Document:

exv10w4

EXHIBIT 10.4

Amendment No. 2 to Offer Letter

This Amendment No. 2 dated April 26, 2011, to the Offer Letter dated March 30, 2010 (the “Offer
Letter”), as previously amended by Amendment No. 1 dated July 22, 2010, is made by and between
Ancestry.com Inc. and Eric Shoup.

The Offer Letter is amended by replacing in its entirety the text of the Offer Letter that reads:

(i) any person or entity other than a stockholder of the Company (or any parent corporation)
as of the date of this offer letter becomes the beneficial owner, directly or indirectly, of
securities of the Company (or any parent corporation) representing fifty percent (50%) or
more of the total voting power of all of the Company’s (or any parent corporation’s) then
outstanding voting securities,

With the following text:

(i) any person or entity other than Spectrum Equity Investors V L.P. (“Spectrum”) or persons
or entities jointly filing Schedule 13G in respect of the Company’s voting securities as of
the date of this offer letter becomes the beneficial owner, directly or indirectly, of
securities of the Company (or any parent corporation) representing fifty percent (50%) or
more of the total voting power of all of the Company’s (or any parent corporation’s) then
outstanding voting securities,

Except as expressly provided for in this Amendment No. 2, this Amendment No. 2 will not modify,
amend, supplement or waive any provision of the Offer Letter.

	 	 	 	 	 
	ANCESTRY.COM INC.	 	 
	 
	 	 	 	 
	By

	 	/s/ Timothy Sullivan	 	 
	 

	 	 

Name: Timothy Sullivan
	 	 
	 

	 	Title: Chief Executive Officer	 	 
	 
	 	 	 	 
	Accepted and agreed as of the date first above written.	 	 
	 
	 	 	 	 
	/s/ Eric Shoup	 	 
	 	 	 
	Name: Eric Shoupexv10w5

EXHIBIT 10.5

Ancestry.com Inc.

Description of 2011 Performance Incentive Program

On January 31, 2011, the Compensation Committee of the Board of Directors of Ancestry.com Inc (the
“Company”) approved financial performance objectives under the Company’s Performance Incentive
Program to serve as the basis for determining the Company-wide bonus pool to be paid under the
program for 2011.

The Compensation Committee confirmed that two corporate performance measures are to be used in
calculating the pool for awards for 2011: revenue and adjusted EBITDA. Both measures will be
weighted equally.

For revenue, no pool funding occurs below 98% of target revenue; at 100% of target revenue, the
pool is funded at 100% of the target bonus pool attributable to revenue. The maximum funding of
120% of the target bonus pool attributable to revenue occurs at 103.3% of target revenue. Results
between 98% and 100% of target revenues, and between 100% and 103.3% of target revenues, are
interpolated.

For adjusted EBITDA, no pool funding occurs below 95% of target adjusted EBITDA, the pool is funded
at 80% of the target bonus pool attributable to adjusted EBITDA at 95% of target adjusted EBITDA.
The maximum funding of 120% of the target bonus pool attributable to adjusted EBITDA occurs at
106.1% of target adjusted EBITDA. Results between 95% and 100% of target adjusted EBITDA, and
between 100% and 106.1% of target adjusted EBITDA, are interpolated. The Company defines adjusted
EBITDA as net income (loss) plus net interest (income) expense; income tax expense; non-cash
charges including depreciation, amortization, impairment of intangible assets and stock-based
compensation expense; and other (income) expense.

Under the Performance Incentive Program for 2011, each of the two performance measures are reviewed
separately in determining the funding of the bonus pool. For example, if the Company achieves less
than 98% of target revenues but achieves 95% of target adjusted EBITDA, then employees will be
eligible for a pool funded with zero allocation from the revenue target, but 80% of the adjusted
EBITDA target (or 40% of the target bonus pool).

Individual payments made from the pool to each participant in the Performance Incentive Program,
including the Chief Executive Officer (“CEO”), the Chief Financial Officer (“CFO”), and the other
executive officers, will be based on each executive officer’s target bonus percentage of salary, as
such amount may be adjusted by (1) the achievement of individual performance goals, (2) individual
performance ratings, (3) business unit performance, and (4) such other factors as the Board of
Directors or Compensation Committee may determine.exv10w1

Exhibit 10.1

CapitalSource Bank

Chief Executive Officer and Chief Financial Officer 2011 Cash Bonus Compensation Program

The following compensation program (the “Program”) covers cash bonuses for fiscal year 2011 for
each of the President and Chief Executive Officer (the “CEO”) and the Chief Financial Officer
(“CFO”) of CapitalSource Bank (the “Bank”), and is intended to reflect a comprehensive view of the
Bank’s performance. The Program will be administered by the Compensation Committee of the Bank’s
Board of Directors (the “Bank Committee”), provided that all decisions hereunder will be made
independently by each of the Bank Committee and the Compensation Committee of the Board of
Directors of CapitalSource Inc. (the “Parent Committee,” and together with the Bank Committee, the
“Committees”). All compensation decisions under this Program for the CEO and, if applicable, the
CFO, also are subject to the satisfaction of the Internal Revenue Service Code Section 162(m)
performance criteria established by the Parent Committee. Determinations of 2011 cash bonuses for
the CEO and the CFO of CapitalSource Bank shall be made solely pursuant to this Program and not
pursuant to any other compensation program or plan whether applicable to employees of CapitalSource
Bank or otherwise.

The Program reflects a combination of success factors, including Primary Financial Goals and Other
Performance Measures, some of which will require subjective determinations by the Committees.
Success factors are intended to align with and appropriately measure the successful implementation
and accomplishment of the Bank’s business plan including the achievement of critical goals at both
the corporate and the departmental levels. The CEO’s individual success factors are set by the
Committees, and the CFO’s success factors are recommended by the CEO and reviewed and approved by
the Committees. The success factors for the CEO and the CFO of the Bank appear in Exhibit
A and Exhibit B, respectively.

CEO 2011 Cash Bonus Target

The Committees may use their respective discretion to adjust — up or down — the following bonus
targets and to determine whether the CEO success factors outlined on Exhibit A have been
achieved to the extent there are judgments to be employed, subjective determinations to be made or
mitigating factors exist.

To achieve a 2011 Cash Bonus at or above 100% of Base Salary:

	 	▪	 	All of the Primary Financial Goals and at least the first two of the Other Performance
Measures must be met.

To achieve a 2011 Cash Bonus at or above 75% of Base Salary:

	 	▪	 	At least three of the four Primary Financial Goals, the first of the Other Performance
Measures, and at least one of the remaining Other Performance Measures must be met.

CFO 2011 Cash Bonus Target

To achieve a 2011 Cash Bonus at or above 100% of Base Salary:

	 	▪	 	All of the Primary Financial Goals and all of the Other Performance Measures must be
met.

To achieve a 2011 Cash Bonus at or above 75% of Base Salary:

	 	▪	 	At least one of the two Primary Financial Goals and at least the first two of the Other
Performance Measures must be met.

 

 

Exhibit A

2011 Success Factors for CapitalSource Bank’s CEO

Primary Financial Goals:

	 	1.	 	Pretax Net Income — Achieving pretax net income for 2011 of $150 million
for CapitalSource Bank.
	 
	 	2.	 	Credit Losses:

	 	a.	 	Experiencing during 2011 aggregate credit losses (charge offs and specific
reserves) of less than 1% of the original outstanding balances for 2009, 2010 and
2011 vintage originations owned by CapitalSource Bank. For purposes of losses on
portfolio acquisitions, only losses in excess of the purchase discount will be
counted as credit losses.
	 
	 	b.	 	Reducing the classified asset ratio of CapitalSource Bank as of December 31,
2011 to 60% or less.

	 	3.	 	Operating Expenses — Maintaining the operating expense ratio (total
expenses/average assets) for CapitalSource Bank at 2.10% or less for 2011 absent the impact
of significant corporate reorganizations.
	 
	 	4.	 	Average Risk Ratings — Pursuant to the CapitalSource Bank risk rating
system, having an average risk rating of 2.75 or less for all loans owned by CapitalSource
Bank that were closed or acquired during 2011.

Other Performance Measures:

	 	1.	 	Regulatory Ratings — Maintaining acceptable safety and soundness,
compliance and CRA ratings for CapitalSource Bank as determined by the Bank Committee.
	 
	 	2.	 	Funding — Operating CapitalSource Bank’s retail banking operation to
provide adequate funding for CapitalSource Bank’s planned closing and acquisition of up to
$1.8 billion of loans in 2011 while minimizing funding and operational costs and
organically growing deposits only within the existing branch structure.
	 
	 	3.	 	Bank Charter — Converting CapitalSource Bank’s Charter from a California
Industrial Bank to a Commercial Bank, or continuing to make significant progress toward
such a conversion as determined by the Bank Committee.
	 
	 	4.	 	Operating Structure — Simplifying the management structure of
CapitalSource Bank with the goal of making CapitalSource Bank capable of functioning as a
stand-alone entity (to the extent permitted by applicable law, regulation and regulators).

 

 

Exhibit B

2011 Success Factors for CapitalSource Bank’s CFO

Primary Financial Goals:

	 	1.	 	Pretax Net Income — Achieving pretax net income for 2011 for CapitalSource
Bank of $150 million.
	 
	 	2.	 	Operating Expenses — Maintaining the operating expense ratio (total
expenses/average assets) for CapitalSource Bank at 2.10% or less for 2011 absent the impact
of significant corporate reorganizations.

Other Performance Measures:

	 	1.	 	Regulatory Ratings — Maintaining acceptable safety and soundness,
compliance and CRA ratings for CapitalSource Bank as determined by the Bank Committee.
	 
	 	2.	 	Regulatory Business Plan(s) — Developing and timely filing with
applicable regulatory authorities appropriate revised regulatory business plans for
CapitalSource Bank, to be used in conjunction with a charter change application and/or
the Bank’s extended de novo period or other regulatory requirements.
	 
	 	3.	 	Policy Limits — Adhering to the quarterly limits for liquidity risk,
interest rate risk, investment policy compliance and capital compliance, in each case
as established from time to time by the Asset Liability Committee of the Bank’s Board
of Directors and measured as of the last business day of each quarter during 2011.
	 
	 	4.	 	Accounting Integration — Successfully combining (to the extent
permitted by applicable law, regulation and regulators) the operations of the
accounting departments of the Parent Company and CapitalSource Bank into a single
department within CapitalSource Bank, or continuing to make significant progress toward
such combination as determined by the Bank Committee.
	 
	 	5.	 	IT Integration — Successfully combining (to the extent permitted by
applicable law, regulation and regulators) the operations of the information technology
departments of the Parent Company and CapitalSource Bank into a single department
within CapitalSource Bank, or continuing to make significant progress toward such
combination as determined by the Bank Committee.

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