APPENDIX A: BUSINESS TARTEGTS MATRIX StarTek, Inc. Executive Incentive Plan For Year Ended December 31, 2014

“Company” means StarTek, Inc. and its wholly owned operating subsidiaries.

“Plan Year” means January 1, 2014 through December 31, 2014, inclusive.

“Business Targets” are the measurements of the Company’s performance established for the Plan Year by the Company’s executive management and Compensation Committee as described in Section 4.1(a)(i) below.

“Individual Targets” are the specific and measurable goals established for a Participant for the Plan Year as described in Section 4.1(b)(i) below.

“Incentive Eligibility” is a percentage that is determined by a Participant’s position level, as shown in Appendix C.

“Individual Targets Eligibility” is a percentage that is calculated by multiplying a Participant’s Bonus Eligibility by the applicable percentage for Individual Targets listed in Appendix B.

“Business Targets Eligibility” is a percentage that is calculated by multiplying a Participant’s Bonus Eligibility by the applicable Business Target percentage listed in Appendix B.

“Business Targets Achievement” is the percentage by which Business Targets are achieved as determined by the applicable table in Appendix A.

“Individual Targets Achievement” is the percentage by which a Participant’s Individual Targets are achieved as determined by the process described in Section 4.1(b).

“Base Salary Earnings” is the amount of gross base salary earned by a Participant during the Plan Year for which an incentive award is calculated.

Job Level: See eligibility list for 2014 in Appendix C.

Entrance Date: Participants must be classified in an eligible position on or before October 1, 2014 to participate in the 2014 Executive Annual Incentive Plan.

New Hires/Promotions: Eligibility for new hires or promotions in an eligible position begins the first day of the month following hire or promotion date. New Hires or promotions after October 1, 2014 will be eligible to participate in the plan beginning January 1.

Incentive earnings under the Plan are based on two measures, Business Targets and Individual Targets. The percentage weighting of each of the two measures for purposes of bonus calculation varies by position level per Appendix B.

Business Targets:

The Business Targets are established for the Plan Year by the Company’s Compensation Committee. Payout for achieving Business Targets is scaled depending on the Company’s performance during the Plan Year versus the Business Targets per the matrix in Appendix A. Business Targets are based on revenue and EBITDA for the Company.

Business Target Achievement must reach at least the minimum threshold per the payout matrix in Appendix A to earn any payout based on achieving Business Targets to be earned; otherwise the payout is zero.

Payout for the Individual Targets is from 0% to 100% of the Individual Target Eligibility, depending on the percentage achievement of Individual Targets.

Incentive awards (if any) are earned after the 4^th quarter close of the Company’s financial books. Earned incentive awards are subject to approval by the Company’s Compensation Committee.

Incentives earned for the Plan Year are paid as soon as administratively possible after approval in the following calendar year.

The amount of a Participant’s earned incentive award is the greater of the amounts as calculated from paragraphs (a) and (b) below. For the avoidance of doubt, only the amount as calculated under either (a) or (b) will be paid, but not both.

The amount of a Participant’s Individual incentive payout, if any, equals the product of the Participant’s Base Salary Earnings, the Participant’s Individual Target Eligibility and the Participant’s Individual Targets Achievement.

The amount of a Participant’s Business Target incentive payout, if any, equals the product of the Participant’s Base Salary Earnings, the Participant’s Individual Target Eligibility and the Participant’s Business Targets Achievement.

Incentive payout, if any, is made to a Participant as a lump sum, less required payroll taxes and withholdings. Participants have the option to have their incentive bonus award paid out in stock or a combination of stock and/or cash.

In order to earn an incentive payment from the Plan, a Participant must also be in “active” status on the payroll of the Company or one of its wholly-owned operating subsidiaries at the time the incentive s payments are made unless otherwise provided in any written contract with the Participant. (See Partial-Year Participant Eligibility 6.2.b)

An employee who becomes a Participant during the Plan Year may participate in the Plan on a pro rata basis. The amount of base salary earned by such employee during the Plan year after first becoming a Participant shall be the base salary earnings used to calculate any incentive payments.

If a Participant’s employment with the Company or any of its wholly-owned operating subsidiaries terminates during the Plan Year then (s)he ceases to be a Participant on the date employment is terminated. In this event, an incentive will neither be earned nor paid unless otherwise provided in any written contract with the Participant.

If a Participant changes his or her position within the Company or any of its wholly-owned operating subsidiaries during the Plan Year such that (s)he is no longer a Participant, then (s)he ceases to be a Participant on the date of such change, in which case a prorated bonus would be earned through the date of such change, and be subject to Section 5.0.

If a Participant is terminated from the Company or any of its wholly-owned operating subsidiaries before the end of the Plan Year or before earned incentive payments are made due to a Position Elimination as a result of a Change in Control of the Company, any earned incentive awards will be paid on a pro rata basis. Such payment will be paid in accordance with the same timeline as other Plan Participants are paid.

Promotions during the Plan Year will be handled as follows:

For the Business Targets and Individual Targets, bonus calculations will be prorated based on the period of time (rounded to the nearest whole month) in each position level and the prorated salary for the same period of time for each position held.    

This Plan is subject to approval by the Compensation Committee and is effective only for the Plan Year noted above. There is no assurance that this Plan will be renewed or any similar plan will be adopted in the future.

The Compensation Committee reserves the right to change, suspend or eliminate this Plan, in whole or in part, at any time, with or without notice to Participants.

Results/Impact/How Measured: Achieve $218 (or lower) for cost per active seat.

Results/Impact/How Measured :7 new logos of which 3 will be healthcare. Total of 7 booked ACV of at least $15M.

Results/Impact/How Measured: Core revenue is equal to or greater than budget of $239M.