CMGI FY 2008 Executive Management Incentive Plan

Exhibit 10.1

CMGI

FY 2008 Executive Management Incentive Plan

The objective of the FY 2008 Executive Management Incentive Plan (“2008 EMIP Plan” or “Plan”) is to recognize and reward the achievement of financial, business and management goals that are essential to the success of CMGI, Inc. and its subsidiaries (the “Company” or “CMGI”).

This Plan relates to the 2008 fiscal year, August 1, 2007 to July 31, 2008.

Certain executive employees of CMGI and its subsidiaries, as determined by the Human Resources and Compensation Committee of the Board of Directors of CMGI (the “Committee”), are eligible for participation in the 2008 EMIP Plan. (Each such designated person is called a “Participant” in this Plan.)

CMGI will issue all Participants a notice of their eligibility and their individual Plan components by providing a document in the form of Appendix B to each eligible Participant. Other eligibility requirements are listed in Section 9 below.

Participants will be assigned a target payout percentage for the 2008 EMIP Plan, expressed as a percentage of Base Salary (as defined herein). This percentage (the “Target Payout Percentage”) represents the potential bonus that will be earned at full achievement of goals for all Plan components. The Target Payout Percentage will vary according to the Participant’s position. Actual payout percentage will vary based on the factors described in Section 5 below.

The Plan payout will be measured based upon achievement against “NGOI” (regional and/or consolidated, depending on the Participant’s role) and Individual Performance, as further described below. A percentage of each Participant’s Target Payout Percentage will be allocated to each of the relevant components for that Participant.

Non-GAAP Operating Income (Loss) (“NGOI”) is defined as operating income (Loss) of CMGI, Inc. excluding net charges related to depreciation, amortization of intangible assets, stock-based compensation and restructuring.

Each Participant’s Target Payout Percentage will include a component based on

Consolidated NGOI targets. Some Participants will also have a component based on a Regional NGOI target. Each Participant will be informed of (i) the relevant “Base Target” for Consolidated NGOI, (ii) the “Budget Target” for Consolidated NGOI and, if applicable, for Regional NGOI for the Participant’s region, and (iii) a “Maximum Target” for consolidated NGOI.

Each Participant’s Target Payout Percentage will include a component based on achievement of individual goals and objectives. In order to be eligible for the individual performance component, all Participants must have clearly documented individual goals and objectives established in conjunction with and approved by the Chief Executive Officer (and in the case of the Chief Executive Officer, by the Committee). Achievement of these goals and objectives will be assessed by the Chief Executive Officer following the close of the fiscal year. In the event the Company realizes overachievement with regard to corporate NGOI, the actual payment made with respect to individual performance will be increased proportionally to the amount of overachievement paid with respect to corporate NGOI.

If CMGI does not achieve the Base Target for consolidated NGOI, no payments whatsoever will be made under this Plan, whether for NGOI achievement (consolidated or regional) or for individual performance.

No payout will be made without approval from the Committee.

In the event that the relevant Base Target for Consolidated NGOI is achieved, each Participant would be eligible to receive a portion of the Consolidated NGOI component of his or her Target Payout Percentage based on a pro rata sliding scale running between 0% to 100% based on the spread between the Base Target and the Budget Target. If the Consolidated NGOI exceeds the Budget Target, the total payout made to the Participant for Consolidated NGOI will be based on a pro rata sliding scale running between 100% and 200% based on the spread between the Budget Target and the Maximum Target.

The Regional component of the payout will be calculated as follows:

For the individual performance metric, the Chief Executive Officer (and in the case of the Chief Executive Officer, the Committee) will assess each Participant’s performance against pre-established goals and assign a percentage achievement for the Individual Performance Component. In the event the Company realizes overachievement with regard to Consolidated NGOI, the actual payment made with respect to individual performance will be increased proportionally to the amount of overachievement paid with respect to Consolidated NGOI.

Appendix A

Certificate of Acknowledgement

I,                                         , hereby certify that I have read the CMGI FY 2008 Executive Management Incentive Plan. I understand and agree with the terms of the Plan and agree to be bound thereby.

Appendix B

FY 2008 Executive Management Incentive Plan

Participant Information Form

The Target Payout is allocated as follows:

Consolidated NGOI Achievement:                                         %

Regional NGOI Achievement:                                         %

Individual Performance:                                         %

The relevant NGOI Targets for Participant are as follows:

Consolidated NGOI

Base Target: $                                        

Budget Target: $                                        

Maximum Target: $                                        

Regional NGOI (if applicable)

Region:                                         

Budget Target: $