Document:

EX-10.4

 Exhibit 10.4 

Summary of Compensation Arrangements for Non-Employee Directors 

Each non-employee director (“Outside Director”) of MicroStrategy Incorporated (“MicroStrategy” and collectively with its
subsidiaries the “Company”) receives a fee of $25,000 for each quarterly meeting of MicroStrategy’s Board of Directors (the “Board”) which the Outside Director attends in person. An Outside Director may be paid such fee for
attending a quarterly Board meeting via telephonic conference call if the Outside Director has good reason for the Outside Director’s failure to attend such meeting in person as determined by the Chairman of the Board, but such payment is
limited to one occurrence in any given fiscal year. Each Outside Director who is a member of the Audit Committee also receives a fee of $10,000 (or $12,500 in the case of the Chairman of the Audit Committee) for each quarterly meeting of such
committee which the Outside Director attends in person. Each Outside Director who is a member of the Compensation Committee also receives a fee of $5,000 (or $7,500 in the case of the Chairman of the Compensation Committee), which is paid quarterly,
provided that, in order to be eligible to receive the fee with respect to a fiscal quarter, the Outside Director must have served on the Compensation Committee on the last day of such fiscal quarter. Each Outside Director may receive fees up to
$12,000 in any fiscal quarter for additional services delegated by the Board to such Outside Director in the Outside Director’s capacity as a member of the Audit Committee, the Compensation Committee, the Board, or any other committees of the
Board, provided that any such fee paid with respect to a particular service must be approved by the Board following the completion of such service by the Outside Director. 

From time to time, the Board may hold meetings and other related activities in various locations for which the Company pays for the expenses
of Outside Directors and their guests (“Meeting Activities”). In addition, the Company may hold, host, or otherwise arrange parties, outings, or other similar entertainment functions for which the Company pays for the expenses of Outside
Directors and their guests (“Entertainment Events”). The Company may also request that Outside Directors participate in conferences, symposia, and other similar events or activities relating to the Company’s business for which the
Company pays for the expenses of Outside Directors and their guests (“Company-Sponsored Activities”). 
 The Company has adopted a
policy pursuant to which the Company makes available, from time to time, tickets to sporting, charity, dining, entertainment, or similar events as well as use of corporate suites, club memberships, or similar facilities that the Company may acquire
(“Corporate Development Programs”), for personal use by Company personnel to the extent a Corporate Development Program is not at such time being used exclusively by the Company for business purposes. Eligible personnel include members of
the Board, executive officers of the Company, and other employees of the Company. 
 The Company has adopted a policy pursuant to which the
Company makes available, from time to time, certain designated vehicles that the Company owns or may acquire (“Designated Vehicles”) and related driving services for personal use by eligible Company personnel, to the extent the Designated
Vehicle is not at such time being used exclusively by the Company for business purposes. Eligible personnel include the Chief Executive Officer and any employees and Outside Directors authorized by the Chief Executive Officer to use Designated
Vehicles. 
 The Company also pays for the services of one or more drivers for vehicles other than Company-owned vehicles (such services,
“Alternative Car Services”) for personal use by eligible Company personnel. Eligible personnel include the Chief Executive Officer and any employees and Outside Directors authorized by the Chief Executive Officer to use Alternative Car
Services. The Company has established a policy that the aggregate compensation to all Company personnel as a result of use of Alternative Car Services, exclusive of any associated tax gross-up payments, may not exceed $100,000 in any fiscal year.

 The Company has adopted a third amended and restated aircraft use policy (the “Aircraft Use
Policy”) which, among other things, permits certain non-business use of (i) the Bombardier Global Express XRS aircraft owned by the Company (the “Global Express”), (ii) any aircraft in which the Company has leased a
fractional interest (the “Fractional Aircraft”) and which is managed by NetJets International, Inc. or any of its affiliates (collectively, “NetJets”), together with all other aircraft managed or provided by NetJets to the extent
that the Company uses such other aircraft in connection with the Company’s lease of the Fractional Aircraft (collectively, the “NetJets Aircraft”), and (iii) such other aircraft (A) that the Company may, from time to time,
lease or charter, including, without limitation, any aircraft subject to a fractional interest program in which the Company may participate by leasing a fractional interest, and (B) that has been designated by MicroStrategy to be “Company
Aircraft” for purposes of the Aircraft Use Policy (collectively with the Global Express and the NetJets Aircraft, “Company Aircraft”). Company Aircraft are available for non-business use only when such aircraft are not otherwise being
used by the Company exclusively for business use. The Aircraft Use Policy permits non-business use of Company Aircraft by Outside Directors provided that (i) all Outside Directors are invited by MicroStrategy to travel on the applicable flight,
and such non-business use is in connection with the Outside Director’s participation in one or more Meeting Activities, Entertainment Events to which all Outside Directors have been invited, or Company-Sponsored Activities and (ii) to the
extent that clause (i) does not apply, such non-business use occurs on a “ride-along” basis – that is, an Outside Director and/or his guest travel on a flight that was requested by an eligible requestor other than such Outside
Director for a purpose other than the non-business use of such flight by such Outside Director (each such use, a “Ride-Along Flight”). In addition, the Aircraft Use Policy permits non-business use of Company Aircraft by the Company’s
Chief Executive Officer, and other officers or employees of the Company to the extent approved by the Chief Executive Officer. 

Non-business use of Company Aircraft is subject to various limitations, including those described below. During each calendar year: 

 

	 	•	 	the total number of flight hours used by the Company for non-business use of the NetJets Aircraft in such calendar year must be less than fifty percent (50%) of the total number of flight hours of the NetJets
Aircraft used by the Company for business use and non-business use during such calendar year; 

  

	 	•	 	the total number of flight hours used by the Company for non-business use of the Global Express in such calendar year must be less than fifty percent (50%) of the total number of flight hours of the Global Express
used by the Company for business use and non-business use during such calendar year; 

  

	 	•	 	the total number of flight hours used by the Company for non-business use of all Company Aircraft in such calendar year may not exceed 200 flight hours; and 

 

	 	•	 	an Outside Director’s travel on Ride-Along Flights may not exceed, in the aggregate, four (4) flight segments. 

The Company will make available to Outside Directors certain medical insurance plan benefits that the Company offers to its U.S. employees.

 To the extent that any of the arrangements described above, other than fee compensation, result in imputed compensation to an Outside
Director, the Company pays to (or withholds and pays to the appropriate taxing authority on behalf of) such Outside Director a “tax gross-up” approximating his (i) federal and state income and payroll taxes on the taxable income in
connection with such arrangements plus (ii) federal and state income and payroll taxes on the taxes that the individual may incur as a result of the payment of taxes by the Company with respect to the imputed compensation.EX-10.1

 Exhibit 10.1 

Blucora 
 2014 Executive
Bonus Plan 
 This plan document outlines the Blucora Executive Bonus Plan (the “Plan”) for calendar year 2014. 

PLAN OBJECTIVES 
  

	 	•	 	Align the compensation of executive management to key financial drivers. 

  

	 	•	 	Provide variable pay opportunities and targeted total cash compensation that is competitive within our labor markets. 

  

	 	•	 	Increase the competitiveness of executive pay without increasing fixed costs, making bonus payments contingent upon organizational and individual success. 

 

	 	•	 	Create internal consistency and standard guidelines among the executive peer group. 

 EFFECTIVE DATE

 The Plan was adopted by the Compensation Committee on February 6, 2014, and is effective for calendar year 2014. The Plan may be changed at
any time at the sole discretion of the Compensation Committee of the Board of Directors. 
 PARTICIPATION ELIGIBILITY, BONUS TARGETS AND PAYOUT TIMING

 The positions eligible for participation in the Plan are listed in the table below. Each participant’s annual bonus target, which is stated
as a percentage of annual base salary, is also set forth in the table below. If the executive leadership team changes composition, any additions to the Plan will be recommended by the CEO and approved by the Compensation Committee. Payment of
bonuses awarded under this Plan will be made annually, following the conclusion of the calendar year. 
  

					
	 Job Title
	  	Target
Bonus %	 
	 President and Chief Executive Officer
	  	 	100	% 
	 Chief Financial Officer and Treasurer
	  	 	60	% 
	 EVP Corporate Development
	  	 	55	% 
	 General Counsel and Secretary
	  	 	50	% 
	 President, InfoSpace
	  	 	60	% 
	 President, TaxACT
	  	 	60	% 
	 President, Monoprice
	  	 	50	% 

  

			
	 	  	Page 1 of 4

 PLAN DESIGN 

The Plan includes financial performance components and a discretionary component that is based on individual objectives and the CEO’s (or, with respect to
the CEO, the Compensation Committee’s) subjective evaluation of that individual’s performance. The financial performance components and the weighting of the discretionary component differ among plan participants as noted in the table
below. 
  

																									
	 Job Title /

Bonus Payment Scale
	  	Financial Components	 	 	Discretionary
Component	 
	  	BCOR
Revenue	 	 	BCOR Adj
EBITDA	 	 	Segment
Revenue	 	 	Segment
Income	 	 	Market
Share	 	 
	 President and CEO / A
	  	 	20	% 	 	 	60	% 	 				 				 				 	 	20	% 
	 CFO and Treasurer / A
	  	 	20	% 	 	 	60	% 	 				 				 				 	 	20	% 
	 EVP Corp. Dev. /A
	  	 	20	% 	 	 	60	% 	 				 				 				 	 	20	% 
	 GC and Secretary / A
	  	 	20	% 	 	 	60	% 	 				 				 				 	 	20	% 
	 Pres., InfoSpace / B
	  				 	 	15	% 	 	 	20	% 	 	 	30	% 	 				 	 	35	%1 
	 Pres., TaxACT / C
	  				 	 	10	% 	 	 	25	% 	 	 	20	% 	 	 	25	% 	 	 	20	% 
	 Pres., Monoprice / D
	  				 	 	10	% 	 	 	30	% 	 	 	40	% 	 				 	 	20	% 

 Each financial component may be achieved at a percentage ranging from 0 to 165% (except for President, InfoSpace, whose
financial components may be achieved at a percentage ranging from 0 to 180%) and discretionary component may be achieved at a percentage ranging from 0% to 100%, with the result that the aggregate maximum payout level under the Plan for each
executive is 152%. The relevant Executive Bonus Payment Scale set forth below is applied to determine the achievement of financial performance components. The financial performance component targets at 100% match the corresponding operating plan
targets approved by the Board of Directors in December 2013. The level of achievement of the discretionary component is subjectively determined on a semi-annual basis by the CEO (or, with respect to the CEO, by the Compensation Committee). 

Financial Targets 
 The financial performance
components used to determine the bonus achievement are defined as follows: 
  

	 	•	 	BCOR Revenue = Consolidated, externally reported Revenue 

  

	 	•	 	BCOR Adjusted EBITDA = Consolidated, externally reported EBITDA normalized for internally developed software and other non-operational items 

 

	 	•	 	Segment Revenue or Income, as applicable = externally reported Income or Revenue for the applicable segment, with Income normalized for internally developed software and other non-operational items 

 

	 	•	 	Market Share = DDIY efile market share 

 Bonus Scales 

The applicable Executive Bonus Payment Scale below will be used to calculate the available amounts to be paid to each executive based on the financial
performance components. 
  

					
	 Executive Bonus Payment Scale A
(BCOR)

	 Performance Level
	  	Financial
Performance
vs. Target	  	Bonus
Achievement
Percentage
	 Below Threshold
	  	0% -79%	  	0%
	 Thresholds
	  	80%	  	50%
		  	81% to 99%	  	52.5% to 97.5%
	 Target
	  	100%	  	100%
		  	101% -119%	  	101% -119%
	 Acceleration
	  	120% - 140%	  	121.2% - 165%
	 Maximum
	  	> 141%	  	165%

  

	1 	Includes 15% relating to new business initiatives. 

  

			
	Blucora 2014 Executive Bonus Plan	  	Page 2 of 4

					
	 Executive Bonus Payment Scale B
(InfoSpace)

	 Performance

Level
	  	Financial Performance
vs. Target	  	Bonus Achievement
Percentage
	 Below Threshold
	  	0% -74%	  	0%
	 Thresholds
	  	75%	  	50%
		  	76% to 99%	  	52.0% to 98.0%
	 Target
	  	100%	  	100%
		  	101% -124%	  	101% - 124%
	 Acceleration
	  	125% -150%	  	126.2% - 180%
	 Maximum
	  	> 151%	  	180%

  

					
	 Executive Bonus Payment Scale C
(TaxACT)

	 Performance

Level
	  	Financial Performance
vs. Target	  	Bonus Achievement
Percentage
	 Below Threshold
	  	0% -89%	  	0%
	 Thresholds
	  	90%	  	50%
		  	91% to 99%	  	55.0% to 95.0%
	 Target
	  	100%	  	100%
		  	101%104%	  	101% - 104%
	 Acceleration
	  	105% -110%	  	114.2% - 165%
	 Maximum
	  	> 111%	  	165%

  

					
	 Executive Bonus Payment Scale D
(Monoprice)

	 Performance

Level
	  	Financial Performance
vs. Target	  	Bonus Achievement
Percentage
	 Below Threshold
	  	0% - 84%	  	0%
	 Thresholds
	  	85%	  	50%
		  	86% to 99%	  	53.3% to 96.7%
	 Target
	  	100%	  	100%
		  	101% -114%	  	101% - 114%
	 Acceleration
	  	115% -130%	  	117.2% - 165%
	 Maximum
	  	> 131%	  	165%

  

	 	•	 	Rounding. Performance results will be rounded up to the nearest whole percentage point. For example, if the calculated performance achievement percentage is 79.1%, it will be rounded up to 80%. 

 

	 	•	 	Performance Thresholds. There will be no payout for a financial performance component if the minimum specified threshold is not achieved. However, if the threshold for one financial performance component is not
achieved, a bonus may still be earned on the other financial performance component(s), provided performance for that measure achieves the applicable threshold. The discretionary component is independent of the financial performance components, and
may be awarded whether or not the threshold for any financial performance components has been met. 

  

	 	•	 	Acceleration Below and Above Target. For determining bonus achievement percentage where a range is indicated in the financial performance vs. target column, the whole percentage point of financial performance
achieved is mapped to the corresponding bonus achievement percentage using a linear scale between the low and high points in the range. 

  

			
	Blucora 2014 Executive Bonus Plan	  	Page 3 of 4

 EMPLOYMENT REQUIREMENTS 

In order to be eligible for a bonus payment under the Plan, and for a bonus to be considered earned under the Plan, participants must be employed at the end of
the fiscal year; provided, however, that if a participant’s employment is terminated during the year “without Cause” or by the participant for “Good Reason” or due to “Constructive Termination” as such terms are
defined in the applicable participant’s employment agreement, then the participant will be entitled to accrued bonus as of the date of his or her termination. Accrued bonus will be calculated as (a) pro-rata achievement of financial
performance components based on the then-current annual forecast and (b) pro-rata achievement of the objectives/discretionary component at the level communicated at the conclusion of the semi-annual measurement period, or with respect to any
measurement period which has not yet been completed and communicated, achievement of the objectives/discretionary component at the level subjectively determined by the CEO (or, with respect to the CEO, the Compensation Committee). 

APPROVAL 
 All bonus payments made to executives
will be submitted to the Compensation Committee for final approval. The Compensation Committee may adjust the final bonus amount as it deems appropriate. The Committee has complete discretion to adjust bonus awards to reflect changes in the
industry, company, the executive’s job duties or performance, or any other circumstance the Committee determines should impact bonus awards. 

  

			
	Blucora 2014 Executive Bonus Plan	  	Page 4 of 4

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