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                                                                   EXHIBIT 10.71

                  FY 2002 Bonus Plan for Operating Companies

     Plan Objective:
     To attract, motivate and retain key talent based on CMGI & Subsidiary
     business performance in addition to individual performance.

     Eligibility:
     Select managers and senior individual contributors who are employees of a
     CMGI controlled Subsidiary and who impact the overall business goals and
     objectives of the Subsidiary by which they are employed.

     Measurements:
     The bonus payout pool will be determined by overall CMGI and Subsidiary
     business performance based on the following weighting factors:

          CMGI Consolidated Business Performance    25% weighting
          Subsidiary Business Performance           75% weighting

     Funding for the bonus pool for each Subsidiary will be driven by the
     ability of that Subsidiary and CMGI to meet or exceed its budgeted
     financial objectives as approved by its Board of Directors.

     To the extent that the bonus pool is funded, participants' individual bonus
     awards will then be based on individual performance against their goals and
     objectives. Total payments made under this Plan by each Subsidiary may not
     exceed 100% of the bonus pool established for each Subsidiary pursuant to
     its meeting or exceeding its budgeted financial objectives.

     Business Performance/Financial Objectives:
     There are two financial objectives used in the calculation of the annual
     bonus pool for each Subsidiary; Revenue and Actual Operating Income. Actual
     Operating Income will exclude corporate allocations and amortization. In
     calculating the bonus pool, Revenue will be weighted 40% and Actual
     Operating Income will be weighted 60%. Business performance will be based
     on annual achievement against approved plan.

     Pool Funding Table:
     The table below will be used to determine the annual bonus pool based on
     final business performance. A minimum performance threshold of 80% must be
     achieved for pool funding associated with measured objectives. The maximum
     pool funding based on business performance is 150%. Every 1% increase or
     decrease in performance equals 2.5% increase or decrease in funding.

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Business          *80%     80%      90%      95%     100%     110%     **120%
Performance
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Pool Funding        0%     50%      75%    87.5%     100%     125%       150%
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     Individual Performance:
     All employees must have clearly documented goals and objectives.  Payments
     may vary based on individual performance and management discretion, however
     managers must manage to their overall

     *  - Less than
     ** - Greater than or equal to


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budget pool. CEOs' individual performance will be based on defined milestones,
metrics and overall discretion by their respective Boards of Directors. No
Participant shall receive a total payment under this Plan in excess of 150% of
his or her target bonus.

Timing of Payment:
Any earned bonus payments will be measured on an annual basis and paid annually.
Payments will be determined after all companies have submitted their actual
performance against plan to CMGI Corporate Finance and all numbers are
consolidated and approved.

Employment Status:
In order to be eligible to receive any bonus payment under this Plan,
participants must be actively employed by the Subsidiary at the time annual
bonus payments are made which will be as soon as administratively possible
following the close of the fiscal year. If a participant voluntarily leaves the
Subsidiary prior to the time the bonus payments are made, he/she will be
ineligible to receive any bonus payment. If an employee is involuntarily
terminated by the Subsidiary prior to the time the bonus payments are made,
he/she may, in certain circumstances, be eligible for a pro-rated bonus payment
based on management discretion and time worked during the plan year. If a
participant transfers to any other CMGI controlled Subsidiary, he/she will be
eligible for a pro-rated bonus payment based on management discretion and for
the time worked during the plan year.

Administration:
This plan, as it relates to a particular Subsidiary, shall be administered by
the Board of Directors of such Subsidiary. The Board of Directors of any such
Subsidiary reserves the right to apply its discretion to bonus plan eligibility,
overall bonus funding and payment of bonuses. The Board of Directors of any such
Subsidiary also reserves the right to amend or terminate its Bonus Plan at any
time during the year. This plan shall be governed by and construed in accordance
with the laws of the Commonwealth of Massachusetts.