Document:

EX-10.6

 Exhibit 10.6 

SURVEYMONKEY 
 2017
EXECUTIVE BONUS COMPENSATION PLAN 
  

	 	•	 	Purpose - The purpose of the SurveyMonkey Inc. (including its parent and subsidiaries, collectively referred to as the “Company”) Executive Bonus Compensation Plan (“Plan”) is to reward
members of the Executive Team (each, an “Executive”) who contribute to the success of the Company and to provide an incentive for performance in 2017. 

  

	 	•	 	Eligibility - The Executive Team, at the respective bonus percentages as approved by the Committee. An executive must remain employed by the Company through 12/31/17, and remain an employee of the Company through
the time of the bonus payout to be eligible for a bonus payout. New members of the Executive Team hired during 2017 will be eligible to receive a bonus on a pro rata basis if their start date is before 10/01/17. Should an Executive’s offer
letter set forth bonus terms that differ from this Plan, the offer letter will supersede the Plan. 

  

	 	•	 	Formula and Funding - Each Executive’s bonus payment is based on and funded by achievement of corporate objectives based on performance measures in three areas: Revenue (40% weight), adjusted Earnings before
interest, taxes, depreciation and amortization (less liquidity readiness and one-time expenses, and assuming a normalized level of capitalized software) (“EBITDA”) (50% weight), and the
Company’s Values Index (10% weight). The bonus pool is funded at the weighted average percentage of all of the performance measurements for the Plan. 

  

	 	•	 	For each measurement of the corporate objectives, there are Threshold, Target, and Outperformance levels. If performance for any measure is below the Threshold performance level, there is no payout with respect to that
measure. The potential payout for any measure is capped at the Outperformance level. Payouts for performance between Threshold and Outperformance levels are outlined in the following tables: 

 

             2017 Revenue
Curve         

					
	 	  	Achievement
$MM	  	Payout %
		  	211.9	  	0%
	 Threshold
	  	212.0	  	80%
		  	220.0	  	97%
	 Target
	  	226.0	  	100%
		  	232.0	  	103%
	 Outperformance
	  	240.0	  	150%

 

			
	2017 EBITDA Curve*
	 Achievement

$MM
	  	Payout %
	64.9	  	0%
	65.0	  	80%
	72.0	  	97%
	74.0	  	100%
	76.0	  	103%
	83.0	  	150%

 

			
	2017 Values Index Curve
	 Achievement

$MM
	  	Payout %
	2.9	  	0%
	3.0	  	80%
	3.5	  	90%
	4.0	  	100%
	4.5	  	125%
	5.0	  	150%

 
 

 * Includes cost of bonuses 

Payouts for performance between points shown on the tables will be calculated using straight-line interpolation. 

 

	 	•	 	Bonus payouts to eligible Executives will be based solely on achievement of the bonus pool targets set forth below. Each Executive’s target bonus will be a percentage of the sum of actual salary payments during the
Plan year. Any earned bonus amount for Executives that have not participated in the Plan for the full Plan year will be prorated based on the amount of the Plan year they were actively providing services for the Company and what would have been
earned had any such Executive remained employed through the full Plan year, subject to the other provisions contained herein. 

  

	 	•	 	Bonuses paid pursuant to the Plan will be subject to all applicable federal, state and local withholding taxes. 

  

	 	•	 	The maximum total bonus payout is 150% of each Executive’s target bonus. 

  

	 	•	 	Payout of the Plan is formulaic and self-effectuating. 

	 	•	 	Nothing in the Plan will interfere with or limit in any way the right of the Company to terminate any participant’s employment or service at any time, with or without cause. Employment with the Company (or any
parent or subsidiary) is on an at-will basis only. 

  

	 	•	 	Timing of Payment - Bonuses earned pursuant to the terms of the Plan will be paid no later than the later of (i) March 15 of the year following the year in which the bonus has been earned and is no
longer subject to a substantial risk of forfeiture, or (ii) the fifteenth day of the third month of the Company’s fiscal year following the Company’s fiscal year during which the bonus has been earned and is no longer subject to a
substantial risk of forfeiture. It is intended that this Plan complies with, or is exempt from, the requirements of Section 409A of the Internal Revenue Code of 1986, as amended and any final regulations and guidance promulgated thereunder
(“Section 409A”) so that none of the benefits to be provided under the Plan will be subject to the additional tax imposed under Section 409A, and any ambiguities herein will be interpreted to so comply. 

 

	 	•	 	Termination or Amendment - The Board and/or the Compensation Committee, in its sole discretion, may amend or terminate this Plan, or any part thereof, at any time and for any reason. Any rule or decision by the
Compensation Committee that is not inconsistent with the provisions of the Plan shall be conclusive and binding on all persons, and shall be given the maximum deference permitted by law. 

Executive Bonus Target Percentages* 
  

			
	 Name of Executive
	  	 Percent of Annual Salary

	Zander Lurie**	  	100%
	Tom Hale	  	75%
	Tim Maly	  	75%
	Lora Blum	  	50%
	Becky Cantieri	  	35%
	Jon Cohen	  	10%

  

	*	John Schoenstein is also an Executive. Pursuant to the terms of his offer, his target sales incentive is $300,000 on an annualized basis, and his prorated bonus is guaranteed at $18,750 per month for 2017.

	**	Mr. Lurie’s bonus may be adjusted downward with no further approval required in the event he declines to accept full payment under this Plan.EX-10.7

 Exhibit 10.7 

CONFIDENTIAL 

SURVEYMONKEY 
 FY17
SALES INCENTIVE PLAN 
 (Effective September 1, 2017 and subject to the FY17 Sales Incentive Plan Policies, Terms and Conditions)

 Sales Executive 

Plan Contents: 
  

	 	•	 	This Plan Design & Acknowledgement Sheet (the “Details Sheet”) 

  

	 	•	 	The Plan Policies, Terms, and Conditions (the “Plan Rules”) 

 Plan Overview

 SurveyMonkey’s Leadership is excited to have you on board and is pleased to present you with your FY17 Sales Incentive Plan, which is comprised
of this document and the Plan Rules (the “Plan”). This is an exciting time to be at SurveyMonkey as we accelerate growth through building relationships with new and existing partners. 

Our FY17 plan goals include the following: 
  

	a)	align to company sales strategy and compensation philosophy 

  

	b)	reflect company revenue and profitability goals 

  

	c)	compensate individuals for their contribution to the business 

  

	d)	be market competitive and pay for performance to attract and retain high caliber sales talent 

 This document
must be read together with the Plan Rules. If there is any inconsistency between this document and the Plan Rules, this document will prevail to the extent of any inconsistency. 

Plan Components 
 Your On Target Earnings
(“OTE”) is comprised of: 
  

	 	•	 	Base Salary 

  

	 	•	 	Commission-based Target Incentive (“TI”) 

 Table 1: Plan Components 

 

							
	 Performance Measure
	  	 Mechanic
	  	 Performance

Period
	  	 Payout

Frequency

	 Corporate Sales New Bookings (80%)
	  	 Commission Formula
	  	 Annual
	  	 Monthly

	 SurveyMonkey New Bookings (20%)
	  	 Commission Formula
	  	 Annual
	  	 Monthly

  
 -1- 

 CONFIDENTIAL 

Plan Measure Details 
 A Transaction is
“Booked” when it fulfills all of the following criteria: 
  

	 	1)	the Terms & Conditions of the transaction have been approved by the Company’s legal department 

  

	 	2)	the Company’s Finance department has approved the transaction; and 

  

	 	3)	the Company has received a copy of the fully executed sales agreement. 

 Please see the Plan
Rules for the terms governing definitions, crediting, splits, un-earnable commissions (de-bookings), reassignments, and new-hire
practices. 
 Your commission payout is calculated by multiplying three things: 1) Percentage Attainment, 2) Accelerator Rate at that
Percentage Attainment, and 3) Target Incentive (TI). The rate depends on level of total attainment. For attainment from 0-100% of Quota, the accelerator rate is 1.0x. For all attainment above 100%, the
accelerator rate is 1.5x. Please see below for an example payout. 
 Table 2 below provides the commission rates for each tier. 

Table 2: Measure Commission Rate Table 
  

					
	 Quota

Attainment
	  	 Target Incentive
	  	 Accelerator Rate

	0%	  	100%	  	1x
	>100%	  		  	1.5x

 Monthly Payout Calculation Example 

Example: $25M Annual Quota with $100K Annual Target Incentive and 80% measure weighting. Booked $2.5M in September 

Calculation Example: 

Step 1. Calculate your weighted incentive.  

$100,000 Annual Incentive x 80% Measure Weighting = $80,000  

Step 2. Calculate your commission payout in each tier of attainment based on your accelerator rates, then sum for total commission
payout. 
  

																																	
	 Bookings
	  	 	 	  	%QA	 	 	 	 	  	Rate	 	  	 	 	  	Target
Incentive	 	  	 	 	  	Commission
Earned in
September	 
	 2.5M
	  	 	=	 	  	 	10	% 	 	 	x	 	  	 	1x	 	  	 	x	 	  	$	80,000	 	  	 	=	 	  	$	8,000.00	 
	 2.5M
	  				  	 	10	% 	 				  				  				  				  				  	$	8,000.00	 

  
 -2- 

 CONFIDENTIAL 

Sales Executive 

Employee Information and Total Pay Details 
  

									
	 Employee Name
	  	John Schoenstein	  	Period	  	 	Annual	 
	 Role Title
	  	 Sales Executive
	  	 Base Salary
	  	$	300,000	 
	 Business Title
	  	 CSO
	  	 Target Incentive
	  	$	300,000	 
	 Office
	  	 San Mateo
	  	 On Target Earnings
	  	$	600,000	 
	 Effective Date
	  	 September 1, 2017
	  	 Target Pay Mix
	  	 	50/50	 
	 Ramp Period (if any)
	  	 4 Months
	  		  			

 Payments under the Plan may be subject to limitations, deductions, and withholding taxes. 

Guarantee 
 During a guarantee period, you will be paid
the greater of 1) guarantee amount or 2) Commissions earned. 
  

							
	 Guarantee Schedule

	 September
	  	 October
	  	 November
	  	 December

	100%	  	100%	  	100%	  	100%
	$25,000	  	$25,000	  	$25,000	  	$25,000

 Quota Details 
  

							
	 Measure
	  	Quarter	  	Quota	 
		  	Q1	  	$	6,644,421	 
		  	Q2	  	$	7,273,198	 
	 Corporate Sales New Bookings
	  	Q3	  	$	9,235,634	 
		  	Q4	  	$	10,969,146	 
		  	TOTAL	  	$	34,122,401	 
		  	Q1	  	$	49,494,863	 
		  	Q2	  	$	51,080,478	 
	 SurveyMonkey New Bookings
	  	Q3	  	$	53,262,012	 
		  	Q4	  	$	55,337,006	 
		  	TOTAL	  	$	209,174,359	 

 Commission Rate Details 
  

					
	 Quota Attainment
	  	 Target Incentive
	  	 Accelerator Rate

	0%	  	100%	  	1x
	>100%	  		  	1.5x

  
 -3- 

 CONFIDENTIAL 

Approval / Acceptance 
 The Plan is effective on
September 1, 2017 and, subject to the Plan Rules, will replace, cancel and supersede any and all prior compensation plans or arrangements in effect. 

Your participation in the Plan does not give you any right to continued employment with SurveyMonkey. 

The Plan, including target incentive amounts and quotas, may be varied, amended, withdrawn or cancelled at any time in the absolute discretion of SurveyMonkey
upon written notice to you from SurveyMonkey. However, no Plan Amendments to this Plan will have a retroactive effect on any Closed Transactions and such Transactions shall be subject to the terms and conditions in effect at the time the Booked
Transaction converted to a Closed Transaction. 
 By signing below, you acknowledge and agree that:  

 

	 	•	 	you have read and understood the Plan, and accept and agree to be bound by its terms;  

  

	 	•	 	any future commissions advanced under the Plan will be reduced by the pre-paid amount of any prior un-earnable commissions. If your
employment with the Company is terminated for any reason before the un-earnable amount has been fully repaid to the Company, then you will be responsible for the repayment of any outstanding amount; and 

  

	 	•	 	you have had the opportunity to confer with an independent legal advisor in advance of signing below, and have either obtained such advice or declined to do so.  

Acknowledged & Agreed: 
  

							
		  	Name	  	Signature	  	Date (m/d/y)
				
	CEO	  	Zander Lurie	  	 /s/ Zander Lurie
	  	September 12, 2017
				
		  	Name	  	Signature	  	Date (m/d/y)
				
	CSO	  	John Schoenstein	  	 /s/ John Schoenstein
	  	September 13, 2017
				
		  	Name	  	Signature	  	Date (m/d/y)
				
	Controller	  	Dharti Patel	  	 /s/ Dharti Patel
	  	September 14, 2017

  
 -4-

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