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<PAGE>
Exhibit 10.35
Confidential Materials omitted and filed separately with the
Securities and Exchange Commission. Asterisks denote
omissions.
Akamai Technologies, Inc. Form of 2007 Executive Bonus Plan
NAME: _______________________________ PERFORMANCE PERIOD: FY
2007
TITLE: ______________________________
This 2007 Executive Bonus Plan sets forth your annual
compensation for 2007
based on the achievement of certain corporate and individual
performance
objectives. In order to receive your annual cash incentive
bonus, you must be an
employee and a member of the Office of the CEO throughout all of
2007 and the
corporate and individual objectives must be met, as described
more thoroughly
below. The Compensation Committee will resolve all questions
arising in the
administration, interpretation and application of this plan, and
the
Compensation Committee's determination will be final and binding
on all
concerned. Where permitted by applicable law, the Compensation
Committee
reserves the right to modify, at its discretion and at any time,
the terms of
this plan, including, but not limited to, the performance
objectives, targets,
and payouts.
ANNUAL COMPENSATION LEVELS AT TARGET PERFORMANCE
<TABLE>
<S> <C>
Base salary: $__________
Annual cash incentive bonus at target: $__________
Total Cash Compensation at target: $__________
</TABLE>
PERFORMANCE OBJECTIVES/TARGETS
The following are the corporate and individual performance
objectives for your
2007 cash incentive bonus:
<TABLE>
<CAPTION>
CRITERIA WEIGHT THRESHOLD TARGET MAXIMUM
-------- ------ ------------- --------------
-------------------------
<S> <C> <C> <C> <C>
Corporate Financial Performance
(FY 2007) 80% 96.1% 100% 106.2%
Bonus Payout Amount 50% of Target 100% of Target 200% of
Target
Individual FY 2007 Goals(1) 20% Partially Achieves Objectives
Fully Achieves Objectives
Bonus Payout Amount 25% of Target 50% of Target 100% of
Target
---
TOTAL 100%
===
</TABLE>
The method for calculating Corporate Financial Performance is
described in
Schedule 1, which is attached hereto. In the event of any
question as to whether
the components of the Corporate Financial Performance have been
satisfied, the
Compensation Committee of the Board of Directors shall make such
determination.
The Chief Executive Officer shall make the determination as to
whether the
individual objectives have been met by you and shall report such
determination
to the Compensation Committee. The Compensation Committee shall
retain the
right, exercisable in its discretion, to overrule the
determination of the Chief
Executive Officer and make an independent and binding
determination as to
whether you have achieved your individual objectives. Subject to
the foregoing,
the Chief Executive Officer's determination will be final and
binding on all
concerned.(2) No incentive will be paid under a specific
incentive criterion for
performance below the associated threshold listed for that
criterion.
Performance above the maximum may result in higher reward at the
sole discretion
of the Compensation Committee.
----------
(1) As established by the Chief Executive Officer or, in the
case of the CEO,
the Compensation Committee.
(2) In the case of the Chief Executive Officer, the Board of
Directors shall
make the determination as to whether his individual performance
objectives
have been met. The determination of the Board of Directors will
be final
and binding on all concerned.
<PAGE>
Akamai Technologies, Inc. Form of 2007 Executive Bonus Plan
The payment of any annual incentive bonus will be made within
thirty (30) days
following the filing of Akamai's SEC 10-K filing for FY
2007.
Acceptance: --------------------------------
--------------------------------- Date
Approved by: --------------------------------
-------------------------------- Date
<PAGE>
Akamai Technologies, Inc. Form of 2007 Executive Bonus Plan
SCHEDULE 1
CORPORATE FINANCIAL PERFORMANCE MEASUREMENT METHODOLOGY
A. Overview; Definitions
The executive shall only be eligible for the corporate
performance-based
bonus of the salary up
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