EX-97.1

RxSight, Inc.（“公司”）认为向其董事会成员提供现金和股权报酬是一种有效的工具，用于吸引、留住和奖励那些不是公司雇员的董事公司公司致力于强化企业治理。作为这一承诺的一部分，“董事会”已经采纳了名为薪酬追回政策（“董事会”）的政策。该政策旨在进一步推进公司的绩效为基础的薪酬理念，并遵守适用法律，通过提供与会计重述事件中涉及的某些薪酬的合理及时追回相关规定。政策适用于被覆盖高管，不会酌情处理，除非以下范围有限地提供，并且不考虑被覆盖高管是否有过失。政策中使用的大写术语如下所定义。政策”）

该政策旨在遵守，并将根据1934年证券交易法第10D条解释，以及与证交所条例10D-1和公司证券所列交易所交易所的上市标准保持一致的方式进行解释，包括任何官方解释指南。使拥有公司注册证券类别10%以上股权的官员、董事或实际股东代表签署人递交表格3、4和5（包括修正版及有关联合递交协议）,符合证券交易法案第16(a)条及其下属规则规定的要求；”），根据证交所条例10D-1和国家证券交易所（“”）的上市标准，包括任何官方解释指南。交易所”)上公司证券所列的国家证券交易所的上市标准，包括任何官方解释指南。

该政策对所有“相关方”具有约束力和可执行性被覆盖高管。被覆盖的高管是每个在董事会根据《交易所法》第16a-1(f)条指定为“主管”的个人（“聘用”）第16条高管”). Snap Inc的董事会决定采取激励补偿追回政策，旨在在一定情况下追回公司高管获得的可以追回的激励补偿，这符合公司和股东的最佳利益。本政策中使用的某些大写字母术语在第3节下有定义。委员会的董事会可能（但并非有义务）要求或要求被覆盖的高管签署并退回给公司确认书，以表示该被覆盖的高管将受此政策约束并遵守此政策。无论被覆盖的高管是否签署并退回任何确认书，该政策都对每位被覆盖的高管具有约束力。

委员会拥有完全的授权来执行该政策。委员会被授权解释和解释政策，并作出所有必要、适当或建议的决定，以便执行该政策。此外，如果经董事会裁定，该政策可以由董事会独立成员或董事会的其他委员会来执行，该委员会由董事会的独立成员组成，在这种情况下，所有涉及委员会的引用将被视为指向董事会的独立成员或其他董事会委员会。委员会的所有决定将是最终且具有约束力的，并将得到法律允许的最大尊重。

如果公司根据证券法的任何财务报告要求，包括对以前公布的基本报表中的重大不符合进行会计重述，或者会计重述来纠正先前公布的基本报表中的错误，如果该错误对先前公布的基本报表具有重大影响，或者如果该错误在当前期间得到纠正或在当前期间未得到纠正将导致重大错误（一个“ 会计重述”），那么委员会必须判断是否存在超额薪酬，必须追回。公司追回超额薪酬的义务不取决于是否以及何时重述财务报表。

该政策适用于 2023 年 10 月 2 日当天或之后收到的某些基于激励的薪酬（”生效日期”），在覆盖期内，公司有一类证券在国家证券交易所上市。这种基于激励的薪酬被考虑在内”符合回扣条件的基于激励的薪酬” 如果某人在成为第16条官员后获得基于激励的薪酬，并且该人在激励性薪酬绩效期内的任何时候担任过第16条官员，则该人将获得基于激励的薪酬。”超额补偿” 指符合回扣条件的基于激励的薪酬金额，该金额超过了根据重述金额确定此类符合回扣条件的激励性薪酬本应获得的符合回扣条件的激励补偿金额。计算超额补偿时必须不考虑已缴纳的任何税款，在清单标准中被称为 “错误发放的补偿”。

为了判断基于股价或总股东回报的激励性薪酬的超额薪酬金额，在不直接根据会计重述信息进行数学重新计算的情况下，该金额必须基于对会计重述对影响基于股价或总股东回报的激励性薪酬所得的股价或总股东回报的合理估计。公司必须保留对这种合理估计的确定的文件，并向交易所提供该文件。

“基于激励的薪酬制度“奖励”是根据完全或部分基于财务报告衡量标准获得、赚取或获得的任何补偿。为避免疑虑，只有在公司根据政策恢复权力已过期（前提是此政策并不意在对此类补偿的联邦或州税收或会计处理产生影响）的情况下，可能受政策规定恢复的补偿才算被赚取。以下补偿项目不属于政策下的激励性报酬：薪资、所得奖金完全由委员会或董事会自由裁量支付而不是从通过满足财务报告衡量标准确定的奖金池支付的奖金、仅在满足一个或多个主观标准和/或完成特定雇佣期后支付的奖金、仅在满足一个或多个战略措施或运营措施后获得的非权益激励计划奖励，以及不受任何财务报告衡量标准绩效目标限制的股权奖励，其授予不取决于实现任何财务报告衡量标准绩效目标，且归属仅取决于完成特定雇佣期（例如，基于时间的归属股权奖励）和/或实现一个或多个非财务报告衡量标准。

“基本报表措施“” 是根据准备公司基本报表所用的会计原则确定和表达的措施，以及完全或部分源自这些措施的任何措施。股价和股东总回报也属于基本报表衡量指标。基本报表衡量指标无需在财务报表中呈现，也无需包含在提交给证券交易所的文件中。

基于激励的薪酬是”已收到” 根据公司财政期的政策，在该财政期内，激励性薪酬奖励中规定的财务报告措施得以实现，即使激励性薪酬的支付、归属、结算或授予发生在该期结束之后。为避免疑问，本政策不适用于在生效日期之前实现财务报告措施的激励性薪酬。

“Covered Period” means the three completed fiscal years immediately preceding the Accounting Restatement Determination Date. In addition, Covered Period can include certain transition periods resulting from a change in the Company’s fiscal year.

“Accounting Restatement Determination Date” means the earliest to occur of: (a) the date the Board, a committee of the Board, or one or more of the officers of the Company authorized to take such action if Board action is not required, concludes, or reasonably should have concluded, that the Company is required to prepare an Accounting Restatement; and (b) the date a court, regulator, or other legally authorized body directs the Company to prepare an Accounting Restatement.

The Company must recover Excess Compensation reasonably promptly and Covered Executives are required to repay Excess Compensation to the Company. Subject to applicable law, the Company may recover Excess Compensation by requiring the Covered Executive to repay such amount to the Company by direct payment to the Company or such other means or combination of means as the Committee determines to be appropriate (these determinations do not need to be identical as to each Covered Executive). These means include ( but are not limited to):

(a)

requiring reimbursement of cash Incentive-Based Compensation previously paid;

(b)

seeking recovery of any gain realized on the vesting, exercise, settlement, sale, transfer, or other disposition of any equity-based awards (including, but not limited to, time-based vesting awards), without regard to whether such awards are Incentive-Based Compensation or vest based on the achievement of performance goals;

(c)

offsetting the amount to be recovered from any unpaid or future compensation to be paid by the Company or any affiliate of the Company to the Covered Executive, including (but not limited to) payments of severance that might otherwise be due in connection with a Covered Executive’s termination of employment and without regard to whether such amounts are Incentive-Based Compensation;

(d)

cancelling outstanding vested or unvested equity awards (including, but not limited to, time-based vesting awards), without regard to whether such awards are Incentive-Based Compensation; and/or

(e)

taking any other remedial and recovery action permitted by law, as determined by the Committee.

The repayment of Excess Compensation must be made by a Covered Executive notwithstanding any Covered Executive’s belief (whether or not legitimate) that the Excess Compensation had been previously earned under applicable law and therefore is not subject to clawback.

In addition to its rights to recovery under the Policy, the Company or any affiliate of the Company may take any legal actions it determines appropriate to enforce a Covered Executive’s obligations to the Company or to discipline a Covered Executive. Failure of a Covered Executive to comply with their obligations under the Policy may result in (without limitation) termination of that Covered Executive’s employment, institution of civil proceedings, reporting of misconduct to appropriate governmental authorities, reduction of future compensation opportunities or change in role. The decision to take any actions described in the preceding sentence will not be subject to the approval of the Committee and can be made by the Board, any committee of the Board, or any duly authorized officer of the Company or of any applicable affiliate of the Company. For avoidance of doubt, any decisions of the Company or the Covered Executive’s employer to discipline a Covered Executive or terminate the employment of a Covered Executive are independent of determinations under this Policy. For example, if a Covered Executive was involved in activities that led to an Accounting Restatement, the Company’s decision as to whether to not to terminate such Covered Executive’s employment would be made under its employment arrangements with such Covered Executive and the requirement to apply this no-fault and non-discretionary clawback policy will not be determinative of whether any such termination is for cause, although failure to comply with the Policy might be something that could result in a termination for cause depending on the terms of such arrangements.

The Company must recover the Excess Compensation in accordance with the Policy except to the limited extent that any of the conditions set forth below is met, and the Committee determines that recovery of the Excess Compensation would be impracticable:

(a)

The direct expense paid to a third party to assist in enforcing the Policy would exceed the amount to be recovered. Before reaching this conclusion, the Company must make a reasonable attempt to recover such Excess Compensation, document such reasonable attempt(s) to recover, and provide that documentation to the Exchange; or

(b)

Recovery would likely cause an otherwise tax-qualified retirement plan, under which benefits are broadly available to employees of the Company, to fail to meet the legal requirements as such.

The Policy is in addition to the requirements of Section 304 of the Sarbanes-Oxley Act of 2002 that are applicable to the Company’s Chief Executive Officer and Chief Financial Officer, as well as any other applicable laws, regulatory requirements, rules, or pursuant to the terms of any existing Company policy or agreement providing for the recovery of compensation.

Notwithstanding the terms of any of the Company’s organizational documents (including, but not limited to, the Company’s bylaws), any corporate policy or any contract (including, but not limited to, any indemnification agreement), neither the Company nor any affiliate of the Company will indemnify or provide advancement for any Covered Executive against any loss of Excess Compensation. Neither the Company nor any affiliate of the Company will pay for or reimburse insurance premiums for an insurance policy that covers potential recovery obligations. In the event that the Company is required to recover Excess Compensation pursuant to the Policy from a Covered Executive who is no longer an employee, the Company will be entitled to seek recovery in order to comply with applicable law, regardless of the terms of any release of claims or separation agreement that individual may have signed.

If any provision of the Policy or the application of any such provision to any Covered Executive is adjudicated to be invalid, illegal or unenforceable in any respect, such invalidity, illegality or unenforceability will not affect any other provisions of the Policy or the application of such provision to another Covered Executive, and the invalid, illegal or unenforceable provisions will be deemed amended to the minimum extent necessary to render any such provision or application enforceable.

The Policy will terminate and no longer be enforceable when the Company ceases to be listed issuer within the meaning of Section 10D of the Exchange Act.

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I acknowledge that I have received and read the Compensation Recovery Policy (the “Policy”) of RxSight, Inc. (the “Company”).

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I understand and acknowledge that the Policy applies to me, and all of my beneficiaries, heirs, executors, administrators or other legal representatives and that the Company’s right to recovery in order to comply with applicable law will apply, regardless of the terms of any release of claims or separation agreement I have signed or will sign in the future.

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I agree to be bound by and to comply with the Policy and understand that determinations of the Committee (as such term is used in the Policy) will be final and binding and will be given the maximum deference permitted by law.

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I understand and agree that my current indemnification rights, whether in an individual agreement or the Company’s organizational documents, exclude the right to be indemnified for amounts required to be recovered under the Policy.

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I understand that my failure to comply in all respects with the Policy is a basis for termination of my employment with the Company and any affiliate of the Company as well as any other appropriate discipline.

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I understand that neither the Policy, nor the application of the Policy to me, gives rise to a resignation for good reason (or similar concept) by me under any applicable employment agreement or arrangement.

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I acknowledge that if I have questions concerning the meaning or application of the Policy, it is my responsibility to seek guidance from the Compliance Officer or my own personal advisers.

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I acknowledge that neither this Acknowledgement nor the Policy is meant to constitute an employment contract.