exv10w1



 





Exhibit 10.1



Mike Long

2007 Executive Bonus Plan


For 2007, you will be eligible to receive a performance bonus based upon achievement of performance
objectives. Your bonus may be up to the following amounts:



Sixty Percent (60%) of your 2007 bonus award will be based on Corporate Financial Performance (as
outlined below). Forty Percent (40%) of your 2007 bonus award will be based on Individual
Performance Objectives (as outlined below). Your Target Bonus for 2007 is $500,000. Your Target
Bonus is your expected bonus amount assuming successful achievement of all of your performance
objectives. If you significantly exceed your performance objectives, you may receive a bonus in
excess of your Target Bonus, up to a maximum of 200% of your Target Bonus.




	 	 	 
	At Threshold Performance Level:

	 	0% of Target Bonus
	 
	 	 
	At Target Performance Level:

	 	100% of Target Bonus (60% for Corporate
Financial Performance; 40% for Individual
Performance)
	 
	 	 
	At Growth Performance Level:

	 	200% of Target Bonus (120% for Corporate
Financial Performance; 80% for Individual
Performance)





Achievement in between levels will be calculated according to a bonus formula described below.




Corporate Financial Performance Element



The Corporate Financial Performance element will be determined based on a financial matrix that
includes EBITDA and Revenue components. A copy of the matrix for your 2007 bonus, as approved by
the Compensation Committee, is being provided to you in connection with this Bonus Plan.




Individual Performance Objectives



Your maximum potential bonus award for the Individual Performance element is 80% of your Target
Bonus (for extraordinary performance). Your expected bonus for the Individual Performance Element
is 40% of your Target Bonus (at acceptable satisfaction of your objectives). A copy of your
individual performance objectives is being provided to you in connection with this Bonus Plan.




 









 








General Terms & Conditions



Participant must be employed on the payment date to be eligible to receive a bonus. The
payment date will be no later than April 15, 2008.



Any participants employed after January 1, 2007 will have their payout prorated based on the number
of days employed in 2007.



Employees who go on a Leave of Absence, including disability, will have their payout pro-rated
based on actual days in full service employment. (Vacation, normal sick leave and Jury Duty will
not cause a pro-ration).



The Company reserves the right to amend the plan at any time, with or without notice; all payments
under the plan are at the sole discretion of senior management.



Participation in the 2007 Annual Bonus Plan does not change your at-will employment status at Move
Inc. This means that unless expressly agreed otherwise in writing signed by the Chief Executive
Officer of Move, Inc and you, both you and the Company retain the right to end the employment
relationship at any time with or without notice, with or without cause.



Your signature below indicates that you have received, read and understand the 2007 Executive Bonus
Plan.




	 	 	 	 
	 
	 	 
	 

	 	 
	Mike Long

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