Document:

Exhibit 10.97: Form of Time-vesting
Restricted Stock Unit (RSU) Award Certificate under the Move, Inc. 2011
Incentive Plan 

MOVE, INC. 

TIME-BASED RESTRICTED STOCK UNIT
(RSU) AWARD CERTIFICATE 

Non-transferable

G R A N T  T O

____________________

(“Grantee”)

by Move, Inc. (the “Company”) of 

[NUMBER] restricted stock units
(“RSUs”) 

consisting of the right to receive, in
the future, on a one-for-one basis and subject to the terms and conditions of
this Award Certificate (“Certificate”), shares of the Company’s
common stock, par value $0.001 per share (“Shares”). 

The RSUs are granted pursuant to and
subject to the provisions of the Move, Inc. 2011 Incentive Plan (the
“Plan”),
which provisions are incorporated by reference into this Certificate, and of
this Certificate. By accepting any of the RSUs, or any Shares subsequently
issued by the Company with respect to the RSUs (“Issued Stock”), Grantee shall be
deemed to have agreed to the provisions of this Certificate and the Plan.
Capitalized terms used in this Certificate and not otherwise defined herein
shall have the meanings assigned to such terms in the Plan. 

The RSUs are subject to the following
vesting restrictions. Unless vesting is accelerated as provided for in the Plan,
the RSUs shall become non-forfeitable (vest) and the Grantee entitled to receive
Issued Stock in accordance with the following schedule, provided that the
Grantee remains in Continuous Service on each applicable vesting
date: 

[     Vesting schedule/terms    
] 

Shares of Issued Stock will be
registered on the books of the Company in Grantee’s name as of the date the
associated RSUs vest, and, subject to the restrictions and other terms of this
Certificate, shall be delivered to Grantee as soon as practicable thereafter, in
certificated or uncertificated form. Any RSUs that fail to vest in accordance
with the terms of this Certificate will be forfeited (as will any right to
receive Issued Stock with respect to such RSUs) without further consideration or
any act or action by Grantee. 

The RSUs are subject to each of the
following additional restrictions. [    
Restrictions     ] 

Regarding Issued Stock that is subject
to any restriction, any new, additional or different securities the Grantee may
become entitled to receive with respect to such Issued Stock by virtue of a
stock dividend, stock split or any other change in the corporate or capital
structure of the Company will be subject to the same restrictions as such Issued
Stock.

IN WITNESS WHEREOF, Move, Inc., acting
by and through its duly authorized officers, has caused this Award Certificate
to be duly executed. 

MOVE, INC. 

	By: _________________________________, its Authorized
    Officer	           	
      Grant Date: ___________ __, 20___

25Exhibit 10.98: Steven Berkowitz 2012
Management Incentive Plan 

Steve Berkowitz

2012 Management incentive Plan 

Under the Move, Inc. 2012 Management
Incentive Plan (the “Bonus Plan”), you will be eligible to receive a performance
bonus based upon achievement of performance objectives. Your bonus may be up to
the following amounts: 

Sixty percent (60%) will be based on
Company financial performance and forty percent (40%) will be based on
individual performance objectives, provided that the Company must exceed the
Threshold Performance Level for a bonus to be payable under the Bonus Plan. Your
target bonus for 2012 is 100% of your 2012 annual base
salary (“Target Bonus”). Your Target Bonus is your expected bonus amount
assuming acceptable satisfaction of your objectives achievement of all of the
corporate and all of your individual performance objectives. Your bonus may be
above the target bonus performance level (see below) based on achievement over
and above stated performance objectives. 

	       At or below Threshold Performance
      Level:	      	0% of Target Bonus
		 	     
	       At Target Performance Level:		100% of Target Bonus (60% for Company financial
      performance; 40% for individual performance)
			   
	       Above Target Performance
    Level:		200% (maximum) of Target Bonus (60% for Corporate
      Financial Performance; 40% for Individual
Performance)

Achievement in between levels will be
calculated according to the bonus formula described below. 

Individual Performance
Objectives 

Your expected bonus for the individual
performance objectives is 40% of your Target Bonus (at acceptable satisfaction
of your objectives). Your performance will be assessed by the Management
Development and Compensation Committee based on how you delivered against your
individual performance objectives.

Company Financial Performance
Element 

The Company financial performance will be
determined based on a financial matrix that includes 2012 EBITDA and Revenue
components. A copy of the financial matrix is being provided to you in
connection with this Bonus Plan. Final determination of any and all bonus awards
is subject to Management Development and Compensation Committee
approval.

26 

Steve Berkowitz

Payment of any bonus award shall be based
on the Company’s overall financial position at the time performance is reviewed
by the Management Development and Compensation Committee. Final approved
bonuses, as applicable, will be paid after year-end close (i.e., the bonus is
annual, not quarterly). 

General Terms &
Conditions: 

These general terms and conditions apply
to the Bonus Plan and any and all applicable payments under the Bonus Plan. To
the extent that these general terms and conditions conflict with any other terms
of this Bonus Plan, these general terms and conditions shall control.

Participant must be employed on the Bonus
Plan payment date (“Payment Date”) to be eligible to receive a bonus. The
Payment Date will be no later than April 15, 2013.

Any participants who become employed after
January 1, 2012 will have their payout pro-rated based on the number of days
employed in 2012, provided they meet the other terms and conditions of this
Bonus Plan, including remaining employed through the Payment Date. 

Employees who go on a leave of absence,
including disability, will have any potential bonus payment pro-rated based on
actual days of full service employment in 2012, provided they meet the other
terms and conditions of this Bonus Plan, including remaining employed through
the Payment Date. Vacation, normal sick leave and jury duty will not cause a
pro-ration. 

The Company reserves the right to amend
the Bonus Plan at any time with or without notice, and all payments under the
Bonus plan are at the sole discretion of senior management, except as subject to
the Management Development and Compensation Committee approval. 

Participation in the Bonus Plan does not
change your at-will employment status at Move. This means that unless expressly
agreed otherwise in writing signed by the Chairman of the Board of Directors of
Move and you, both you and the Company retain the right to end your employment
relationship at any time with or without notice, with or without cause.

Your signature below indicates that you
have received, read and understand the Bonus Plan. 

	      	/s/ Steven
    Berkowitz	      	May 19, 2012
		Name	 	Date
	 	       
		Steven Berkowitz	 	
		Print Name		

27Exhibit 10.99: Rachel Glaser 2012 Management Incentive Plan 

Rachel Glaser

2012 Management incentive Plan 

Under the Move, Inc. 2012 Management
Incentive Plan (the “Bonus Plan”), you will be eligible to receive a performance
bonus based upon achievement of performance objectives. Your bonus may be up to
the following amounts: 

Sixty percent (60%) will be based on
Company financial performance and forty percent (40%) will be based on
individual performance objectives, provided that the Company must exceed the
Threshold Performance Level for a bonus to be payable under the Bonus Plan. Your
target bonus for 2012 is 50% of your 2012 annual base
salary (“Target Bonus”). Your Target Bonus is your expected bonus amount
assuming acceptable satisfaction of your objectives achievement of all of the
corporate and all of your individual performance objectives. Your bonus may be
above the target bonus performance level (see below) based on achievement over
and above stated performance objectives. 

	       At or below Threshold Performance
      Level:	      	0% of Target Bonus
		 	     
	       At Target Performance Level:		100% of Target Bonus (60% for Company financial
      performance; 40% for individual performance)
			   
	       Above Target Performance
    Level:		200% (maximum) of Target Bonus (60% for Corporate
      Financial Performance; 40% for Individual
Performance)

Achievement in between levels will be
calculated according to the bonus formula described below. 

Individual Performance
Objectives 

Your expected bonus for the individual
performance objectives is 40% of your Target Bonus (at acceptable satisfaction
of your objectives). Your performance will be assessed by the Management
Development and Compensation Committee based on how you delivered against your
individual performance objectives.

Company Financial Performance
Element 

The Company financial performance will be
determined based on a financial matrix that includes 2012 EBITDA and Revenue
components. A copy of the financial matrix is being provided to you in
connection with this Bonus Plan. Final determination of any and all bonus awards
is subject to Management Development and Compensation Committee
approval.

28 

Rachel Glaser

Payment of any bonus award shall be based
on the Company’s overall financial position at the time performance is reviewed
by the Management Development and Compensation Committee. Final approved
bonuses, as applicable, will be paid after year-end close (i.e., the bonus is
annual, not quarterly). 

General Terms &
Conditions: 

These general terms and conditions apply
to the Bonus Plan and any and all applicable payments under the Bonus Plan. To
the extent that these general terms and conditions conflict with any other terms
of this Bonus Plan, these general terms and conditions shall control.

Participant must be employed on the Bonus
Plan payment date (“Payment Date”) to be eligible to receive a bonus. The
Payment Date will be no later than April 15, 2013.

Any participants who become employed after
January 1, 2012 will have their payout pro-rated based on the number of days
employed in 2012, provided they meet the other terms and conditions of this
Bonus Plan, including remaining employed through the Payment Date. 

Employees who go on a leave of absence,
including disability, will have any potential bonus payment pro-rated based on
actual days of full service employment in 2012, provided they meet the other
terms and conditions of this Bonus Plan, including remaining employed through
the Payment Date. Vacation, normal sick leave and jury duty will not cause a
pro-ration. 

The Company reserves the right to amend
the Bonus Plan at any time with or without notice, and all payments under the
Bonus plan are at the sole discretion of senior management, except as subject to
the Management Development and Compensation Committee approval. 

Participation in the Bonus Plan does not
change your at-will employment status at Move. This means that unless expressly
agreed otherwise in writing signed by the Chief Executive Officer and you, both you and the Company retain the right to end your employment
relationship at any time with or without notice, with or without cause.

Your signature below indicates that you
have received, read and understand the Bonus Plan. 

	      	/s/ Rachel Glaser	      	May 22, 2012
		Name	 	Date
	 	       
		Rachel Glaser	 	
		Print Name		

29

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