2006 Infospace Executive VP, Sales And Business Development Compensation Plan

Exhibit 10.32


2006 Executive Vice President,

Sales & Business Development

Compensation Plan

This plan document outlines the 2006 InfoSpace Executive Vice President, Sales & Business Development Compensation Plan (" the Plan" ) for Brian McManus.

PLAN OBJECTIVES ullet Align the compensation of the Executive Vice President, Sales & Business Development (" the EVP" ) with key financial measures that he is responsible for or influences.

ullet Provide the EVP with upside earnings potential based on the overachievement of financial targets. ullet Provide the EVP with a variable pay opportunity and targeted total cash compensation that is competitive within our labor markets. EFFECTIVE DATE

The Plan is effective on January 1, 2006. However, the Plan may be changed at any time at the sole discretion of the Compensation Committee of the Board of Directors.

BASE SALARY

Effective on January 1, 2006, the EVP' s annualized base salary will be $300,000. INCENTIVE COMPENSATION PERFORMANCE PERIODS

The EVP' s incentive compensation described below will be paid semi-annually. The financial performance periods applicable for this plan will be quarterly, but achievement of assigned individual objectives will be determined semi-annually. INCENTIVE COMPENSATION TARGET

The EVP' s total incentive compensation target will be 125% of base salary. The bonus target will be determined at the CEO' s and Compensation Committee' s discretion based on a combination of factors including current-year operating plan challenges and risks, market pay competitiveness, and the past performance of the incumbent. The bonus target will also be set in accordance with the participant' s employment agreement.

PLAN DESIGN

The Plan will have the following incentive compensation components with the associated weightings, measurement periods, payment scales, and achievement percentages:


Bonus Component Weighting Measurement
Period Payment
Period Incentive
Payment Form Incentive Target
Achievement

Revenue 75 % Quarterly Semi-annual Bonus 0% - Uncapped

EBITDA 25 % Quarterly Semi-annual Bonus 0% - 150%

REVENUE BONUS

The EVP will earn a revenue bonus based on his achievement of the targets. Revenue bonus amounts will be calculated and accrued on a quarterly basis, but final revenue payments will be determined and made on a semi-annual basis. The revenue bonus amounts for Q1 & Q2 and for Q3 & Q4 will be added together to form a total semi-annual payment, with the final payment amount dependent upon MBO achievement.

For revenue achievement up to 100% of target, the company' s executive bonus scale on the following page will be used to determine the EVP' s revenue bonus. However, for revenue achievement that is greater that 100%, the EVP will receive ...