2022 Short Term Incentive Plan, dated March 22, 2022

The Short Term Incentive Plan (the “Plan” or “STIP”) is designed to reward eligible non-sales, non-bargained for employees for achievement of pre-established corporate performance measures and individual performance objectives that are assigned a specific weight according to their importance in the Company’s business plan. This Plan, for eligible employees, covers the period from January 1, 2022 through December 31, 2022.

This Plan supersedes any prior incentive plan version and cancels any document that provides information contrary to the information contained in this Plan version. The Company may terminate the Plan, amend or modify the Plan in any respect, at any time, and without notice. In addition, incentive awards are not “earned” until the events described in the Administration section occur.

All regular full-time and part-time non-sales, non-bargained for employees who are employed during the calendar year, and who commence employment with the Company on or before September 30, 2022, and who do not participate in another incentive plan currently in operation, are potentially eligible to participate in the Plan. To be eligible to earn and receive payment of any incentive award, the participant must be:

1.Classified as a permanent employee;

2.Employed with the Company during some portion of the period for which the award is being measured, and initially hired by the Company on or before September 30, 2022; and

3.Actively working through the payment date, or on Company-approved or job-protected leave for any periods not worked where the Company has a reasonable expectation that the employee will return to their position in the near future and is active on the date the award is “earned,” as defined in the Administration section. An individual is “actively working” if they are actually working and carrying out their duties at the Company, or they are on PTO or a paid Company holiday.

4.Must be in a STI eligible position for a minimum of 90 consecutive days in order to be eligible for a prorated award.

Incentive awards are not “earned” until the events described in the Administration section occur.

The following individuals are not eligible for a payment under STIP:

1.Employees who voluntarily terminate their employment or are involuntarily terminated for any reason are not eligible for the 2022 STIP payment. In addition, payment to employees who are under investigation for misconduct on the normal payout date may be delayed. If it is determined that misconduct occurred and termination occurs, the award is forfeited in accordance with applicable state law.

2.Contractors and interns are not eligible.

3.Employees who are participating in any other incentive plan within the Company (i.e. Sales Incentive programs, quarterly incentive programs, etc.).

4.Employees who are in a STI eligible position for less than 90 consecutive days.

Performance metrics, weighting, and the pre-established performance goals are set by the Compensation Committee. Performance against pre-established corporate goals, as determined by the Committee and the Chief Executive Officer, determine the funding level that will be available for awarding incentives. If it is determined that the 2022 STIP awards will be granted, senior management and the Board retain the sole discretion to set award levels and to adjust award levels and subsequent employee distribution.

Each individual is assigned a target award opportunity that is a percentage of the individual’s base salary. The target percentage opportunity is determined based on the individual’s job(s) during the Plan Coverage Period, which may result in a target that has been prorated to capture the relevant base salary earnings in each job, the target percentage of each job and the amount of time spent in each job. The eligible employee’s annual eligible base salary on December 31 of the Plan year will be used when proration(s) are not required.

The annual STIP targets by job level are as follows:

There are four components of the 2022 STIP performance goals for January 1 through December 31, 2022:

The individual performance component is determined based on individual performance ratings as recorded during the year-end performance appraisal. As a result, eligible employees may receive an award that is higher or lower than the 2022 STIP target award as defined by their job level.

–EBITDA incentive component begins to fund after exceeding a minimum EBITDA of $286.80 MM after cost of individual performance incentive, any adjusted FCF incentive earned and any adjusted SaaS revenue component earned, payout curve shown in Table 3 below.

–The Free Cash Flow (FCF) incentive component begins to fund after exceeding a minimum FCF of $70.80 MM, payout curve shown in Table 3 below.

–The SaaS Net Revenue incentive component begins to fund after exceeding a minimum SaaS Net Revenue of $201.20 MM, payout curve shown in Table 3 below.

–Individual performance component of the incentive funds after obtaining minimum EBITDA of $265.00 MM.

Individual performance rating has a direct impact on the individual performance component (25% of total) of the STIP award. Your manager will determine the award amount for this component based on the scale below. Award amounts for company component (75% of total) are fixed based on Company performance.

Note: Employees with an individual performance rating of “Partially Met Expectations” may receive up to 50% of their individual award portion (25% of award) as determined by their manager. Employees with an individual performance rating of “Did Not Meet Expectations” are not eligible for the individual component of the award and will receive a reduced payout at 25% of the Company performance portion.

If an employee meets Plan eligibility requirements for only a portion of the Plan Coverage Period, the 2022 STIP award will be prorated (in days) for any periods the employee was not eligible. For example, the 2022 STIP will be prorated in an amount equivalent to the amount of time the employee was on any of the following:

1.Unpaid leave

2.Leave supplemented with a pay replacement benefit (such as STD, LTD, or workers compensation)

3.Absent without leave

4.Administrative leave as part of any Company investigation, discipline, or inquiry

5.Hire date after January 1, 2022

6.Movement from the 2022 STIP to another incentive plan (e.g., Sales / Operations)

7.Movement to the 2022 STIP eligible position from another incentive plan (e.g., Sales / Operations) or from a position covered by a collective bargaining agreement

8.A job change that results in a change in Target % or a change in base pay during the Plan Coverage Period.

In such situations as described above, the 2022 STIP award, if any, will be paid at the time that other 2022 STIP awards are scheduled to be paid in accordance to Plan, unless otherwise specifically stated in this Plan. For employees on leave, STIP awards will be paid to the employee once they return to work, are active and no longer on leave.

Company performance metrics as well as your individual performance count towards your 2022 STIP payout calculation. Below is an example of the target 2022 STIP calculation for an eligible employee who has been employed with the Company since January 1, 2022 with an annual base salary of $50,000 and an 8% STIP target opportunity. For illustrative purposes only, this assumes a full 365 days of the Plan Coverage Period within the same eligible job (I.e. no prorations):

•Base Salary = $50,000

•Bonus Target % = 8%

•Bonus Target $ = $4,000

•Performance Rating = Achieved Expectations

•Company EBITDA achievement of $292.80 MM, 70% of target.

•Company FCF achievement of $78.80 MM, 90% of target.

•Company SaaS Net Revenue achievement of $212.20, 110% of target.

•Individual Performance pool fully funded as EBITDA threshold of $265.00 MM exceeded.

The employee’s 2022 STIP will therefore be as follows for each of the components:

* Awarded by manager within allotted guidelines, see table 4.

Assuming Plan requirements are satisfied, which include Board review and approval, award payments will be targeted for spring 2023 to eligible employees actively working and on payroll at the time of payment.

An eligible employee’s base salary earnings paid during the Plan period as of December 31 or prorated for each eligible job(s) within the Plan period. Base salary earnings for this purpose do not include benefits, bonuses, overtime, or other awards.

The Company’s Board of Directors.

The Compensation Committee of the Board of Directors of the Company.

Thryv Holdings, Inc. and Thryv, Inc. only. Results from foreign operations, including the acquisition of the Sensis organization, are excluded from all Plan metrics.

Total Company operating income, before interest, taxes, depreciation and amortization, each calculated in accordance with GAAP, adjusted to exclude the impact of stock compensation expense.

Operating cash generated by the company less outlays for capital expenditures.

Net Revenue generated from the sales of Thryv Software, Thryv Leads and other associated add-ons or products.

An eligible STIP target percentage for eligible employee based on one’s job level and prorated when employee held more than one job level during the Plan year.

Non-represented employees or those employees not working under a collective bargaining agreement.

The Plan Coverage Period is January 1, 2022 through December 31, 2022.

2022 STIP Awards are at the sole discretion of senior management and the Board of Directors, and may or may not be granted based upon Company, functional unit, departmental, and/or individual performance in the plan year. If it is determined that 2022 STIP awards will be granted, senior management and the Board of Directors retain the sole discretion to set award levels and to adjust award levels and subsequent employee distributions.

2022 STIP Awards are not earned, are not due, and shall not vest unless until the following conditions are met: (1) the Approval/Objective Guidelines are met, (2) the Board approves corporate performance and payment, (3) all 2022 STIP eligibility requirements as described herein are met, (4) the individual is employed and actively working for the Company (or on Company Approved or job protected leave) on the payment date, and (5) the payout date occurs.

2022 STIP awards, if any, will be paid within guidelines noted within, and processed via payroll. All legally required and applicable income and employment taxes and withholdings will be deducted from the gross incentive award paid to participants. Awards are considered eligible compensation for the purposes of calculating 401(k) plan match and contributions, in addition to ESPP contributions, but are not otherwise considered compensation for the purpose of other employee benefits.

The Company shall have the full power and authority to interpret, construe, and administer this Plan, including the determination of the amount of each participant’s award amount.

All 2022 STIP awards will be paid with the short-term deferral period, and thus, are exempt from Internal Revenue Code Section 409A.

THIS PLAN IS NOT A CONTRACT OF EMPLOYMENT OR OTHERWISE ALTER YOUR AT-WILL EMPLOYMENT STATUS AND DOES NOT CREATE ANY CONTRACTUAL RIGHTS. Any payment under the Plan or this incentive award is discretionary and at the will of the Company. This Plan document and the award schedules set forth herein do not constitute an express or implied promise of continued employment for any period or at all, and will not interfere in any way with a participant’s right to terminate or the Company’s right to terminate a participant’s employment at any time, with or without cause and with or without notice.

The Company may terminate the Plan, or amend or modify the Plan in any respect, at any time, and without notice.

This Plan may be superseded by federal, state, and local laws to the extent applicable.