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                                                                   EXHIBIT 10.70

                     FY 2002 Bonus Plan for CMGI Corporate


     Plan Objective:
     To attract, motivate and retain key talent based on CMGI consolidated
     business performance and individual performance

     Eligibility:
     Select managers and senior individual contributors who are employees of
     CMGI and who impact overall business goals and objectives of CMGI.

     Measurements:
     The bonus payout pool will be determined by overall CMGI consolidated
     business performance. Funding for the bonus pool will be driven by the
     ability to meet or exceed budgeted financial objectives as approved by
     CMGI's Board of Directors. To the extent that the bonus pool is funded,
     participants' individual bonus award will then be based on individual
     performance against their goals and objectives. Total payments made under
     this Plan may not exceed 100% of the bonus pool established for CMGI
     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; Revenue and Actual Operating Income. In calculating the bonus
     pool, Revenue will be weighted at 40% and Actual Operating Income will be
     weighted at 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 budget pool. 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.

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

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Employment Status:
In order to be eligible to receive any bonus payment under this Plan,
participants must be actively employed by the Company at the time annual bonus
payments are made, which will be as soon as administratively possible following
the close of CMGI's fiscal year. If a participant voluntarily leaves the Company
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
Company 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
discretionary bonus payment based on management discretion and the time worked
during the plan year.

Administration:
This Plan shall be administered by the Compensation Committee of the Board of
Directors of CMGI. CMGI reserves the right to apply its discretion to bonus plan
eligibility, overall bonus funding and payment of bonuses. CMGI 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.