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                                                                    EXHIBIT 10.5

CONFIDENTIAL MATERIALS OMITTED - ASTERISKS DENOTE OMISSIONS

SAPIENT CORPORATION - 2005 GLOBAL BONUS PLAN

I.    Important Information

      This 2005 Global Bonus Plan (the "Plan") contains highly confidential
information about the revenue and operations of Sapient Corporation and its
consolidated subsidiaries (individually or collectively, the "Company" or
"Sapient"). This Plan may not be shared with anyone outside of Sapient, and each
person is required to keep this Plan and its contents confidential at all times.
Except as otherwise permitted by law, disclosure of this Plan to anyone not an
employee of Sapient is a violation of whichever of the following agreements has
been signed by the Participant: Sapient Nondisclosure, Nonsolicitation and
Noncompete Agreement; Agreement Re: Nondisclosure, Nonsolicitation and
Noncompetition; Employment Agreement and/or any agreement between the
Participant and Sapient pertaining to nondisclosure, nonsolicitation and/or
noncompetition (an "Employee NDA").

      Neither the establishment of this Plan nor participation in this Plan
shall in any way, now, or hereafter, affect the employment relationship between
Sapient and Participants in this Plan. All Participants in this Plan employed by
Sapient Corporation ("Sapient US Participants") are employed by Sapient
Corporation on an "at will" basis. All Participants in this Plan employed by
Sapient Canada Inc. ("Sapient Canada Participants"), Sapient GmbH ("Sapient
Germany Participants"), Sapient Limited ("Sapient UK Participants") or Sapient
Corporation Private Limited ("Sapient India Participants") are employed by
Sapient Canada Inc., Sapient GmbH, Sapient Limited or Sapient Corporation
Private Limited ("India"), respectively, in accordance with the terms of the
applicable employment contract (the "Employment Agreement") between each Sapient
Canada Participant and Sapient Canada Inc., between each Sapient Germany
Participant and SapientGmbH, between each Sapient UK Participant and Sapient
Limited and between each Sapient India Participant and Sapient Corporation
Private Limited, as the case may be. Sapient reserves the rights to terminate a
Sapient US Participant's employment and/or participation in this Plan, a Sapient
Germany Participant's employment and/or participation in this Plan and a Sapient
UK Participant's employment and/or participation in this Plan, in any case at
any time, with or without cause and without prior notice. Sapient also reserves
the rights to terminate a Sapient Canada Participant's, and where applicable a
Sapient India Participant's, employment and/or participation in this Plan in
accordance with the Participant's Employment Agreement and applicable law.

      Nothing in this Plan shall be construed to create or imply the guarantee
or the creation of a contract of employment or a right to continued employment
for any specified period of time between Sapient and any Participant. To ensure
that this Plan best supports Sapient's overall business objectives and
strategies, this Plan may be reviewed periodically and may be modified, amended
or terminated at Sapient's sole discretion and without notice to participants.

II.   PHILOSOPHY & PURPOSE

      The purpose of this Plan is to reward qualified, eligible Participants who
achieve certain Company, group and individual goals during a period when the
Company and/or its Business Units ("BU's") have also achieved certain financial
performance goals. This Plan is designed to:

      -     Promote a mindset of company success as well as BU/team success

      -     Provide a clear connection between people's everyday actions and
            company success

      -     Reinforce the Company's Strategic Context

      -     Differentiate payout based on individual performance

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      -     Provide for holistic assessment, taking into account various
            performance aspects, including client satisfaction, revenue, client
            margin, recurring revenue, fostering Strategic Context connection,
            morale, turnover, leadership, etc.

      Receipt of a bonus under this Plan is not guaranteed, but rather depends
on Company, group and individual performance. The Company is optimistic that,
during periods when the Company and BU's achieve their financial performance
goals, Participants will have the opportunity to earn a bonus. However, if
achievement of individual, group or Company performance falls short of
expectations, Participants may qualify for a limited bonus, or possibly no
bonus, as described below and as determined by the Company in its sole
discretion. For the avoidance of doubt, nothing in this Plan entitles any
Participant to a contractual right to any bonus.

III.  EFFECTIVE DATE

      This Plan is effective January 1, 2005, and covers the period from January
1 through December 31, 2005 (the "Plan Period"), and for the purpose of
determining eligibility only (as setout in Sections IV and IX below) through the
day payouts are made under this Plan, in each case, inclusive, unless modified
or terminated earlier as provided for in this Plan. All prior bonus plans have
expired of their own terms or have been revoked and withdrawn. This Plan
supersedes all prior written or oral bonus plans, promises, agreements,
practices, understandings, negotiations and/or incentive arrangements.

IV.   ELIGIBILITY

      A person who is eligible to participate in this Plan (a "Participant")
must meet the following criteria during the Plan Period and from the end of the
Plan Period through the date payouts are made:

      A. He or she must be assigned one of the following titles by Sapient:
      Associate, Senior Associate, Specialist, Senior Specialist, Manager,
      Senior Manager, Director, Vice President, Client Executive ("CE"), Senior
      Vice President, Executive Vice President, Executive Officer, and may not
      be assigned a Relationship Management, Relationship Development or
      Business Development Lead title. In addition, people eligible under the
      Global Hiring Team Bonus Plan are NOT eligible to participate in this
      Plan;

      B. He or she must be employed in a position that is determined by Sapient
      to be non-overtime-eligible;

      C. He or she must be actively employed by Sapient in an eligible title
      during the entire Plan Period and from the end of the Plan Period through
      the date any payout is made under this Plan, except for people who are
      hired and commence employment with Sapient in 2005 (as discussed below)
      and in certain other circumstances where a pro rata bonus may be paid (as
      discussed below). A person who is hired and commences employment with
      Sapient during 2005 is eligible as a Plan Participant for a pro rata
      portion of any bonus or incentive deemed earned and payable under this
      Plan by the Company, if he or she is hired and actively working at Sapient
      on or before December 15, 2005 and he or she otherwise remains actively
      employed by the Company through the date any payout is made under this
      Plan. Notwithstanding anything to the contrary, in the event a person who
      is otherwise eligible under this Plan is on an expatriate assignment or an
      assignment outside his or her home office country, the Company may vary or
      change the terms of this Plan in its sole discretion for that individual
      as it believes circumstances warrant, or the Company may in its sole
      discretion assign the person to another plan. Employees of HWT, Inc. are
      not eligible to participate in this Plan. No contractors are eligible to
      participate in this Plan, whether or not they have signed contracts with
      the Company, and regardless of whether any court or administrative
      governmental body makes any kind of determination as to their status as
      other than contractor;

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      D. He or she was not or is not on a Get Well Plan or a performance
      improvement plan at any time during the Plan Period, unless an exemption
      is approved in writing by the VP in charge of the People Strategy
      Organization (the "PSO");

      E. He or she has complied and is complying with all of his or her
      obligations under his or her Employee NDA or Employment Agreement, as the
      case may be;

      F. He or she (i) has not received any loan or advance from Sapient, (ii)
      has not been paid an excess draw from any prior bonus or incentive plans
      which remains unpaid as of the day payouts are made under this Plan or
      (iii) does not have any outstanding repayment obligations with respect to
      an expatriate assignment or tax equalization as of the day payouts are
      made under this Plan, UNLESS he or she (a) has agreed in writing to
      regular payroll deductions for repayment of the loan, advance or excess
      draw, and (b) prior to the payout of any bonus or incentive under this
      Plan repays Sapient the full amount of the loan, advance or excess draw,
      or in Sapient's sole discretion agrees in writing to apply the amount of
      any then-current bonus or incentive payout toward repayment of such loan,
      advance or excess draw;

      G. For CE Participants, the CE must have filed his or her CE Objectives
      Statement (as that term is defined below) with the applicable BU Finance
      Lead and VP in charge of Marketing

      H. He or she is not an employee entitled to the protections of the
      (Indian) Payment of Bonus Act, 1965 (as the same may be amended).

V.    PLAN COMPONENTS

      The components of this Plan include: (A) funding of a pool available for
bonuses based on Company performance, and (B) distribution to individuals of any
bonus pool made available to BU's, India or GSS Teams based on team and personal
performance against criteria determined by the Company, BU's, India and/or GSS
Teams.

A.    FUNDING AND ALLOCATION OF BONUS POOL

      1. FUNDING AND ALLOCATION MECHANISMS. Funding and allocation of a bonus
pool to BU's, and GSS Teams and receipt of bonuses under this Plan are all
contingent on the Company's achieving a satisfactory level of financial
performance in the Plan Period. If the Company determines that it can fund and
allocate a pool for bonuses under this Plan, the Company determines in its sole
discretion the size of the pool. Any level of full or partial bonus pool funding
will be determined by the Company in its sole discretion. If the Company exceeds
its annual operating margin target, then the Company will determine in its sole
discretion whether or not it will increase bonus pool funding. In any event, *%
of pre-bonus operating margin is the maximum amount available for a bonus pool
under this Plan.

      a. ALLOCATION TO U.S., CANADA, INDIA AND EUROPEAN BU'S AND GSS TEAMS.
      Whether or not a Division BU, the Canada BU or a European BU receives
      funding and allocation of a bonus pool under this Plan, if any, is
      contingent on:

                  (1) the Company's 2005 achievement of operating margin,
            measured in dollars, against its 2005 operating margin target (the
            "Company Margin Component").

         Note that if total allocations and payouts would take Sapient into a
      loss position or to a level of profitability determined unacceptable by
      the Company in its sole discretion, then the Company will reduce

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      funding and allocation and prorate such reduction across the BU's
      accordingly. Also, BU's may not pay bonuses under this Plan in excess of
      their funding and allocations.

      b. EXAMPLES AND SCENARIOS IN APPENDIX 1. For illustration purposes, only,
      the examples contained in Appendix 1 show various scenarios for
      allocations under this Plan.

      c. ADDITIONAL FUNDING AND ALLOCATION INFORMATION. The determinations of
      Company operating margin profitability or loss (if any) shall be made by
      the Company in its sole discretion. The Company, acting in its sole
      discretion, will set Company operating margin dollar targets and
      contribution margin percent targets for the Plan Period.

         The CEO, COO and CFO have the discretion to approve different revenue
      growth goals, a different operating margin target for the Company and
      different contribution margin percent. In such event, the applicable
      formulas in this Plan will be revised for and this Plan amended
      accordingly.

         After allocations, if any, have been made to BU's, India and GSS Teams,
      the amount of any allocation remaining, if any, after calculation of
      individual distributions will then be returned to the Company and may be
      used for discretionary bonuses to individuals in the Company (in India or
      any one or more BU's, or on any one or more GSS Teams, as determined by
      the Company in its sole discretion); provided that such individual
      discretionary bonus payouts are approved by the Compensation Committee of
      the Board of Directors.

      2. INTERIM PAYOUT. In the event that the Company makes an interim payout
as determined at the Company's discretion, the funding and allocation to BU's,
India and US GSS Teams and payouts to Participants will be based on the
Company's progress toward 2005 financial goals and be made generally in
accordance with the terms of this Plan, except that Plan terms and conditions
will relate to the time period through the payout period's effective date and
provisions relating to eligibility and employment termination will apply with
respect to the date any payout is made, rather than the date of payout for the
Plan Period. Also, to be eligible for an interim payout, a Participant must have
started employment with the Company prior to January 1, 2005. In the event that
the Company does an interim payout, any amount paid to any Participant in
connection with an interim payout will be deducted from any bonus payout made
under this Plan after the close of the Plan Period.

      3. POTENTIAL SCENARIO OF NO FUNDING OR ALLOCATION. Although the Company is
optimistic that it will continue to operate profitably in 2005, the Company will
not fund or allocate any bonus pool or pay any bonuses under this Plan if the
Company has an annual loss for 2005 (after accounting for bonuses and including
2005 restructuring costs, if any), notwithstanding anything to the contrary and
regardless of the performance of any person, team, BU, India or US GSS Team. The
Company will consider whether its financial performance justifies the funding of
a pool available for payment of any bonuses under this Plan. The determination
of Company profitability or loss (if any) shall be made by the Company in its
sole discretion.

B.    DISTRIBUTION TO INDIVIDUALS

      1. TARGET BONUS OPPORTUNITY TRACKS. This Plan features three "tracks" at
the level of individual distributions based on Plan metrics. Participants in
this Plan who are not Directors, VP's or higher may be on Track A or Track B.
Participants in this Plan who are Directors, VP's and higher are on the
Director/VP Track. Subject to funding and allocation to the applicable BU or to
India or GSS Team, the range of individual bonus payouts is based on Track
assignment and dependent on each individual's "Individual Payout Percentage" (as
that term is defined below). Subject to funding and allocation, target bonus
opportunities for each of the tracks are as follows:

      -     Track A Participants have a target bonus opportunity of *% of base
            salary

      -     Track B Participants have a target bonus opportunity of *% of base
            salary

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      -     Director/VP Track Participants have individual set amounts for their
            target bonus opportunity (expressed in their local currency)

   When a Participant's entry into this Plan becomes effective, he or she
will be informed of his or her applicable Track, or for Directors and VP's, his
or her set amount for target bonus opportunity. The base salary used in the
calculation of bonus payout is a Participant's base salary in his or her home
office country, unless the applicable BU Lead, GSS Lead or VP in charge of India
("India Lead") determines otherwise. Changes between tracks are not permitted
during the Plan Period except in the event of a promotion or title change, in
which event the Participant's BU Lead, India Lead or GSS Team Lead will
determine which track is appropriate for the Participant.

      2. ASSESSMENT AND DETERMINATION OF INDIVIDUAL PERFORMANCE PERCENTAGE
ACHIEVED. Subject to funding and allocation to BU's, India and GSS Teams,
distributions to Participants within those groups that receive funding and
allocation will be made based on a Participant's Track assignment and his or her
respective BU Lead's, India Lead's or GSS Team Lead's assessment of the
Participant's performance in certain categories, which vary by title, and in
some cases by individual.

      a. CLIENT EXECUTIVES. For each CE within the BU, BU Leads will establish
      performance targets and/or goals. Specific metric targets are not
      required, and the criteria and/or goals may be set by title groups or at
      the individual level. Performance will be determined by the BU Lead and
      may be based on the following criteria:

            -     Client Recognized Revenue
            -     Client Contribution Margin
            -     Client Satisfaction
            -     Fostering Strategic Context connection
            -     Leadership
            -     People Satisfaction and Turnover

      The CE performance targets and/or goals may also include other performance
      goals as established by BU Leads. Additional information on the
      above-listed criteria is provided below.

         After the close of the Plan Period, each BU Lead will assess the
      performance of the CE's in his or her BU. The BU Lead may select objective
      and/or subjective goals for each CE Participant within the BU and set the
      relative weights for each goal. After the close of the Plan Period, BU
      Leads will assess the performance of each CE in their BU against the
      established targets and/or goals and assign that Participant a preliminary
      percentage representing his or her level of achievement as follows:

            -     All CE's may receive a bonus funding percentage which ranges
                  plus or minus * basis points with the Company funding
                  percentage as a starting point. Any deviation from the Company
                  funding percentage will be a result of the individual's
                  achievement against his or her CE metrics and or the BU Lead's
                  discretion. If the Company achieves *% funding, the range will
                  be *% to *% funding based on the individual's performance
                  assessment by the BU Lead. Directors and VPs whose individual
                  performance falls significantly outside this range may be
                  assessed above or below the range.

            -     The average Individual Performance Percentage for a BU's CE's
                  will correlate to overall performance of the individual's BU.

         The BU Leads will report the preliminary percentages for each CE to the
      VP in charge of Marketing, COO and a CEO, who will review and modify the
      percentages, exercising sole discretion. The percentage level of
      achievement approved by the VP in charge of Marketing, COO and CEO will be
      the "Individual Payout Percentage" for that CE.

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      b. OTHER TITLES. BU Leads, the India Lead and GSS Team Leads will
      establish performance criteria and/or goals for each non-CE Participant in
      their respective groups. Specific metric targets are not required, and the
      criteria and/or goals may be set by title groups or at the individual
      level. The performance criteria and/or goals for all Participants in
      non-CE titles may include the following:

            -     Client Satisfaction
            -     Client and/or Engagement Recognized Revenue
            -     Client Contribution Margin and/or Engagement Margin
            -     People Satisfaction and Turnover
            -     Fostering Strategic Context connection
            -     Leadership

      BU Leads, the India Lead and GSS Team Leads may also establish other
      performance criteria and/or goals for Participants in their BU's, India or
      on their teams, respectively. Individual assessment is holistic (e.g.,
      includes metrics as well as team building, leadership, fostering our
      Strategic Context, building a great business, etc.) and discretionary, NOT
      formulaic or based solely on targets or metrics. Additional information on
      the above-listed criteria is provided below.

         Individual performance criteria and/or goals are subject to change in
      the BU Lead's, India Lead's or GSS Team Lead's sole discretion. Subject to
      the terms and conditions of this Plan, a BU Lead, India Lead or GSS Team
      Lead may assign various levels of priority to the performance criteria
      and/or goals in the list above (and other criteria and/or goals as
      determined by the BU Lead, India Lead or GSS Team Lead).

         After the close of the Plan Period, BU Leads, the India Lead and GSS
      Team Leads will assess each person's performance against the criteria
      and/or goals set by the BU Lead, India Lead or GSS Team Lead and assign
      that Participant a percentage representing his or her level of achievement
      (the "Individual Performance Percentage"). The India Lead and applicable
      BU Lead will jointly assess delivery Participants in India assigned to a
      BU as part of BU2G in India. The Individual Performance Percentages may
      range between *% and *% of Company Funding at 100% funding level of the
      bonus, depending on a participant's individual performance.

         The average Individual Performance percentages will closely, if not
      exactly, correlate to the overall performance of that BU or GSS team, most
      significantly at senior career stages.

            -     Junior career stages across the company will average the
                  company

            -     average Individual assessment is holistic

      3. SPECIFIC INFORMATION ON PERFORMANCE CRITERIA/GOALS.

      a. CLIENT SATISFACTION. Client satisfaction will be the primary
      consideration in assessing the performance of Participants with Associate
      and Senior Associate titles, and will be important in assessing the
      performance of all Participants. For project delivery Participants within
      the BU's and India, the Client Satisfaction assessment is based on the
      time-weighted average of all approved and unadjusted client satisfaction
      scores (in Pyramid) pertaining to completed client projects and internal
      delivery projects for the Company to which a Participant was assigned
      during the Plan Period, as determined by the Company. The performance
      target for Client Satisfaction is 4.42. Listed below is some guidance on
      using Client Satisfaction scores under this Plan:

                  -     Project leadership in the BU's is required to enter
                        Client Satisfaction scores into the Company's Pyramid
                        system within 60 days after the completion of the
                        project (90 days for Implementation projects). If the
                        unadjusted Client Satisfaction score for a project is

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                        not entered into Pyramid within the applicable time
                        limit set forth above, the project will be recognized
                        with a score of zero (0) in this Plan Period.

                  -     If a Participant spent time in between client project
                        assignments "on the beach" and worked on an internal
                        project for the Company during his or her beach time,
                        then a Client Satisfaction score needs to be obtained
                        from the executive owner of the internal project. If no
                        internal project was available for a Participant's beach
                        time, then the BU Lead or India Lead may, in his or her
                        discretion, elect to use the applicable BU's average
                        score for a Participant's beach time.

                  -     No estimated scores will be included in the
                        time-weighted average of Client Satisfaction scores,
                        unless approved by a CEO or the COO. If interim Client
                        Satisfaction scores are obtained from a client prior to
                        the completion of a project and the project is not
                        completed within 60 days before the end of the Plan
                        Period, the interim scores may be used.

      b. RECOGNIZED REVENUE. To determine performance by CE's on Client
      Recognized Revenue, BU Leads will use the definition of Recognized Revenue
      in the 2005 Global Business Development Plan. For other, non-CE titles, BU
      Leads and the India Lead may use that definition of Recognized Revenue or
      may assess a Participant's impact on revenue generation.

      c. CLIENT CONTRIBUTION MARGIN OR ENGAGEMENT MARGIN. CE's are evaluated on
      the basis of Client Contribution Margin for the clients assigned to them,
      based on the costs of selling and delivering projects and services to
      those clients. Other non-CE VP's, Directors, Senior Managers and Managers
      may be evaluated on Client Contribution Margin for clients assigned to
      them or the profit margins of the projects assigned to them. Participants
      in other titles may also be evaluated on their contributions to improved
      client and/or engagement margins. The determination of costs associated
      with clients and specific projects and/or services and sales, and the
      determination of margin in each case, shall be made by the Company acting
      in its sole discretion.

      d. PEOPLE SATISFACTION AND TURNOVER. CE's, VP's, Directors, Senior
      Managers and Managers may be evaluated on the morale of their teams (which
      can be determined using morale surveys or other means) and on rates of
      employment turnover for people in their BU's, India or on the teams on
      projects assigned to them, as applicable. Participants in other titles may
      be evaluated on their contributions to BU, India and/or team morale.

      e. OTHER PERFORMANCE GOALS. BU Leads, the India Lead and GSS Team Leads
      may set other performance criteria and/or goals for one or more
      Participants, as the BU Leads, India Lead and GSS Team Leads determine is
      appropriate for their units, the business of the Company and the
      applicable Participants. For example, GSS Team members may be evaluated on
      their team's performance to budget. Executive leadership may also set
      performance targets and/or goals for Executive VP's and Sr. VP's that
      include the criteria listed in this section as well as other performance
      targets and/or goals.

         4. INDIVIDUAL DISTRIBUTIONS. Provided that a BU, India or GSS Team
      receives bonus funding and an allocation, and subject to pool and
      allocation size, a Participant's bonus will be calculated based on his or
      Individual Payout Percentage (calculated as described below) and his or
      her Track Assignment. The Individual Payout Percentage is calculated as
      follows:

<TABLE>
<S>                        <C>                       <C>      <C>
Individual Payout =        Company Allocation        +/-      up to * basis points
Percentage                         Percentage
</TABLE>

      A Participant's bonus is then calculated based on a Participant's
Individual Payout Percentage and Track Assignment. If the bonus pool is not
fully funded, or if a Participant's BU, India or GSS Team receives less than
full allocation, then payouts will be proportionately lower, even if individual
performance is at or above *%.

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      5. EXAMPLES AND SCENARIOS IN APPENDIX 1. For illustration purposes only,
the examples contained in Appendix 1 show various scenarios for calculating
Individual Payout Percentages.

VI.   TIMING OF PAYOUTS; PRORATIONS; CURRENCY

A. TIMING

      Following the closing of the Plan Period, a number of calculations need to
be made by the Company to determine individuals' bonus or incentive results.
Accordingly, any annual payouts will be made in the Sapient pay period following
completion of the calculations.

B. PRORATIONS

      If a prorated bonus or incentive is payable, the following rule applies:
Proration will be calculated on the basis of * for each full calendar month of
eligibility, as outlined in the following table:

<TABLE>
<CAPTION>
# OF MONTHS              PRORATION
-----------              ---------
<S>                      <C>
      1                      *
      2                      *
      3                      *
      4                      *
      5                      *
      6                      *
      7                      *
      8                      *
      9                      *
     10                      *
     11                      *
     12                      *
</TABLE>

      To the extent any bonuses or incentives are paid under this Plan, if a
date is not otherwise specified in this Plan for a proration, then for a month
to be included in a proration calculation, the event giving rise to the
proration must occur on or before the 15th of a month. If such event occurs
after the 15th of a month, the next calendar month will be considered the first
month of the occurrence for purposes of proration. In the event of any proration
of year-to-date amounts, any previous payouts will be deducted.

The circumstances that may warrant pro rata payment include but are not limited
to:

      -     Base compensation changes;

      -     Target bonus opportunity changes;

      -     Bonus Track changes;

      -     Commencement of employment and new entrance into this Plan;

      -     Certain title changes (as described below);

      -     Certain re-assignment among BU's (as described below); and

      -     Qualified leave of absence, disability or death of Participant (as
            discussed below).

C. CURRENCY

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      All currency figures in this Plan are expressed in U.S. dollars, unless
stated otherwise in this Plan, but payout calculations and payments are done in
local currency. In performing currency conversions, if any, Sapient will apply
commercial exchange rates determined by Sapient in its sole discretion.

VII. TITLE CHANGES

      A person ceases to participate in this Plan if he or she changes to a
Sapient title or job that is not eligible under this Plan. If a person remains
employed by the Company but moves to a title or job that is not eligible under
this Plan, then the time the person is considered eligible under this Plan will
be pro-rated subject to the proration rules of this Plan. If a Participant
remains on this Plan for the entire Plan Period but during that time switches to
a different title also covered by this Plan, then the time spent in each title
will be prorated, as applicable, subject to the proration rules of this Plan.

      If a Participant's regular BU assignment changes within the Plan Period
(as approved by appropriate BU management and recorded in the Company's HRIS
system), at the end of the Plan Period, then the time spent in each BU will be
prorated subject to the proration rules of this Plan.

VIII. Termination of Employment

      A. EFFECT OF TERMINATION

      Participants must be employed by the Company in an eligible title through
the entire Plan Period and through the day payouts are made for the Plan Period
to receive a payout under this Plan. Therefore, employees whose employment
terminates for any reason, whether voluntarily or involuntarily, before the end
of the Plan Period or the day payouts are made for the Plan Period are not
eligible for any payout under this Plan.

      B. NO EXTENSION

      A Participant's right to receive payment or participate in this Plan shall
not be extended beyond his or her last day of active employment because he or
she receives pay in lieu of notice in accordance with his or her Employment
Agreement.

IX. Leaves of Absence and Short Term Disability

      If a Participant takes an approved leave of absence (including a medical
leave under the Company's Short-Term Disability Program) during the Plan Period
for fewer than 30 days, no adjustment will be made in the payout calculation or
in the Participant's metrics.

      If such leave of absence extends for more than 30 days during the Plan
Period, the Participant may be eligible for a pro rated payout calculated in
accordance with the above table and the other terms of this Plan. All payments
(if any) will be paid on the same date that active Participants receive payment.

      For purposes of determining whether the payment may be pro rated, a leave
of absence begins on the date that the leave of absence begins as noted in the
Company's records (or in the case of short term disability, on the same date
that short term disability benefits begin).

X. DEATH AND LONG TERM DISABILITY

      In the event of long-term disability or death, a pro rated payment based
on the length of service during the Plan Period will be paid in accordance with
the above table and other terms of this Plan. All such payments (if any)

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<PAGE>

will be paid on the same date that active Participants receive payment or, at
the Company's discretion, at an earlier date. "Long-term disability" is defined
as eligibility to receive long-term disability benefits under the Company's LTD
Policy. For proration purposes, active service ends when the employee is no
longer paid regular wages through payroll for work performed.

XI. LOANS, ADVANCES OR DRAWS

      Loans or advances against potential payments will not be made under this
Plan. If a Participant has an outstanding advance or loan from the Company or
has an outstanding obligation to repay to the Company money related to an
expatriate assignment or tax equalization, all or a portion of any bonus or
incentive payout under this Plan may be first applied to the outstanding balance
of such advance, loan or obligation related to an expatriate assignment or tax
equalization, as permitted by law. Upon request by the Company, any Participant
with such an outstanding loan, advance or other obligation will sign and deliver
a written instrument authorizing such application of any payout.

XII. FORMS OF PAYMENT

      As permitted by law, Sapient may, with the agreement of a Participant, pay
a bonus or incentive in whole or in part, in cash, stock options, stock,
warrants or other equity instruments (or any combination thereof), in such
amounts and under such terms and conditions to which Sapient and a Participant
may agree.

XIII. PLAN ADMINISTRATION AND MANAGEMENT

      A Plan Committee will administer this Plan. The Plan Committee will be
composed of a CEO, CFO, COO, General Counsel and selected executive leaders of
BU's, India and/or GSS Teams. The Plan Committee will have full and absolute
discretion with respect to administration of all aspects of this Plan,
including, without limitation, determining Plan payouts, interpreting this Plan
and ruling on special situations. Further, the Plan Committee, in its sole
discretion and with or without notice or cause, may, to the extent authorized by
the Compensation Committee of the Board of Directors of the Company (the
"Compensation Committee"), modify, amend or terminate this Plan or take other
actions affecting Plan Participants without advance notice to Participants of
such actions. While this Plan will be administered in accordance with applicable
law, nothing in this Plan is a guarantee of current or future compensation or
income.

      The Company's books and records are the exclusive source of data for
administration of this Plan. The Plan Committee's interpretation of the books
and records is final.

      If a Participant wants to dispute a bonus or incentive payout or
calculation decision affecting the Participant or any other decision affecting
the Participant, that Participant must request reconsideration in writing. The
request must be given to the VP of the PSO within 60 days after the date of the
disputed decision.

      By participating in this Plan, each Participant agrees that a failure to
properly request reconsideration of any payout or calculation decision or other
decision within this 60-day period constitutes agreement with such decision made
by the Company. If the reconsideration request is properly submitted, the VP of
the PSO will resolve the disputed decision upon review of the circumstances and
of the available documentation and submit his or her initial determination to
the Plan Committee for review. The decision of the VP of the PSO as to such
dispute will be final.

XIV. MISCELLANEOUS

                                       10
<PAGE>

      Unless required by law or court order, a Participant may not assign this
Plan or any bonus or incentive payment or right to payment.

      If a provision of this Plan is found invalid, illegal or unenforceable,
the other provisions of this Plan shall remain in full force and effect, and
such invalid, illegal or unenforceable provision shall be reformed as necessary
to make it valid, legal and enforceable to the maximum extent possible under law
(or, if such reformation is impossible, such provision shall be severed from
this Plan).

      All payouts under this Plan are subject to applicable withholdings and
deductions as required by law.

      This Plan supersedes all prior understandings, negotiations and
agreements, whether written or oral, between each individual Participant and the
Company as to the subject matter covered by this Plan. In the event of any
conflict between this Plan and any presentations, documents, statements or other
communications concerning the subject matter of this Plan, this Plan shall
control. This Plan describes the sole and exclusive bonuses or incentives the
Company is offering to Participants during the Plan Period; provided, however,
that nothing in this Plan will prevent the Company from paying any individual a
discretionary bonus or incentive payment at any time or from time to time if
authorized in advance by the Compensation Committee. The Company has no
obligation to pay anyone a discretionary bonus or incentive at any time.

      No person who is not a Participant in this Plan shall have any right under
the Contracts (Rights of Third Parties) Act 1999 to enforce any term or
provision of this Plan.

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<PAGE>

                                   APPENDIX 1

                   EXAMPLES OF ALLOCATION AND PAYOUT SCENARIOS

SCHEDULE OF EXAMPLES OF COMPANY FUNDING (STANDARD TARGET IS HIGHLIGHTED IN THE
FIRST ROW)

<TABLE>
<CAPTION>
2004 PROFIT     PROFIT GROWTH 2005     PROFIT 2005     COMPANY FUNDING %
-----------     ------------------     -----------     ------------------
<S>             <C>                    <C>             <C>
     *                   *                  *                  *
</TABLE>

SCENARIO:

              EXAMPLE 1: *

              EXAMPLE 2: *

              EXAMPLE 3: *

NOTE: The examples and performance scenarios in this Appendix 1 are for
illustrative purposes only. Actual performance and results may differ. Neither
the Plan nor this Appendix 1 contain any obligation or promise on the part of
Sapient for compensation of any kind or continued employment to anyone.

                                       12