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Exhibit 10.10    
    

 
 

HireRight, Inc.    
    

2007

Vice President of Worldwide Sales

Sales Compensation Plan  

  

Introduction—Pay Philosophy  

        HireRight's pay philosophy is to pay for actual net revenue generated from assigned accounts and accounts in assigned territories. The Vice President of Worldwide
Sales Compensation Plan ("Plan") rewards the Vice President of Worldwide Sales ("Plan Participants(s)") for leading the sales and account management teams in finding and signing new customers and for
participation with the Executive Team in setting the strategic direction for the company. Our company's rewards are designed to fairly compensate for job performance and to significantly leverage
compensation for over achievement.

Effective Date of Plan  

        The Plan is effective January 1, 2007 through December 31, 2007. 

Eligibility  

        Participation in this Plan is limited to active, full-time HireRight associates who are in the Vice President of Worldwide Sales position. 

Separation/Transfer/Leave of Absence  

        Upon separation from HireRight (voluntary or involuntary), or transfer to a job not eligible for incentive payments under this Plan, Plan participants will be
eligible to receive sales incentives earned through the date of separation or transfer. Such payments will be made at the time they would have been made had the Plan Participant remained with the
company or in the position. 

Payment of Commissions  

        All Sales Incentives are paid in the final pay period of each calendar month for the prior month's activity. Every effort will be made to ensure accurate and
timely payment of Sales Incentives in accordance with the Plan. However, difficulties with the support systems which provide reporting for sales activity, as well as changes in organization,
assignments, etc., may cause delays in the determination and the accuracy of Sales Incentives. HireRight will consider and make adjustments to Sales Incentive compensation, as appropriate, for a
period of ninety (90) days following the date of payment of such Sales Incentives, resulting from routine corrections related to administrative errors. 

Taxable Income from Sales Incentives  

        Compensation in the form of both cash and non-cash is included in your taxable income and FICA taxable wages. The IRS specifically includes
company-paid vacation trips in taxable income. As a result, all incentives earned under this program will be recorded and reported according to applicable state and federal tax
regulations. 

 
 

Vice President of Worldwide Sales Compensation    
    

        The total target cash compensation package for the Vice President of Worldwide Sales consists of Base Salary, Executive Short Term Incentive and Commissions. 

Executive Short-term Incentive Plan  

        The Vice President of Worldwide Sales is eligible to participate in HireRight's Executive Short-term Incentive Plan for Fiscal Year 2007 with a target
incentive of 20% of base salary. Details of this portion of the compensation may be found in that plan document. 

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Commissions  

        The Vice President of Worldwide Sales is eligible to earn commissions as follows: 

Commission on Planned Revenue:    The Vice President of Worldwide Sales is eligible to earn commissions on 2007 monthly service revenue
(excluding reimbursed fees) which exceeds 2006 actual revenue. The commission rate is 0.58%, and if HireRight meets its 2007 Plan, targeted commission earnings is $90,000. 

Commission on Revenue Over Plan:    The Vice President of Worldwide Sales is eligible to earn commissions on service revenue (excluding
reimbursed fees) over the 2007 Plan once HireRight achieves its planned revenue for the year. These commissions will be paid according to the following schedule: 

 
 

Commission Rates for Actual Revenues over 2007 Plan    
    

	Service Revenue

(Excl. Reimbursed Fees)
	 	% of Plan
	 	Commission Rate
	 
	$67,981,559 - $69,932,629	 	Plan to 102.87%	 	1.80	%
	$69,932,630 - $71,876,901	 	102.88% to 105.73%	 	1.99	%
	$71,876,901 +	 	105.74% +	 	2.34	%

Plan Modifications  

        HireRight reserves the right to amend, revoke, or modify this Plan, in whole or in part, at any time with thirty (30) days prior written notice. Plan
modifications, if any, will be documented and distributed to all applicable Plan Participants. 

	

	

I have received and acknowledge that this 2007 Vice President of Worldwide Sales Compensation Plan is the most current and sole sales compensation plan of HireRight. This Plan supercedes any and all previous written and verbal communications
pertaining to sales compensation.
	

I understand that the contents of this plan are considered HireRight Confidential and Proprietary Information and I agree that I must treat this plan according to the HireRight confidentiality agreement I signed upon joining HireRight.
	 	 	 	 	 
	
 Employee Name	 	
 Employee Signature	 	
 Date

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Exhibit 10.10

HireRight, Inc.

Vice President of Worldwide Sales Compensation

Commission Rates for Actual Revenues over 2007 PlanQuickLinks
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Exhibit 10.11    
    

  

February 27,
2006 

Dear
Jeff: 

        I
am very pleased to offer you a full-time position with HireRight as Chief Financial Officer reporting to Eric Boden, President and CEO. This employment offer is conditioned
upon satisfactory completion of our pre-employment drug screen process and is offered according to the following terms: 

        1.     Your
anticipated start date is March 13, 2006. Your annual base salary will be $220,000, payable bi-weekly; The Company shall withhold from all
compensation payable to you any and all applicable Federal, State and local income and employment withholding taxes and any other amounts required to be deducted or withheld by the Company under
applicable law. 

        2.     You
will be eligible to participate in HireRight's Executive Short Term Incentive Plan with a target incentive of 35% of your annual base salary. You have previously been
provided a copy of this plan. 

        3.     After
the commencement of your employment with the Company, and contingent on approval by the Company's Board of Directors, you will receive a stock option consisting of
options to purchase 481,276 shares of Company's common stock. The option will vest and become exercisable over a four year period. The Option Shares shall initially be unvested and subject to
repurchase by the Corporation at the Exercise Price paid per share. You shall acquire a vested interest in, and the Corporation's repurchase right shall accordingly lapse with respect to,
(i) twelve and one-half percent (12.5%) of the Option Shares upon completion of six (6) months of Service measured from the Vesting Commencement Date and (ii) the
balance of the Option Shares in a series of forty-two (42) successive equal monthly installments upon your completion of each additional month of Service over the
forty-two (42)-month period measured from the six (6) month anniversary of the Vesting Commencement Date. In no event shall any additional Option Shares vest after your cessation of
Service. The exercise price for these options will be equal to the fair market value of the underlying common stock on the date of grant. The grant date and exercise price will be established on the
date the Board of Directors grants the options to you pursuant to the Company's stock option plan (the "Plan"). The options granted under the Plan will provide for the acceleration of your options as
follows: 

        a.     In
the event of a Change in Control (as defined in the Plan) within two years after the commencement of your employment, 50% of your then unvested options will accelerate
on the closing of the Change in Control; the then remaining unvested options will continue to vest monthly in an amount equal to the remaining number of unvested options divided by the number of
months remaining in the original 48 month vesting term. 

        b.     In
the event of a Change in Control (as defined in the Plan) on or after two years following the commencement of your employment, the balance of your then unvested
options will accelerate on the closing of the Change in Control; 

        c.     If
your employment is terminated without Misconduct (as defined in the Plan) or upon a voluntary termination where you are no longer reporting directly to the person who
is 

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the
Chief Executive Officer of the Company immediately prior to the Change in Control or your place of employment is relocated by more than fifty (50) miles, provided and only, then the balance
of your then unvested options will accelerate upon your termination of employment. 

        4.     Severance:    If you are fired for Cause (as defined below), you shall not be entitled to any further payments
other than accrued salary and PTO as of the date of termination. If you are terminated without Cause and you remain and continue to perform services through the last date of employment specified by
the Company, then you shall be paid a lump sum equaled to six (6) months base pay at your then current salary, less normal withholdings, within fifteen (15) days of the date of
termination and the Company's receipt of its standard from of employment release executed by you. Notwithstanding the foregoing, in no event shall the maximum severance payable pursuant to this
paragraph exceed $440,000. For purposes of this paragraph "Cause" shall mean a good faith
determination by the Board of Directors that you have engaged in any one of the following: (i) financial dishonesty, including, without limitation, misappropriation of funds or property, or any
attempt by you to secure any personal profit related to the business or business opportunities of the Company without the informed, written approval of the Company's Board of Directors;
(ii) failure to comply with reasonable directives of the Company's Chief Executive Officer, President or Board of Directors after receipt of written notice specifying such noncompliance;
(iii) gross negligence or reckless or willful misconduct in the performance of your duties or other misconduct detrimental to the best interests of the Company; (iv) a breach of your
obligation of diligence and good faith to the Company; (v) failure to perform, or continuing neglect in the performance of, duties assigned to you for at least ten (10) days after
receipt from the Board of prior written notice of such failure or neglect; (vi) any felony or a misdemeanor involving moral turpitude or fraud which has resulted in conviction of a plea of nolo
contendre; or (vii) violation of Company policies including, without limitation, the Company's policies on equal employment opportunity, prohibition of unlawful harassment and protection of
confidential information. 

        5.     Medical
and dental insurance and other standard benefits are available in accordance with Company policy, beginning at the first of the month following your start of
employment with Company. You will also have the opportunity to participate in the Company's 401(k) Plan. A selection of investment vehicles is offered through John Hancock and will be provided to you
upon hire. 

        6.     By
accepting this offer of employment, you agree to sign and abide by the Company's Confidentiality and Intellectual Property Agreement and Mutual Nondisclosure and
Secrecy Agreement. Copies of both are attached to this offer. 

        7.     By
signing this offer letter, you agree that all designs, plans, reports, specifications, drawings, business processes, technology processes, presentations, user
functionality and other information or items you produce while performing services under this agreement will be assigned to the Company as the sole and exclusive property of the Company and Company's
assigns, nominees, and successors, as well as any copyrights, patents, or trademarks you obtain while performing services under this agreement; and, on the Company's request, and at the Company's sole
expense, you agree to help Company obtain patents and copyrights for any of the above-mentioned new developments, such help to include your provision of data, plans, designs, documents and other
information, as well as your assistance in completing required applications or registrations. 

        8.     The
U.S. government requires that individuals provide documents to the employer for the purpose of establishing identity and employment authorization. You will be
required to provide these documents on your date of hire. 

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        9.     Alternative Dispute Resolution:    HireRight's Alternative Dispute Resolution policy is
enclosed with this letter. The policy requires the arbitration of claims, disputes, issues, causes of action and controversies encompassed by its terms. Arbitration is a process in which a dispute is
presented to a neutral third party, the arbitrator, for a final decision. Ordinarily, the arbitrator makes this decision after both sides present their arguments at the arbitration hearing. There is
no jury. If you win, you can be awarded anything you might seek through a court of law. The arbitrator oversees the proceedings, which are held privately. Although arbitration is much less formal than
a court trial, it is an orderly proceeding, governed by rules of procedure and legal standards of conduct. Please take the time to read the policy. IT APPLIES TO
YOU. It will govern all legal disputes between you and the Company that are related in any way to your employment. 

        10.   At-Will Employment:    As an "at will" employee, you or the Company each have the right to end the
employment relationship for any reason at any time, with or without notice and with or without cause. The "at-will" employment relationship may not be changed by any written document or by
conduct unless such change is the subject of an express agreement in writing signed by the Chief Executive Officer of the Company. No other officers, supervisors, managers or employees of the Company
have the authority to change the "at will" employment relationship. 

        This
Letter Agreement constitutes the entire agreement and understanding of the Company and you with respect to the terms and conditions of your employment with the Company and the
payment of all compensation and benefits including bonuses and severance pay, and expressly supersedes all prior or contemporaneous agreements, arrangements or understandings, either oral or written,
between the Company and you relating to the subject matter of your employment. 

        If
this offer of employment is acceptable to you, please sign a copy of this letter and return it to me by Tuesday, February 28, 2006. If the document is not signed and returned,
you will be deemed to have declined this offer. We understand that your acceptance is contingent upon the results of the stock option valuation. 

        Jeff,
I am excited about you joining our team and look forward to working with you! 

Sincerely,

/S/
BARBARA NIETO 

Barbara
Nieto

Director, Human Resources

HireRight, Inc. 

Enclosures:
HireRight Alternative Dispute Resolution Policy; HireRight Arbitration Agreement; HireRight Confidentiality and Intellectual Property Agreement; HireRight Mutual Nondisclosure and Secrecy
Agreement. 

	

	

I accept your offer of employment. No other oral commitments have been made concerning my employment.
	

Signature:	

/S/ JEFFREY WAHBA
	

 
	Print Name:	Jeffrey Wahba
	 
	Date:	2/27/06
	 

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Exhibit 10.11

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