Document:

EXHIBIT 4.15

       

      Amendment No. 14

      to

      Gilat Satellite Networks Ltd. 2008 Share Incentive Plan

      (the “Plan”)

      Dated March 8, 2021

       

      The terms of the Plan are hereby revised as follows:

      

      

      In Section 6(a) of the Plan, the first sentence is hereby deleted and replaced with the following wording:

      

      

      “Subject to the provisions of Section 6(b), the maximum number of Ordinary Shares that may be
          issued under the Plan is 8,245,112 in a fungible pool of Ordinary Shares”.

      

      

      All other terms shall remain unchanged.EXHIBIT 4.16

       

      

      

      Amendment No. 15

      to

      Gilat Satellite Networks Ltd. 2008 Share Incentive Plan

      (the “Plan”)

      Dated May 3, 2021

       

      

      The terms of the Plan are hereby revised as follows:

      

      

      In Section 6(a) of the Plan, the first sentence is hereby deleted and replaced with the following wording:

      

      

      “Subject to the provisions of Section 6(b), the maximum number of Ordinary Shares that may be
          issued under the Plan is 8,355,112 in a fungible pool of Ordinary Shares”.

      

      

      All other terms shall remain unchanged.EX-4.4

 Exhibit 4.4 
  

 
 INCORPORATED UNDER THE LAWS OF THE STATE OF ISRAEL SEE REVERSE SIDE FOR CERTAIN DEFINITIONS CUSIP XXXXXX XX X THIS CERTIFIES THAT is the
owner of FULLY PAID AND NON-ASSESSABLE CLASS A ORDINARY SHARES OF ironSource Ltd. transferable on the books of the Company by the holder hereof in person or by Attorney upon surrender of this certificate properly endorsed. This certificate and the
shares represented COMMON hereby, are issued and shall be held subject to all of the provisions of the Articles of Association, as amended and restated, of the Company (copies of which are on file with the Company and with the Transfer Agent), to
all of which each holder, by acceptance hereof, assents. This certificate is not valid until countersigned and registered by the Transfer Agent and Registrar. IN WITNESS WHEREOF, the said Company has caused this certificate to be signed by
electronic signature of its duly authorized officer. COUNTERSIGNED AND REGISTERED: AMERICAN STOCK TRANSFER TRUST& COMPANY New(Brooklyn, York) TRANSFER AGENT AND REGISTRAR BY AUTHORIZED SIGNATURE 

 

 
 The following abbreviations, when used in the inscription on the face of this certificate, shall be construed as though they were
written out in full according to applicable laws or regulations: UTMA –            Custodian             TEN COM – as
tenants in common (Cust) (Minor) TEN ENT – as tenants by entireties under Uniform Transfers to Minors JT TEN – as joint tenants with right of survivorship Act             and not
as tenants in common (State) Additional abbreviations may also be used though not in the above list. For value received             hereby sell, assign, and transfer unto PLEASE INSERT
SOCIAL SECURITY OR OTHER IDENTIFYING NUMBER OF ASSIGNEE (PLEASE PRINT OR TYPEWRITE NAME AND ADDRESS INCLUDING POSTAL ZIP CODE OF ASSIGNEE) Class A Ordinary Shares represented by the within certificate, and do hereby irrevocably constitute and
appoint Attorney to transfer the said shares on the books of the within-named Company with full power of substitution in the premises. Dated             X NOTICE: THE SIGNATURE TO THIS
ASSIGNMENT MUST CORRESPOND WITH THE NAME AS WRITTEN UPON THE FACE OF THE CERTIFICATE IN EVERY PARTICULAR WITHOUT ALTERATION OR ENLARGEMENT OR ANY CHANGE WHATEVER. SIGNATURE GUARANTEED ALL GUARANTEES MUST BE MADE BY A FINANCIAL INSTITUTION (SUCH AS A
BANK OR BROKER) WHICH IS A PARTICIPANT IN THE SECURITIES TRANSFER AGENTS MEDALLION PROGRAM (“STAMP”), THE NEW YORK STOCK EXCHANGE, INC. MEDALLION SIGNATURE PROGRAM (“MSP”), OR THE STOCK EXCHANGES MEDALLION PROGRAM
(“SEMP”) AND MUST NOT BE DATED. GUARANTEES BY A NOTARY PUBLIC ARE NOT ACCEPTABLE.EX-10.8

 Exhibit 10.8 

COMPENSATION POLICY 
 IRONSOURCE LTD.

 Compensation Policy for Executive Officers and Directors 

 A. Overview and Objectives 
  

	1.	 Introduction 

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

Compensation is a key component of ironSource’s overall human capital strategy to attract, retain, reward, and motivate highly skilled individuals
that will enhance ironSource’s value and otherwise assist ironSource to reach its business and financial long-term goals. Accordingly, the structure of this Policy is established to tie the compensation of each officer to ironSource’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, ironSource’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. 

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 ironSource’s Compensation Policy for five (5) years, commencing as of its adoption, unless amended earlier. 
 The Compensation Committee
and the Board of Directors of ironSource (the “Compensation Committee” and the “Board”, respectively) shall review and reassess the adequacy of this Policy from time to time, as required by the Companies Law. 

 

	2.	 Objectives  

ironSource’s objectives and goals in setting this Policy are to attract, motivate and retain highly experienced leaders who will contribute to
ironSource’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 ironSource’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 ironSource’s shareholders in order to enhance
shareholder value; 

  

	 	2.2.	 To align a significant portion of the Executive Officers’ compensation with ironSource’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 in the way Executive Officers are compensated. 

 

	3.	 Compensation Instruments 

Compensation instruments under this Policy may include the following: 
  

	 	3.1.	 Base salary; 

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

  

	 	4.2.	 The total annual target bonus and equity-based compensation per vesting annum (based on the fair market value at the time
of grant calculated on a liner basis) of each Executive Officer shall not exceed 95% of such Executive Officer’s total compensation package for such year. 

 

	5.	 Inter-Company Compensation Ratio 

 

	 	5.1.	 In the process of drafting and updating this Policy, ironSource’s Board and Compensation Committee have examined the
ratio between employer cost associated with the engagement of the Executive Officers, including directors, and the average and median employer cost associated with the engagement of ironSource’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 ironSource were examined and will continue to
be examined by ironSource 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 ironSource. 

B. Base Salary and Benefits 
  

	6.	 Base Salary 

  

	 	6.1.	 A base salary provides stable compensation to Executive Officers and allows ironSource 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, company’s role,
business responsibilities and the past performance of each Executive Officer. 

  

	 	6.2.	 Since a competitive base salary is essential to ironSource’s ability to attract and retain highly skilled
professionals, ironSource 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
ironSource’s, as much as possible, while considering, among others, such companies’ size and characteristics including their revenues, profitability rate, 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. To that end, ironSource 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. 

  
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	 	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. 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. Any
limitation herein based on the annual base salary shall be calculated based on the monthly base salary applicable at the time of consideration of the respective grant or benefit. 

 

	7.	 Benefits 

  

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

  

	 	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 ironSource’s practice and
the practice in peer group companies (including contributions on bonus payments); 

  

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

 

	 	7.1.6.	 ironSource shall contribute on behalf of the Executive Officer towards work disability insurance, as allowed by
applicable law and with reference to ironSource’s policies and procedures and to the practice in peer group companies. 

  

	 	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 reimbursement for out-of-pocket one-time payments and other ongoing expenses, such as housing allowance, car allowance, and home leave visit, etc.

  

	 	7.4.	 ironSource may offer additional benefits to its Executive Officers, which will be 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 ironSource’s policies and procedures. 

C. Cash Bonuses 
  

	8.	 Annual Cash Bonuses—The Objective 

 

	 	8.1.	 Compensation in the form of an annual cash bonus is an important element in aligning the Executive Officers’
compensation with ironSource’s objectives and business goals. 

  
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Therefore, annual cash bonuses will reflect a pay-for-performance element, with payout eligibility and levels
determined based on actual financial and operational results, in addition to other factors the Compensation Committee may determine, including individual performance. 

 

	 	8.2.	 An annual cash bonus may be awarded to Executive Officers upon the attainment of
pre-set periodical objectives and individual targets determined by the Compensation Committee (and, if required by law, by the Board) for each fiscal year, or in connection with such officer’s engagement,
in case of newly hired Executive Officers, taking into account ironSource’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 the annual cash bonus (all or any portion thereof) and the formula for calculating any annual cash bonus payout, with respect to each fiscal year, for each Executive Officer. In special circumstances,
as determined by the Compensation Committee and the Board (e.g., regulatory changes, significant changes in ironSource’s business environment, a significant organizational change, a significant merger and acquisition events etc.), the
Compensation Committee and the Board may modify the objectives and/or their relative weights during the fiscal year, or may modify payouts following the conclusion of the year. 

 

	 	8.3.	 In the event the employment of an Executive Officer is terminated prior to the end of a fiscal year, the Company may (but
shall not be obligated to) pay such Executive Officer an annual cash bonus (which may or may not be pro-rated). 

  

	 	8.4.	 The actual annual cash bonus to be paid to Executive Officers shall be approved by the Compensation Committee and the
Board. 

  

	9.	 Annual Cash Bonuses—The Formula 

Executive Officers other than the CEO 
  

	 	9.1.	 The performance objectives for the annual cash bonus of ironSource’s Executive Officers, other than the chief
executive officer (the “CEO”), may be approved by the Compensation Committee (or, if so determined by the Compensation Committee, by ironSource’s CEO in lieu of the Compensation Committee) and may be based on company, division
and individual objectives. The performance measurable objectives, which include the objectives and the weight to be assigned to each achievement in the overall evaluation, will be based at least 25% on overall company performance measures, which are
based on actual financial and operational results, such as (by way of example and not by way of limitation) revenues, operating income and cash flow and may further include, divisional or personal objectives which may include operational objectives,
such as (by way of example and not by way of limitation) market share, initiation of new markets and operational efficiency, customer focused objectives, project milestones objectives and investment in human capital objectives, such as (by way of
example and not by way of limitation) employee satisfaction, employee retention and employee training and leadership programs. As permitted by the Companies Law, the Company may also grant annual cash bonuses to ironSource’s Executive Officers,
other than the CEO, on a discretionary basis. 

   

	 	9.2.	 The target annual cash bonus that an Executive Officer, other than the CEO, will be entitled to receive for any given
fiscal year, will not exceed 100% of such Executive Officer’s annual base salary. 

  

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

CEO 
  

	 	9.4.	 The annual cash bonus of ironSource’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 ironSource’s 

  
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Compensation Committee (and, if required by law, by ironSource’s Board) and will be based on company and personal objectives. These 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 are based on actual financial and operational results, such as (by way of example and not by way of
limitation) revenues, sales, operating income, cash flow or Company’s annual operating plan and long-term plan. 

  

	 	9.5.	 As permitted by the Companies Law, the less significant part of the annual cash bonus granted to ironSource’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.

   

	 	9.6.	 The target annual cash bonus that the CEO will be entitled to receive for any given fiscal year, will not exceed 100% of
his or her annual base salary. 

  

	 	9.7.	 The maximum annual cash bonus including for overachievement performance that the CEO will be entitled to receive for any
given fiscal year, will not exceed 200% of his or her annual base salary. 

  

	10.	 Other Bonuses 

  

	 	10.1.	 Special Bonus. ironSource 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 for
Executive Officers other than the CEO (and in the CEO’s case, at the Compensation Committee’s and the Board’s discretion), subject to any additional approval as may be required by the Companies Law (the “Special
Bonus”). Any such Special Bonus will not exceed 200% of the Executive Officer’s annual base salary. Special Bonus can be paid, in whole or in part, in equity in lieu of cash. 

 

	 	10.2.	 Signing Bonus. ironSource may grant a newly recruited Executive Officer a signing bonus, at the CEO’s
discretion for Executive Officers other than the CEO (and in the CEO’s case, at the Compensation Committee’s and the Board’s discretion), subject to any additional approval as may be required by the Companies Law (the “Signing
Bonus”). Any such Signing Bonus will not exceed 150% of the Executive Officer’s annual base salary. 

   

	 	10.3.	 Relocation/ Repatriation Bonus. ironSource 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”). Any such Relocation bonus will include customary benefits associated with such relocation and its monetary value will not exceed 100%
of the Executive Officer’s annual base salary. 

  

	11.	 Compensation Recovery (“Clawback”) 

 

	 	11.1.	 In the event of an accounting restatement, ironSource 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 based on the financial statements, as restated, provided that a claim is made by ironSource prior to the second
anniversary following the filing of such 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

  
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	 	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 securities laws or a separate contractual obligation. 

 D. Equity Based
Compensation 
  

	12.	 The Objective 

  

	 	12.1.	 The equity-based compensation for ironSource’s Executive Officers will be designed in a manner consistent with the
underlying objectives of the Company 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 ironSource 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 ironSource is intended to be in a form of share options and/or other
equity-based awards, such as RSUs or performance stock units, 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 (other than bonuses paid in equity in lieu of cash) shall
normally 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 or in a specific compensation plan approved by the Compensation Committee and
the Board, grants to Executive Officers other than non-employee directors shall vest based on time, gradually over a period of at least 2-4 years, or based on
performance. The exercise price of options shall be determined in accordance with ironSource’s policies, the main terms of which shall be disclosed in the annual report of ironSource. 

 

	 	12.4.	 All other terms of the equity awards shall be in accordance with ironSource’s incentive plans and other related
practices and policies. Accordingly, the Board may, following approval by the Compensation Committee, make modifications to such awards consistent with the terms of such incentive plans, 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. 

  

	 	13.2.	 In determining the equity-based compensation granted to each Executive Officer, the Compensation Committee and the Board
shall consider the factors specified in Section 13.1 above, and in any event, the total fair market value of an annual equity-based compensation at the time of grant (not including bonuses paid in equity in lieu of cash) shall not exceed:
(i) with respect to the CEO—the higher of (w) 700% of his or her annual base salary or (x) 0.25% of the Company’s fair market value; and (ii) with respect to each of the other Executive Officers—the higher of (y) 700% of his
or her annual base salary or (z) 0.2% 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 by multiplying the
number of shares underlying the grant by the market price of ironSource’s ordinary shares on or around the time of the grant or according to other 

  
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acceptable valuation practices at the time of grant, in each case, as determined by the Compensation Committee and the Board. 

E. Retirement and Termination of Service Arrangements 
  

	14.	 Advanced Notice Period 

ironSource may 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 of up to twelve (12) months, 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. Such advance notice may or may not be provided in addition to severance, provided, however, that the Compensation Committee shall take into consideration the Executive Officer’s entitlement to advance notice in
establishing any entitlement to severance and vice versa. 
  

	15.	 Adjustment Period 

ironSource may provide an additional adjustment period of up to six (6) months to the CEO or to any other 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 

ironSource 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, ironSource may grant to its Executive Officers a
non-compete grant as an incentive to refrain from competing with ironSource for a defined period of time. The terms and conditions of the non-compete grant shall be
decided by the Board and shall not exceed such Executive Officer’s monthly base salary multiplied by twelve (12). The Board shall consider the existing entitlements of the Executive Officer in connection with the consideration of any non-compete grant. 
  

	18.	 Limitation Retirement and Termination of Service Arrangements 

The total non-statutory payments under Section 14-17 above for a
given Executive Officer shall not exceed the Executive Officer’s monthly base salary multiplied by twenty-four (24). The limitation under this Section 18 does not apply to benefits and payments provided under other chapters of this Policy.

 F. Exculpation, Indemnification and Insurance 
  

	19.	 Exculpation 

ironSource 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 ironSource, to the fullest extent permitted by applicable law. 
  

	20.	 Insurance and Indemnification 

 

	 	20.1.	 ironSource 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 ironSource, all subject to applicable law and the Company’s articles of association.

  
 8 

	 	20.2.	 ironSource 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 $750 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 ironSource’s exposures, the scope of coverage and the market conditions and that the Insurance Policy reflects
the current market conditions, 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), ironSource 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 $750 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 

  

	 	20.3.2.	 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 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.	 ironSource 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 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 be granted to the Executive Officers (in addition to, or in lieu of, the benefits
applicable in the case of any retirement or termination of service) upon or in connection with a “Change of Control” or, where applicable, in the event of a Change of Control following which the employment of the
Executive Officer is terminated or adversely adjusted in a material way: 

  

	 	21.1.	 Vesting acceleration of outstanding options or other equity-based awards; 

 

	 	21.2.	 Extension of the exercising period of equity-based compensation for ironSource’s Executive Officers for a period of
up to one (1) year, 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 and adjustment 

  
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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 200% of the Executive Officer’s annual base salary in case of an Executive Officer other
than the CEO and 250% in case of the CEO. 

 H. Board of Directors Compensation 

 

	22.	 All ironSource’s non-employee Board members may be entitled to an annual
cash fee retainer of up to $75,000 (and up to $125,000 for the chairperson of ironSource’s Board), an annual committee membership fee retainer of up to $30,000 per committee, and an annual committee chairperson cash fee retainer of up to
$50,000 (it is being clarified that the payment for the chairpersons would be in lieu of (and not in addition) to the payments referenced above for committee membership). In addition, all ironSource
non-employee Board members that reside outside of Israel may be entitled to a supplemental annual retainer of up to $40,000 (it being clarified that this payment shall be made to such non-employee Board members in addition to the foregoing payments discussed in this Section 22). 

  

	23.	 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. 

  

	24.	 Notwithstanding the provisions of Section 22 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. 

  

	25.	 Each non-employee member of ironSource’s Board may be granted equity-based
compensation. The total fair market value of a “welcome” or an annual equity-based compensation at the time of grant shall not exceed the higher of (i) $300,000 or (x) 0.02% of the Company’s fair market value. 

  

	26.	 All other terms of the equity awards shall be in accordance with ironSource’s incentive plans and other related
practices and policies. Accordingly, the Board may, following approval by the Compensation Committee, make modifications to such awards consistent with the terms of such incentive plans, subject to any additional approval as may be required by the
Companies Law. 

  

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

  

	28.	 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 
  

	29.	 Nothing in this Policy shall be deemed to grant to any of ironSource’s Executive Officers, employees, directors, or
any third party any right or privilege in connection with their employment by or service to the Company, nor deemed to require ironSource to provide any compensation or benefits to any person. Such rights and privileges shall be governed by
applicable personal employment agreements or other separate compensation arrangements entered into between ironSource and the recipient of such compensation or benefits. 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 any part of it. 

  

	30.	 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. 

  
 10 

	31.	 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, ironSource 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 ironSource and none of the provisions thereof are intended to provide any rights or remedies to any person other than ironSource. 

  
 11

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