align: justify">Soliciting Material under &sect;240.14a-12</TD>
</TR></TABLE>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0 0pt 0.7pt">&nbsp;</P>

<P STYLE="border-bottom: Black 1pt solid; font: 18pt Times New Roman, Times, Serif; margin: 0pt 0; text-align: center"><B>Archrock, Inc.</B></P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0; text-align: center">(Name of Registrant as Specified in Its Charter)</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0 0pt 0.7pt">&nbsp;</P>

<P STYLE="border-bottom: Black 1pt solid; font: 18pt Times New Roman, Times, Serif; margin: 0pt 0; text-align: center"><B>&nbsp;</B></P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0 0pt 0.7pt; text-align: center">(Name of Person(s) Filing Proxy Statement,
if other than the Registrant)</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0 0pt 0.7pt">&nbsp;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0 0pt 0.7pt">Payment of Filing Fee (Check the appropriate box):</P>

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<TD STYLE="width: 0in"></TD><TD STYLE="width: 0.25in; text-align: left"><FONT STYLE="font-family: Wingdings">&#120;</FONT></TD><TD STYLE="text-align: justify">No fee required.</TD>
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<TABLE CELLPADDING="0" CELLSPACING="0" STYLE="font: 10pt Times New Roman, Times, Serif; margin-top: 0; margin-bottom: 0; width: 100%"><TR STYLE="vertical-align: top; text-align: justify">
<TD STYLE="width: 0in"></TD><TD STYLE="width: 0.25in; text-align: left"><FONT STYLE="font-family: Wingdings">&#168;</FONT></TD><TD STYLE="text-align: justify">Fee paid previously with preliminary materials.</TD>
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<TABLE CELLPADDING="0" CELLSPACING="0" STYLE="font: 10pt Times New Roman, Times, Serif; margin-top: 0; margin-bottom: 0; width: 100%"><TR STYLE="vertical-align: top; text-align: justify">
<TD STYLE="width: 0in"></TD><TD STYLE="width: 0.25in; text-align: left"><FONT STYLE="font-family: Wingdings">&#168;</FONT></TD><TD STYLE="text-align: justify">Fee computed on table in exhibit required by Item 25(b) per
Exchange Act Rules 14a6(i)(1) and 0-11.</TD>
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<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0; text-indent: 0.5in"></P>

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<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0; text-indent: 0.5in">Dear Fellow Archrock Stockholders:</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0; text-indent: 0.5in">I am writing to encourage you to vote &ldquo;FOR&rdquo;
Proposal No.&nbsp;3, the advisory vote to approve the compensation of Archrock Inc.&rsquo;s named executive officers for fiscal year 2023
(the &ldquo;Say-on-Pay proposal&rdquo;), at Archrock&rsquo;s 2024 annual meeting of stockholders. The Annual Meeting will be held on April&nbsp;25,
2024 (the &ldquo;Annual Meeting&rdquo;). Please see page&nbsp;27 of our definitive proxy statement filed with the Securities and Exchange
Commission on March&nbsp;12, 2024 (the &ldquo;2024 Proxy Statement&rdquo;) for our Say-on-Pay proposal.</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0; text-indent: 0.5in">We have received sustained positive stockholder
feedback in recent years regarding Archrock&rsquo;s executive compensation programs, with an average of more than 95% support from our
voting stockholders over the last five years, at least 94.6% stockholder support in each of the last five years, and 96% approval in the
most recent year. For more than the last five years, we also have received &ldquo;for&rdquo; Say-on-Pay vote recommendations from proxy
advisory firms Institutional Shareholder Services Inc. (&ldquo;ISS&rdquo;) and Glass Lewis&nbsp;&amp; Co. (&ldquo;Glass Lewis&rdquo;).
Our Compensation Committee values the feedback it has received from our stockholders and took into consideration this overwhelming historical
support for our program when making 2023 compensation decisions.</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0; text-indent: 0.5in">For our upcoming Annual Meeting, Glass Lewis has
once again recommended that Archrock&rsquo;s stockholders vote &ldquo;for&rdquo; our Say-on-Pay proposal while ISS has recommended that
shareholders vote &ldquo;against&rdquo; our Say-on-Pay proposal. We strongly and respectfully disagree with ISS&rsquo;s suggestion that
our pay and performance are misaligned and do not agree with changes ISS made to its selected peer group for Archrock, which led it to
that suggestion. We are providing this supplemental information to help you better evaluate our 2023 executive compensation program and
decisions in light of ISS&rsquo;s recommendation. Below are a few key points, with additional details in the paragraphs that follow:</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<TABLE CELLPADDING="0" CELLSPACING="0" WIDTH="100%" STYLE="font: 10pt Times New Roman, Times, Serif; margin-top: 0pt; margin-bottom: 0pt"><TR STYLE="vertical-align: top">
<TD STYLE="width: 0.75in"></TD><TD STYLE="width: 0.25in"><FONT STYLE="font-family: Symbol">&middot;</FONT></TD><TD>Archrock is delivering strong shareholder returns, performing at the top of our peer group for 2023 and year-to-date for 2024.</TD></TR></TABLE>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<TABLE CELLPADDING="0" CELLSPACING="0" WIDTH="100%" STYLE="font: 10pt Times New Roman, Times, Serif; margin-top: 0pt; margin-bottom: 0pt"><TR STYLE="vertical-align: top">
<TD STYLE="width: 0.75in"></TD><TD STYLE="width: 0.25in"><FONT STYLE="font-family: Symbol">&middot;</FONT></TD><TD>The compensation committee&rsquo;s exercise of discretion under our 2023 short-term incentive (STI) program was appropriate in the
context of our record-setting 2023 performance on key metrics as well as the completion of several strategic and multi-year initiatives.
Our outperformance in 2023 exposed some weaknesses in the formulaic design of our 2023 STI program and the Compensation Committee determined
that an adjustment was needed to ensure that payouts aligned to actual performance. The Compensation Committee has not needed to exercise
its discretion over STI historically and, following updates to our program that were implemented for 2024, does not expect to do so going
forward.</TD></TR></TABLE>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<TABLE CELLPADDING="0" CELLSPACING="0" WIDTH="100%" STYLE="font: 10pt Times New Roman, Times, Serif; margin-top: 0pt; margin-bottom: 0pt"><TR STYLE="vertical-align: top">
<TD STYLE="width: 0.75in"></TD><TD STYLE="width: 0.25in"><FONT STYLE="font-family: Symbol">&middot;</FONT></TD><TD>Although our LTI awards in recent years were weighted 60% to time-based awards and 40% to performance-vesting awards, going forward,
we will more heavily weight the performance-vesting portion. <B>Beginning in 2025 we will use a 50%/50% mix of time and performance-vesting
LTI awards.</B></TD></TR></TABLE>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0"></P>

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<TD STYLE="width: 0.75in"></TD><TD STYLE="width: 0.25in"><FONT STYLE="font-family: Symbol">&middot;</FONT></TD><TD>We updated our performance-based long-term incentive (LTI) program in 2024 to incorporate an &ldquo;absolute TSR&rdquo; modifier into
our TSR-based performance unit design. We believe this design is more effective than a simple cap that limits payouts to target level
in cases where absolute TSR is negative for a performance period.</TD></TR></TABLE>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<TABLE CELLPADDING="0" CELLSPACING="0" WIDTH="100%" STYLE="font: 10pt Times New Roman, Times, Serif; margin-top: 0pt; margin-bottom: 0pt"><TR STYLE="vertical-align: top">
<TD STYLE="width: 0.75in"></TD><TD STYLE="width: 0.25in"><FONT STYLE="font-family: Symbol">&middot;</FONT></TD><TD>ISS used an inappropriate peer group with which to compare our performance and executive pay levels, including adding this year several
shipping companies that recently have had outsized performance. These companies are not relevant comparators to Archrock. When measured
appropriately (i.e., against comparable peer companies in our industry), our pay and performance have been well aligned, as recognized
by Glass Lewis.</TD></TR></TABLE>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0; text-indent: 0.5in">Our Compensation Committee remains committed to
the ongoing evaluation of our executive compensation program, taking into consideration market trends, best practices, industry conditions,
our performance and feedback received from our stockholders, and asks for your support for our Say-on-Pay proposal.</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0"><B><I>Archrock Is Delivering Strong Shareholder Returns; Executive
Pay is Aligned with This Record Performance</I></B></P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0; text-indent: 0.5in">Archrock delivered an aggregate 107% total shareholder
return (TSR) over the three-year period from January&nbsp;1, 2021 to December&nbsp;31, 2023, using ISS&rsquo;s TSR methodology. For 2023
alone, our TSR was 87%, which placed us at the 100<SUP>th</SUP> percentile for TSR among our company-selected peer group for the year.<FONT STYLE="font-family: Times New Roman, Times, Serif"><SUP>1</SUP></FONT>
Our strong TSR performance has continued in 2024, with year-to-date TSR, as of April&nbsp;12, 2024 of more than 31%, exceeding that of
all of our continuing peer companies. While our shareholder returns have dramatically increased in recent years on both an absolute and
relative basis, Archrock&rsquo;s CEO pay, as reported in ISS&rsquo;s Absolute Pay-TSR Alignment Table, increased from $6.3 million in
2021 to $7.4 million in 2023, or an average of only 8% per year. This chart illustrates the relationship between our stockholder returns
and CEO pay:</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

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<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0"><FONT STYLE="font-size: 1pt">&nbsp;</FONT></P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0"><FONT STYLE="font-family: Times New Roman, Times, Serif; font-size: 10pt"><SUP>1
</SUP></FONT>Although our TSR for the three-year 2021-2023 period was moderately below the median of our peer group, this was reflected
in the compensation actually realized by our named executive officers for the period, as reflected in the formulaic payout of our 2021
TSR-based LTI awards below the target level. These awards paid out at 71% of target, as discussed on pages 45-46 of our 2024 Proxy Statement.</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

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<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0; text-align: center"><IMG SRC="tm2412114d1_defa14aimg01.jpg" ALT="">&nbsp;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0; text-align: center">&nbsp;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0; text-indent: 0.5in">Notably,&nbsp;ISS did not express any level of
concern over our pay and performance alignment before 2023 when shareholder returns were more modest.</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0"><B><I>Our STI payouts reflected our strong 2023 performance.</I></B></P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0; text-indent: 0.5in">We delivered record achievements in 2023 and the
Compensation Committee exercised its judgment and discretion over STI payout levels to ensure that all our employees were fairly compensated
for their accomplishments. We adjusted payouts under the plan from 146% (the payout level measured from the formulaic plan mechanics)
to 170%. Our record achievements, which are outlined more fully in the 2024 Proxy Statement, included:</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

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<TD STYLE="width: 0.75in"></TD><TD STYLE="width: 0.25in"><FONT STYLE="font-family: Symbol">&middot;</FONT></TD><TD>total shareholder return of 85%,</TD></TR></TABLE>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<TABLE CELLPADDING="0" CELLSPACING="0" WIDTH="100%" STYLE="font: 10pt Times New Roman, Times, Serif; margin-top: 0pt; margin-bottom: 0pt"><TR STYLE="vertical-align: top">
<TD STYLE="width: 0.75in"></TD><TD STYLE="width: 0.25in"><FONT STYLE="font-family: Symbol">&middot;</FONT></TD><TD>a 6.9% increase in dividend per share,</TD></TR></TABLE>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

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<TD STYLE="width: 0.75in"></TD><TD STYLE="width: 0.25in"><FONT STYLE="font-family: Symbol">&middot;</FONT></TD><TD>initiation of a stock-buyback program</TD></TR></TABLE>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

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<TD STYLE="width: 0.75in"></TD><TD STYLE="width: 0.25in"><FONT STYLE="font-family: Symbol">&middot;</FONT></TD><TD>robust year-end dividend coverage of 2.8x,</TD></TR></TABLE>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

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<TD STYLE="width: 0.75in"></TD><TD STYLE="width: 0.25in"><FONT STYLE="font-family: Symbol">&middot;</FONT></TD><TD>more than doubling earnings per share vs. 2022 and</TD></TR></TABLE>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

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<TD STYLE="width: 0.75in"></TD><TD STYLE="width: 0.25in"><FONT STYLE="font-family: Symbol">&middot;</FONT></TD><TD>achieving a compression fleet utilization of over 96%.</TD></TR></TABLE>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0"></P>

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<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0; text-indent: 0.5in">Discretion is a tool built into our compensation
plan for reasons exactly like this, where the output of mechanical payout formulas in the plan was not fully indicative of the performance
delivered and did not achieve the Compensation Committee&rsquo;s intent. The Compensation Committee has not needed to apply discretion
in a material way during prior periods; however, given the lack of alignment between the outputs of the mechanical payout formulas and
the accomplishments that our executives and employees delivered for the year, the Compensation Committee felt compelled to act.</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0; text-indent: 0.5in">One key reason that the mechanical payout formulas
alone did not fully achieve the Committee&rsquo;s intent is that 2023 performance greatly exceeded the level of performance achievements
in prior years. This &ldquo;stress test&rdquo; of the plan design exposed some weaknesses in the plan&rsquo;s capacity to effectuate the
Compensation Committee&rsquo;s intent for STI payout levels of up to 200% at maximum performance attainment. As an example, our Adjusted
EBITDA payout curve, which required a 20% above-target performance level to achieve maximum payout, did not fully take into account the
increased stability and predictability of our operations and cash flows and therefore did not adequately compensate our employees for
achieving a more than 9% above-target Adjusted EBITDA result (which the Committee considered to be truly superior performance in light
of the target having been set at an aggressive level). Over the last five years, our actual Adjusted EBITDA performance compared to plan
has averaged +6% and ranged between -5% and +11%. We have updated our STI program to account for these issues going forward, and, as a
result, we do not currently expect to implement similar discretionary increases in the future, although the Compensation Committee will
always maintain discretion to adjust compensation payouts when necessary to achieve the intent and goals of our compensation programs.</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0; text-indent: 0.5in">For 2023, adjustments were applied for 100%
of the employees eligible for our annual STI program (418 employees), not just for our named executive officers. The enhanced payout
amounted to a total of $2.9 million of incremental compensation across the entire organization that participates in the STI plan,
which represented less than 1% of our 2023 Adjusted EBITDA. The incremental amount received by our five named executive officers
totaled $772,000, or 27% of the adjustment amount. Directly, we strongly disagree with ISS&rsquo;s assertion that the Compensation
Committee should not have exercised this discretion.</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0"><B><I>We Are Increasing the Weighting of Performance-Vesting LTI Awards
for 2025</I></B></P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0; text-indent: 0.5in">As disclosed in our 2024 Proxy Statement, 60% of
our named executive officers&rsquo; LTI awards have historically been granted in the form of time-vesting restricted stock and 40% are
granted in the form of performance units based on metrics such as cash available for dividends, leverage reduction and total shareholder
return. While none of our stockholders,  ISS or Glass Lewis had expressed concern with this mix of time- and performance-vesting awards
in recent years, this year ISS indicated a belief that this mix was too heavily weighted to time-based awards. The Compensation Committee
is also aware that many U.S. public companies, including companies in our peer group, utilize a 50%/50% mix of time and performance awards.
In light of this, the Compensation Committee has determined to utilize a more performance-based weighting for our LTI award mix going
forward. Beginning in 2025, we will implement a 50%/50% mix of time and performance-vesting LTI awards.</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0"></P>

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<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0"><B><I>Our TSR-based performance-vesting long-term incentives use an
effective &ldquo;absolute TSR&rdquo; modifier.</I></B></P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0; text-indent: 0.5in">50% of our performance-vesting long-term incentive
awards are based on relative and absolute TSR, whereby we compare our TSR to the TSR of each company in our peer group and then adjust
payout levels upward or downward based on the level of our absolute TSR for the performance period. The absolute TSR &ldquo;modifier&rdquo;
increases or reduces payout levels by up to 50% of the target award level. This was a new feature added to our LTI program for 2024 in
an effort to modernize and improve our executive compensation programs by incorporating an absolute TSR component to our TSR-based performance
units.</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0; text-indent: 0.5in">While some other companies have incorporated absolute
TSR into their programs in different ways (for example by imposing a 100% payout &ldquo;cap&rdquo; on relative TSR award payouts in cases
where absolute TSR is negative for the performance period), the design we have implemented is intended to use absolute TSR in a more refined
and systematic manner. This design was recommended by our independent compensation consultant, Pearl Meyer, and has certain advantages
over a simple payout &ldquo;cap&rdquo; approach. One advantage is that it maintains the incentive to outperform peers, even in down-market
environments. Payouts are reduced on account of any negative absolute TSR result, but unlike a cap-based approach, payouts will still
always be affected by Archrock&rsquo;s relative TSR rank in relation to our peer group. Likewise, payouts will also always be reduced
on account of a negative absolute TSR results even if our relative TSR rank is below the median of our peers, which is also an outcome
not achieved from a simple payout &ldquo;cap.&rdquo;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0"><B><I>Our Executive Pay and Performance Are Well Aligned When Compared
with an Appropriate Peer Group</I></B></P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0; text-indent: 0.5in">ISS&rsquo;s erroneous suggestion that our pay and
performance are misaligned flows, in part, from recent changes to the ISS-selected peer group of companies, which have disconnected the
ISS-selected comparator group from the thoughtfully-selected group of companies that we and our independent compensation consultant use
for executive pay and performance comparisons. While we have sought to keep our peer group consistent in recent years and have generally
made recent changes only to account for merger and acquisition activity and insolvencies among our peers,&nbsp;ISS has continued to add
and remove companies without clear rationales. In 2023 and 2024, for example,&nbsp;ISS has added an aviation company and commercial transportation
and shipping companies, which are not pertinent to our business, equity performance and compensation programs. These industries and companies
do not perform on the same macroeconomic cycle as natural gas production or compression companies and these are not industries from which
we recruit employees. In addition, some of these newly-added and non-comparable companies have had extraordinary outsized shareholder
returns, which have skewed the results of ISS&rsquo;s pay vs. performance alignment tests. Finally, in 2024 ISS removed two of the already
few companies that overlapped with our company-selected peer group, reducing our shared peer list to just 4 of 22 companies.</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0"></P>

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<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0; text-indent: 0.5in">The very limited usefulness of ISS&rsquo;s selected
peer group for Archrock is highlighted by two further observations:</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<TABLE CELLPADDING="0" CELLSPACING="0" WIDTH="100%" STYLE="font: 10pt Times New Roman, Times, Serif; margin-top: 0pt; margin-bottom: 0pt"><TR STYLE="vertical-align: top">
<TD STYLE="width: 0.75in"></TD><TD STYLE="width: 0.25in"><FONT STYLE="font-family: Symbol">&middot;</FONT></TD><TD>When reviewing the output of ISS&rsquo;s &ldquo;Relative Degree of Alignment&rdquo; test, which is intended to identify companies
among the comparator group that are pay vs. performance outliers, of the 23 companies in the group (including Archrock), only 4 appear
to fall within a band of relative alignment and 19 (i.e., 83% of the group) would appear to be outliers among the group.</TD></TR></TABLE>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<TABLE CELLPADDING="0" CELLSPACING="0" WIDTH="100%" STYLE="font: 10pt Times New Roman, Times, Serif; margin-top: 0pt; margin-bottom: 0pt"><TR STYLE="vertical-align: top">
<TD STYLE="width: 0.75in"></TD><TD STYLE="width: 0.25in"><FONT STYLE="font-family: Symbol">&middot;</FONT></TD><TD>The 2023 and 2024 changes significantly affected our TSR rank among the group. Our 3-year TSR ranking would have been 9 and 12 percentage
points higher, respectively, on a relative basis, if ISS&rsquo;s 2023 and 2022 comparator groups had been used.</TD></TR></TABLE>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0; text-indent: 0.5in">Using a more refined peer group, Glass Lewis concluded
that Archrock&rsquo;s 2023 pay and performance were strongly aligned and this comports with our own view of pay and performance alignment
with our company-selected peers. Notably, Glass Lewis found strong alignment between our executive pay and performance levels, indicating
that, while the company paid above the median of its selected peers for Archrock, we performed better than the Glass Lewis peers across
TSR, change in Operating Cash Flow, Return on Assets and Return on Equity.</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0; text-indent: 0.5in">For the reasons outlined above, we again ask for
your for your support at the Annual Meeting on Proposal No. 3, our Say-on-Pay proposal.</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<TABLE CELLPADDING="0" CELLSPACING="0" STYLE="font: 10pt Times New Roman, Times, Serif; margin-top: 0; margin-bottom: 0; width: 100%"><TR STYLE="vertical-align: top; text-align: justify">
    <TD>&nbsp;</TD>
<TD COLSPAN="2">Sincerely,</TD></TR>
                                                                                                                                      <TR STYLE="vertical-align: top; text-align: justify">
    <TD STYLE="width: 50%">&nbsp;</TD>
<TD STYLE="width: 3%">&nbsp;</TD><TD STYLE="padding-bottom: 1pt; text-align: left; width: 47%">&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;</TD></TR>
                                                                                                                                      <TR STYLE="vertical-align: top; text-align: justify">
    <TD>&nbsp;</TD>
<TD COLSPAN="2" STYLE="border-bottom: Black 1pt solid">/s/ Stephanie C. Hilderbrandt</TD></TR>
                                                                                                                                      <TR STYLE="vertical-align: top; text-align: justify">
    <TD>&nbsp;</TD>
<TD COLSPAN="2" STYLE="text-align: left">Stephanie C. Hilderbrandt, <I>Senior Vice President, General Counsel and Secretary</I></TD></TR>
</TABLE>

<P STYLE="margin: 0"></P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>

<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0"></P>

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<P STYLE="font: 10pt Times New Roman, Times, Serif; margin: 0pt 0">&nbsp;</P>




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end
</TEXT>
</DOCUMENT>
</SEC-DOCUMENT>
