**Exhibit 10.4.53**COMPENSATION ARRANGEMENTS WITH EXECUTIVE OFFICERS     Certain of the executive officers of Harris Interactive Inc. (the “Company”) including Messrs.Allsop, Bayer, Novak, Salluzzo, Terhanian, and Vaden, have Employment Agreements with the Companywhich provide for their respective base salaries and target bonuses, subject to adjustment fromtime to time in the discretion of the Compensation Committee of the Board of Directors. Theirrespective salaries and target bonuses for fiscal 2008 have not been adjusted and are shown belowin the Executive Officer Compensation Table (“Table”). The bonus actually received by each of themfor fiscal 2007 is also shown in the Table.     The remaining executive officers, including Messrs. Bhame, Millard, and Narowski and Mss.Binns and O’Neill, do not have employment agreements. Under the Company’s arrangements with them,their respective salaries and target bonuses for fiscal 2008, as well as the bonus actuallyreceived by each of them for fiscal 2007, are shown below in the Table.     The Company has two bonus plans in which its executive officers, together with otheremployees, participate including a Corporate Bonus Plan and a Business Unit Bonus Plan.     Under the Corporate Bonus Plan, for fiscal 2008 a fixed dollar pool for all participants of$945,000 is established. The actual payout from the pool increases or decreases based uponachievement of pre-set levels of “Adjusted EBITDA” (EBITDA adjusted to remove the effect ofnon-cash stock-based compensation expense). Each participant in the Corporate Bonus Plan isallocated a specified percentage of the pool. In order for a participant in the Corporate BonusPlan to achieve his full personal target bonus, Adjusted EBITDA would have to be 4% greater thanbudget. Based upon better or worse performance, bonus payouts can increase or decrease. Absent anydiscretionary allocation, 64% of targeted bonus pool is payable if performance is equal to budgetand no bonus is payable if performance is less than 90% of budget.     Under the Business Unit Bonus Plan for fiscal 2008, individual metrics are established foreach participant. In general, 25% of each participant’s bonus is determined based upon the sameCompany-wide Adjusted EBITDA results as are applicable under the Corporate Bonus Plan. Inaddition, 65% of bonus is earned by achievement of budgeted operating income for the particularbusiness unit with which the officer is associated, and 10% of the bonus is based upon evaluationof performance against individual management objectives. Within the Business Unit Bonus Planbonuses may be increased or decreased by set percentages based upon client satisfaction scores forthe business unit with which a particular officer is associated.     Up to $850,000 under all of the Company’s bonus plans is available to be awarded to theparticipants in any of those plans in the discretion of the Chief Executive Officer, subject in thecase of executive officers to approval by the Compensation Committee. The Compensation Committeeof the Board of Directors also reserves the right to increase the payouts that would otherwise beapplicable.
 

 
EXECUTIVE OFFICER COMPENSATION TABLE                         FY2008    FY2007 Actual FY2008 Bonus Applicable Bonus FY2008Executive Officer Bonus Payout Target Plan SalaryDee T. Allsop $7,500  $75,000  Business Unit $275,000 Leonard R. Bayer $51,866  $135,000  Corporate $330,000 Dennis K. Bhame $23,052  $60,000  Corporate $205,000 Katherine Binns $6,500  $65,000  Business Unit $210,000 Richard Millard $55,000* $65,000  Business Unit $200,000 Eric W. Narowski $12,000  $30,000** Corporate $155,000 Gregory T. Novak $96,048  $250,000  Corporate $500,000 Michelle F. O’Neill $10,000  $65,000  Business Unit $235,000 Ronald E. Salluzzo $57,629  $150,000  Corporate $335,000 George H. Terhanian $71,197  $100,000  Business Unit $299,000 David B. Vaden $94,294  $150,000  Business Unit $350,000  * Corrected From Amount Previously Reported