2013 EXECUTIVE BONUS COMPENSATION PLAN

Eligibility: The Executive Team, at the respective Bonus percentages as approved by the Committee. An executive must remain employed by the Company through 12/31/13 to be eligible for a bonus payout. New members of the Executive Team hired during 2013 will be eligible on a pro rata basis if their start date is before 10/01/13. Should an executive’s offer letter set forth bonus terms that differ from this plan, the offer letter will supersede the plan.

Bonus pool is funded by achievement of corporate objectives based on performance measures in five areas: Revenue; Members; Internal Uniques; Page views; and Earnings before interest, taxes, depreciation and amortization (“EBITDA”). The bonus pool is funded at the average percentage of all of the performance measurements for the Plan.

For each measurement there are Threshold, Target, and Stretch performance 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 Stretch performance level. For performance achievement between the specified Threshold and Target, and between Target and Stretch performance levels, payouts are interpolated on a straight-line basis.

Bonus payouts to eligible executives will be based solely on achievement of the bonus pool targets set forth below. Bonuses will be calculated based on the sum of actual salary payments during the eligibility period.

Payout of the executive bonus plan is formulaic and self-effectuating.

Maximum bonus payout is 150% of each executive’s target bonus percentage. For clarification purposes, if each of the Stretch Payout Targets are met, each executive would receive 150% of his or her target bonus percentage.