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Stock-Based Compensation
 6 Months Ended
Jun. 30, 2024
Share-Based Payment Arrangement [Abstract]  
Stock-Based Compensation
Note 9. Stock-Based Compensation
The following table summarizes the classification of stock-based compensation expense in the unaudited Condensed Consolidated Statements of Operations and Comprehensive Loss.
Three Months Ended June 30,Six Months Ended June 30,
2024202320242023
Selling and marketing$710 $896 $1,404 $1,941 
Product and technology1,426 1,254 2,521 2,703 
General and administrative4,969 4,254 8,548 8,654 
Total stock-based compensation expense$7,105 $6,404 $12,473 $13,298 

Under our 2020 Stock Incentive Plan, employees, directors and consultants are eligible for grants of incentive stock options, non-statutory stock options, stock appreciation rights, restricted stock awards (“RSAs”), restricted stock units (“RSUs”), performance restricted stock units (“PRSUs”), and other stock awards, collectively referred to as “Equity Awards.” All Equity Awards granted in 2024 were to employees and directors.
The following table summarizes Equity Award activity for the six months ended June 30, 2024:
Number of
Options 		Number of
Restricted
Stock Units		Number of
Performance
Restricted
Stock Units
Balances as of December 31, 20233,6428,3103,754
Granted—4,8052,569
Vested—(2,922)—
Exercised(328)——
Forfeited, canceled or expired(44)(886)(23)
Balances as of June 30, 20243,2709,3086,301
During six months ended June 30, 2024, we granted PRSUs that have vesting conditions that are based not only on the employee’s service period but also on either revenue, Adjusted EBITDA, or Total Shareholder Return (“TSR”) through 2026. The PRSUs will vest, if at all, upon our achieving a specified target for each vesting condition. The weighted average grant-date fair value of PRSUs granted during the six months ended June 30, 2024, was $5.61. TSR will be measured against the total shareholder return of the S&P SmallCap 600 Index during the performance period. The actual number of shares of common stock to be issued to each award recipient at the end of the performance period will be interpolated between a threshold and maximum payout amount based on actual performance results. A participant will earn 50% of the target number of PRSUs for “Threshold Performance,” 100% of the target number of PRSUs for “Target Performance,” and 200% of the target number of PRSUs for “Maximum Performance.” We estimate the grant-date fair value of TSR PRSUs using the Monte Carlo simulation model, as the TSR metric is considered a market condition under ASC Topic 718, Compensation - stock compensation.