Document:

EX-10.5

 Exhibit 10.5 

RIMINI STREET, INC. 

SETH A. RAVIN EMPLOYMENT AGREEMENT 

This Agreement is entered into as of May 1, 2009, (the “Effective Date”) by and between Rimini Street, Inc., a Nevada
corporation (the “Company”), and Seth A. Ravin (“Executive”). 
 1. Duties and Scope of Employment. 

(a) Positions and Duties. Executive will serve as Chief Executive Officer and President, reporting to the Board. Executive will render
such business and professional services in the performance of Executive’s duties, consistent with Executive’s position within the Company, as will reasonably be assigned to Executive by the Board. The period Executive is employed by the
Company under this Agreement is referred to herein as the “Employment Term”. 
 (b) Obligations. During the Employment
Term, Executive will devote Executive’s full business efforts and time to the Company. For the duration of the Employment Term, Executive agrees not to actively engage in any other employment, occupation, or consulting activity for any direct
or indirect remuneration without the prior approval of the Board (which approval will not be unreasonably withheld); provided, however, that Executive may, without the approval of the Board, serve as a compensated director of the
Board, serve as a compensated director on one or more additional boards of directors. Additionally, Executive may, without the approval of the Board, serve in any capacity with any civic, educational, or charitable organization, provided such
services do not interfere with Executive’s obligations to the Company. 
 2. At-Will Employment. Executive and the Company agree
that Executive’s employment with the Company constitutes “at-will” employment. Executive and the Company acknowledge that this employment relationship may be terminated at any time, upon written notice to the other party, with or
without good cause or for any or no Cause, at the option either of the Company or Executive. However, as described in this Agreement, Executive may be entitled to severance benefits depending upon the circumstances of Executive’s termination of
employment. 
 3. Compensation. 

(a) Base Salary. As of the Effective Date, the Company will pay Executive an annual salary of $150,000.00 USD (one hundred fifty
thousand United States dollars) as compensation for Executive’s services (such annual salary, as is then effective, to be referred to herein as “Base Salary”). The Base Salary will be paid periodically in accordance with the
Company’s normal payroll practices and be subject to the usual, required withholdings. 
 (b) Annual Incentive. As determined by
the Board in its sole discretion, Executive may be eligible to receive an annual performance bonus of $250,000.00 USD (two hundred fifty thousand United States dollars). Such bonus, if any, will be earned and paid calendar quarterly and paid
approximately 90 (ninety) days after the end of each calendar quarter for which the bonus is earned 

 4. Employee Benefits. Executive will be eligible to participate in accordance with the
terms of all Company employee benefit plans, policies and arrangements that are applicable to other executive officers of the Company, as such plans, policies and arrangements may exist from time to time. 

5. Expenses. The Company will reimburse Executive for reasonable travel, entertainment and other expenses incurred by Executive in the
furtherance of the performance of Executive’s duties hereunder, in accordance with the Company’s expense reimbursement policy as in effect from time to time. All reimbursement expenses must be incurred while Executive is an employee of the
Company. If any portion of such reimbursements is taxable to Executive, Executive must submit proper receipts for such reimbursement within thirty (30) days of the date on which he or she incurs such expense and the Company will reimburse
Executive for such expenses within thirty (30) days of the date proper receipts are received. 
 6. Termination of Employment.
In the event Executive’s employment with the Company terminates for any reason, Executive will be entitled to any (a) unpaid Base Salary accrued up to the effective date of termination; (b) unpaid, but earned and accrued annual
incentive prorated for any completed full or partial calendar quarter as of Executive’s termination of employment, (c) pay for accrued but unused vacation that the Company is legally obligated to pay Executive; (d) benefits or
compensation as provided under the terms of any employee benefit and compensation agreements or plans applicable to Executive; (e) unreimbursed business expenses required to be reimbursed to Executive; and (f) rights to indemnification
Executive may have under the Company’s Certificate of Incorporation, Bylaws, the Agreement, or separate indemnification agreement, as applicable. In addition, if the termination is by the Company without Cause or the Executive resigns for Good
Reason, Executive will be entitled to the amounts and benefits specified in Section 7. 
 7. Severance. 

(a) Termination Without Cause or Resignation for Good Reason. If Executive’s employment is terminated by the Company without Cause
or if Executive resigns for Good Reason, then: (i) one hundred percent (100%) of Executive’s then outstanding unvested equity awards granted pursuant to the Company’s 2007 Stock Plan or any other equity incentive plan approved by
the Board shall vest as of the date of such termination/resignation; (ii) Executive will receive severance benefits in an amount equal to twelve (12) months of Executive’s Base Salary in the form of salary continuation following
Executive’s termination of employment in accordance with the Company’s normal payroll practices (such amount being referred to herein as the “Severance Payment” and such period over which the Severance Payment is made being
referred to herein as the “Severance Period”); and (iii) reimbursement for premiums paid for the group health continuation coverage premiums for Executive and Executive’s eligible dependents under the Consolidated Omnibus Budget
Reconciliation Act of 1985, as amended (“COBRA”) so as to provide Executive and Executive’s eligible dependents the same level of benefits to the same extent as in effect on the date of Executive’s termination through the lesser
of (A) twelve (12) months from the effective date of such termination, (B) the date Executive and Executive’s eligible dependents are no longer eligible to receive continuation coverage pursuant under COBRA; provided,
however, that Executive will be solely responsible for electing such coverage within the required time periods. Executive must provide Company with written notice of Executive’s new position within ten (10) business

 
days of starting any such position, or Executive shall forfeit the remainder of the Severance Payments to be made pursuant to this Agreement. 

(b) Termination without Cause or Resignation for Good Reason in Connection with a Change of Control. If Executive’s employment is
terminated by the Company without Cause or if Executive resigns for Good Reason within twelve (12) months following a Change of Control, then: (i) one hundred percent (100%) of Executive’s then outstanding unvested equity awards
granted pursuant to the Company’s 2007 Stock Plan or any other equity incentive plan approved by the Board shall vest as of the date of such termination/resignation; (ii) Executive will receive severance benefits in an amount equal to
eighteen (18) months of Executive’s Base Salary in the form of salary continuation following Executive’s termination of employment in accordance with the Company’s normal payroll practices (such amount being referred to herein as
the “Severance Payment” and such period over which the Severance Payment is made being referred to herein as the “Severance Period”); and (iii) reimbursement for premiums paid for the group health continuation coverage
premiums for Executive and Executive’s eligible dependents under the Consolidated Omnibus Budget Reconciliation Act of 1985, as amended (“COBRA”) so as to provide Executive and Executive’s eligible dependents the same level of
benefits to the same extent as in effect on the date of Executive’s termination through the lesser of (A) eighteen (18) months from the effective date of such termination, (B) the date Executive and Executive’s eligible
dependents are no longer eligible to receive continuation coverage pursuant under COBRA; provided, however, that Executive will be solely responsible for electing such coverage within the required time periods. Executive must provide
Company with written notice of Executive’s new position within ten (10) business days of starting any such position, or Executive shall forfeit the remainder of the Severance Payments to be made pursuant to this Agreement. Any benefits or
payments provided under this Section 7(b) are in lieu of, and not in addition to, any benefits or payments that otherwise might be payable under Section 7(a). 

(c) Voluntary Termination Without Good Reason or Termination for Cause. If Executive’s employment is terminated by reason of
Executive’s death or Disability, by Executive without Good Reason, or for Cause by the Company, then, except as provided in Section 6, (i) all further vesting of Executive’s outstanding equity awards will terminate immediately;
(ii) all payments of compensation by the Company to Executive hereunder will terminate immediately; and (iii) Executive will be eligible for severance benefits only in accordance with the Company’s then established plans, programs and
practices. 
 8. Conditions to the Receipt of Severance Payments. Executive’s entitlement to any severance benefits hereunder,
including Severance Payments is conditioned upon Executive’s execution and delivery to the Company of (i) a general release of claims in a form satisfactory to the Company and Executive which release is not revoked by Executive and
provided that such release of claims becomes effective no later than sixty (60) days following the termination date (such deadline, the “Release Deadline”); and (ii) Executive’s resignation from all Executive’s
employment with the Company. 
 (a) If the release of claims does not become effective by the Release Deadline, Executive shall forfeit any
rights to severance or benefits under this Agreement. In no event shall severance payments or benefits be paid or provided until the release of claims actually becomes 

 
effective and irrevocable. Any severance payments or benefits under this Agreement that would be considered Deferred Compensation Separation Benefits (as defined in Section 23) shall be paid
on, or, in the case of installments, shall not commence until, the sixtieth (60th) day following Executive’s separation from service, or, if later, such time as required by
Section 23. Except as required by Section 23, any installment payments that would have been made to Executive during the sixty (60) day period immediately following Executive’s separation from service but for the preceding
sentence shall be paid to Executive on the sixtieth (60th) day following Executive’s separation from service and the remaining payments shall be made as provided in this Agreement. 

(b) Unless otherwise required by Section 23, the Company shall pay any severance payments in continuing payments following
Executive’s termination date in accordance with the Company’s normal payroll practices; provided, however, that no severance or other benefits shall be paid or provided until the release of claims and any severance amounts or
benefits otherwise payable between Executive’s termination date and the date such release becomes effective shall be paid on the effective date of such release. If Executive should die before all of the severance amounts have been paid, such
unpaid amounts shall be paid in a lump-sum payment promptly following such event to Executive’s designated beneficiary, if living, or otherwise to the personal representative of Executive’s estate. 

9. Limitation on Payments. In the event that the severance and other benefits provided for in this Agreement or otherwise payable to
Executive (i) constitute “parachute payments” within the meaning of Section 280G of the Internal Revenue Code of 1986, as amended (the “Code”) and (ii) but for this Section 9, would be subject to the excise
tax imposed by Section 4999 of the Code, then Executive’s severance benefits under Section 7 will be either: 
 (a) delivered
in full, or 
 (b) delivered as to such lesser extent which would result in no portion of such severance benefits being subject to excise
tax under Section 4999 of the Code, 
 whichever of the foregoing amounts, taking into account the applicable federal, state and local income taxes and
the excise tax imposed by Section 4999 of the Code, results in the receipt by Executive on an after-tax basis, of the greatest amount of severance benefits, notwithstanding that all or some portion of such severance benefits may be taxable
under Section 4999 of the Code. Unless the Company and Executive otherwise agree in writing, any determination required under this Section 9 will be made in writing by the Company’s independent public accountants immediately prior to
a Change of Control (the “Accountants”), whose determination will be conclusive and binding upon Executive and the Company for all purposes. For purposes of making the calculations required by this Section 9, the Accountants may make
reasonable assumptions and approximations concerning applicable taxes and may rely on reasonable, good faith interpretations concerning the application of Sections 280G and 4999 of the Code. The Company and Executive will furnish to the
Accountants such information and documents as the Accountants may reasonably request in order to make a determination under this Section 9. The Company will bear all costs the Accountants may reasonably incur in connection with any calculations
contemplated by this Section 9. Any reduction in payments and/or benefits required by this Section 9 shall occur in the following order: (1) reduction of cash payments; (2) reduction of vesting acceleration of equity awards; and
(3) reduction 

 
of other benefits paid or provided to Executive. In the event that acceleration of vesting of equity awards is to be reduced, such acceleration of vesting shall be cancelled in the reverse order
of the date of grant for Executive’s equity awards. If two or more equity awards are granted on the same date, each award will be reduced on a pro-rata basis. 

10. Definitions. 
 (a)
Cause. For purposes of this Agreement, “Cause” will mean: 
 (i) Executive’s failure to perform the duties and
responsibilities of Executive’s position after there has been delivered to Executive a written demand for performance from the Board which describes the basis for the Board’s belief that Executive has not substantially performed
Executive’s duties and provides Executive with fifteen (15) days to take corrective action; 
 (ii) Any act of gross negligence,
willful misconduct (such as bribery, sexual harassment, violation of Company ethics policy and other actions of misconduct of similar significance) or dishonesty taken by Executive in connection with Executive’s employment with the Company, and
in the case of gross negligence such act had a material adverse effect on the Company’s business or reputation; 
 (iii) Any act of
dishonesty or moral turpitude consisting fraud or embezzlement or otherwise adversely affecting the Company’s business or reputation; 

(iv) Executive’s conviction of, or plea of nolo contendre to, a felony; 

(v) Executive’s indictment for a criminal violation of state or federal securities laws; or 

(vi) Any breach by Executive of any covenants or obligations set forth in this Agreement which is not cured within fifteen (15) days
following Executive’s receipt of written notice of such breach from the Board. 
 (b) Change of Control. For purposes of this
Agreement, “Change of Control” will mean the occurrence of any of the following events: 
 (i) Change in Ownership of the
Company. A change in the ownership of the Company, which is deemed to occur on the date that any one person, or more than one person acting as a group (“Person”), acquires ownership of the stock of the Company that, together with the
stock held by such Person, constitutes more than 50% of the total voting power of the stock of the Company, except that any financing of the Company that is approved by the Board will not be considered a Change of Control; or 

(ii) Change in Effective Control of the Company. A change in the effective control of the Company, which is deemed to occur on the
date that a majority of members of the Board is replaced during any 12-month period by directors whose appointment or election was not endorsed by a majority of the members of the Board prior to the date of the appointment or election. For purposes
of this clause (ii), if any Person is considered to be in effective control of the 

 
Company, the acquisition of additional control of the Company by the same Person will not be considered a Change of Control; or 

(iii) Change in Ownership of a Substantial Portion of the Company’s Assets. A change in the ownership of a substantial portion of
the Company’s assets, which is deemed to occur on the date that any Person acquires (either is one transaction or in multiple transactions over the 12-month period ending on the date of the most recent acquisition by such person or persons)
assets from the Company that have a total gross fair market value equal to or more than 50% of the total gross fair market value of all of the assets of the Company immediately prior to such acquisition or acquisitions. For purposes of this
subsection (iii), gross fair market value means the value of the assets of the Company, or the value of the assets being disposed of, determined without regard to any liabilities associated with such assets. 

For purposes of the above sections, persons will be considered to be acting as a group if they are owners of a corporation that enters into a
merger, consolidation, purchase or acquisition of stock, or similar business transaction with the Company. 
 Notwithstanding the foregoing
provisions of this definition, a transaction will not be deemed a Change of Control unless the transaction qualifies as a “change in control event” within the meaning of Section 409A. Further and for the avoidance of doubt, a
transaction will not constitute a Change of Control if: (i) its sole purpose is to change the state of the Company’s incorporation, or (ii) its sole purpose is to create a holding company that will be owned in substantially the same
proportions by the persons who held the Company’s securities immediately before such transaction. 
 (c) Disability. For
purposes of this Agreement, “Disability” means that Executive is unable to engage in any substantial gainful activity by reason of any medically determinable physical or mental impairment that can be expected to result in death or can be
expected to last for a continuous period of not less than twelve (12) months. 
 (d) Good Reason. For purposes of this
Agreement, “Good Reason” means Executive’s termination of employment within ninety (90) days following the expiration of any cure period (as discussed below) following the occurrence of any of the following, without
Executive’s express written consent: 
 (i) The assignment to Executive of any duties, authority or responsibilities, or the reduction
of Executive’s duties, authority or responsibilities, either of which results in a material reduction of Executive’s duties, authority or responsibilities, relative to Executive’s duties, authority or responsibilities as in effect
immediately prior to such reduction; 
 (ii) A material reduction by the Company in the base compensation of Executive as in effect
immediately prior to such reduction other than pursuant to a reduction that (A) also is applied to substantially all other executive officers of the Company and (B) does not result in an aggregate reduction of Executive’s Base Salary
and/or annual cash incentive to less than 50% of the Base Salary and/or annual cash incentive that was in effect immediately prior to the initial reduction of Executive’s Base Salary and/or annual cash incentive by the Company; 

 (iii) A material change in the geographic location at which Executive must perform services (in
other words, the relocation of Executive to a facility or location more than fifty (50) miles from Executive’s then present location); or 

(iv) Any other action or inaction that constitutes a material breach of the terms of the Agreement. 

Executive shall not resign for Good Reason without first providing the Company with written notice within ninety (90) days of the event
that Executive believe constitutes “Good Reason” specifically identifying the acts or omissions constituting the grounds for Good Reason and a reasonable cure period of not less than thirty (30) days. 

11. Indemnification. Subject to applicable law, Executive will be provided indemnification to the maximum extent permitted by the
Company’s Certificate of Incorporation or Bylaws, including, if applicable, any directors and officers insurance policies, with such indemnification to be on terms determined by the Board or any of its committees, but on terms no less favorable
than provided to any other Company executive officer or director and subject to the terms of any separate written indemnification agreement. 

12. Assignment. This Agreement will be binding upon and inure to the benefit of (a) the heirs, executors and legal representatives
of Executive upon Executive’s death, and (b) any successor of the Company. Any such successor of the Company will be deemed substituted for the Company under the terms of this Agreement for all purposes. For this purpose,
“successor” means any person, firm, corporation, or other business entity which at any time, whether by purchase, merger, or otherwise, directly or indirectly acquires all or substantially all of the assets or business of the Company. None
of the rights of Executive to receive any form of compensation payable pursuant to this Agreement may be assigned or transferred except by will or the laws of descent and distribution. Any other attempted assignment, transfer, conveyance, or other
disposition of Executive’s right to compensation or other benefits will be null and void. 
 13. Notices. All notices, requests,
demands and other communications called for hereunder will be in writing and will be deemed given (a) on the date of delivery if delivered personally; (b) one (1) day after being sent overnight by a well established commercial
overnight service; or (c) four (4) days after being mailed by registered or certified mail, return receipt requested, prepaid and addressed to the parties or their successors at the following addresses, or at such other addresses as the
parties may later designate in writing: 
 If to the Company: 

Rimini Street 
 7251 West Lake
Mead Blvd, Suite 300 
 Las Vegas, Nevada 89128 

Attention: Legal Department 

Facsimile: (702) 973-7491 

E-mail address: legal@riministreet.com 

 If to Executive: 

at the last residential address known by the Company. 

14. Severability. If any provision hereof becomes or is declared by a court of competent jurisdiction to be illegal, unenforceable, or
void, this Agreement will continue in full force and effect without said provision. 
 15. Arbitration. 

(a) General. In consideration of Executive’s service to the Company, its promise to arbitrate all employment-related disputes and
Executive’s receipt of the compensation, pay raises and other benefits paid to Executive by the Company, at present and in the future, Executive agrees that any and all controversies, claims, or disputes with anyone (including the Company and
any employee, officer, director, shareholder or benefit plan of the Company in their capacity as such or otherwise) arising out of, relating to, or resulting from Executive’s service to the Company under this Agreement or otherwise or the
termination of Executive’s service with the Company, including any breach of this Agreement, shall be subject to binding arbitration. Disputes which Executive agrees to arbitrate, and thereby agrees to waive any right to a trial by jury,
include any statutory claims under state or federal law, including, but not limited to, claims under Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act of 1990, the Age Discrimination in Employment Act of 1967, the
Older Workers Benefit Protection Act, claims of harassment, discrimination or wrongful termination and any statutory claims. Executive further understands that this Agreement to arbitrate also applies to any disputes that the Company may have with
Executive. 
 (b) Procedure. Executive agrees that any arbitration will be administered by the American Arbitration Association
(“AAA”) and that a neutral arbitrator will be selected in a manner consistent with its National Rules for the Resolution of Employment Disputes (the “Rules”). Executive agrees that the arbitrator shall have the power to decide
any motions brought by any party to the arbitration, including motions for summary judgment and/or adjudication and motions to dismiss and demurrers, prior to any arbitration hearing. Executive agrees that the arbitrator shall issue a written
decision on the merits. Executive also agrees that the arbitrator shall have the power to award any remedies, including attorneys’ fees and costs, available under applicable law. Executive understands the Company will pay for any administrative
or hearing fees charged by the arbitrator or AAA except that Executive shall pay the first $125.00 of any filing fees associated with any arbitration Executive initiates. Executive agrees that the arbitrator shall administer and conduct any
arbitration in a manner consistent with the Rules. 
 (c) Remedy. Except as provided by the Rules, arbitration shall be the sole,
exclusive and final remedy for any dispute between Executive and the Company. Accordingly, except as provided for by the Rules, neither Executive nor the Company will be permitted to pursue court action regarding claims that are subject to
arbitration. Notwithstanding, the arbitrator will not have the authority to disregard or refuse to enforce any lawful Company policy, and the arbitrator shall not order or require the Company to adopt a policy not otherwise required by law which the
Company has not adopted. 

 (d) Availability of Injunctive Relief. In addition to the right under the Rules to
petition the court for provisional relief, Executive agrees that any party may also petition the court for injunctive relief where either party alleges or claims a violation of this Agreement or any other agreement regarding trade secrets,
confidential information, or nonsolicitation. In the event either party seeks injunctive relief, the prevailing party shall be entitled to recover reasonable costs and attorneys’ fees. 

(e) Administrative Relief. Executive understands that this Agreement does not prohibit Executive from pursuing an administrative claim
with a local, state or federal administrative body such as the Department of Fair Employment and Housing, the Equal Employment Opportunity Commission, or the workers’ compensation board. This Agreement does, however, preclude Executive from
pursuing court action regarding any such claim. 
 (f) Voluntary Nature of Agreement. Executive acknowledges and agrees that
Executive is executing this Agreement voluntarily and without any duress or undue influence by the Company or anyone else. Executive further acknowledges and agrees that Executive has carefully read this Agreement and that Executive has asked any
questions needed for Executive to understand the terms, consequences and binding effect of this Agreement and fully understand it, including that Executive is waiving Executive’s right to a jury trial. Finally, Executive agrees that
Executive has been provided an opportunity to seek the advice of an attorney of Executive’s choice before signing this Agreement. 

16. Integration. This Agreement, Executive’s Confidential and Invention Assignment Agreement, together with the Company’s
2007 Stock Plan and any stock purchase or stock option agreements between the Executive and the Company which describe Executive’s outstanding equity awards, represents the entire agreement and understanding between the parties as to the
subject matter herein and supersedes all prior or contemporaneous agreements whether written or oral. No waiver, alteration, or modification of any of the provisions of this Agreement will be binding unless in a writing and signed by duly authorized
representatives of the parties hereto. In entering into this Agreement, no party has relied on or made any representation, warranty, inducement, promise, or understanding that is not in this Agreement. 

17. Waiver of Breach. The waiver of a breach of any term or provision of this Agreement, which must be in writing, will not operate as
or be construed to be a waiver of any other previous or subsequent breach of this Agreement. 
 18. Survival. The Company’s and
Executive’s responsibilities under Sections 7 and 8 will survive the termination of this Agreement. 
 19. Headings. All
captions and Section headings used in this Agreement are for convenient reference only and do not form a part of this Agreement. 
 20.
Tax Withholding. All payments made pursuant to this Agreement will be subject to withholding of applicable taxes. 

 21. Governing Law. This Agreement will be governed by the laws of the State of Nevada
without regard to its conflict of laws provisions. 
 22. Acknowledgment. Executive acknowledges that she has had the opportunity to
discuss this matter with and obtain advice from Executive’s private attorney, has had sufficient time to, and has carefully read and fully understands all the provisions of this Agreement, and is knowingly and voluntarily entering into this
Agreement. 
 23. Code Section 409A. 

(a) Notwithstanding anything to the contrary in this Agreement, no severance payable to Executive, if any, pursuant to this Agreement, when
considered together with any other severance payments or separation benefits that are considered deferred compensation under Section 409A of the Code and the final regulations and any guidance promulgated thereunder
(“Section 409A”) (together, the “Deferred Compensation Separation Benefits”) shall be payable until Executive has a “separation from service” within the meaning of Section 409A. Similarly, no severance payable
to Executive, if any, pursuant to this Agreement that otherwise would be exempt from Section 409A pursuant to Treasury Regulation Section 1.409A-1(b)(9) will be payable until Executive has a “separation from service” within the
meaning of Section 409A. 
 (b) Further, if Executive is a “specified employee” within the meaning of Section 409A at
the time of Executive’s separation from service (other than due to Executive’s death), then the Deferred Compensation Separation Benefits that are payable within the first six (6) months following Executive’s separation from
service shall become payable on the first payroll date that occurs on or after the date six (6) months and one (1) day following the date of Executive’s separation from service. All subsequent Deferred Compensation Separation
Benefits, if any, shall be payable in accordance with the payment schedule applicable to each payment or benefit. Notwithstanding anything herein to the contrary, if Executive dies following Executive’s separation from service but prior to the
six (6) month anniversary of the separation from service, then any payments delayed in accordance with this paragraph shall be payable in a lump sum as soon as administratively practicable after the date of Executive’s death and all other
Deferred Compensation Separation Benefits shall be payable in accordance with the payment schedule applicable to each payment or benefit. Each payment and benefit payable under this Agreement is intended to constitute a separate payment for purposes
of Section 1.409A-2(b)(2) of the Treasury Regulations. 
 (c) Any amount paid under this Agreement that satisfies the requirements of
the “short-term deferral” rule set forth in Section 1.409A-1(b)(4) of the Treasury Regulations shall not constitute Deferred Compensation Separation Benefits for purposes of clause (a) above. 

(d) Any amount paid under this Agreement that qualifies as a payment made as a result of an involuntary separation from service pursuant to
Section 1.409A-1(b)(9)(iii) of the Treasury Regulations that do not exceed the Section 409A Limit (as defined below) shall not constitute Deferred Compensation Separation Benefits for purposes of clause (a) above. 

(e) For purposes of this Agreement, “Section 409A Limit” means the lesser of 2 times: (i) Executive’s annualized
compensation based upon the annual rate of pay paid to Executive 

 
during Executive’s taxable year preceding Executive’s taxable year of Executive’s separation from service as determined under Treasury
Regulation Section 1.409A-1(b)(9)(iii)(A)(1) and any Internal Revenue Service guidance issued with respect thereto; or (ii) the maximum amount that may be taken into account under a qualified plan pursuant to Section 401(a)(17)
of the Internal Revenue Code for the year in which Executive’s separation from service occurred. 
 (f) The foregoing provisions are
intended to comply with the requirements of Section 409A so that none of the severance payments and benefits to be provided hereunder shall be subject to the additional tax imposed under Section 409A, and any ambiguities herein shall be
interpreted to so comply. The Company and Executive agree to work together in good faith to consider amendments to this Agreement and to take such reasonable actions which are necessary, appropriate or desirable to avoid imposition of any additional
tax or income recognition prior to actual payment to Executive under Section 409A. 
 24. Counterparts. This Agreement may be
executed in counterparts, and each counterpart will have the same force and effect as an original and will constitute an effective, binding agreement on the part of each of the undersigned. 

**** 

 IN WITNESS WHEREOF, each of the parties has executed this Agreement, in the case of the Company
by a duly authorized officer, as of the day and year written below. 
 COMPANY: 

 

							
	RIMINI STREET, INC.	 		 	
			
	 /s/ Thomas C. Shay
	 		 	Date: May 1, 2009
				
	By:	 	Thomas C. Shay, Board Secretary	 		 	
			
	EXECUTIVE:	 		 	
			
	 /s/ Seth A. Ravin
	 		 	Date: May 1, 2009
	Seth A. Ravin	 		 	

 [SIGNATURE PAGE TO SETH A. RAVIN EMPLOYMENT AGREEMENT] 

					
		  		 	Rimini Street, Inc.
		  		 	7251 West Lake Mead Blvd., Suite 300            
		  		 	Las Vegas, Nevada 89128
		  		 	Phone +1 702.839.9671
		  		 	Fax +1 925.397.3193
		  		 	E-mail: HR@riministreet.com

 June 14, 2013 
 Seth Ravin

 Re: Updated terms of employment with Rimini Street, Inc. 

Dear Seth: 
 As you know, Rimini Street, Inc. (“Rimini
Street” or the “Company”) has been growing at a fast pace year-over-year, and the Company and its international affiliates now employ hundreds of talented, hardworking colleagues around the world. Rimini Street is committed to
providing all our colleagues with a challenging and exciting career and work environment with industry-leading compensation and benefits. 
 As we continue
to grow and evolve, it is important that we update our employment records and make sure that your employment documents are kept current with changes that are made to employment terms and conditions. Accordingly, we ask that you please carefully
review the most current terms of employment details provided below and sign this document for your updated employee file. These updated terms of employment shall have no effect on your existing obligations pursuant to our current Employee
Intellectual Property and Confidentiality Agreement, the Rimini Street Acceptable Use Policy, the Rimini Street Employee Handbook and applicable state addendum, any other existing terms and conditions of your employment not addressed herein, nor any
other terms and conditions required by law. 
 Also, please note that these updated terms of employment do not constitute an employment contract. Your
employment with Rimini Street remains “at will,” meaning that either you or the Company can terminate your employment at any time, for any reason or no reason. As you would expect, Rimini Street reserves the right to adjust and change job
profiles, compensation plans, employee roles, and other terms and conditions as it deems necessary. 
 EXEMPT POSITION DETAIL: 

 

							
	Title:	  	Chief Executive Officer	  	FLSA:	  	Exempt (FLSA-Classification)
	Reports to:	  		  	Category:	  	Full-time, Regular
	Location:	  	Pleasanton	  	Employed Since:	  	1/3/2006
		  	(If home office: internet, telephone costs and charges, and reasonable office supply expenses are reimbursable.)	  	Benefits:	  	Regular employees working at least 30 hours per week are eligible for benefits, as described in the Employee Handbook and applicable benefit plan documents.

  

			
	Job Duties:	  	(As previously provided to you or as directed by your manager)
	Base Salary:	  	
		  	$250, 000 USD annualized ($20833.34 per month, paid semi-monthly)
	Target Quarterly Performance Bonus:
		  	$46,875, subject to the Company Bonus Program terms and conditions described in Exhibit A.
	Target Annual Retention Bonus:
		  	$62,500, subject to the Company Bonus Program terms and conditions described in Exhibit A.
	Equity:	  	(Common Stock Options, if any, as previously expressly granted to you in writing)

 To confirm your receipt and review of these updated terms of employment, we ask that you please e-sign below
utilizing the electronic signature method provided. Alternatively, you can sign and return an electronic copy via e-mail. 
 Thank you for your time and
attention to this matter, and for your continued contributions as a member of the Rimini Street team. We look forward to continuing our work together to redefine enterprise software support. 

Regards, 
 Seth A. Ravin 

CEO 
 Rimini Street, Inc. 

I, Seth Ravin, hereby accept these updated terms of employment: 
  

					
	 /s/ Seth Ravin
	 		 	June 18, 2013
	Signature	 		 	Date

 EXHIBIT A 

Company Bonus Program 
 To reward
employees for achievement of specific company goals, and for the employee’s own individual contributions to company success, Rimini Street, Inc. (hereinafter referred to as the “Company”) offers a competitive bonus program to eligible
employees (the “Company Bonus Program”). 
 The Company Bonus Program may include a Quarterly Performance Bonus and/or an Annual Retention Bonus,
as provided in the employee’s employment offer letter. The Company offers these bonus programs in its discretion, and reserves the right to modify or revoke the bonus programs at any time. 

Quarterly Performance Bonus: 
 The Quarterly
Performance Bonus is calculated by multiplying the employee’s Quarterly Target Performance Bonus (dollar amount) by the Quarterly Company Performance Factor and the Quarterly Personal Performance Factor. 

The Quarterly Company Performance Factor is determined based on the Company’s achievement of quarterly targets for client invoicing (80%) and
expenses (20%), and may be modified upward or downward based on achievement of client satisfaction targets. 
 The Quarterly Personal Performance Factor is
a percentage determined at the discretion of the employee’s manager (and approved or modified by senior management) based on the employee’s achievement of individual goals and objectives, and overall contribution to the Company’s
success. 
 The Quarterly Performance Bonus shall be paid on according to the following schedule: Q1 Quarterly Bonus (covering the period January 1
through March 31) shall be paid on or before June 30; Q2 Quarterly Bonus (covering the period April 1 through June 30) shall be paid on or before September 30; Q3 Quarterly Bonus (covering the period July 1 through
September 30) shall be paid on or before December 31; and Q4 Quarterly Bonus (covering the period October 1 through December 31) shall be paid on or before March 15 of the following year. 

Effective January 1, 2013, for those employees eligible to receive a Quarterly Performance Bonus, eligibility begins on the employee’s start of
employment and is pro-rated in the employee’s first calendar quarter. Thereafter, to be eligible for the Quarterly Performance Bonus in a given calendar quarter, the employee must be employed through the last day of the calendar quarter in
question. The Quarterly Performance Bonus shall be pro-rated to account for any extended absence (meaning more than 5 contiguous days, excluding approved PTO) during the applicable bonus period, pro-rated based on a 365-day year. The employee shall
not be eligible for any Quarterly Performance Bonus for any quarter in which one or more of the following conditions exists: (a) employee’s employment ends before the completion of a given calendar quarter; (b) the Quarterly Company
Performance Factor is less than 50%; (c) the employee was not in good standing, including, but not limited to, subject to a Performance Improvement Plan; or (d) the employee’s Quarterly Personal Performance Factor is less than 70%.

 Annual Retention Bonus: 
 The Company provides
eligible employees with Annual Retention Bonus to reward loyalty, performance and added value to Rimini Street through continued employment. 
 The Annual
Retention Bonus is determined by multiplying the employee’s Target Annual Retention Bonus (dollar amount) by the Annual Company Performance Factor and the average of the Quarterly Personal Performance Factor used for the Quarterly Performance
Bonus payments made to employee from January 1 through December 31 of the prior calendar year. 
 The Annual Company Performance Factor is
determined based on the Company’s achievement of annual targets for client invoicing (80%) and expenses (20%), and may be modified upward or downward based on achievement of client satisfaction targets averaged for the entire year. 

 The Annual Retention Bonus shall be paid on or before March 15 of the following year. 

Effective January 1, 2013, for those employees eligible to receive an Annual Retention Bonus, eligibility begins on the employee’s start of
employment and is pro-rated for the employee’s first calendar year. Thereafter, to be eligible for the Annual Retention Bonus for a given calendar year, the employee must be employed through the last day of the calendar year in question. The
Annual Retention Bonus shall be pro-rated to account for any extended absence (meaning more than 5 contiguous days, excluding approved PTO) during the applicable bonus period, pro-rated based on a 365-day year. The bonus shall also be pro-rated to
exclude those days of the year in which the employee was not in good standing (including, without limitation, those days in which the employee was subject to a Performance Improvement Plan). The employee shall not be eligible for any Annual
Retention Bonus for any calendar year in which one or more of the following conditions exists: (a) employee’s employment ends before the completion of a given calendar year; (b) the Annual Company Performance Factor is less than 50%;
or (c) the employee’s average Quarterly Personal Performance Factor is less than 70% for the calendar year. 
 The bonus shall also be pro-rated
to exclude those days of the year in which the employee was not in good standing (including without limitation those days in which the employee was subject to a Performance Improvement Plan). 

Questions or concerns about this Company Bonus Policy should be discussed with Human Resources. 

 CONFIDENTIAL MEMORANDUM 

 

			
	TO:	    	Seth Ravin
	FROM:	    	Human Resources
		
	DATE:	    	September 12, 2013
		
	RE:	    	Merit Rate Change

  
  

Dear Seth, 
 Congratulations, we are pleased to share with you
that you have received a merit increase effective September 1, 2013. Your salary will adjust to $275,000 per annum. Your new target quarterly performance bonus is $51,562.50 per quarter and your new target annual retention bonus is $68,750 

All other benefits will remain the same per Rimini Street Inc. current year plans. 

PLEASE NOTE: Employment at Rimini Street, Inc. (“company”) is at-will. As an at-will employee of the Company, just as you have the right to leave
your employment at any time with or without cause, the Company has the right to end your employment at any time, with or without cause, for any reason. As an at-will employee, your position, duties, compensation, and benefits are subject to change
at any time at the discretion of the Company. 
 Please indicate your acceptance by signing and dating your name below: 

 

									
	Name	 	 Seth Ravin
	 		 	Date:	 	 Sep 15, 2013

 CC:  Hiring Manager 

        Personnel File 
  

			
	Signature:	 	 /s/ Seth Ravin

		 	Seth Ravin (Sep 15, 2013)
		
	Email:	 	sravin@riministreet.comEX-10.6

 Exhibit 10.6 

Rimini Street, Inc. 
 7251
West Lake Mead Blvd. 
 Suite 300 

Las Vegas, Nevada 89128 
 (702)
839-9671 
 December 6, 2008 
 Kevin Maddock 

Dear Kevin: 
 It is with great pleasure that Rimini Street, Inc.
presents to you this Offer of Employment to join the Rimini Street, Inc. team with the position of Senior Vice President, Global Sales. This Offer of Employment is made conditioned upon your acceptance and execution of the Rimini Street, Inc.
Employee Intellectual Property and Confidentiality Agreement, a standard background check, and any other terms and conditions of employment described herein. 

Please be aware that this offer must be accepted by December 12, 2008 at 11:00 PM Pacific Time, and is not meant to be construed as an employment
contract. Your employment with Rimini Street, Inc. will be “at will,” meaning that either you or Rimini Street, Inc. can terminate your employment at any time, for any reason or no reason. Please review the position details below,
including the current compensation plan. As you would expect, Rimini Street reserves the right to adjust and change job profiles, compensation plans, and employee roles as it deems necessary. 

If everything is in order, and you would like to accept this Offer of Employment, please (1) fax this letter to me along with your signature
accepting the position, and (2) fax to me the signed Employee Intellectual Property and Confidentiality Agreement. Upon acknowledgement of your acceptance, we will contact you to arrange for delivery of payroll and benefit information and other
items as appropriate for your new position with Rimini Street. 
 POSITION DETAILS: 

 

			
	Title:	  	Senior Vice President, Global Sales
	Reports to:	  	Seth A. Ravin, CEO & President
	Home Location:	  	RSI Office Pleasanton, CA
	Job Duties:	  	Worldwide sales duties
	Start Date:	  	December 15, 2009
	Base Salary:	  	$12500 per month ($150,000.00 USD annualized)
	Target Quarterly Incentive:	  	Quarter-Ending March 31, 2009: $37,500; Quarter-Ending June 30, 2009: $43,750; Quarter-Ending September 30, 2009: $50,000; Quarter-Ending December 31 2009: $56,250; Thereafter Quarterly Incentive Target shall be $62,500. Incentives
paid approx. 90 days after each calendar quarter completed. If less than 50% of goals achieved, bonus is zero dollars for that quarter. If achievement is over 100% for a quarter, bonus is not capped.
	Benefits:	  	Employee Benefits Package (Executive) disability insurance, and long-term disability insurance, Flexible Spending Account and 401K match
	Equity:	  	200,000 Common Stock shares, vesting evenly on the annual employment anniversary

			
		 	over a three (3) Year period from first date of continuous employment. Options will be issued according to Employee Stock Option Plan Agreement. You will need to execute and agree to in order to participate in the program.
		 	All Stock shares will accelerate and be considered vested immediately if: (a) the sale of all or substantially all the assets of the company or a sale of more than 50% of the equity interests of the company in a single
transaction OR a merger, consolidation, or similar transaction involving the company following which persons entitled to elect a majority of the members of the board of Directors are unable to do so following the completion of the transaction (a
“Change of Control Event”); AND (b) there occurs the termination of the Employee without cause within 365 calendar days following the Change of Control Event OR the employee’s resignation within 90 days after one or more of the
following events occurs without his consent within 365 calendar days after the Change of Control Event: a material diminution in employee’s position, responsibilities, base salary target bonus or the relocation of the employees place of
employment beyond a radius of 50 miles of his place of employment or home address preceding the Change of Control Event.
		
		 	In accordance with the Stockholders Agreement, all Common Stock shareholders shall have “tag along”, drag along”, proportioned first rights of refusal and other rights and obligations available to shareholders of
Rimini Street, Inc. Common Stock.

 For acceptance, please return a signed copy of this Offer Letter by fax to the following number (702) 973-7491.

 I look forward to working with you to redefine enterprise software support at Rimini Street, Inc. 

Regards, 
 /s/ Seth A. Ravin 

Seth A. Ravin 
 President & CEO 

I, Kevin Maddock, hereby accept this Offer of Employment: /s/ Kevin
Maddock                         

Date of Acceptance: December 13, 2008 

  
 -2- 

					
		 		  	 Rimini Street, Inc.
 7251 West Lake Mead
Blvd., Suite 300            
 Las Vegas, Nevada 89128

Phone +1 702.839.9671
 Fax +1 925.397.3193

E-mail: HR@riministreet.com

 May 14, 2013 
 Kevin
Maddock 
 Re: Updated terms of employment with Rimini Street, Inc. 

Dear Kevin: 
 As you know, Rimini Street, Inc. (“Rimini
Street” or the “Company”) has been growing at a fast pace year-over-year, and the Company and its international affiliates now employ hundreds of talented, hardworking colleagues around the world. Rimini Street is committed to
providing all our colleagues with a challenging and exciting career and environment with industry-leading compensation and benefits. 
 As we continue to
grow and evolve, it is important that we update our employment records and make sure that your employment documents are kept current with changes that are made to employment terms and conditions. Accordingly, we ask that you please carefully
review the most current terms of employment details provided below and sign this document for your updated employee file. These updated terms of employment shall have no effect on your existing obligations pursuant to our current Employee
Intellectual Property and Confidentiality Agreement, the Rimini Street Acceptable Use Policy, the Rimini Street Employee Handbook and applicable state addendum, any other existing terms and conditions of your employment not addressed herein, nor any
other terms and conditions required by law. 
 Also, please note that these updated terms of employment do not constitute an employment contract. Your
employment with Rimini Street remains “at will,” meaning that either you or the Company can terminate your employment at any time, for any reason or no reason. As you would expect, Rimini Street reserves the right to adjust and change job
profiles, compensation plans, employee roles, and other terms and conditions as it deems necessary. 
 EXEMPT POSITION DETAIL: 

 

							
	Title:	  	SVP, Global Sales	  	FLSA:	  	Exempt (FLSA-Classification)
	Reports to:	  	Sebastian Grady	  	Category:	  	Full-time, Regular
	Location:	  	Pleasanton	  	Employed Since:	  	12/15/2008
		  	(If home office: internet, telephone costs and charges, and reasonable office supply expenses are reimbursable.)	  	Benefits:	  	Regular employees working at least 30 hours per week are eligible for benefits, as described in the Employee Handbook and applicable benefit plan documents.
	Job Duties:	  	(As previously provided to you or as directed by your manager)	  		  	
	Base Salary:	  	
		  	$212500.0799 USD annualized ($17708.34 per month, paid semi-monthly)
	Target Quarterly Performance Bonus:	  		  	
		  	$39843.75, subject to the Company Bonus Program terms and conditions described in Exhibit A.
	Target Annual Retention Bonus:	  		  	
		  	$53125, subject to the Company Bonus Program terms and conditions described in Exhibit A.
	Equity:	  	(Common Stock Options, if any, as previously expressly granted to you in writing)

 To confirm your receipt and review of these updated terms of employment, we ask that you please e-sign below utilizing the
electronic signature method provided. Alternatively, you can sign and return an electronic copy via e-mail. 

 Thank you for your time and attention to this matter, and for your continued contributions as a member of the
Rimini Street team. We look forward to continuing our work together to redefine enterprise software support. 
 Regards, 

Seth A. Ravin 
 CEO 

Rimini Street, Inc. 
 I, Kevin Maddock, hereby accept these
updated terms of employment: 
  

					
	 /s/ Kevin Maddock
	 		 	 June 10, 2013

	Signature	 		 	Date

 EXHIBIT A 

Company Bonus Program 
 To reward
employees for achievement of specific company goals, and for the employee’s own individual contributions to company success, Rimini Street, Inc. (hereinafter referred to as the “Company”) offers a competitive bonus program to eligible
employees (the “Company Bonus Program”). 
 The Company Bonus Program may include a Quarterly Performance Bonus and/or an Annual Retention Bonus,
as provided in the employee’s employment offer letter. The Company offers these bonus programs in its discretion, and reserves the right to modify or revoke the bonus programs at any time. 

Quarterly Performance Bonus: 
 The Quarterly
Performance Bonus is calculated by multiplying the employee’s Quarterly Target Performance Bonus (dollar amount) by the Quarterly Company Performance Factor and the Quarterly Personal Performance Factor. 

The Quarterly Company Performance Factor is determined based on the Company’s achievement of quarterly targets for client invoicing (80%) and
expenses (20%), and may be modified upward or downward based on achievement of client satisfaction targets. 
 The Quarterly Personal Performance Factor is
a percentage determined at the discretion of the employee’s manager (and approved or modified by senior management) based on the employee’s achievement of individual goals and objectives, and overall contribution to the Company’s
success. 
 The Quarterly Performance Bonus shall be paid on according to the following schedule: Q1 Quarterly Bonus (covering the period January 1
through March 31) shall be paid on or before June 30; Q2 Quarterly Bonus (covering the period April 1 through June 30) shall be paid on or before September 30; Q3 Quarterly Bonus (covering the period July 1 through
September 30) shall be paid on or before December 31; and Q4 Quarterly Bonus (covering the period October 1 through December 31) shall be paid on or before March 15 of the following year. 

Effective January 1, 2013, for those employees eligible to receive a Quarterly Performance Bonus, eligibility begins on the employee’s start of
employment and is pro-rated in the employee’s first calendar quarter. Thereafter, to be eligible for the Quarterly Performance Bonus in a given calendar quarter, the employee must be employed through the last day of the calendar quarter in
question. The Quarterly Performance Bonus shall be pro-rated to account for any extended absence (meaning more than 5 contiguous days, excluding approved PTO) during the applicable bonus period, pro-rated based on a 365-day year. The employee shall
not be eligible for any Quarterly Performance Bonus for any quarter in which one or more of the following conditions exists: (a) employee’s employment ends before the completion of a given calendar quarter; (b) the Quarterly Company
Performance Factor is less than 50%; (c) the employee was not in good standing, including, but not limited to, subject to a Performance Improvement Plan; or (d) the employee’s Quarterly Personal Performance Factor is less than 70%.

 Annual Retention Bonus: 
 The Company provides
eligible employees with Annual Retention Bonus to reward loyalty, performance and added value to Rimini Street through continued employment. 
 The Annual
Retention Bonus is determined by multiplying the employee’s Target Annual Retention Bonus (dollar amount) by the Annual Company Performance Factor and the average of the Quarterly Personal Performance Factor used for the Quarterly Performance
Bonus payments made to employee from January 1 through December 31 of the prior calendar year. 
 The Annual Company Performance Factor is
determined based on the Company’s achievement of annual targets for client invoicing (80%) and expenses (20%), and may be modified upward or downward based on achievement of client satisfaction targets raged for the entire year. 

 The Annual Retention Bonus shall be paid on or before March 15 of the following year. 

Effective January 1, 2013, for those employees eligible to receive an Annual Retention Bonus, eligibility begins on the employee’s start of
employment and is pro-rated for the employee’s first calendar year. Thereafter, to be eligible for the Annual Retention Bonus for a given calendar year, the employee must be employed through the last day of the calendar year in question. The
Annual Retention Bonus shall be pro-rated to account for any extended absence (meaning more than 5 contiguous days, excluding approved PTO) during the applicable bonus period, pro-rated based on a 365-day year. The bonus shall also be pro-rated to
exclude those days of the year in which the employee was not in good standing (including, without limitation, those days in which the employee was subject to a Performance Improvement Plan). The employee shall not be eligible for any Annual
Retention Bonus for any calendar year in which one or more of the following conditions exists: (a) employee’s employment ends before the completion of a given calendar year; (b) the Annual Company Performance Factor is less than 50%;
or (c) the employee’s average Quarterly Personal Performance Factor is less than 70% for the calendar year. 
 The bonus shall also be pro-rated
to exclude those days of the year in which the employee was not in good standing (including without limitation those days in which the employee was subject to a Performance Improvement Plan). 

Questions or concerns about this Company Bonus Policy should be discussed with Human Resources. 

  
 -2-

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