Document:

EX-10.5

 Exhibit 10.5 

COMPENSATION POLICY 

JFROG LTD. 

Compensation Policy for Executive Officers and Directors 

(As Adopted by the Shareholders on                 ,
2020) 

	1.	 Introduction 

This document sets forth the Compensation Policy for Executive Officers and Directors (this “Compensation Policy” or
“Policy”) of JFrog Ltd. (“JFrog” or the “Company”), in accordance with the requirements of the Companies Law, 5759-1999 (the “Companies Law”). 

Compensation is a key component of JFrog’s overall human capital strategy to attract, retain, reward, and motivate highly skilled
individuals that will enhance JFrog’s value and otherwise assist JFrog to reach its business and financial long-term goals. Accordingly, the structure of this Policy is established to tie the compensation of officers and directors to
JFrog’s goals and performance. 
 For purposes of this Policy, “Executive Officers” shall mean “Office Holders” as
such term is defined in Section 1 of the Companies Law, excluding, unless otherwise expressly indicated herein, JFrog’s directors. 

This policy is subject to applicable law and is not intended and should not be interpreted as limiting or derogating from provisions of
applicable law to the extent not permitted by such law. 
 This Policy shall apply to compensation agreements and arrangements which will be
approved after the date on which this Policy is adopted and shall serve as JFrog’s Compensation Policy for five (5) years, commencing as of its adoption, unless amended earlier. 

The Compensation Committee and the Board of Directors of JFrog (the “Compensation Committee” and the “Board”,
respectively) shall review and reassess this Policy from time to time, as required by the Companies Law. 
  

	2.	 Objectives  

JFrog’s objectives and goals in setting this Policy are to attract, motivate and retain highly experienced leaders who will contribute to
JFrog’s success and enhance shareholder value, while demonstrating professionalism in a highly achievement-oriented culture that is based on merit and rewards excellent performance in the long term, and embedding JFrog’s core values as
part of a motivated behavior. To that end, this Policy is designed, among others: 
  

	 	2.1.	 To closely align the interests of the Executive Officers with those of JFrog’s shareholders in order to
enhance shareholder value; 

  

	 	2.2.	 To align a significant portion of the Executive Officers’ compensation with JFrog’s short and
long-term goals and performance; 

  

	 	2.3.	 To provide the Executive Officers with a structured compensation package, including competitive salaries,
performance-motivating cash and equity incentive programs and benefits, and to be able to present to each Executive Officer an opportunity to advance in a growing organization; 

 

	 	2.4.	 To strengthen the retention and the motivation of Executive Officers in the long term; 

 

	 	2.5.	 To provide appropriate awards in order to incentivize superior individual excellency and corporate performance;
and 

  

	 	2.6.	 To maintain consistency among Executive Officers in the way Executive Officers are compensated.

	3.	 Compensation Instruments 

Compensation instruments under this Policy may include the following: 
  

	 	3.1.	 Base salary; 

  

	 	3.2.	 Benefits; 

  

	 	3.3.	 Cash bonuses; 

  

	 	3.4.	 Equity-based compensation; 

 

	 	3.5.	 Change of control terms; and 

 

	 	3.6.	 Retirement and termination terms. 

 

	4.	 Overall Compensation - Ratio Between Fixed and Variable Compensation 

 

	 	4.1.	 This Policy aims to balance the mix of “Fixed Compensation” (comprised primarily of base salary and
benefits) and “Variable Compensation” (comprised primarily of cash bonuses and equity-based compensation) in order to, among other things, appropriately incentivize Executive Officers to meet JFrog’s short and long-term goals while
taking into consideration the Company’s need to manage a variety of business risks. 

  

	 	4.2.	 The value of the total annual bonus and equity based compensation opportunity of each Executive Officer shall
not exceed 95% of the value of the total compensation package of such Executive Officer on an annual basis, as determined based on the accounting principles used by the JFrog for its financial statements or such other method as determined by the
Compensation Committee or the Board. 

  

	5.	 Inter-Company Compensation Ratio 

 

	 	5.1.	 In the process of drafting and updating this Policy, JFrog’s Board and Compensation Committee have
examined the ratio between employer cost associated with the engagement of the Executive Officers and directors, and the average and median employer cost associated with the engagement of JFrog’s other employees (including contractor employees
as defined in the Companies Law) (the “Ratio”). 

  

	 	5.2.	 The possible ramifications of the Ratio on the daily working environment in JFrog were examined and will
continue to be examined by JFrog from time to time in order to ensure that levels of executive compensation, as compared to the overall workforce will not have a negative impact on work relations in JFrog. 

B. Base Salary and Benefits 
  

	6.	 Base Salary 

  

	 	6.1.	 A base salary provides stable compensation to Executive Officers and allows JFrog to attract and retain
competent executive talent and maintain a stable management team. The base salary varies among Executive Officers, and is individually determined according to the educational background, prior vocational experience, qualifications, role at
the company, business responsibilities and the past performance of each Executive Officer. 

  

	 	6.2.	 Since a competitive base salary is essential to JFrog’s ability to attract and retain highly skilled
professionals, JFrog will seek to establish a base salary that is competitive with base salaries paid to Executive Officers in a peer group of other companies operating in technology sectors which are similar in their characteristics to
JFrog’s, as much as possible, while considering, among others, such companies’ size and characteristics including (but not 

	 	
limited to) their revenues, profitability rates, growth rates, market capitalization, number of employees and operating arena (in Israel or globally), the list of which shall be reviewed and
approved by the Compensation Committee at least every two years. To that end, JFrog shall utilize as a reference, comparative market data and practices, which will include a compensation survey that compares and analyses the level of the overall
compensation package offered to an Executive Officer of the Company with compensation packages in similar positions to that of the relevant officer in such companies. Such compensation survey may be conducted internally or through an external
independent consultant. 

  

	 	6.3.	 The Compensation Committee and the Board may periodically consider and approve base salary adjustments for
Executive Officers. The main considerations for salary adjustment are similar to those used in initially determining the base salary, but may also include change of role or responsibilities, recognition for professional achievements, regulatory or
contractual requirements, budgetary constraints or market trends, or such other factors as determined by the Compensation Committee or the Board. The Compensation Committee and the Board will also consider the previous and existing compensation
arrangements of the Executive Officer whose base salary is being considered for adjustment. 

  

	7.	 Benefits 

  

	 	7.1.	 The following benefits may be granted to the Executive Officers in order, among other things, to comply with
legal requirements: 

  

	 	7.1.1.	 Vacation days in accordance with market practice; 

 

	 	7.1.2.	 Sick days in accordance with market practice; 

 

	 	7.1.3.	 Convalescence pay according to applicable law; 

 

	 	7.1.4.	 Monthly remuneration for a study fund, as allowed by applicable law and with reference to JFrog’s practice
and the practice in peer group companies (including contributions on bonus payments); 

  

	 	7.1.5.	 JFrog may contribute on behalf of the Executive Officer to an insurance policy, a pension fund or retirement
fund, as allowed or required by applicable law and with reference to JFrog’s policies and procedures and the practice in similar companies (including contributions on bonus payments); and 

 

	 	7.1.6.	 JFrog shall contribute on behalf of the Executive Officer towards work disability insurance and life insurance,
as allowed or required by applicable law and with reference to JFrog’s policies and procedures and the practice in similar companies (including contributions on bonus payments). 

 

	 	7.2.	 Non-Israeli Executive Officers may receive other similar, comparable or
customary benefits as applicable in the relevant jurisdiction in which they are employed. Such customary benefits shall be determined based on the methods described in Section 6.2 of this Policy (with the necessary changes and adjustments).

  

	 	7.3.	 In events of relocation or repatriation of an Executive Officer to another geography, such Executive Officer
may receive other similar, comparable or customary benefits as applicable in the relevant jurisdiction in which he or she is employed or additional payments to reflect adjustments in cost of living. Such benefits may include reimbursements, stipends
or other payments for out-of-pocket one-time payments and other ongoing expenses, such as housing allowance, car allowance, home
leave visit, tax equalization payments, and other similar costs. 

  

	 	7.4.	 JFrog may offer additional benefits to its Executive Officers to the extent such benefits are reasonable and
necessary or comparable to customary market practices, such as, but not 

	 	
limited to: cellular and land line phone benefits, company car and travel benefits, reimbursement of business travel (including a daily stipend when traveling) and other business related
expenses, insurances, other benefits (such as newspaper subscriptions, academic and professional studies), etc., provided, however, that such additional benefits shall be determined in accordance with JFrog’s policies and procedures.

 C. Cash Bonuses 
  

	8.	 Cash Bonuses - The Objective 

 

	 	8.1.	 Compensation in the form of an annual or other periodic cash bonus is an important element in aligning the
Executive Officers’ compensation with JFrog’s objectives and business goals. Therefore, JFrog’s compensation philosophy reflects a pay-for-performance
element, in which bonus payout eligibility and levels are generally determined based on actual financial or operational results, as well as individual performance. 

 

	 	8.2.	 A cash bonus may be awarded to an Executive Officer upon the attainment of
pre-set periodic objectives and individual targets determined by the Compensation Committee (and, if required by law, by the Board) at the beginning of each calendar or fiscal year or bonus period, or upon
engagement, in case of newly-hired Executive Officers, or upon establishment of a new bonus program, taking into account JFrog’s short and long-term goals, as well as its compliance and risk management policies. The Compensation Committee and
the Board shall also determine applicable minimum thresholds that must be met for entitlement to a cash bonus (all or any portion thereof) and the formula for calculating any such cash bonus payout. In special circumstances, as determined by the
Compensation Committee and the Board (e.g., regulatory changes, significant changes in JFrog’s business environment, a significant organizational change, a significant merger and acquisition events, or other similar events etc.), the
Compensation Committee and the Board may modify the objectives and/or their relative weights and the amount of bonus payouts (including decreasing such amounts to zero) during the applicable bonus period. 

 

	 	8.3.	 In the event the employment of an Executive Officer is terminated prior to the end of a bonus period, the
Company may (but shall not be obligated to) pay such Executive Officer a full cash bonus for the applicable period (based on achievement of bonus targets during such period) or a prorated one, or no bonus. 

 

	 	8.4.	 The actual cash bonus with respect to a bonus period to be awarded to Executive Officers shall be recommended
by the CEO and approved by the Compensation Committee and the Board. 

  

	9.	 Annual Cash Bonuses - The Formula 

Executive Officers other than the CEO 
  

	 	9.1.	 The annual cash bonus opportunity of JFrog’s Executive Officers, other than the chief executive officer
(the “CEO”), will generally be based on performance objectives and a discretionary evaluation of the Executive Officer’s overall performance by the CEO and subject to minimum thresholds. The performance objectives will be
determined by JFrog’s CEO and approved by the Compensation Committee and the Board at the commencement of each calendar year (or upon engagement, in case of newly hired Executive Officers or in special circumstances as determined by the
Compensation Committee and the Board) on the basis of, but not limited to, company, division and individual objectives. The performance objectives and the weight to be assigned to each achievement in the overall evaluation, will be based on overall
company performance measures, which may be based on actual financial and operational results, such as (but not limited to) revenues, operating income and cash flow and may further include, divisional or personal objectives which may include
operational objectives, such as (but not limited to) market share, initiation of new markets and operational efficiency, customer focused objectives, project milestones objectives and investment in human capital objectives, such as employee
satisfaction, employee retention and employee training and leadership programs. 

	 	9.2.	 The maximum annual cash bonus that an Executive Officer, other than the CEO, will be entitled to receive for
any given calendar year, will not exceed 200% of such Executive Officer’s annual base salary. 

 CEO 

 

	 	9.3.	 The annual cash bonus opportunity of JFrog’s CEO will be mainly based on performance measurable objectives
and subject to minimum thresholds as provided in Section 8.2 above. Such performance measurable objectives will be determined annually by the Compensation Committee and the Board at the commencement of each calendar year (or upon engagement, in
case of newly hired CEO or in special circumstances as determined by Compensation Committee the Board). The performance measurable objectives (which include the objectives and the weight to be assigned to each achievement in the overall evaluation,
will be based on overall company performance measures, which may be based on, company and personal objectives. Company objectives may include actual financial and operational results, such as (but not limited to) revenues, sales, operating income,
cash flow or Company’s annual operating plan and long-term plan. 

  

	 	9.4.	 In addition, a less significant portion of the annual cash bonus opportunity granted to JFrog’s CEO, and
in any event not more than 30% of the annual cash bonus, may be based on a discretionary evaluation of the CEO’s overall performance by the Compensation Committee and the Board based on quantitative and qualitative criteria or such other
criteria as determined by the Compensation Committee and the Board. 

  

	 	9.5.	 The maximum annual cash bonus that the CEO will be entitled to receive for any given calendar year, will not
exceed 250% of his or her annual base salary. 

  

	10.	 Other Bonuses 

 

	 	10.1.	 Special Bonus. JFrog may grant its Executive Officers a special bonus as an award for special
achievements (such as in connection with mergers and acquisitions, offerings, achieving target budget or business plan under exceptional circumstances or special recognition in case of retirement) or as a retention award at the CEO’s discretion
(and in the CEO’s case, at the Board’s discretion), subject to any additional approval as may be required by the Companies Law (the “Special Bonus”). The Special Bonus will not exceed 150% of the Executive Officer’s
annual base salary. 

  

	 	10.2.	 Signing Bonus. JFrog may grant a newly-recruited Executive Officer a signing bonus at the CEO’s
discretion (and in the CEO’s case, at the Board’s discretion), subject to any additional approval as may be required by the Companies Law (the “Signing Bonus”). The Signing Bonus will not exceed 200% of the Executive
Officer’s annual base salary. 

  

	 	10.3.	 Relocation/ Repatriation Bonus. JFrog may grant its Executive Officers a special bonus in the event of
relocation or repatriation of an Executive Officer to another geography (the “Relocation Bonus”). The Relocation bonus will include customary benefits associated with such relocation and its monetary value will not exceed 200% of
the Executive Officer’s annual base salary. 

  

	 	10.4.	 Periodic Bonus. The Board may grant Executive Officers, other than the CEO, periodic cash bonus
opportunities (other than the annual cash bonus opportunity described in Section 9) in accordance with the terms of Section 8, but subject to the ratio limitation described in Section 9.2. 

	11.	 Compensation Recovery (“Clawback”) 

 

	 	11.1.	 In the event of an accounting restatement, JFrog shall be entitled to recover from its Executive Officers the
bonus compensation or performance-based equity compensation in the amount in which such compensation exceeded what would have been paid under the financial statements, as restated, provided that a claim is made by JFrog prior to the second
anniversary of fiscal year end of the restated financial statements. 

  

	 	11.2.	 Notwithstanding the aforesaid, the compensation recovery will not be triggered in the following events:

  

	 	11.2.1.	 The financial restatement is required due to changes in the applicable financial reporting standards; or

  

	 	11.2.2.	 The Compensation Committee has determined that Clawback proceedings in the specific case would be impossible,
impractical or not commercially or legally efficient. 

  

	 	11.3.	 Nothing in this Section 11 derogates from any other “Clawback” or similar provisions regarding
disgorging of profits imposed on Executive Officers by virtue of applicable laws. 

 D. Equity Based Compensation 

 

	12.	 The Objective 

 

	 	12.1.	 The equity-based compensation for JFrog’s Executive Officers is designed in a manner consistent with the
underlying objectives in determining the base salary and the annual cash bonus, with its main objectives being to enhance the alignment between the Executive Officers’ interests with the long-term interests of JFrog and its shareholders, and to
strengthen the retention and the motivation of Executive Officers in the long term. In addition, since equity-based awards are structured to vest over several years, their incentive value to recipients is aligned with longer-term strategic plans.

  

	 	12.2.	 The equity-based compensation offered by JFrog is intended to be in a form of share options and/or other
equity-based awards, such as restricted stock unit awards, in accordance with the Company’s equity incentive plan in place as may be updated from time to time. 

 

	 	12.3.	 All equity-based incentives granted to Executive Officers shall be subject to vesting periods in order to
promote long-term retention of the awarded Executive Officers. Unless determined otherwise in a specific award agreement approved by the Compensation Committee and the Board, grants to Executive Officers other than
non-employee directors shall vest gradually over a period of between one (1) to five (5) years or based on performance. The exercise price of options shall be determined in accordance with
JFrog’s policies, the main terms of which shall be disclosed in the annual report of JFrog. 

  

	 	12.4.	 All other terms of the equity awards shall be in accordance with JFrog’s equity incentive plans and other
related practices and policies. Accordingly, the Compensation Committee or Board may, extend the period of time for which an award is to remain exercisable and make provisions with respect to the acceleration of the vesting period of any Executive
Officer’s awards, including, without limitation, in connection with a corporate transaction involving a change of control, and may otherwise modify or amend outstanding awards in accordance with JFrog’s equity incentive plans and other
related practices and policies, subject to any additional approval as may be required by the Companies Law. 

  

	13.	 General Guidelines for the Grant of Awards 

 

	 	13.1.	 The equity-based compensation shall be granted from time to time and be individually determined and awarded
according to the performance, educational background, prior business experience, qualifications, role and the personal responsibilities of the Executive Officer, and such other criteria as determined by the Compensation Committee and the Board.

	 	13.2.	 In determining the equity-based compensation granted to each Executive Officer, the Compensation Committee and
Board shall consider the factors specified in Section 13.1 above, and in any event the total fair market value of any annual equity-based compensation at the time of grant shall not exceed: (i) with respect to the CEO - the higher of (w)
500% of his or her annual base salary or (x) 0.5% of the Company’s fair market value; and (ii) with respect to each of the other Executive Officers - the higher of (y) 300% of his or her annual base salary or (z) 0.35% of the
Company’s fair market value. 

  

	 	13.3.	 The fair market value of the equity-based compensation for the Executive Officers will be determined according
to acceptable valuation practices at the time of grant. 

 E. Retirement and Termination of Service Arrangements 

 

	14.	 Advanced Notice Period 

JFrog may (but is not obligated to, unless otherwise required by applicable law) provide an Executive Officer, according to his/her seniority
in the Company, his/her contribution to the Company’s goals and achievements and the circumstances of retirement, a prior notice of termination (or equivalent value in cash and other severance benefits) of up to eighteen (18) months in the
case of the CEO and twelve (12) months in the case of other Executive Officers, during which the Executive Officer may be entitled to all of the compensation elements, and to the continuation of vesting of his/her equity-based compensation.

  

	15.	 Adjustment Period 

JFrog may (but is not obligated to, unless otherwise required by applicable law) provide an additional adjustment period (or equivalent value
in cash and other severance benefits) of up to nine (9) months to an Executive Officer, according to his/her seniority in the Company, his/her contribution to the Company’s goals and achievements and the circumstances of retirement, during
which the Executive Officer may be entitled to all of the compensation elements, and to the continuation of vesting of his/her equity-based compensation. 
  

	16.	 Additional Retirement and Termination Benefits 

JFrog may provide additional retirement and terminations benefits and payments as may be required by applicable law (e.g., mandatory severance
pay under Israeli labor laws), or which will be comparable to customary market practices. 
  

	17.	 Non-Compete Grant 

Upon termination of employment and subject to applicable law, JFrog may grant to its Executive Officers a
non-compete cash or equity award as an incentive to refrain from competing with JFrog for a defined period of time. The terms and conditions of the non-compete grant
shall be decided by the Board and the grant date value of such grant (as determined in accordance with generally accepted accounting principles or such other method as determined by the Board) shall not exceed such Executive Officer’s monthly
base salary multiplied by twelve (12). 
  

	18.	 Limitation Retirement and Termination of Service Arrangements 

The total non-statutory payments under Section 14-17 above
shall not exceed the Executive Officer’s monthly base salary multiplied by twenty-four (24). 

 F. Exculpation, Indemnification and Insurance 

 

	19.	 Exculpation 

JFrog may exempt its directors and Executive Officers in advance for all or any of his/her liability for damage in consequence of a breach of
the duty of care vis-a-vis JFrog, to the fullest extent permitted by applicable law. 
  

	20.	 Insurance and Indemnification 

 

	 	20.1.	 JFrog may indemnify its directors and Executive Officers to the fullest extent permitted by applicable law, for
any liability and expense that may be imposed on the director or the Executive Officer, as provided in the indemnity agreement between such individuals and JFrog, all subject to applicable law and the Company’s articles of association.

  

	 	20.2.	 JFrog will provide directors’ and officers’ liability insurance (the “Insurance
Policy”) for its directors and Executive Officers as follows: 

  

	 	20.2.1.	 The limit of liability of the insurer shall not exceed the greater of $150 million or 50% of the
Company’s shareholders equity based on the most recent financial statements of the Company at the time of approval by the Compensation Committee; and 

  

	 	20.2.2.	 The Insurance Policy, as well as the limit of liability and the premium for each extension or renewal shall be
approved by the Compensation Committee (and, if required by law, by the Board) which shall determine that the sums are reasonable considering JFrog’s exposures, the scope of coverage and the market conditions and that the Insurance Policy
reflects the current market conditions (at the time of extension or renewal, as the case may be), and it shall not materially affect the Company’s profitability, assets or liabilities. 

 

	 	20.3.	 Upon circumstances to be approved by the Compensation Committee (and, if required by law, by the Board), JFrog
shall be entitled to enter into a “run off” Insurance Policy of up to seven (7) years, with the same insurer or any other insurance, as follows: 

 

	 	20.3.1.	 The limit of liability of the insurer shall not exceed the greater of $150 million or 30% of the
Company’s shareholders equity based on the most recent financial statements of the Company at the time of approval by the Compensation Committee; 

  

	 	20.3.2.	 The annual premium shall not exceed 500% of the last paid annual premium; and 

 

	 	20.3.3.	 The Insurance Policy, as well as the limit of liability and the premium for each extension or renewal shall be
approved by the Compensation Committee (and, if required by law, by the Board) which shall determine that the sums are reasonable considering the Company’s exposures covered under such policy, the scope of cover and the market conditions, and
that the Insurance Policy reflects the current market conditions and that it shall not materially affect the Company’s profitability, assets or liabilities. 

 

	 	20.4.	 JFrog may extend the Insurance Policy in place to include cover for liability pursuant to a future public
offering of securities as follows: 

  

	 	20.4.1.	 The additional premium for such extension of liability coverage shall not exceed 200% of the last paid annual
premium; and 

  

	 	20.4.2.	 The Insurance Policy, as well as the additional premium shall be approved by the Compensation Committee (and if
required by law, by the Board) which shall determine that the sums are reasonable considering the exposures pursuant to such public offering of securities, the scope of cover and the market conditions and that the Insurance Policy reflects the
current market conditions, and it does not materially affect the Company’s profitability, assets or liabilities. 

 G. Arrangements upon Change of Control 

 

	21.	 The following benefits may (but are not required to) be provided to the Executive Officers upon an involuntary
termination of service that occurs 3 months prior to or 24 months following a “Change of Control” as shall be defined in the respective incentive plan or employment agreement: 

 

	 	21.1.	 Up to 100% vesting acceleration of outstanding options or other equity-based awards, including vesting at up to
the maximum level possible for performance-based equity-based awards; 

  

	 	21.2.	 Extension of the exercising period of equity-based compensation for JFrog’s Executive Officers for a
period of up to one (1) year in case of an Executive Officer other than the CEO and two (2) years in case of the CEO, following the date of employment termination; and 

 

	 	21.3.	 Up to an additional six (6) months of continued base salary and benefits following the date of
employment termination (the “Additional Adjustment Period”). For avoidance of doubt, such additional Adjustment Period may be in addition to the advance notice (or equivalent value in cash or other severance benefits) and adjustment
periods pursuant to Sections 14 and 15 of this Policy, but subject to the limitation set forth in Section 18 of this Policy. 

  

	 	21.4.	 A cash bonus not to exceed 150% of the Executive Officer’s annual base salary (including the value of any
benefits, other than equity) in case of an Executive Officer other than the CEO and 200% in case of the CEO. 

 H. Board of
Directors Compensation 
  

	22.	 The following benefits may be provided to JFrog’s Board members: 

 

	 	22.1.	 All JFrog’s Board members, excluding the chairman of the Board, may be entitled to an annual cash fee
retainer of up to $60,000, JFrog committee membership annual cash fee retainer of up to $20,000 and committee chairperson annual cash fee retainer of up to $40,000. The chairperson of JFrog’s Board may be entitled to an annual cash fee retainer
of up to $150,000. 

  

	 	22.2.	 The compensation of the Company’s external directors, if elected, shall be in accordance with the
Companies Regulations (Rules Regarding the Compensation and Expenses of an External Director), 5760-2000, as amended by the Companies Regulations (Relief for Public Companies Traded in Stock Exchange Outside of Israel), 5760-2000, as such
regulations may be amended from time to time. 

  

	 	22.3.	 Notwithstanding the provisions of Sections 22.1 above, in special circumstances, such as in the case of a
professional director, an expert director or a director who makes a unique contribution to the Company, such director’s compensation may be different than the compensation of all other directors and may be greater than the maximal amount
allowed under Section 22.1. 

  

	 	22.4.	 Each member of JFrog’s Board (excluding the chairman of the Board) may be granted an initial equity-based
award in a value of up to $800,000 and annual grants in a value of up to $350,000 each. The equity-based awards shall vest annually over a period of between one (1) to four (4) years. 

 

	 	22.5.	 The chairperson of JFrog’s Board may be granted an initial equity-based award in a value of up to $900,000
and annual grants in a value of up to $400,000 each. The initial equity-based awards shall vest annually over a period of between three (3) to four (4) years, and the annual grant shall vest on a quarterly basis over a period of one
(1) year. 

	 	22.6.	 All other terms of the equity awards shall be in accordance with JFrog’s equity incentive plans and other
related practices and policies. Accordingly, the Compensation Committee or the Board may extend the period of time for which an award is to remain exercisable and make provisions with respect to the acceleration of the vesting period of any awards,
including, without limitation, in connection with a corporate transaction involving a change of control, and may otherwise modify or amend outstanding awards in accordance with JFrog’s equity incentive plans and other related practices and
policies, subject to any additional approval as may be required by the Companies Law. 

  

	 	22.7.	 In addition, members of JFrog’s Board may be entitled to reimbursement of expenses in connection with the
performance of their duties. 

  

	 	22.8.	 It is hereby clarified that the compensation (and limitations) stated under Section H will not apply to
directors who serve as Executive Officers. 

 I. Miscellaneous 

 

	23.	 Nothing in this Policy shall be deemed to grant any of JFrog’s Executive Officers or employees or any
third party any right or privilege in connection with their employment by the Company. Such rights and privileges shall be governed by the respective personal employment agreements. The Board may determine that none or only part of the payments,
benefits and perquisites detailed in this Policy shall be granted, and is authorized to cancel or suspend a compensation package or part of it. 

  

	24.	 An Immaterial Change in the Terms of Employment of an Executive Officer other than the CEO may be approved by
the CEO, provided that the amended terms of employment are in accordance with this Policy. An “Immaterial Change in the Terms of Employment” means a change in the terms of employment of an Executive Officer with an annual total cost to the
Company not exceeding an amount equal to two (2) monthly base salaries of such employee. 

  

	25.	 In the event that new regulations or law amendment in connection with Executive Officers’ and
directors’ compensation will be enacted following the adoption of this Policy, JFrog may follow such new regulations or law amendments, even if such new regulations are in contradiction to the compensation terms set forth herein.

 ********************* 

This Policy is designed solely for the benefit of JFrog and none of the provisions thereof are intended to provide any rights or remedies to any person other
than JFrog.EX-10.6

 Exhibit 10.6 

JFROG, INC. 
 CHANGE IN
CONTROL AND SEVERANCE AGREEMENT 
 This Change in Control and Severance Agreement (the “Agreement”) is made between
JFrog, Inc. (the “Company”) and Shlomi Ben-Haim (the “Executive”), effective as of      , 2020 (the “Effective Date”). 

This Agreement provides certain protections to the Executive in connection with a change in control of the Company or in connection with the
involuntary termination of the Executive’s employment under the circumstances described in this Agreement. 
 The Company and the
Executive agree as follows: 
 1.    Term of Agreement. This Agreement will terminate upon the date that all of
the obligations of the parties hereto with respect to this Agreement have been satisfied. To the extent the Executive relocates to Israel, the Executive shall be engaged by JFrog Ltd., the Company’s parent company (the
“Parent”), and such engagement shall be made in accordance with and under the terms of the Parent’s executive form of employment agreement, and the terms covered by this Agreement shall be adjusted thereby, mutatis mutandis,
such that the employer-cost associated therewith shall remain as reflected by this Agreement. 
 2.    At-Will Employment. The Company and the Executive acknowledge that the Executive’s employment is and will continue to be at-will, as defined under applicable law.

 3.    Severance Benefits. 

(a)    Qualifying Non-CIC Termination. On a Qualifying Non-CIC Termination (as defined below), the Executive will be eligible to receive the following payments and benefits from the Company: 

(i)    Salary Severance. A single, lump sum payment equal to twelve (12) months of the Executive’s
Salary (as defined below), less applicable withholdings. 
 (ii)    COBRA Coverage. Subject to
Section 3(d), the Company will pay the premiums for coverage under COBRA (as defined below) for the Executive and the Executive’s eligible dependents, if any, at the rates then in effect, subject to any subsequent changes in rates that are
generally applicable to the Company’s active employees (the “COBRA Coverage”), until the earliest of (A) a period of twelve (12) months from the date of the Executive’s termination of employment,
(B) the date upon which the Executive (and the Executive’s eligible dependents, as applicable) becomes covered under similar plans, or (C) the date upon which the Executive ceases to be eligible for coverage under COBRA. 

 (iii)    Relocation Severance. A single lump sum payment equal
to 35,000, less applicable withholdings, to assist with the Executive’s potential relocation from the United States to Israel. 

(b)    Qualifying CIC Termination. On a Qualifying CIC Termination, the Executive will be eligible to receive the
following payments and benefits from the Company: 
 (i)    Salary Severance. A single, lump sum payment equal
to eighteen (18) months of the Executive’s Salary, less applicable withholdings. 
 (ii)    Bonus
Severance. A single, lump sum payment equal to the product of (A) the Executive’s target annual bonus as in effect for the fiscal year in which the Qualifying CIC Termination occurs, multiplied by (B) a ratio where the
numerator is the number of full days during the fiscal year in which the Qualifying CIC Termination occurs that the Executive was employed by the Company and the denominator is three hundred and sixty five (365), less applicable withholdings. 

(iii)    COBRA Coverage. Subject to Section 3(d), the Company will provide COBRA Coverage until the earliest
of (A) a period of eighteen (18) months from the date of the Executive’s termination of employment, (B) the date upon which the Executive (and the Executive’s eligible dependents, as applicable) becomes covered under similar
plans, or (C) the date upon which the Executive ceases to be eligible for coverage under COBRA.. 

(iv)    Equity Vesting Acceleration. Vesting acceleration (and exercisability, as applicable) as to 100% of the
then-unvested shares subject to each of the Executive’s then-outstanding compensatory equity awards issued by the Parent. In the case of an equity award with performance-based vesting, unless otherwise specified in the applicable equity award
agreement governing such award, all performance goals and other vesting criteria will be deemed achieved at target. 

(v)    Relocation Severance. A single lump sum payment equal to 35,000, less applicable withholdings, to assist
with the Executive’s potential relocation from the United States to Israel. 
 (c)    Termination Other Than a
Qualifying Termination. If the termination of the Executive’s employment with the Company Group is not a Qualifying Termination, then the Executive will not be entitled to receive severance or other benefits. 

(d)    Conditions to Receipt of COBRA Coverage. The Executive’s receipt of COBRA Coverage is subject to the
Executive electing COBRA continuation coverage within the time period prescribed pursuant to COBRA for the Executive and the Executive’s eligible dependents, if any. If the Company determines in its sole discretion that it cannot provide the
COBRA Coverage without potentially violating, or being subject to an excise tax under, applicable law (including, without limitation, Section 2716 of the Public Health Service Act), then in lieu of any COBRA Coverage, the Company will provide
to the Executive a taxable monthly payment payable on the last day of a given month (except as provided by the immediately following sentence), in an amount equal to the monthly COBRA premium that the Executive would be required to pay to continue
his or her group health coverage in effect on the date of his or her Qualifying Termination (which amount will be based on the 

  
 - 2 - 

 
premium rates applicable for the first month of COBRA Coverage for the Executive and any of eligible dependents of the Executive) (each, a “COBRA Replacement Payment”), which
COBRA Replacement Payments will be made regardless of whether the Executive elects COBRA continuation coverage and will end on the earlier of (x) the date upon which the Executive obtains other employment or (y) the date the Company has
paid an amount totaling the number of COBRA Replacement Payments equal to the number of months in the applicable COBRA Coverage period. For the avoidance of doubt, the COBRA Replacement Payments may be used for any purpose, including, but not
limited to continuation coverage under COBRA, and will be subject to any applicable withholdings. Notwithstanding anything to the contrary under this Agreement, if the Company determines in its sole discretion at any time that it cannot provide the
COBRA Replacement Payments without violating applicable law (including, without limitation, Section 2716 of the Public Health Service Act), the Executive will not receive the COBRA Replacement Payments or any further COBRA Coverage. 

(e)    Non-Duplication of Payment or Benefits. For purposes of clarity, in the event of a Qualifying Pre-CIC Termination, any severance payments and benefits to be provided to the Executive under Section 3(b) will be reduced by any amounts that already were provided to the Executive under
Section 3(a). Notwithstanding any provision of this Agreement to the contrary, if the Executive is entitled to any cash severance, continued health coverage benefits, or vesting acceleration of any equity awards (other than under this
Agreement) by operation of applicable law or under a plan, policy, contract, or arrangement sponsored by or to which any member of the Company Group is a party (“Other Benefits”), then the corresponding severance payments and
benefits under this Agreement will be reduced by the amount of Other Benefits paid or provided to the Executive. 

(f)    Death of the Executive. In the event of the Executive’s death before all payments or benefits the
Executive is entitled to receive under this Agreement have been provided, the unpaid amounts will be provided to the Executive’s designated beneficiary, if living, or otherwise to the Executive’s personal representative in a single lump
sum as soon as possible following the Executive’s death. 
 (g)    Transfer Between Members of the Company
Group. For purposes of this Agreement, if the Executive is involuntarily transferred from one member of the Company Group to another, the transfer will not be a termination without Cause but may give the Executive the ability to resign for Good
Reason. 
 (h)    Exclusive Remedy. In the event of a termination of the Executive’s employment with the
Company Group, the provisions of this Agreement are intended to be and are exclusive and in lieu of any other rights or remedies to which the Executive may otherwise be entitled, whether at law, tort or contract, or in equity. The Executive will be
entitled to no benefits, compensation or other payments or rights upon termination of employment other than those benefits expressly set forth in this Agreement. 

4.    Accrued Compensation. On any termination of the Executive’s employment with the Company Group, the
Executive will be entitled to receive all accrued but unpaid vacation, expense reimbursements, wages, and other benefits due to the Executive under any Company-provided plans, policies, and arrangements. 

  
 - 3 - 

 5.    Conditions to Receipt of Severance. 

(a)    Separation Agreement and Release of Claims. The Executive’s receipt of any severance payments or
benefits upon the Executive’s Qualifying Termination under Section 3 is subject to the Executive signing and not revoking the Company’s then-standard separation agreement and release of claims (which may include an agreement not to
disparage any member of the Company Group, non-solicit provisions, an agreement to assist in any litigation matters, and other standard terms and conditions) (the “Release” and that
requirement, the “Release Requirement”), which must become effective and irrevocable no later than the sixtieth (60th) day following the Executive’s Qualifying Termination
(the “Release Deadline”). If the Release does not become effective and irrevocable by the Release Deadline, the Executive will forfeit any right to severance payments or benefits under Section 3. 

(b)    Payment Timing. Any lump sum Salary, bonus or relocation payments under Sections 3(a)(i), 3(a)(iii),
3(b)(i), 3(b)(ii) and 3(b)(v) will be provided on the first regularly scheduled payroll date of the Company following the date the Release becomes effective and irrevocable (the “Severance Start Date”), subject to any delay required
by Section 5(d) below. Any taxable installments of any COBRA-related severance benefits that otherwise would have been made to the Executive on or before the Severance Start Date will be paid on the Severance Start Date, and any remaining
installments thereafter will be provided as specified in the Agreement. Any restricted stock units, performance shares, performance units, and/or similar full value awards that accelerate vesting under Section 3(b)(iv) will be settled
(x) on a date no later than ten (10) days following the date the Release becomes effective and irrevocable, or (y) if later, in the event of a Qualifying Pre-CIC Termination, on a date no later
than the Change in Control. 
 (c)    Return of Company Property. The Executive’s receipt of any severance
payments or benefits upon the Executive’s Qualifying Termination under Section 3 is subject to the Executive returning all documents and other property provided to the Executive by any member of the Company Group (with the exception of a
copy of the Company employee handbook and personnel documents specifically relating to the Executive), developed or obtained by the Executive in connection with his or her employment with the Company Group, or otherwise belonging to the Company
Group. 
 (d)    Section 409A. The Company intends that all payments and benefits provided under this Agreement
or otherwise are exempt from, or comply with, the requirements of Section 409A of the Code and any guidance promulgated under Section 409A of the Code (collectively, “Section 409A”) so that none of the
payments or benefits will be subject to the additional tax imposed under Section 409A, and any ambiguities in this Agreement will be interpreted in accordance with this intent. No payment or benefits to be paid to the Executive, if any, under
this Agreement or otherwise, when considered together with any other severance payments or separation benefits that are considered deferred compensation under Section 409A (together, the “Deferred Payments”) will be paid or
otherwise provided until the Executive has a “separation from service” within the meaning of Section 409A. If, at the time of the Executive’s termination of employment, the Executive is a “specified employee” within the
meaning of Section 409A, then the payment of the Deferred Payments will be delayed to the extent necessary to avoid the imposition of the additional tax imposed under Section 409A, which generally means that the Executive will receive
payment on the first payroll date that occurs on or after the date that is 6 months and 1 day following the Executive’s termination of employment. 

  
 - 4 - 

 
The Company reserves the right to amend this Agreement as it considers necessary or advisable, in its sole discretion and without the consent of the Executive or any other individual, to comply
with any provision required to avoid the imposition of the additional tax imposed under Section 409A or to otherwise avoid income recognition under Section 409A prior to the actual payment of any benefits or imposition of any additional
tax. Each payment, installment, and benefit payable under this Agreement is intended to constitute a separate payment for purposes of U.S. Treasury Regulation Section 1.409A-2(b)(2). In no event will any
member of the Company Group reimburse, indemnify, or hold harmless the Executive for any taxes, penalties and interest that may be imposed, or other costs that may be incurred, as a result of Section 409A. 

(e)    Resignation of Officer and Director Positions. The Executive’s receipt of any severance payments or
benefits upon the Executive’s Qualifying Termination under Section 3 is subject to the Executive resigning from all officer and director positions with all members of the Company Group and the Executive executing any documents the Company
may require in connection with the same. 
 6.    Limitation on Payments. 

(a)    Reduction of Severance Benefits. If any payment or benefit that the Executive would receive from any
Company Group member or any other party whether in connection with the provisions in this Agreement or otherwise (the “Payment”) would (i) constitute a “parachute payment” within the meaning of Section 280G of
the Code and (ii) but for this sentence, be subject to the excise tax imposed by Section 4999 of the Code (the “Excise Tax”), then the Payment will be equal to the Best Results Amount. The “Best Results
Amount” will be either (x) the full amount of the Payment or (y) a lesser amount that would result in no portion of the Payment being subject to the Excise Tax, whichever of those amounts, taking into account the applicable
federal, state and local employment taxes, income taxes and the Excise Tax, results in the Executive’s receipt, on an after-tax basis, of the greater amount. If a reduction in payments or benefits
constituting parachute payments is necessary so that the Payment equals the Best Results Amount, reduction will occur in the following order: (A) reduction of cash payments in reverse chronological order (that is, the cash payment owed on the
latest date following the occurrence of the event triggering the Excise Tax will be the first cash payment to be reduced); (B) cancellation of equity awards that were granted “contingent on a change in ownership or control” within the
meaning of Section 280G of the Code in the reverse order of date of grant of the awards (that is, the most recently granted equity awards will be cancelled first); (C) reduction of the accelerated vesting of equity awards in the reverse
order of date of grant of the awards (that is, the vesting of the most recently granted equity awards will be cancelled first); and (D) reduction of employee benefits in reverse chronological order (that is, the benefit owed on the latest date
following the occurrence of the event triggering the Excise Tax will be the first benefit to be reduced). In no event will the Executive have any discretion with respect to the ordering of Payment reductions. The Executive will be solely responsible
for the payment of all personal tax liability that is incurred as a result of the payments and benefits received under this Agreement, and the Executive will not be reimbursed, indemnified, or held harmless by any member of the Company Group for any
of those payments of personal tax liability. 
 (b)    Determination of Excise Tax Liability. Unless the
Company and the Executive otherwise agree in writing, the Company will select a professional services firm (the “Firm”) to make all determinations required under this Section 6, which determinations will be conclusive and
binding 

  
 - 5 - 

 
upon the Executive and the Company for all purposes. For purposes of making the calculations required by this Section 6, the Firm 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 the Executive will furnish to the Firm such information and documents as the Firm
reasonably may request in order to make determinations under this Section 6. The Company will bear the costs and make all payments for the Firm’s services in connection with any calculations contemplated by this Section 6. The
Company will have no liability to the Executive for the determinations of the Firm. 
 7.    Definitions. The
following terms referred to in this Agreement will have the following meanings: 
 (a)    “Affiliate”
means with respect to any person, any other person that, directly or indirectly through one or more intermediaries, controls, is controlled by, or is under common control with, such person (with the term “control” or “controlled
by” within the meaning of Rule 405 of Regulation C under the Securities Act of 1933, as amended). 

(b)    “Board” means the Parent’s Board of Directors. 

(c)    “Cause” means the occurrence of any of the following: (i) the Executive’s willful breach
of any obligations the Confidentiality Agreement; (ii) the Executive’s willful misconduct that is materially injurious to any member of the Company Group; (iii) the Executive’s conviction of, or plea of nolo contendere to,
a crime that constitutes a felony under applicable law or involving fraud, embezzlement or any other act of moral turpitude; provided that, with respect to clause (i) of this Section 7(c), if such conduct is susceptible to cure (as
determined by the Board in good faith), the Executive shall have failed to cure such Cause to the Company’s reasonable satisfaction within thirty (30) days of receipt of a written notice setting forth in reasonable detail the nature of
such Cause. In the event that the conduct constituting Cause with respect to clause (i) of this Section 7(c) is not subject to cure in the good faith determination of the Board, then the right to cure and applicable notice period will not
apply. 
 (d)     “Change in Board Event” means any time at which individuals who, as of the Effective
Date, constitute the Board (the “Incumbent Board”) cease for any reason to constitute at least a majority of the Board; provided, however, that any individual becoming a director subsequent to the Effective Date whose election, or
nomination for election by the Parent’s shareholders, was approved by a vote of at least a majority of the directors then comprising the Incumbent Board shall be considered as though such individual were a member of the Incumbent Board, but
excluding, for this purpose, any such individual whose initial assumption of office occurs as a result of an actual or threatened election contest with respect to the election or removal of directors or other actual or threatened solicitation of
proxies or consents by or on behalf of a person other than the Board. 
 (e)     “Change in Control”
means the occurrence of any of the events: (i) a sale of all or substantially all of the assets of the Parent, or a sale (including an exchange) of all or substantially all of the shares of the Parent, to any person, or a purchase by a
shareholder of the Parent or by an Affiliate of such shareholder, of all the shares of the Parent held by all or substantially all other shareholders or by other shareholders who are not Affiliated with such acquiring party; (ii) a merger
(including, a reverse merger and a reverse triangular merger), consolidation, amalgamation or like transaction of the Parent 

  
 - 6 - 

 
with or into another corporation; (iii) a scheme of arrangement for the purpose of effecting such sale, merger, consolidation, amalgamation or other transaction; or (iv) a Change in
Board Event. Notwithstanding the foregoing, a transaction will not be deemed a Change in 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 in Control if: (i) its sole purpose is to change the jurisdiction of the Parent’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 Parent’s securities immediately before such transaction. 

(f)    “Change in Control Period” means the period beginning three (3) months prior to a Change in
Control and ending twelve (12) months following a Change in Control. 
 (g)    “COBRA” means the
Consolidated Omnibus Budget Reconciliation Act of 1985, as amended. 
 (h)    “Code” means the
Internal Revenue Code of 1986, as amended. 
 (i)    “Company Group” means the Parent and any
subsidiaries of the Parent (including, but not limited to, the Company). 
 (j)    “Confidentiality
Agreement” means the At-Will Employment, Confidential Information, Invention Assignment, and Arbitration Agreement executed by the Company and the Executive on . 

(k)    “Disability” means a total and permanent disability as defined in Section 22(e)(3) of the
Code. 
 (l)    “Good Reason” means the termination of the Executive’s employment with the Company
Group by the Executive in accordance with the next sentence after the occurrence of one or more of the following events without the Executive’s express written consent: (i) a material reduction of the Executive’s duties, authorities,
or responsibilities relative to the Executive’s duties, authorities, or responsibilities in effect immediately prior to the reduction; (ii) a reduction by a Company Group member in the Executive’s rate of annual base salary by more
than ten percent (10%); provided, however, that, a reduction of annual base salary that also applies to substantially all other similarly situated employees of the Company Group members by up to ten percent (10%) will not constitute “Good
Reason”; (iii) a material change in the geographic location of the Executive’s primary work facility or location by more than thirty-five (35) miles from the Executive’s then present location; provided, that a relocation to a
location that is within thirty-five (35) miles from the Executive’s then-present primary residence will not be considered a material change in geographic location, or (iv) failure of a successor corporation to assume the obligations
under this Agreement as contemplated by Section 8. In order for the termination of the Executive’s employment with a Company Group member to be for Good Reason, the Executive must not terminate employment without first providing written
notice to the Company of the acts or omissions constituting the grounds for “Good Reason” within ninety (90) days of the initial existence of the grounds for “Good Reason” and a cure period of thirty (30) days following
the date of written notice (the “Cure Period”), the grounds must not have been cured during that time, and the Executive must terminate the Executive’s employment within thirty (30) days following the Cure Period. 

  
 - 7 - 

 (m)    “Qualifying
Pre-CIC Termination” means a Qualifying CIC Termination that occurs prior to the date of the Change in Control. 

(n)    “Qualifying Termination” means a termination of the Executive’s employment either (i) by
a Company Group member without Cause (excluding by reason of Executive’s death or Disability) or (ii) by the Executive for Good Reason, in either case, during the Change in Control Period (a “Qualifying CIC Termination”)
or outside of the Change in Control Period (a “Qualifying Non-CIC Termination”). 

(o)    “Salary” means the Executive’s annual base salary as in effect immediately prior to the
Executive’s Qualifying Termination (or if the termination is due to a resignation for Good Reason based on a material reduction in base salary, then the Executive’s annual base salary in effect immediately prior to the reduction) or, if
the Executive’s Qualifying Termination is a Qualifying CIC Termination and the amount is greater, at the level in effect immediately prior to the Change in Control. 

8.    Successors. This Agreement will be binding upon and inure to the benefit of (a) the heirs, executors,
and legal representatives of the Executive upon the 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 the 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 the Executive’s right to compensation or other benefits will be null and void. 

9.    Notice. 

(a)    General. All notices and other communications required or permitted under this Agreement shall be in writing
and will be effectively given (i) upon actual delivery to the party to be notified, (ii) upon transmission by email, (iii) twenty-four (24) hours after confirmed facsimile transmission, (iv) one (1) business day after
deposit with a recognized overnight courier, or (v) three (3) business days after deposit with the U.S. Postal Service by first class certified or registered mail, return receipt requested, postage prepaid, addressed (A) if to the
Executive, at the address the Executive shall have most recently furnished to the Company in writing, (B) if to the Company, at the following address: 

JFrog, Inc. 
 270 E. Caribbean
Drive 
 Sunnyvale, CA 94089 

Attention: General Counsel 

(b)    Notice of Termination. Any termination by a Company Group member for Cause will be communicated by a notice
of termination to the Executive, and any termination by the Executive for Good Reason will be communicated by a notice of termination to the Company, in each case given in accordance with Section 9(a) of this Agreement. The notice will indicate
the specific termination provision in this Agreement relied upon, will set forth in reasonable detail the facts and circumstances 

  
 - 8 - 

 
claimed to provide a basis for termination under the provision so indicated, and will specify the termination date (which will be not more than thirty (30) days after the later of
(i) the giving of the notice or (ii) the end of any applicable cure period). 
 10.    Resignation. The
termination of the Executive’s employment for any reason will also constitute, without any further required action by the Executive, the Executive’s voluntary resignation from all officer and/or director positions held at any member of the
Company Group, and at the Board’s request, the Executive will execute any documents reasonably necessary to reflect the resignations. 

11.    Miscellaneous Provisions. 

(a)    No Duty to Mitigate. The Executive will not be required to mitigate the amount of any payment contemplated
by this Agreement, nor will any payment be reduced by any earnings that the Executive may receive from any other source except as specified in Section 3(e). 

(b)    Waiver; Amendment. No provision of this Agreement will be modified, waived or discharged unless the
modification, waiver or discharge is agreed to in writing and signed by an authorized officer of the Company (other than the Executive) and by the Executive. No waiver by either party of any breach of, or of compliance with, any condition or
provision of this Agreement by the other party will be considered a waiver of any other condition or provision or of the same condition or provision at another time. 

(c)    Headings. All captions and section headings used in this Agreement are for convenient reference only and do
not form a part of this Agreement. 
 (d)    Entire Agreement. This Agreement constitutes the entire agreement of
the parties and supersedes in their entirety all prior representations, understandings, undertakings or agreements (whether oral or written and whether expressed or implied) of the parties with respect to the subject matter of this Agreement,
including, for the avoidance of doubt, any other employment letter or agreement, severance policy or program, or equity award agreement. 

(e)    Choice of Law. This Agreement will be governed by the laws of the State of California without regard to
California’s conflicts of law rules that may result in the application of the laws of any jurisdiction other than California. To the extent that any lawsuit is permitted under this Agreement, Employee hereby expressly consents to the personal
and exclusive jurisdiction and venue of the state and federal courts located in California for any lawsuit filed against the Executive by the Company. 

(f)    Arbitration. Any and all controversies, claims, or disputes with anyone under this Agreement (including the
Company and any employee, officer, director, stockholder or benefit plan of the Company in their capacity as such or otherwise) arising out of, relating to, or resulting from the Executive’s employment with the Company Group, shall be subject
to arbitration in accordance with the provisions of the Confidentiality Agreement. 

  
 - 9 - 

 (g)    Severability. The invalidity or unenforceability of any
provision or provisions of this Agreement will not affect the validity or enforceability of any other provision of this Agreement, which will remain in full force and effect. 

(h)    Withholding. All payments and benefits under this Agreement will be paid less applicable withholding taxes.
The Company is authorized to withhold from any payments or benefits all federal, state, local, and/or foreign taxes required to be withheld from the payments or benefits and make any other required payroll deductions. No member of the Company Group
will pay the Executive’s taxes arising from or relating to any payments or benefits under this Agreement. 

(i)    Counterparts. This Agreement may be executed in counterparts, each of which will be deemed an original, but
all of which together will constitute one and the same instrument. 
 [Signature page follows.] 

  
 - 10 - 

 By its signature below, each of the parties signifies its acceptance of the terms of this
Agreement, in the case of the Company by its duly authorized officer. 
  

							
	COMPANY	 		 	JFROG, INC.
				
		 		 	By:	 	  

				
		 		 	Title: 	 	  

				
		 		 	Date:	 	  

			
	EXECUTIVE	 		 	  

				
		 		 	Date:	 	  

  
 - 11 -

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00313-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00313-of-00352.parquet"}]]