Document:

EX-10.4

 Exhibit 10.4 
  

			
	 

	  	2020 Executive Bonus Plan

 Plan Effective Date 
 This
Incentive Compensation Plan (the “Plan”) is effective during the 2020 plan year beginning on January 1, 2020 and expected to end December 31, 2020 unless other events occur outlined in the “liquidity event” section of
this Agreement. 
 Subsequent Terms 
 This Plan is
designed to reward contributions to company performance over a period of 12 months. If no replacement Plan is signed at the end of the Effective Period, then this Plan will automatically re-commence for a new
term on the day following its expiration (“Subsequent Term”). The Subsequent Term of this Plan will continue for a period of 12 months or until otherwise communicated. The plan design may be updated and communicated following the start of
the plan period. 
 Plan Design 
 Design of the Plan and
related terms can be found in Appendix A. The Employee shall be entitled to be considered for a bonus under this Plan. However, the decision as to whether to pay a bonus, and the amount of any bonus, are entirely at the Company’s absolute
discretion. The Employee will not be entitled to be considered for a bonus if they have left the employment of the Company or is serving out any notice given by them or by the Company to terminate their employment at the date when any bonuses are in
fact paid. It is expressly agreed that the fact that the employee may have received a bonus at any time does not give rise to any expectation or entitlement to receive any bonus in the future, or as to the size of any future bonus. 

Eligibility for Bonus 
 The Participant is not required to
be employed at time of payment, which will be no later than the 15th of February following the end of the Plan Period, in order to be eligible to earn any bonus. 

Leave of Absence 
 Any approved protected or unprotected
leaves of absences shall result in the bonus payment being prorated equivalent to the percentage of time spent on leave during the plan period. 

 Liquidity Event 

Should the Company be subject to a liquidity event such as Initial Public Offering or Acquisition (the “Event”), the Plan will be dictated by the
details in the Event. If the event does not specify the Plan treatment, then the target payment will be made and prorated to the date of the Event. 

Changes to Compensation Plan 
 The Plan supersedes all
previous incentive plans, terms or arrangements between Blend and the Participant, including but not limited to any provision on the Participant’s offer letter. No statement in the Plan is to be construed as creating or implying any right to
continued employment. Employee is an at-will employee. That means either Participant or Blend can terminate the employment relationship at any time, for any or no reason, with or without cause. 

Employment 
 Nothing in the Plan shall be construed to
create or imply the creation of an employment agreement for guaranteed or continued employment for any specific period of time. 
 To the extent permitted
by law, the provision of any benefit as a result of the operation of the Plan does not create an obligation or guarantee that Blend will provide Participants with like benefits at any other time during employment with Blend. Unless prohibited by
local law, any benefit paid as a result of the operation of the Plan will not form part of a Participant’s remuneration for the purposes of calculating service-related entitlements including, but not limited to, payments in respect of annual or
long-service leave, termination of employment or redundancy. 
 Termination of Employment 

In the event of Participant’s voluntary or involuntary termination, all measurement of performance under this Plan will cease. No bonus will be earned or
paid under the terms of this Plan unless the end of the performance period is reached by the Participant (i.e., end of the Plan/Fiscal Year),] other events occur as outlined in the “liquidity event” section of this Plan, or a written
agreement is entered into by and between Blend and the Participant. 

 Appendix AEX-10.5

 Exhibit 10.5 

BLEND LABS, INC. 

EXECUTIVE INCENTIVE COMPENSATION PLAN 

1. Purposes of the Plan. The Plan is intended to increase stockholder value and the success of the Company by motivating Employees to
(a) perform to the best of their abilities and (b) achieve the Company’s objectives. 
 2. Definitions. 

2.1 “Actual Award” means as to any Performance Period, the actual award (if any) payable to a Participant for the Performance
Period, subject to the authority of the Administrator (as defined in Section 3) under Section 4.4. 
 2.2
“Affiliate” means any corporation or other entity (including, but not limited to, partnerships and joint ventures) that, from time to time and at the time of any determination, directly or indirectly, is in control of or is
controlled by the Company. 
 2.3 “Board” means the Board of Directors of the Company. 

2.4 “Bonus Pool” means the pool of funds available for distribution to Participants. Subject to the terms of the Plan, the
Administrator establishes the Bonus Pool for each Performance Period. 
 2.5 “Code” means the U.S. Internal Revenue Code
of 1986, as amended. Reference to a specific section of the Code or regulation thereunder will include such section or regulation, any valid regulation or formal guidance of general or direct applicability promulgated under such section or
regulation, and any comparable provision of any future legislation or regulation amending, supplementing or superseding such section or regulation. 

2.6 “Committee” means a committee appointed by the Board (pursuant to Section 3) to administer the Plan. 

2.7 “Company” means Blend Labs, Inc., a Delaware corporation, or any successor thereto. 

2.8 “Company Group” means the Company and any Parents, Subsidiaries, and Affiliates. 

2.9 “Disability” means a permanent and total disability determined in accordance with uniform and nondiscriminatory standards
adopted by the Administrator from time to time. 
 2.10 “Employee” means any executive, officer, or other employee of the
Company Group, whether such individual is so employed at the time the Plan is adopted or becomes so employed subsequent to the adoption of the Plan. 

 2.11 “Fiscal Year” means the fiscal year of the Company. 

2.12 “Parent” means a “parent corporation,” whether now or hereafter existing, as defined in Code
Section 424(e). 
 2.13 “Participant” means as to any Performance Period, an Employee who has been selected by the
Administrator for participation in the Plan for that Performance Period. 
 2.14 “Performance Period” means the period of
time for the measurement of the performance criteria that must be met to receive an Actual Award, as determined by the Administrator. A Performance Period may be divided into one or more shorter periods if, for example, but not by way of limitation,
the Administrator desires to measure some performance criteria over twelve (12) months and other criteria over three (3) months. 

2.15 “Plan” means this Executive Incentive Compensation Plan (including any appendix attached hereto), as may be amended from
time to time. 
 2.16 “Section 409A” means Section 409A of the Code and/or any state law equivalent
as each may be amended or promulgated from time to time. 
 2.17 “Subsidiary” means a “subsidiary corporation,”
whether now or hereafter existing, as defined in Code Section 424(f), in relation to the Company. 
 2.18 “Target
Award” means the target award, at one hundred percent (100%) of target level performance achievement, payable under the Plan to a Participant for a Performance Period, as determined by the Administrator in accordance with Section 4.2.

 2.19 “Tax Withholdings” means tax, social insurance and social security liability or premium obligations in connection
with the awards under the Plan, including without limitation: (a) all federal, state, and local income, employment and any other taxes (including the Participant’s U.S. Federal Insurance Contributions Act (FICA) obligation) that are
required to be withheld by the Company Group, (b) the Participant’s and, to the extent required by the Company Group, the fringe benefit tax liability of the Company Group associated with an award under the Plan, and (c) any other
taxes or social insurance or social security liabilities or premium the responsibility for which the Participant has, or has agreed to bear, with respect to such award under the Plan. 

2.20 “Termination of Employment” means a cessation of the employee-employer relationship between an Employee and the Company
Group, including without limitation a termination by resignation, discharge, death, Disability, retirement, or the disaffiliation of a Parent, Subsidiary or Affiliate. For purposes of the Plan, transfer of employment of a Participant between any
members of the Company Group (for example, between the Company and a Subsidiary) will not be deemed a Termination of Employment. 
 3.
Administration of the Plan. 
 3.1 Administrator. The Plan will be administered by the Board or a Committee (the
“Administrator”). To the extent necessary or desirable to satisfy applicable laws, the Committee acting as the Administrator will consist of not less than two (2) members of the Board.

  
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The members of any Committee will be appointed from time to time by, and serve at the pleasure of, the Board. The Board may retain the authority to administer the Plan concurrently with a
Committee and may revoke the delegation of some or all authority previously delegated. Different Administrators may administer the Plan with respect to different groups of Employees. Unless and until the Board otherwise determines, the Board’s
Compensation Committee will administer the Plan. 
 3.2 Administrator Authority. It will be the duty of the Administrator to
administer the Plan in accordance with the Plan’s provisions. The Administrator will have all powers and discretion necessary or appropriate to administer the Plan and to control its operation, including, but not limited to, the power to
(a) determine which Employees will be granted awards, (b) prescribe the terms and conditions of awards, (c) interpret the Plan and the awards, (d) adopt such procedures and sub-plans as are
necessary or appropriate to permit participation in the Plan by Employees who are non-U.S. nationals or employed outside of the U.S. or to qualify awards for special tax treatment under the laws of
jurisdictions other than the U.S., (e) adopt rules for the administration, interpretation and application of the Plan as are consistent therewith, and (f) interpret, amend or revoke any such rules. Any determinations and decisions made or
to be made by the Administrator pursuant to the provisions of the Plan, unless specified otherwise by the Administrator, will be in the Administrator’s sole discretion. 

3.3 Decisions Binding. All determinations and decisions made by the Administrator and/or any delegate of the Administrator pursuant to
the provisions of the Plan will be final, conclusive, and binding on all persons, and will be given the maximum deference permitted by law. 

3.4 Delegation by Administrator. The Administrator, on such terms and conditions as it may provide, may delegate all or part of its
authority and powers under the Plan to one or more directors and/or officers of the Company. Such delegation may be revoked at any time. 

3.5 Indemnification. Each person who is or will have been a member of the Administrator will be indemnified and held harmless by the
Company against and from (a) any loss, cost, liability, or expense that may be imposed upon or reasonably incurred by him or her in connection with or resulting from any claim, action, suit, or proceeding to which he or she may be a party or in
which he or she may be involved by reason of any action taken or failure to act under the Plan or any award, and (b) from any and all amounts paid by him or her in settlement thereof, with the Company’s approval, or paid by him or her in
satisfaction of any judgment in any such claim, action, suit, or proceeding against him or her, provided he or she will give the Company an opportunity, at its own expense, to handle and defend the same before he or she undertakes to handle and
defend it on his or her own behalf. The foregoing right of indemnification will not be exclusive of any other rights of indemnification to which such persons may be entitled under the Company’s Certificate of Incorporation or Bylaws, by
contract, as a matter of law, or otherwise, or under any power that the Company may have to indemnify them or hold them harmless. 

  
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 4. Selection of Participants and Determination of Awards. 

4.1 Selection of Participants. The Administrator will select the Employees who will be Participants for any Performance Period.
Participation in the Plan will be on a Performance Period by Performance Period basis. Accordingly, an Employee who is a Participant for a given Performance Period in no way is guaranteed or assured of being selected for participation in any
subsequent Performance Period or Performance Periods. No Employee will have the right to be selected to receive an award under this Plan or, if so selected, to be selected to receive a future award. 

4.2 Determination of Target Awards. The Administrator may establish a Target Award for each Participant (which may be expressed as a
percentage of a Participant’s average annual base salary for the Performance Period or a fixed dollar amount or such other amount or based on such other formula or factors as the Administrator determines). 

4.3 Bonus Pool. Each Performance Period, the Administrator may establish a Bonus Pool, which pool may be established before, during or
after the applicable Performance Period. Actual Awards will be paid from the Bonus Pool (if a Bonus Pool has been established). 
 4.4
Discretion to Modify Awards. Notwithstanding any contrary provision of the Plan, the Administrator, at any time prior to payment of an Actual Award, may: (a) increase, reduce or eliminate a Participant’s Actual Award, and/or
(b) increase, reduce or eliminate the amount allocated to the Bonus Pool. The Actual Award may be below, at or above the Target Award, as determined by the Administrator. The Administrator may determine the amount of any increase, reduction, or
elimination based on such factors as it deems relevant, and will not be required to establish any allocation or weighting with respect to the factors it considers. 

4.5 Discretion to Determine Criteria. Notwithstanding any contrary provision of the Plan, the Administrator will determine the
performance goals, if any, applicable to any Target Award (or portion thereof) which may include, without limitation, goals related to: attainment of research and development milestones; bookings; business divestitures and acquisitions; capital
raising; cash flow; cash position; contract awards or backlog; corporate transactions; customer renewals; customer retention rates from an acquired company, subsidiary, business unit or division; earnings (which may include any calculation of
earnings, including but not limited to earnings before interest and taxes, earnings before taxes, earnings before interest, taxes, depreciation and amortization and net taxes); earnings per share; expenses; financial milestones; gross margin; growth
in stockholder value relative to the moving average of the S&P 500 Index or another index; internal rate of return; leadership development or succession planning; license or research collaboration arrangements; market share; net income; net
profit; net sales; new product or business development; new product invention or innovation; number of customers; operating cash flow; operating expenses; operating income; operating margin; overhead or other expense reduction; patents; procurement;
product defect measures; product release timelines; productivity; profit; regulatory milestones or regulatory-related goals; retained earnings; return on assets; return on capital; return on equity; return on investment; return on sales; revenue;
revenue growth; sales bookings; sales results; sales growth; savings; stock price; time to market; total stockholder return; working capital; unadjusted or adjusted actual contract value; unadjusted or adjusted total contract value; and individual
objectives such as peer reviews or other subjective or 

  
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objective criteria. As determined by the Administrator, the performance goals may be based on U.S. generally accepted accounting principles (“GAAP”) or non-GAAP results and any actual results may be adjusted by the Administrator for one-time items or unbudgeted or unexpected items and/or payments of Actual Awards under the
Plan when determining whether the performance goals have been met. The performance goals may be based on any factors the Administrator determines relevant, including without limitation on an individual, divisional, portfolio, project, business unit,
segment or Company-wide basis. Any criteria used may be measured on such basis as the Administrator determines, including without limitation: (a) in absolute terms, (b) in combination with another performance goal or goals (for example,
but not by way of limitation, as a ratio or matrix), (c) in relative terms (including, but not limited to, results for other periods, passage of time and/or against another company or companies or an index or indices), (d) on a per-share basis, (e) against the performance of the Company as a whole or a segment of the Company and/or (f) on a pre-tax or
after-tax basis. The performance goals may differ from Participant to Participant and from award to award. Failure to meet the applicable performance goals will result in a failure to earn the Target Award,
except as provided in Section 4.4. 
 5. Payment of Awards. 

5.1 Right to Receive Payment. Each Actual Award will be paid solely from the general assets of the Company Group. Nothing in this Plan
will be construed to create a trust or to establish or evidence any Participant’s claim of any right other than as an unsecured general creditor with respect to any payment to which the Participant may be entitled. 

5.1 Timing of Payment. Payment of each Actual Award will be made as soon as practicable after the end of the Performance Period to
which the Actual Award relates and after the Actual Award is approved by the Administrator, but in no event after the later of (a) the fifteenth (15th) day of the third (3rd) month of the Fiscal Year immediately following the Fiscal Year in which the Participant’s Actual Award first becomes no longer subject to a substantial risk of forfeiture, and
(b) March 15 of the calendar year immediately following the calendar year in which the Participant’s Actual Award first becomes no longer subject to a substantial risk of forfeiture. Unless otherwise determined by the Administrator,
to earn an Actual Award a Participant must be employed by the Company Group on the date the Actual Award is paid, and in all cases subject to the Administrator’s discretion pursuant to Section 4.4. 

5.2 Form of Payment. Each Actual Award generally will be paid in cash (or its equivalent) in a single lump sum. The Administrator
reserves the right to settle an Actual Award with a grant of an equity award with such terms and conditions, including any vesting requirements, as determined by the Administrator. 

5.3 Payment in the Event of Death or Disability. If a Termination of Employment occurs due to a Participant’s death or Disability
prior to payment of an Actual Award that the Administrator has determined will be paid for a prior Performance Period, then the Actual Award will be paid to the Participant or the Participant’s estate, as the case may be, subject to the
Administrator’s discretion pursuant to Section 4.4. 

  
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 6. General Provisions. 

6.1 Tax Matters. 
 6.1.1
Section 409A. It is the intent that this Plan be exempt from or comply with the requirements of Section 409A so that none of the payments to be provided hereunder will be subject to the additional tax imposed under Section 409A, and
any ambiguities or ambiguous terms will be interpreted to be so exempt or so comply. Each payment under this Plan is intended to constitute a separate payment for purposes of Treasury Regulations
Section 1.409A-2(b)(2). In no event will the Company Group have any liability, obligation, or responsibility to reimburse, indemnify or hold harmless any Participant or other Employee for any taxes,
penalties or interest imposed, or other costs incurred, as a result of Section 409A. 
 6.1.2 Tax Withholdings. The Company
Group will have the right and authority to deduct from any Actual Award all applicable Tax Withholdings. Prior to the payment of an Actual Award or such earlier time as any Tax Withholdings are due, the Company Group is permitted to deduct or
withhold, or require a Participant to remit to the Company Group, an amount sufficient to satisfy any Tax Withholdings with respect to such Actual Award. 

6.2 No Effect on Employment or Service. Neither the Plan nor any award under the Plan will confer upon a Participant any right
regarding continuing the Participant’s relationship as an Employee or other service provider to the Company Group, nor will they interfere with or limit in any way the right of the Company Group or the Participant to terminate such relationship
at any time, with or without cause, to the extent permitted by applicable laws. 
 6.3 Forfeiture Events. 

6.3.1 Clawback Policy; Applicable Laws. All awards under the Plan will be subject to reduction, cancellation, forfeiture, or
recoupment in accordance with any clawback policy that the Company Group is required to adopt pursuant to the listing standards of any national securities exchange or association on which the Company’s securities are listed or as is otherwise
required by the Dodd-Frank Wall Street Reform and Consumer Protection Act or other applicable laws. In addition, the Administrator may impose such other clawback, recovery or recoupment provisions with respect to an award under the Plan as the
Administrator determines necessary or appropriate, including without limitation a reacquisition right in respect of previously acquired cash, stock, or other property provided with respect to an award. Unless this Section 6.3.1 is specifically
mentioned and waived in a written agreement between a Participant and a member of the Company Group or other document, no recovery of compensation under a clawback policy will give the Participant the right to resign for “good reason” or
“constructive termination” (or similar term) under any agreement with a member of the Company Group. 
 6.3.2 Additional
Forfeiture Terms. The Administrator may specify when providing for an award under the Plan that the Participant’s rights, payments, and benefits with respect to the award will be subject to reduction, cancellation, forfeiture, or recoupment
upon the occurrence of specified events, in addition to any otherwise applicable vesting or performance conditions of the award. Such events may include, without limitation, termination of the Participant’s status as an Employee for
“cause” or any act by a Participant, whether before or after the Participant’s status as an Employee terminates, that would constitute “cause.” 

  
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 6.3.3 Accounting Restatements. If the Company is required to prepare an accounting
restatement due to the material noncompliance of the Company, as a result of misconduct, with any financial reporting requirement under the securities laws, then any Participant who knowingly or through gross negligence engaged in the misconduct, or
who knowingly or through gross negligence failed to prevent the misconduct, and any Participant who is one of the individuals subject to automatic forfeiture under Section 304 of the Sarbanes-Oxley Act of 2002, will reimburse the Company Group
the amount of any payment with respect to an award earned or accrued during the twelve (12) month period following the first public issuance or filing with the U.S. Securities and Exchange Commission (whichever first occurred) of the financial
document embodying such financial reporting requirement. 
 6.4 Successors. All obligations of the Company under the Plan, with
respect to awards under the Plan, will be binding on any successor to the Company, whether the existence of such successor is the result of a direct or indirect purchase, merger, consolidation, or otherwise, of all or substantially all of the
business or assets of the Company. 
 6.5 Nontransferability of Awards. No award under the Plan may be sold, transferred, pledged,
assigned, or otherwise alienated or hypothecated, other than by will or by the laws of descent and distribution, and except as provided in Section 5.3. All rights with respect to an award granted to a Participant will be available during his or
her lifetime only to the Participant. 
 7. Amendment, Termination, and Duration. 

7.1 Amendment, Suspension, or Termination. The Administrator may amend or terminate the Plan, or any part thereof, at any time and for
any reason. The amendment, suspension or termination of the Plan will not, without the consent of the Participant, alter or impair any rights or obligations under any Actual Award earned by such Participant. No award may be granted during any period
of suspension or after termination of the Plan. 
 7.2 Duration of Plan. The Plan will commence on the date first adopted by the
Board or the Compensation Committee of the Board, and subject to Section 7.1 (regarding the Administrator’s right to amend or terminate the Plan), will remain in effect thereafter until terminated. 

8. Legal Construction. 

8.1 Gender and Number. Unless otherwise indicated by the context, any feminine term used herein also will include the masculine and any
masculine term used herein also will include the feminine; the plural will include the singular and the singular will include the plural. 

8.2 Severability. If any provision of the Plan is or becomes or is deemed to be invalid, illegal, or unenforceable for any reason in
any jurisdiction or as to any Participant, such invalidity, illegality, or unenforceability will not affect the remaining parts of the Plan, and the Plan will be construed and enforced as if the invalid, illegal, or unenforceable provision had not
been included. 

  
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 8.3 Governing Law. The Plan and all awards will be construed in accordance with and
governed by the laws of the State of California, but without regard to its conflict of law provisions. For purposes of litigating any dispute that arises under this Plan, a Participant’s acceptance of an award is his or her consent to the
jurisdiction of the State of California, and agreement that any such litigation will be conducted in San Francisco County, California, or the federal courts for the United States for the Northern District of California, and no other courts,
regardless of where a Participant’s services are performed. 
 8.4 Bonus Plan. The Plan is intended to be a “bonus
program” as defined under U.S. Department of Labor regulations section 2510.3-2(c) and will be construed and administered in accordance with such intention. 

8.5 Headings. Headings are provided herein for convenience only, and will not serve as a basis for interpretation or construction of
the Plan. 
 9. Compliance with Applicable Laws. Awards under the Plan (including without limitation the granting of such awards)
will be subject to all applicable laws, rules and regulations, and to such approvals by any governmental agencies or national securities exchanges as may be required. 

*        *        * 

  
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