Document:

EX-10.32

 Exhibit 10.32 
 Amendment #1 
 to the 

Yahoo! Publisher Network Contract #1-23975446 
 Effective as of January 1, 2011 (“Original Agreement”) 
 This Amendment #1 to the Original Agreement (“Amendment #1”) is made effective as of the latter date of Yahoo!’s or Publisher’s signature below (“Amendment #1 Effective
Date”) by and between Yahoo! Inc. and Yahoo! Sarl, on the one hand (“Yahoo!”), and InfoSpace Sales LLC and Blucora, Inc. (f/k/a InfoSpace Inc.), on the other hand (“Publisher”). All capitalized terms not
defined herein shall have the meanings assigned to them in the Original Agreement. 
 In consideration of these mutual covenants
and for such other good and valuable consideration, the sufficiency of which is acknowledged by the parties hereto, Yahoo! and Publisher desire to amend the Original Agreement as follows: 

 

	1.	The “Compensation” section of the SO is amended to include the following: 

In addition to the foregoing compensation provisions, Yahoo! will also pay to Publisher with respect to the Test (as defined in Section E
of Attachment A) a total of $10,000 for each calendar month during the Test Period (as defined in Section E of Attachment), prorated as applicable for partial calendar months during which the Test is active. For clarity, if the Test is terminated
prior to the end of the Test Period, then (1) Yahoo! shall not be obligated to pay Publisher for any remaining partial or calendar months of the Test Period, and (2) Yahoo! will only pay to Publisher a prorated payment for any partial
calendar month during which the Test terminated. 
  

	2.	Attachment A (Implementation Requirements) of the Original Agreement is amended to including the following new Section E: 

 

	 	E.	Test Implementation. 

  

	 	1.	Beginning on December 3, 2012 (“Test Launch Date”) and for a period of 6 months thereafter (“Test Period”), Publisher and Yahoo!
will conduct a test implementation of search results pages on certain Publisher’s Offerings as set forth in this Section E (“Test”). Yahoo! may terminate the Test at any time for any reason prior to the end of the Test Period
with at least 15 days prior written notice to Publisher. 

  

	 	2.	With respect to www.dogpile.com, www.metacrawler.com and www.excite.com, Publisher will display only Yahoo! Results on search results pages in
response to Queries for the keywords listed in Exhibit 2 to Attachment A, as shown in the mockups attached hereto or as approved in writing by Yahoo!. Publisher will display a minimum of 5 Paid Results Above the Fold at the top of such search
results pages as shown in the mockups and will ensure that no other paid search listings, Third Party Paid Results or algorithmic listings are displayed on such search results pages. 

 

	 	3.	 With respect to www.webcrawler.com, Publisher will display only Yahoo! Results on search results pages in response to a certain percentage of
total Queries in a calendar month, as shown in the mockups attached hereto or as approved in writing by Yahoo!. Publisher will display a minimum of 5 Paid Results Above the Fold at

  
 1 

	 	
the top of such search results pages as shown in the mockups and will ensure that no other paid search listings, Third Party Paid Results or algorithmic listings are displayed on such search
results pages. 

  

	3.	The Original Agreement is amended to include Exhibit 2 to Attachment A and the mockups, each as attached to this Amendment #1. 

 

	4.	In the event of any conflict between the terms and conditions of the Original Agreement and the terms and conditions of this Amendment #1, the terms and conditions of
this Amendment #1 shall control. Except as amended by this Amendment #1, the Original Agreement shall remain in full force and effect in accordance with its terms. This Amendment #1 may be executed in two or more counterparts, each of which shall be
deemed to be an original, but all of which together shall constitute one and the same instrument. 

 [SIGNATURE
PAGE FOLLOWS] 

  
 2 

 [SIGNATURE PAGE TO AMENDMENT #1] 

IN WITNESS WHEREOF, the parties hereto have caused this Amendment #1 to the Original Agreement to be executed by their duly authorized
representatives as of the Amendment #1 Effective Date. 
  

									
	YAHOO! INC.	 		 	INFOSPACE SALES LLC
					
	By:	  	 /S/    Al
Echamendi        
	 		 	By:	 	 /S/    Michael
Glover        

					
	Name:	  	 Al Echamendi
	 		 	Name:	 	 Michael Glover

					
	Title:	  	 Vice President, Business Development
	 		 	Title:	 	 Vice President

					
	Date:	  	 1/14/2013
	 		 	Date:	 	 12/20/2012

		  		 		 		 	
			
	YAHOO! SARL	 		 	BLUCORA, INC. (as guarantor under Section 22 of Attachment B)
					
	By:	  	 /S/    Jean-Christophe
Conti        
	 		 	By:	 	 /S/    William J.
Ruckelshaus        

					
	Name:	  	 Jean-Christophe Conti
	 		 	Name:	 	 William J. Ruckelshaus

					
	Title:	  	 VP Head of Partnerships Europe
	 		 	Title:	 	 President and CEO

					
	Date:	  	 12/20/2012
	 		 	Date:	 	 12/20/2012

  
 3 

 EXHIBIT 2 TO ATTACHMENT A 

Keywords 

 

	1.	baby names 

	2.	tractor supply 

	3.	short hair styles 

	4.	chicago bulls 

	5.	pearl harbor 

	6.	cruise critic 

	7.	file extension torrent 

	8.	germany 

	9.	tattoo 

	10.	typing test 

	11.	elton john 

	12.	blake shelton 

	13.	nys unemployment 

	14.	flight tracker 

	15.	egypt 

	16.	tires 

	17.	antivirus 

	18.	student loans 

	19.	massage therapy 

	20.	wedding dresses 

	21.	pest control 

	22.	office furniture 

	23.	mattress 

	24.	garden 

	25.	motel 

	26.	ancestry 

	27.	dental implants 

	28.	ebooks 

	29.	plantar fasciitis 

	30.	lupus symptoms 

	31.	fonts 

	32.	pill identifier 

	33.	quicktime 

	34.	sudoku 

	35.	weather forecast 

	36.	phlebotomist 

	37.	hairstyles 

	38.	realtor 

	39.	massage 

	40.	gold prices 

	41.	music 

	42.	driving directions 

	43.	art 

	44.	web browser 

	45.	new orleans 

	46.	Sears 

	47.	angry birds 

	48.	starbucks 

	49.	old navy 

	50.	cheap tickets 

	51.	under armour 

	52.	ralph lauren

	53.	office max 

	54.	target stores 

	55.	banana republic 

	56.	famous footwear 

	57.	frontier airlines 

	58.	universal studios 

	59.	yelp 

	60.	frostwire 

 

  
 4 

 MOCKUPS 

 
 

 

  
 5Exhibit 4.3

 Exhibit 4.3 
 STRICTLY PERSONAL AND CONFIDENTIAL 
 Mr Paul Polman 

March 2012 
 Dear Paul, 

Your reward package effective 1st January 2012 
 This is to confirm your reward package as from 1st January 2012. 
 Base Salary 

Your annual base salary is currently unchanged at GBP 920,000. An approved salary increase of 6%, which will move the salary to GBP 975,200, will take
effect later in 2012 at a date to be determined by the Board. The higher salary will be used for the purpose of setting incentives for 2012. 

2011 Annual Bonus 
 In respect of
2011, your annual gross bonus award is GBP 1,242,000 (135% of salary). 
 Your target bonus for 2012 will continue to be 120% of base salary and
your maximum bonus continues to be 200% of your base salary. 
 The business targets for 2012 for the plan are: 

 

					
	 Performance Measure
	  	Performance Target	 
	 Underlying Sales Growth
	  	 	4%	  
	 Underlying Volume Growth
	  	 	1.5%	  
	 Core Operating Margin (vs PY)
	  	 	+20 bps	  

 Each performance measure has an equal one third weighting. 
 The Board will assess Unilever’s 2012 business performance not only against the above targets but also relative to the overall quality and competitiveness of our performance delivery. 

Your personal bonus will then be based both on the Board’s assessment of overall business performance and your personal achievement against your
‘3+1’ goals. The “3+1’ goals must be stretching, ambitious, and output oriented. 
 2012 Long-Term Incentives

 For executive directors, our long term incentive program now consists of two vehicles: 

 

	•	 	 The Management Co-Investment Plan (MCIP), and 

  

	•	 	 The Global Share Incentive Plan (GSIP) 

 2012 MCIP 
 Under this plan, 25% of your gross annual bonus will be invested in Unilever
shares, although you may elect to invest up to 60% of your earned bonus. If you elected to purchase additional shares, you should have received an email confirmation of your entire allocation to MCIP. 

 The shares will be held for a period of three years and Unilever will match this investment with an award of
an equal number of performance shares. The vesting of these matching shares will be contingent on the achievement of the same 3 year targets as exist under our Global Share Incentive Plan (see below) and can vest between 0% -150%.The value of this
award may be further enhanced by earning dividends / dividend equivalents during the vesting period. 
 2012 GSIP 

Under the 2012 GSIP, you have been made a conditional award of shares worth GBP 1,950,400 which will vest between 0% and 200% three years from the award
date based on company performance. 
 The performance measures for the Executive Team, as from 2012, are: 

 

			
	 Performance Measure
	  	Performance Range
	 Underlying Sales Growth
	  	2% - 7%
	 Core Operating Margin (vs PY)
	  	0 - 40bps
	 Operating Cash Flow (Cumulative)
	  	€12 - €16bn
	 Relative Total Shareholder Return
	  	11th – top 3

 These performance measures are equally weighted at 25% for each, and USG and COM are mutually dependent whereby the
threshold levels of both needs to be achieved before either component vests. 
 Cash allowance in lieu of perquisites and benefits

 From 2012 a gross annual allowance of GBP 250,000 will be paid to you in lieu of car allowance, partner travel, the entertainment
allowance, and the 15% company pension contribution. 
 The company will continue to accrue on your behalf the supplemental conditional pension
provision of 12% salary, with investment returns replicating those of the IPP. This arrangement will be capped by mutual agreement at the lower of actual salary or current salary plus up to 3% p.a. Accordingly, the base for this provision would be
held steady at the current level until the approved salary increase is implemented at which time the base will move to GBP 947,600 (GBP 920,000 +3%). 
 The medical cover for you and your family will be via the Allianz International medical arrangement. You will also continue to receive life insurance cover at 3 x the salary used to calculate your pension
benefit. 
 Claw back 

In accordance with recent corporate governance changes, the Remuneration Committee may retroactively adjust and/or claw back variable remuneration,
including the annual bonus, paid to you if and to the extent that the amount of the remuneration was based on incorrect information. 

Personal Shareholding Requirement 

As previously communicated, you are required to build and maintain a personal shareholding in Unilever of at least four times your base salary within 5
years. Please see the Appendix for further details. 
  

	
	With kind regards
	
	Michael Treschow

 STRICTLY PERSONAL AND CONFIDENTIAL 
 Mr Jean-Marc Huet 
 24 February 2012 

Dear Jean-Marc, 

Your reward package effective 1st January 2012 
 This is to confirm your reward package as from 1st January 2012. 
 Base Salary 

Your annual base salary is currently unchanged at GBP 680,000. An approved salary increase of 5%, which will move the salary to GBP 714,000, will be
deferred and take effect at a later date to be determined as appropriate by the Board. The higher salary will be used for the purpose of setting incentives for 2012. 
 2011 Annual Bonus 
 In respect of 2011, your annual gross bonus
award is GBP 612,000 (90% of salary i.e. 100% (target bonus) x 120% (individual multiplier) x 75% (business differentiation factor)). 

Your 2012 target bonus will be 100% of salary with a maximum of 150% of salary and the business targets for 2012 for the plan are as follows: 

 

					
	 Performance Measure
	  	Performance Target	 
	 Underlying Sales Growth
	  	 	4%	  
	 Underlying Volume Growth
	  	 	1.5%	  
	 Core Operating Margin (vs PY)
	  	 	+20 bps	  

 Each performance measure has an equal one third weighting. 
 The Board will assess Unilever’s 2012 business performance not only against the above targets but also relative to the overall quality and competitiveness of our performance delivery. 

Your personal bonus will then be based both on the Board’s assessment of overall business performance and your personal achievement against your
‘3+1’ goals. The “3+1’ goals must be stretching, ambitious, and output oriented. 
 2012 Long-Term Incentives

 For executive directors our long term incentive program now consists of two vehicles: 

 

	•	 	 The Management Co-Investment Plan (MCIP), and 

  

	•	 	 The Global Share Incentive Plan (GSIP) 

 2012 MCIP 
 Under this plan, 25% of your gross annual bonus will be invested in Unilever
shares, although you may elect to invest up to 60%. If you elected to purchase additional shares, you should have received an email confirmation of your entire allocation to MCIP. 

 The shares will be held for a period of three years and Unilever will match this investment with an award of
an equal number of performance shares. The vesting of these matching shares will be contingent on the achievement of the same 3 year targets as exist under our Global Share Incentive Plan (see below) and can vest between 0% – 150%. The value of
this award may be further enhanced by earning dividends / dividend equivalents during the vesting period. 
 GSIP 

Under the 2012 GSIP, you have been made a conditional award of shares worth GBP 1,249,500 which will vest between 0% and 200% three years from the award
date based on company performance. 
 The GSIP performance measures for the Executive Team, as from 2012, are: 

 

			
	 Performance Measure
	  	Performance Range
	 Underlying Sales Growth
	  	2% - 7%
	 Core Operating Margin (vs PY)
	  	0 - 40bps
	 Operating Cash Flow (Cumulative)
	  	€12 - €16bn
	 Relative Total Shareholder Return
	  	11th – top 3

 These performance measures are equally weighted at 25% each. The minimum of the performance range for USG and COM must be
reached before any shares subject to either metric can vest. 
 Cash in lieu of perquisites and benefits 

Your gross equivalent cash allowance and benefits, which currently total approximately GBP380,000, include a gross equivalent cash allowance of
approximately GBP 160,000 for housing. This housing element will be reduced by 25% (GBP 40,000) per annum starting in 2012. 
 For 2012 a
gross annual allowance of GBP 340,000 will be paid to you in lieu of car allowance, housing allowance, partner travel, education allowance, the entertainment allowance, and the 15% company pension contribution. 

This gross allowance of GBP 340,000 will further reduce as follows: 
  

	 	•	 	 2013 = GBP 300,000 

  

	 	•	 	 2014 = GBP 260,000 

  

	 	•	 	 2015 = GBP 220,000 

 The
medical cover for you and your family will be via the Allianz International medical arrangement. You will continue to receive life insurance cover at 3 x the salary used to calculate your pension benefit. 

Pension 
 You are no longer a
member of the Unilever’s International Pension Plan (IPP). Company contributions in lieu of pension are therefore paid to you directly. At a later date you may choose to become a member of the IPP. 

 Claw back 
 In accordance with recent corporate governance changes, the Remuneration Committee may retroactively adjust and/or claw back variable remuneration, including the annual bonus, paid to you if and to the
extent that the amount of the remuneration was based on incorrect information. 
 Personal Shareholding Requirement 

As previously communicated, you are required to build and maintain a personal shareholding in Unilever of at least three times your base salary within 5
years. Please see the Appendix for further details. 
 As a ULE member, it is Unilever policy that approval by the CEO is required before the
selling of shares is transacted. 
  

	
	With kind regards,
	
	Paul Polman

 STRICTLY PERSONAL AND CONFIDENTIAL 
 Mr Paul Polman 
 July 2012 
 Dear Paul, 
 Your reward package effective 1st July 2012 

You’ll recall that I wrote to you in March to let you know about your pay arrangements for 2012. The Remuneration Committee has
now approved the implementation of your planned salary increase with effect from 1st July 2012. Accordingly, I thought it would be helpful to update the March letter to reflect this. 
 This is to confirm your reward package as from 1st July 2012. 
 Base Salary 

Your annual base salary has been increased by 6% to GBP 975,200 p.a. with effect from 1st July 2012. The higher salary will be used for the purpose of
setting your incentives for 2012. 
 2012 Annual Bonus 
 Your target bonus for 2012 will continue to be 120% of base salary and your maximum bonus continues to be 200% of your base salary. 
 The business targets for 2012 for the plan are: 
  

					
	 Performance Measure
	  	Performance Target	 
	 Underlying Sales Growth
	  	 	4%	  
	 Underlying Volume Growth
	  	 	1.5%	  
	 Core Operating Margin (vs PY)
	  	 	+20 bps	  

 Each performance measure has an equal one third weighting. 
 The Board will assess Unilever’s 2012 business performance not only against the above targets but also relative to the overall quality and competitiveness of our performance delivery. 

Your personal bonus will then be based both on the Board’s assessment of overall business performance and your personal achievement against your
stretching, ambitious, and output oriented ‘3+1’ goals. 
 2012 Long-Term Incentives 

For executive directors, our long term incentive program now consists of two vehicles: 

 

	•	 	 The Management Co-Investment Plan (MCIP), and 

  

	•	 	 The Global Share Incentive Plan (GSIP) 

 2012 MCIP 
 Under this plan, 25% of your gross annual bonus will be invested in Unilever
shares, although you may elect to invest up to 60% of your earned bonus. 

 The invested shares must be held for a period of three years and Unilever will match this investment with an
award of an equal number of performance shares. The vesting of these matching shares will be between 0% -150% contingent on the achievement of the same 3 year targets as exist under our Global Share Incentive Plan (see below). The value of this
award may be further enhanced by earning dividends / dividend equivalents during the vesting period. 
 2012 GSIP 

Under the 2012 GSIP, you have been made a conditional award of shares worth GBP 1,950,400 (200% of your higher salary) which will vest between 0% and 200%
three years from the award date based on company performance. 
 The performance measures for the Executive Team, as from 2012, are: 

 

			
	 Performance Measure
	  	Performance Range
	 Underlying Sales Growth
	  	2% - 7%
	 Core Operating Margin (vs PY)
	  	0 - 40bps
	 Operating Cash Flow (Cumulative)
	  	€12 - €16bn
	 Relative Total Shareholder Return
	  	11th – top 3

 These performance measures are equally weighted at 25% for each, and USG and COM are mutually dependent whereby the
threshold levels of both needs to be achieved before either component vests. 
 Cash allowance in lieu of perquisites and benefits

 From 2012 a gross annual allowance of GBP 250,000 will be paid to you in lieu of car allowance, partner travel, the entertainment
allowance, and the 15% company pension contribution. 
 The company will continue to accrue on your behalf the supplemental
conditional pension provision of 12% salary, with investment returns replicating those of the IPP. This arrangement has been capped by mutual agreement at the lower of actual salary or current salary plus up to 3% p.a. Accordingly, the base for this
provision rises to GBP 947,600 (GBP 920,000 +3%) with effect from 1st July 2012. 
 The medical cover for you and your family will be via the Allianz International
medical arrangement. You will also continue to receive life insurance cover at 3 x the salary used to calculate your pension benefit. 

Claw back 
 In accordance with
recent corporate governance changes, the Remuneration Committee may retroactively adjust and/or claw back variable remuneration, including the annual bonus, paid to you if and to the extent that the amount of the remuneration was based on incorrect
information. 
 Personal Shareholding Requirement 
 As previously communicated, you are required to build and maintain a personal shareholding in Unilever of at least four times your base salary within 5 years. Please see the Appendix for further details.
I’m delighted to note that you have already exceeded this within a shorter time than required. 
  

	
	With kind regards
	
	Michael Treschow
	Chairman

 STRICTLY PERSONAL AND CONFIDENTIAL 
 Mr Jean-Marc Huet 
 19 July 2012 
 Dear Jean-Marc, 
 Your reward package effective 1st July 2012 

You’ll recall that I wrote to you in February to let you know about your pay arrangements for 2012. 

The Remuneration Committee has now approved the implementation of your planned salary increase with effect from 1st July 2012. Accordingly, I thought it would be helpful to update
the 24th February letter to reflect this. 

This is to confirm your reward package as from 1st July 2012. 
 Base Salary 
 Your annual base salary has been increased by 5%
to GBP 714,000 p.a. with effect from 1st July 2012.
The higher salary will be used for the purpose of setting your incentives for 2012. 
 2011 Annual Bonus 

Your target bonus for 2012 will continue to be 100% of base salary and your maximum bonus continues to be 150% of your base salary. 

The business targets for the 2012 bonus plan are: 
  

					
	 Performance Measure
	  	Performance Target	 
	 Underlying Sales Growth
	  	 	4%	  
	 Underlying Volume Growth
	  	 	1.5%	  
	 Core Operating Margin (vs. PY)
	  	 	+20 bps	  

 Each performance measure has an equal one third weighting. 
 The Board will assess Unilever’s 2012 business performance not only against the above targets but also relative to the overall quality and competitiveness of our performance delivery. 

Your personal bonus will then be based both on the Board’s assessment of overall business performance and your personal achievement against your
stretching, ambitious, and output oriented ‘3+1’ goals. 
 2012 Long-Term Incentives 

For executive directors our long term incentive program now consists of two vehicles: 

 

	•	 	 The Management Co-Investment Plan (MCIP), and 

  

	•	 	 The Global Share Incentive Plan (GSIP) 

 2012 MCIP 
 Under this plan, 25% of your gross annual bonus will be invested in Unilever shares, although you may elect to invest up to 60%. 
 The invested shares must be held for a period of three years and Unilever will match this investment with an award of an equal number of performance shares. The vesting of these matching shares will be
contingent on the achievement of the same 3 year targets as exist under our Global Share Incentive Plan (see below) and can vest between 0% – 150%. The value of this award may be further enhanced by earning dividends / dividend equivalents
during the vesting period. 
 2012 GSIP 
 Under the 2012 GSIP, you have been made a conditional award of shares worth GBP 1,249,500 (175% of your higher salary) which will vest between 0% and 200% three years from the award date based on company
performance. 
 The GSIP performance measures for the Executive Team, as from 2012, are: 

 

			
	 Performance Measure
	  	Performance Range
	 Underlying Sales Growth
	  	2% - 7%
	 Core Operating Margin (vs. PY)
	  	0 - 40bps
	 Operating Cash Flow (Cumulative)
	  	€12 - €16bn
	 Relative Total Shareholder Return
	  	11th – top 3

 These performance measures are equally weighted at 25% for each, and USG and COM are mutually dependent whereby the
threshold levels of both needs to be achieved before either component vests. 
 Cash allowance in lieu of perquisites and benefits

 From 2012, a gross annual allowance of GBP 340,000 will be paid to you in lieu of car allowance, housing allowance, partner travel,
education allowance, the entertainment allowance, and the 15% company pension contribution. 
 Your gross equivalent cash allowances and
benefits previously totalled approximately GBP380,000 and included a gross equivalent cash allowance of approximately GBP160,000 for housing. This housing element will be reduced by 25% (GBP 40,000) per annum starting in 2012. Thus your gross
cash allowance of GBP 340,000 in lieu of perquisites and benefits will further reduce as follows: 
  

	 	•	 	 2013 = GBP 300,000 

  

	 	•	 	 2014 = GBP 260,000 

  

	 	•	 	 2015 = GBP 220,000 

 The
continuing medical cover for you and your family will be via the Allianz International medical arrangement. You will continue to receive life insurance cover at 3 x your base salary. 
 Pension 
 You are no longer a member of the Unilever’s International
Pension Plan (IPP). Company contributions in lieu of pension are therefore paid to you directly and included in your 2012 gross cash allowance of GBP 340,000 in lieu of perquisites and benefits. 

Claw back 
 In accordance
with recent corporate governance changes, the Remuneration Committee may retroactively adjust and/or claw back variable remuneration, including the annual bonus, paid to you if and to the extent that the amount of the remuneration was based on
incorrect information. 
 Personal Shareholding Requirement 

 As previously communicated, you are required to build and maintain a personal shareholding in Unilever of at
least three times your base salary within 5 years. Please see the Appendix for further details. 
 As a ULE member, it is Unilever policy that
approval by the CEO is required before the selling of shares is transacted. 
  

	
	With kind regards,
	
	Paul Polman

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