RECRUITER NETWORK SYSTEMS, INC.

BUSINESS PLAN

File No. 8902
Vwodek Wojczynski, Partner 286 Spadina Road Toronto, ON M5R2V6 416-929-8415 vwodek@rscbusinessgroup.com Brian Pho, Partner 400 Applewood Crescent, Unit 100 Vaughan, ON L4K 0C3 905-482-0636 bp@campbellmorden.com Date submitted: July 9, 2010

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Table of Contents
Business Description ....................................................................................................10 Industry Overview ........................................................................................................10 Company Description ...................................................................................................12 History and Current Status ...........................................................................................13 Goals and Objectives ...................................................................................................13 Critical Success Factors ...............................................................................................14 Company Ownership ....................................................................................................15 Exit Strategy.................................................................................................................15 2. Products / Services .......................................................................................................16 2.1. Product/Service Description .........................................................................................16 2.2. Unique Features or Proprietary Aspects of Product/Service .........................................17 2.3. Research and Development .........................................................................................18 2.4. Production ....................................................................................................................19 3. The Market .....................................................................................................................20 3.1. Industry Analysis ..........................................................................................................20 3.2. Professional and Advisory Support...............................................................................21 3.3. Market Analysis ............................................................................................................22 4. Marketing Strategies and Sales ....................................................................................23 4.1. Introduction ..................................................................................................................23 4.2. Market Segmentation Strategy .....................................................................................23 4.3. How RNS will become real in our market .....................................................................23 4.4. Targeting Strategy........................................................................................................23 4.5. Positioning Strategy .....................................................................................................23 4.6. Service Strategy ...........................................................................................................24 4.7. Pricing Strategy ............................................................................................................24 4.8. Distribution Channels ...................................................................................................24 4.9. Promotion and Advertising Strategy .............................................................................24 4.10. Sales Strategy ..........................................................................................................24 4.11. Sales Forecasts ........................................................................................................25 5. Development ..................................................................................................................26 5.1. Development Strategy ..................................................................................................26 5.2. Development Timeline..................................................................................................28 5.3. Development Expenses ...............................................................................................28 6. Management ..................................................................................................................30 6.1. Company Organization.................................................................................................30 6.2. Management Team ......................................................................................................30 6.3. Management Structure and Style .................................................................................33 6.4. Ownership ....................................................................................................................34 6.5. Board of Advisors .........................................................................................................35 7. Operations .....................................................................................................................36 7.1. Operations Strategy .....................................................................................................36 7.2. Scope of Operations ....................................................................................................36 7.3. Ongoing Operations .....................................................................................................36 7.4. Location .......................................................................................................................38 7.5. Personnel .....................................................................................................................38 7.6. Production ....................................................................................................................38 7.7. Operations Expenses ...................................................................................................39 7.8. Legal Environment .......................................................................................................40 1.1. 1.2. 1.3. 1.4. 1.5. 1.6. 1.7. 2 Recruiter Network Systems Business Plan 1.

7.9. Inventory ......................................................................................................................40 7.10. Suppliers ...................................................................................................................40 7.11. Credit Policies ...........................................................................................................40 8. Financials.......................................................................................................................41 8.1. Start-up Funds .............................................................................................................41 8.2. Financial History and Analysis (current businesses only) .............................................41 8.3. Current Financial Position (current, takeover or franchise businesses only) .................41 8.4. Operating Forecast ......................................................................................................41 8.5. Break-Even Analysis ....................................................................................................41 8.6. Balance Sheet ..............................................................................................................42 8.7. Income Statement ........................................................................................................42 8.8. Cash Flow ....................................................................................................................42 9. Funding Request ...........................................................................................................43 9.1. Capital Requirements ...................................................................................................43 9.2. Risk/Opportunity...........................................................................................................43 9.3. Exit Strategy.................................................................................................................44 10. Appendix A – Financial Information.............................................................................45 11. Appendix B – Charter Documents................................................................................46 12. Appendix C – Detailed Job Description .......................................................................47

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Statement of Confidentiality & Non-Disclosure
This document contains proprietary and confidential information. All data submitted to Leadership Grant is provided in reliance upon its consent not to use or disclose any information contained herein except in the context of its business dealings with Recruiter Network System. The recipient of this document agrees to inform its present and future employees and partners who view or have access to the document's content of its confidential nature. The recipient agrees to instruct each employee that they must not disclose any information concerning this document to others except to the extent that such matters are generally known to, and are available for use by, the public. The recipient also agrees not to duplicate or distribute or permit others to duplicate or distribute any material contained herein without Recruiter Network System's express written consent. Recruiter Network System retains all title, ownership and intellectual property rights to the material and trademarks contained herein, including all supporting documentation, files, marketing material, and multimedia. BY ACCEPTANCE OF THIS DOCUMENT, THE RECIPIENT AGREES TO BE BOUND BY THE AFOREMENTIONED STATEMENT.

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while radically decreasing the amount of time it takes to source candidates. What does this mean in practical terms? In essence. Collectively. located in Toronto. we are creating a way for recruiters to communicate with each other that will enable cooperation by leveraging already existing resources (a recruiter's database of unplaced candidates) and linking it with other recruiter's databases such that the correct candidates can be sourced and placed in companies that need the talent faster than was ever possible.any recruiter will be able to simply use the system by paying a standard membership fee. positive impact for recruiters in North America. We believe this product will assist independent and small firm recruiters to gross an additional revenue stream which will be added on to a full recruiter production desk. This software will combine a world class Applicant Tracking System (ATS) with a split-fee revenue generation service. and keep on making new connections with other recruiters. In order to develop this product. Sharing commissions (split fee revenue) amoungst recruiter is also not a new concept. namely continue the search on the internet. Imagine if a recruiter is at a client's office and has exhausted his own and his personal network's resources to find a proper candidate for a job. The marriage between an fully equipped ATS/split-fee revenue generation is a new concept not explored before within the recruitment industry. ATS has been around for awhile. Best of all. more established firms that have larger networks. we will manage an offshore development team in the Philippines. however it is time consuming. call more people. Products and Services Our product is a software product to be used by independent and small firm recruiters. is a new IT company serving the recruiting industry. Canada.Executive Summary Business Description Recruiter Network Systems. This process may work eventually. Inc. What if we gave them an opportunity to level the playing field? As a robust online and mobile platform it will allow independent recruiters to work collaboratively and share half of the revenues of the total fee paid by the client (through a split fee revenue model) on searches. Our mission is to make a powerful. However. For this 5 Recruiter Network Systems Business Plan . there will be no commission fees for the recruiters -. This will provide more money for the recruiters and allow us to expand our network rapidly to other cities in North America. by democratizing the recruitment marketplace through our product that integrates a technology (Applicant Tracking Systems) and a proven revenue generating process (Split-Fee Revenue Model) for independent recruiters and small recruitment firms. positive impact and transform the recruitment industry. At this point the recruiter has a few options. what if at this precise moment in time this problem disappeared? What if a recruiter had access to key information to hundreds of other recruiter's databases of unplaced and qualified candidates at the touch of a button on the internet or on a PDA application? Through our research into the marketplace so far. As a company our Mission is to make a powerful. small recruitment firms and independent recruiters do not have the ability to compete with the larger. We saw the need for this product based upon years of research within the recruitment industry. we live from the intention of transforming the recruitment industry.

com. Twitter) and local monthly networking meetings in order for recruiters to build longterm relationships to increase existing revenue production. We will incorporate this software product with various social media platforms (Facebook. (According to Statistics Canada) Most of this industry is comprised of independent recruiters and small recruitment firms. Currently. we plan on charging a monthly membership fee of $49. We plan on writing specific targeted articles on recruitment to industry trade magazines (ACCESS) in order for recruiters to raise awareness with our product and our brand.product / service . The same model that will be used to grow in Toronto will also be replicated in Montreal. Within the first year of launch (Jan 2011). We have found that our competition has a minimal amount of recruiters using their system as they are new and upcoming. we believe that there is only one network system that combines a full CRM service with a recruiter split fee network.10% on each placement the recruiter makes with their system. The Market We are an Information Technology company that services the recruitment industry. Competition We have investigated the competition. The recruitment industry is a $9. There are also many split fee revenue generation systems on the market that allow recruiters to collaborate with each other to increase revenue production. world-class Applicant Tracking System that provides the recruiter with a split fee revenue generation methodology.e. we expect to start locally in the Toronto marketplace and grow to 100 recruiters using our system before expanding to a new metropolitan city. LinkedIN. RNS will cater towards independent recruiters. We believe the market is ready for this type of product.2B industry in Canada. (There are very few major players within the recruitment marketplace). We plan on educating our customers of our product through social media. small firms and start-up recruitment firms that want to eliminate competition and encourage collobration between other recruiters. we plan on establishing a solid brand and product that will bring a value add to small and independent recruitment firms. In addition to the commission fee. ERE). our competition charges a monthly service charge per each recruiter per month in order for them to use the system. Our competition also charges the recruiter a commission fee ranging between 6% . article writing in trade magazines and networking sites. We believe this product will assist recruiters to increase revenue placement and be 6 Recruiter Network Systems Business Plan . There are many Applicant Tracking Systems (ATS) on the market at this time. Utilizing exisiting social media recruitment sites (i. We believe this will take approximately 12 to 16 months.99 per month per user in order to use our system once launch has been established. Recruitingblogs. We plan on differentiating ourselves in three ways: • Integrate a world-class ATS system with a very simple candidate/job order sharing system • Catering to the local city / municipality by social media and in-person after hour networking events with recruiters only to build relationships and focusing on increasing revenue generation • Offering this product at an affordable monthly membership service with no commission charge on each placement. There are very few products that cater towards independent recruiters and small firms. (incorporated 2006). We have not found a suitable. Recruitment is an industry that is growing exponentially with an increase in small start-up and independent firms due to the low initial start-up costs.

Her expertise is in operations and financial management. Our intention is to build long-term relationships with our clients. engineering and manufacturing. has trained over 200 interns for him firm (over a period of 4 years). Given our experience. The key members of the management team are Brian Pho. he has worked with over 30 businesses personally. 7 Recruiter Network Systems Business Plan . Mr. the software development will be outsourced. with Iffy Kazim. Also.able for recruiters to find new homes for their candidates and bring new job orders to the marketplace. and migrating to the coaching and consulting industry in 2006. our chain of command will be Vwodek Wojczynski as the CEO (providing direction and decisions about the future). Miss Kazim has over 13 years managing the operations of various businesses. Mozy and Intelligent Office. Organizationally. Operations within RNS will have three distinct phases: a) Research and development b) Software development c) Software launch We will be hiring people in four different categories: • Short-term contract (full-time and/or part-time) • Outsourced • Contractors • Full-time/part-time permanent employees We have minimized operational expenses by using existing resources from previous businesses. We will be hiring part-time temporary employees through the first year of operation. Pho has over 8 years experience operating a recruitment firm in downtown Toronto. Marketing & Sales Manager will report directly to Iffy. Iffy Kazim and Vwodek Wojczynski. coach and consultant. As a business operator. and has had personal experience in successfully accelerating the growth and development process of over 20 small businesses during the startup/growth stages. Also by using virtual services such as Fresh Books. As a recruiter. his expertise is in technical sales. with the key experience being at an IT firm where she managed a team of developers. As a team we have already been working together for almost 6 months. Brian Pho. we are clear about our strengths and weaknesses. (This is depicted in detail in our organizational chart). initially in the design & advertising industry. Wojczynski has been in business for almost 9 years. COO (operations and finance) directly reporting to him. Operations Our operations consists of in-house and outsourced resources. Management Team Our management team has a combined over 30 years experience in management roles. This department is designed with our clients in mind. Mr.

The operating forecast has been calculated for three different scenarios: Expected – this is the forecast we are using to for our operations and this is what we have based our plan on. We believe at this stage that the key management roles we will consider initially is for the Blue Ocean Department (Research & Development) Customer Service. our operations plan is to document the position such that new people can be developed to fulfill the role. These risks are: Market risks o New to the market o Not being able to obtaining customer/client base o Lack of ease of entry o Slow industry traction o Slower than expected adoption o Slow-times or recession o Slight risk of competition Operational risks o Slower than expected software development o The nature of software development and all the variables that contribute to successful production Staffing risks o Finding the right candidates Financial risks o Mismanaged funds Managerial risks o Poor project management o Mismanagement of resources o Going off timelines To mitigate the risks we have implemented the following: Methods and procedures to limit liabilities Reserve fund Continuity of operations plan Financial Summary We have calculated a start-up cost of $20. Optimistic – this is the forecast where sales are beyond our expectations. This scenario provides forecast if our sales do not go as planned and our costs are more than what we expected The numbers for the break even analysis are as follows: Total costs for the year = $174. Risk/Opportunity We have considered the possible risks involved with this business.00 8 Recruiter Network Systems Business Plan . break even sales for the year = $174.795. If a member of our management team leaves. and Finance. Pessimistic – this is the worse case scenario.500.As the business grows we will look at hiring new team members.795.00 Therefore.

However.593. There are two items that we considered for capital requirements are: a) Start up costs of $20. and b) The maximum loss incurred of $90.000 cash at hand and access to another $25.00 invested.566. Source of funds: Source Your contribution (If any) Grant Loans Total Amount $15. and develop.000 $100. To date no money has been invested in this business. Based on these two amounts we are requesting a $100.500.00/$50 = 3496 memberships Each membership costs $50 (plus HST) per month.25. On average our monthly expenses is $14.000 9 Recruiter Network Systems Business Plan . The funds are required to start the business.566. The number of units that would need to be sold on a monthly basis is $14.000 0 $115.000 of invested liquid capital.Number of memberships sold for the year = $174.795.000 grant.25/$50 = 292 (approximately).000. there is some existing infrastructure and work that has been done previously around this concept that resulted in a BETA software system with $5.000-40. Capital Requirements We have $15. market and sell the software.000-140.

110.9 4. and b) socially people today are more inclined to collaborate and cooperate with each other.1. 63-252X.8 5.8 % 3.8 7. the industry represents well over half of the total output in Canada at 56.217.5 5. Industry Overview The Recruitment Industry is a service based industry totaling $9.North American Industry Classification System (NAICS). and it is a new company that is in its startup phase. Employment services. The way our company will respond to these changes is by offering a platform for recruiters designed by recruiters that leverages candidate and customer resources and support them in forming split placement revenue.1 5. The company will have 3 key partners.751.9 6.826. Last modified: 2010-03-31.0 2006 2007 2008p 8.5 7. with outsourced IT development staff. Profitability of the industry has been marginally increasing over the past 5 years. The legal structure is a corporation.788. Source: Statistics Canada. Ontario.2 8. .9 8. 2007 . with 66% of the total operating expenses going to paying for salaries. collaboration and cooperation between recruiters. 1.2 Billion Canada-wide as reported by Stats Canada in the chart below.1 5. The people we market our products to are independent recruiters and small recruitment firms that intend on sharing half of the revenues (split fee revenue model) of the total fee paid by the client.7 9. wages and benefits.130. In Ontario. table (for fee) 361-0001 and Catalogue no.4 9.3 p : preliminary.1.Figures may not add to totals because of rounding. wages and benefits 6. our primary place of business. CANSIM.938.4 3.268. and its head office is located in Toronto.402.4 4.704.7%.517.0 7. Inc.6 Operating profit margin 3. and we will require IT development staff to complete the beta software for alpha launch in the marketplace.7 3.5613.807. Our first product has been tested in beta.268. as evidenced by the explosion of social media tools and online sharing.201. The changes we see in the recruitment industry is the increased use of social media.033. 2004 2005 $ millions Canada Operating revenue Operating expenses Salaries. Business Description The name of the company is Recruiter Network Systems. While profitability has been steadily declining in Ontario it jumped 10 Recruiter Network Systems Business Plan . The reasons behind this trend are two-fold: a) the need to increase gross revenue per recruiter will become more relevant in a hypercompetitive marketplace. Notes: .

2007 .5 5. . Saturated market 2.North American Industry Classification System (NAICS). Low reputation of industry by key customers Future of the Industry a) The use of social media is on the rise exponentially in virtually every industry (source: Google. Limited opportunities for recruiters to collaborate and co-operate 10.640.5 % Operating profit margin 3.299. by province (Ontario) 2004 2005 2006 2007 2008p $ millions Ont. NPA and Top Echelon are both large global networks -.604. Unlicensed industry. working alone or in small groups 3. 63252-X. Split placements in the industry (NPA and Top Echelon). Current Situation of the Industry Based on conversations with recruiters and key customers we have outlined the current situation of the recruitment industry below: 1.8 2.3 4.722.8 5.9 3.146. Operating revenue 3.com) . Notes: .4 2.641.029. wages and benefits 2. CRM systems exist (PCRecruiter. "Red ocean.7%.7 5.7 p : preliminary. wages and benefits represents 61% of the total operating expenses. There are no industry standards or compliance 9.3 Operating expenses 3.3 3. Undefined industry practices 12.066. CANSIM.5 3.981. c) There is a lot of opportunity for growth and standardization d) The establishment of industry practices will emerge 11 Recruiter Network Systems Business Plan .160.3 4. table (for fee) 361-0001 and Catalogue no. Ease of entry into the industry (minimum requirements to start) 6. A lot of independent recruiters. HireDesk) 13.Figures may not add to totals because of rounding. High competition." over-saturated 5.1 4.392. Employment services.242. Entrepreneurial mind-set 7. collaboration and co-operation if they intend on being successful.5 2.220.5613.770. Source: Statistics Canada. they are not focused on local markets 11.8 4. cut-throat marketplace with low margins 4. Salaries. Last modified: 2010-03-31.however.9 3. unregulated 8.back in 2008 with the highest profit margin in 5 years at 3.198. b) As a service based industry recruiters will need to use a combination of direct search and internet research (soft skills and hard skills) with an ever increasing rise of soft skills such as communication.3 Salaries.4 5.9 3.

Impact of Recruiter Systems Network. Unit 100 Vaughan L4K 0C3." (RNS). 12 Recruiter Network Systems Business Plan . Inc. Company Description The legal name of the company is "Recruiter Network Systems. clinical. We are in the business of helping recruiters place more candidates faster through cooperation and collaboration. and our branch office will be in Vaughan at: 400 Applewood Crescent. Inc. The product we offer is an online and mobile marketplace that integrates a CRM and split fee revenue system for independent and small recruitment firms. Our management offices will be at: 286 Spadina Road Toronto.” 1. medical and bankruptcy/insolvency. We are an IT company servicing the recruitment industry. no one has integrated the Split Placement Fees and CRM systems into 1 application Allow independent recruiters to join together to go after bigger clients “Simplify the placement process for both the recruiter and the client.Industry Market Segments Industry market segments are defined by the recruiter and they can work with several industry segments at the same time For example.2. M5R 2V6. on the Industry Even though there is tremendous potential for it. The reasons for having these locations are to service different markets of recruiters.

Mission Statement Our Mission is as follows: Recruiter Network Systems. All of those who participate shall benefit from our organization’s intent. Goals and Objectives We have outlined the key goals and objectives below. effortlessly and decisively. friendship and monetary growth. Inside of this intent we provide a world-class online community and marketplace for recruiters. 1. We live from the intention of transforming the recruitment industry. Collectively. The people that contributed to the formation of the Recruiter Network Systems were. Please refer to Appendix B for our Vision and External Mission. The way the partners met was through networking and we developed our relationship through our work at RSC Business Group in the Sales & Marketing Leadership Training Program. is an IT company that makes a powerful. 2013 o To have 6 other cities using the RNS (Recruiter Network Systems) (tm) by August 1. Our short-term 90 day goals are: To build a community of independent recruiters through social media To source and manage an offshore IT development team To obtain $100. The growth strategies we are developing are to grow the Toronto location to $120. membership.000 at which point we will expand to other key cities in Canada and the United States. 1.3. Iffy Kazim. 2013 Our long-term 5 year goals are: o To launch Elite Recruiter Systems for topflight recruiters in each location • • • • • • • • • 13 Recruiter Network Systems Business Plan . The ambitions for the company are to be the world's largest global network for independent recruiters and small recruitment firms. Brian Pho.000 in revenues with 20% net profitability by end of fiscal year 2011. • • • • The top goal of the business is to reach $250. we serve the recruitment industry in the most positive of ways.4. The rate of growth we are projecting for Toronto is exponential based upon the science of a network based model. History and Current Status After building an initial business plan that combined Leadership Consulting and Recruitment we came up with a better idea that combined all of our expertise.000 in revenue generated from Recruiter Network Systems by August 1. Vwodek Wojczynski and Shauna McKenzie. we are a path to collaboration. cooperation. Inc. positive impact for recruiters in North America. experiencing constant growth and fulfillment. Through each interaction.000 in funding from the Leadership Grant To establish a relationship with a SRED Consulant Our long-term 3 year goals are: o To have $480. As part of our growth strategy we plan on diversifying our offering to different cities across North America. The plans for the future of the business are to launch new cities in Canada and the United States.

alpha launch) • Effective Marketing and Sales System • Full participation of the recruiters/members on the beta launch of the Toronto Recruiter Network • High adaptability and ease of use of software • The internal elements that have an immediate and direct impact on our business are: • Access to capital for the development of the software (delivery) and the company web site (marketing) • Clearly documented specific and measurable goals for the first year (broken down into quarters) • The external elements that have an immediate and direct impact on our business are: • Being known in the marketplace in the hearts and minds of our target market. including: • • • • • Hiring IT Development staff for rapid growth The development of our brand online (web site) Marketing systems including: Search Engine Optimization Social Media Marketing Development (Blog. implementation.5. YouTube and Facebook) 14 Recruiter Network Systems Business Plan . iPhone) with instant access to RNS database • Ease of use • Contact data transfers from other CRM systems • Resume reader (parsing) • Integration with Microsoft Office • Free trial During the BETA phase we will offer a full-out free trial where users will be invited to provide us with feedback.0. Critical Success Factors The factors that will make this business a success are: • Effective management of the IT Development Team • Adhering to the timelines of the project (development. has no hardware requirements) • Mobile phone applications (Blackberry. LinkedIn. and will build a leadership program that will represent RNS in each city we have a presence in. (The way we will cause existence of ourselves is described in detail in our marketing strategy). With the launch of Version 1. • A large recruiting community already existing in Toronto • Our major competitive strengths are: • Price • We have monthly membership dues for our services • There is no commission on recruiter split income • More accessible • Our fees are lower than our competitors • SaaS (Software as a Service. 1. we will offer a membership and provide a deal for the BETA users .o This system will focus on the top producers that are using our system. One of the major requirements for our success is the new capital to assist us in effectively meeting our upcoming challenges. Twitter. beta testing.

Sales & Customer Service) Each owner has 50% shares in the company The Management Team Vwodek Wojczynski. This agreement will be drawn at the time of incorporation. Chief Executive Officer Iffy Kazim. liquidating. Based on the advantages and disadvantages of each of these strategies we agreed upon having a Fair Buy/Sell Agreement.7. External Division Director Shaunna McKenzie.Partner / External Division Director (Marketing. Advisor Ownership Chart As of August 1. Chun.• Email marketing system 1. Advisor John Morden.Partner / Chief Executive Officer Brian Pho . CEO Partner. Vwodek Wojczynski . 2010 Name Wlodzimierz Mikolaj Wojczynski Brian Yang-Ang Pho Title (if Applicable) Partner.6. selling shares. Chief Operations Officer Brian Pho. etc. External Division Manager TOTAL Number of Shares 500 preferred shares 500 preferred shares 1000 preferred shares Percentage of Ownership 50% 50% 100% 1. Sales Manager Robert S. Company Ownership Ownership 1. 15 Recruiter Network Systems Business Plan . Exit Strategy For our exit strategy we considered several options such as “Bleeding the company dry”.

Products / Services Recruiting Network Systems (RNS) is a recruitment marketplace built by recruiters for independent and small business owners in the recruitment space.99/month/user will be charged. This lowers the amount of commission the recruiter retains as we believe this system benefits the system user rather than the recruiter themselves. In order to attract recruiters. Product/Service Description Our product is differentiated in the marketplace through price.2. In addition to the commissions charged. We provide this service on a monthly membership basis with no additional costs or hidden fees attached. After a 3 month period. Beta testers will be given access to the system for 3 months free to test out trails. The system will integrate with many other social media platforms (Facebook. Recruiter meetups will also build a forum for recruiters in which recruiters can talk about their challenges that they 16 Recruiter Network Systems Business Plan . we will provide one month free in order to generate critical mass for a certain population. We differentiate ourselves in the marketplace by the use of a free beta testing network (anywhere from 1 month to 3 months) in which our service will be available on a subscription basis of $49. LinkedIN) in order to build local communities of recruiters in each major metropolitan region. RNS will also be developing monthly Recruiter Meetups and networking opportunities to meet other recruiters associated with the network in order to strengthen the relationship between recruiters who use the system. We are an Information Technology company that merges the gap between a full recruiter CRM / contact management software service combined with a split revenue generation service. Split fee revenue generation amoungst recruiters has also been around for 30_ years. Referral fees can be generated through existing members and through beta testers. a monthly service fee of $49. bugs and troubleshoot the system. 2. No commission will be obtained if a placement is made through our system and a minor set-up fee might be charged to the client. The product will offer the following services to the recruitment marketplace: Core Services (Recruitment) Full CRM software support Split fee revenue generation amoungst recruiters integrated with a full ATS software support Integration with many social media and mobile application server support for a variety of search functionality. Other split fee network systems charge a commission for each placement that the recruiter uses in that network. ease of use and the use of split fee network systems. The creation of a ATS service has been around for over 30 years.99/month/user. a monthly service fee ranging from $80/month/user is charged to the recruiter that uses the system. Pricing We will be charging a monthly service fee of $49. These commissions range anywhere from 6% to 10% of the overall client fees.1.99 per month per user. This product will be the first of its kind to introduce recruiters to a full contact management software database with the potential of increasing their production through sharing of candidates and job orders. There has not been a product out in the marketplace which can combine a full service ATS / CRM software with a split revenue generation service amongst recruiters. For non-beta testers. we will start beta testing and surveying recruiters in the Toronto region.

c) Exclusive face to face network opportunities with other recruiters who are also top producers to build relationships and increase revenues. The opportunity for like minded recruiters to network within a speciality niche can increase revenue production per recruiter). Future applications include an enhanced membership package for recruiters who actively use our system in which we can increase our membership price. testing and beta-testing stage. We believe the potential of a recruiter network system is huge in order to grow candidate and job order base. According to Statistics Canada. Future Applications of the Product By having completed our initial research. (We recognize that recruiters specialize in certain market segmentations. Stage of Development Our product is in the early stage of development at this time. we believe recruiters can increase their level of production and be more efficient in placing hard to find candidates. We believe that extensive Research and Development with offshore development teams and product development will be required in order to bring this product from R&D to production. By using this system. Within this group of recruitment firms lies independent recruiters. Large amount of tracking will be used to administer and track users within the system. 2.are facing within their industry. We believe RNS would be a complete package offered to independent recruiters in which they can not only share resources but also take advantage of a full Applicant Tracking System in order to grow their business. There are very little resources that cater towards independent recruiters at this time.2. Due to the low overhead costs of starting up a recruitment agency. large multi-branch recruitment firms and small start-ups. Top producers will normally want to link with other Top producers who are actively engaged with our system and we believe an enhanced level of membership and services will be required to cater to these top producers. Unique Features or Proprietary Aspects of Product/Service Our service is very unique in a very large industry which tends to be unregulated and entrepreneurial. We believe that these network meetings can be promoted through social media sites and be charged on a free basis. An enhanced level of membership will include: a) Access to other multi-national cities across North America with the potential of networking with other recruiters on an international level. Future membership to this service will be based upon referrals. we believe that there is a large market for this product. and having two senior recruiters on our team. We believe the market is ready for a product of this nature. Why? There are many independent recruiters that are working by themselves in order to create a successful practice. there are over four thousand recruitment firms in the Greater Toronto Area. We plan on a March 2011 beta test launch timeframe with the remainder of this year used in product development. we believe that many recruitment firms exist. However many 17 Recruiter Network Systems Business Plan . d) A distinction between different recruiter niches for further recruiters to network within each speciality niche. b) An enhanced search capability to not only scan the candidates with one recruiter network but also with other potential recruiters.

In order to promote our services. and research & development. Using interns and more of a virtual based model to maintain and troubleshoot our sytem allows us to keep our costs affordable and lower as compared to many other split-fee network systems already on the marketplace.T. We can combine our recruitment experience and the I. Honours in Design . Academic background: B. database administration. Our Uniqueness and Our Competition We want to start off as a local based community within a major metropolitan area. and providing support to our sales staff. She will also be used for creating e-mail marketing campaigns. organizational design and image. Once local domination of a particular market / city has been achieved (100+ recruiters per city). there has not been a product that has a successful marriage between ATS and split fee revenue generation. She is a recruiter / owner of a small recruitment practice as she brings over 7+ years of experience in the recruitment industry.Partner / CEO. Vwodek will be responsible for direction. We are offering a marriage between ATS and split fee revenue generation. Incorporation of RNS to existing networking social networking and regular networking sessions will be required in order to promote our product and/or services. recruiters tend to shy away from networking or split-fee revenue generating systems. sales and business development. knowledge of a professional management team to develop a world class system where many recruiters can share. account management and new business development.3. Currently.of these firms die out within the first 3-5 years of start-up. We believe both of these markets have experienced tremendours growth throughout the years . world class recruitment marketplace where recruiters can share candidates and client job orders in a system that is very easy to use. Based upon these results. we will then work in another location to build local recruiter domination. we plan on using an intern-based model system to keep our costs at a minimum. Vaughan Chamber of Commerce). Our key contributors to this company will be the following: Shauna McKenzie Marketing Director and R&D Shauna is responsible for Internet research.York University/Sheridan College 18 Recruiter Network Systems Business Plan .T. Our goal is to have every recruiter to use our system in order for them to be more productive in their environment and their work. We believe that existing systems are too complicated to use in an I. Research and Development We have a well positioned team in place and we are ready to develop the product in order to be successful. Using NAICS classifications. In order to maintain our growth. she can identify different recruiter niches and maintain our current database of over 400+ recruiters.however. She is also responsible for all external development of RNS which includes customer service. The target audience has not seen an affordable. 2. Vwodek Wojczynski . Internal Division Manager Key individual accountable for the viability and profitability of the company. Our competition does not promote monthly networking meetings in which recruiters can meet and build strong relationships with each other. staff development. management structure. Our system caters towards small independent recruitment firms and help them survive the long start-up process that is required when starting any professional firm. We also plan on promoting our growth through educational articles written by RNS in recruitment trade journals and other human resource organizations. key decisions. setting. we can promote ourselves through regular governing boards (ACCESS) and also variety of Chamber events (Vaughan Chamber of Commerce and Toronto Board of Trade). (Toronto Buinsess Leaders. many split-fee recruiter networks are globally based that do not include participation with many local municipalities.

(Academic Background: B.Advisory Services Reponsible for providing advice on company structure and operations. business meetings. extensive phone consultation.Advisory services. book keeping and company accounting.Brian Pho . Sits as a member of the Board of Advisors Robert Chun . application support and training. John Morden . Twitter and LinkedIN) Online Video Opportunity for existing members to invite colleagues (Referral system) 19 Recruiter Network Systems Business Plan . one-on-one meetings and utilize a very specific coaching approach to our plan. Article writing in HRPAO and trade organizations (ACCESS) Promotion through: Word of mouth Social media (Facebook. Iffy Kazim . customer service and account management. We will have 2 full time sales staff and an Operations member that will manage product development and programming teams.McMaster University). Civil Engineering . finances. Academic background: B.4. Brian brings 7+ years in technical recruitment working for both mid to large organization.Fulfillment Division Manager / Accounting Responsible for company operations.McGill). management of product development team. Chemical Engineering and Society . We plan on marketing this product through the following approach: Monthly recruiter meetup events. We deliver our service through a beta testing and survey approach which will include: initial assessment. Production Service Our service is performed by in-house consultants with some contractor assistance in research and marketing. Sits as a member of the Board of Advisors 2. Responsible for new buisness development. Responsible for providing advice on company structure.Partner / External Division Manager Key individual responsible for development of sales.

npainc. 20 Recruiter Network Systems Business Plan . We believe that the growth forecasts for recruitment networks are large and will grow exponentially. none of these CRM combine a split fee recruiter arrangement in order for recruiters to increase their revenues. but also market niches does not seem to be monopolized and a depth of knowledge in a certain niche area is not fully explored. This is the same model used by Top Echelon and other split fee networks.National Personeel Association Top Echelon and 3DORS. We have seen many recruiting network systems move towards globalization. 3. The advantage of large recruitment system is the potential of recruiting internationally however with this model. Lack of trust amoungst recruiters. however. Their goal is become more global and recruit more recruiters in other parts of the globe to become part of their system. Many recruiters are segmented by their very own niche specialities and rarely do these recruiters branch out from their niche markets.1. recruiters lose focus on localized issues. to be useful for the recruitment industry. require heavy customization in order to bring an off the shelf CRM to a recruitment desk. Many organizations that offer split revenue placements are either globally based and do not emphasize on local concentration. Not only is the geographic region affected. One such firm is NPA (www. Lack of face to face communication with other recruiters in order to develop deeper relationships. There are many ATS systems currently available on the marketplace. We also believe that many large recruitment firms have generated their own internal split fee networks that weed out independent recruiters and local competition.3. Currently many CRM software systems. we believe a system must be placed in order to serve this demand. The Market The market for our service is currently untested. Our product caters directly towards the recruitment industry (NAICS: 561310 . We then find too many recruiters too spread out throughout the network which causes lack of depth in each metropolitan area / region.Employment Agencies). however these splits are done on a firm by firm level in which there is no forum or marketplace in which they can interact. Split placements are currently performed by recruiters that share a similar speciality niche area . Some of the largest competitors in this space are: NPA . Lack of use in social media to network and market their own product The largest players to the recruitment industry are many split fee revenue generation networks. Recruitment is a very volatile market in which few support services are specifically catered towards this industry.com) . Due to the low start-up costs of a recruiter desk and a large lack of support for independent recruiters. Most recruiters are working in competition with each other for very little profit and job orders. NPA is a global organization that caters to 20 different countries around the world. Industry Analysis Challenges to the Recruitment Industry The following challenges to the current recruitment industry are: Lack of collobaration between recruiters in order to produce more split fee revenue.

link to market development. economy and evidently the production potential of an independent recruiter.ca c) RSC Business Group . business development and sales.www. an independent recruiter or a small size firm that specializes in a specific niche. Recruiter Network Systems offers a pooled plan of recruiters in the same type of industry. assess and train recruiters and staff that will be available to maintain and troubleshoot the system. perform research and development and provide much needed market support in order to build an adaptable and robust system.www. manage and develop the product. Since RNS would be based on a membership only monthly fee. This is harmful financially for a small business owner. We will use offshore development teams in Phillipines as most of the funding will be used to supervise. We believe with a pooled plan of recruiters working in niche market segmentations will result in our system to be immune to market fluctuations.2.intelligentoffice. market fluctuations within a certain market segment affects the recruiter's income and production potential . . independent recruitment firms in which RNS would provide a platform for.www. one particular market segment is up while another market segmentation is down. we believe that if we have a pooled resource of recruiters using the system at any given time.Hip Communications . For our vendor list please review Section 3. RNS would accomodate different market segmentations and have recruiters specialize in their own segmentation in order to become a collaborative resource.com d) Campbell Morden Inc.R+D / Marketing and Survey Reporting . Currently. All of these indicators point to job stability. Economic Indicators and The Effect of the Global Economy on Recruiter Network Systems (RNS) With the fluctuation in stock markets. we plan on using virtual offices and communal business space in order to adapt and grow our business. recruitment is bound to be affected by job loss. In this event. The Use of Technology. a monthly subscription fee can be paid to our vendor. If a recruiter works independently.Virtual Officing .rscbusinessgroup. With a virtual officing environment. economic turmoil and natural disasters.hip.Recruiter network system.Having independent recruiters share in split revenue generation is one way that our system can grow and produce profitability. RSC Technology will also be used in order to survey. Intelligent Office. Vendors and Finances in Recruiter Network System In order to scale our operations. 70% of these revenues are generated through small . Intelligent Office has worldwide locations in over 60 countries. 21 Recruiter Network Systems Business Plan . During any recession. we do not believe that sharp fluctuations in the market will effect RNS production and revenue generation. We will also use trade secret RSC Business Group Technology in order to survey markets.sometimes the effects are magnified exponentially as evidenced in 2009 by several small recruitment firms we have spoken to. Professional and Advisory Support For our Profit Expectations Within First Year of Growth please refer to the Finance Section (Monthly Operating Forecast) Our vendors will be listed below: a) Phone System . Stats Canada has already shown recruiting is a $4B dollar industry. there will always be a recurring and constant flow of revenue into our system despite any market fluctuations.ca b) Intelligent Office . The use of this subscription allows us to set-up satellite offices wherever Intelligent Office has a location. A Customer Service team can be used offshore to help RNS to reduce cost and maximize profitability.

however. Vaughan is a growing yet bustling community with very little recruiter capitalization.000 per annum with two cities and gross annual revenue. 3. Market Analysis There is a potential need for a recruitment marketplace in today's society. Our product can cater to these groups of individuals and provide an open forum of colloboration.Membership $50/member Grow to 100 members = $5000 recurring revenue per month Annual Projections for Two Cities: $11. Currently. find a home for their hard to find candidates.700 *12 is approximately $140. The demand is definitely in place . However. home based businesses where they understand the use of collobration and co-operation in order to increase gross revenue in the end. There are current split revenue generation systems in place. there are no competitors in our space. Our localization can even be centered / focused upon certain geographic communities within the GTA. small .Membership $50/member Grow to 134 members = $6700 recurring revenue per month Montreal . independent and growing organizations. There are many CRM and ATS systems out in the marketplace and there are many split fee revenue generation networks . We want to build recruiter systems that may be able to take advantage of the local community in order to grow and expand. we do not have a system that combines both of these together. revenue growth and production control. however. very little systems are created to cater towards this demand. RNS will focus on localization rather than globalization. co-operation and most importantly. Current Competitors for Split Fee Revenue Generation Networks are: NPA Top Echelon Current Competitors for CRM Systems are: PCRecruiter Talent Technologies Bullhorn 22 Recruiter Network Systems Business Plan . many indepndent recruiters have nowhere to turn in order to build comradie. There are many internal network systems within larger corporations.Profit Expectations Within First Year of Growth Our profit expectations are the following for the first year of growth after beta launch: Toronto . With gross annual revenues in the recruitment industry bloating to over $4B. Few recruiters that produce large activity within a small segment will definitely benefit the system. very few resources cater to the small start-up.however.3. Every year there are more independent and small recruiting firms sprouting up due to the low overhead cost it takes to enter the recruitment industry. these plans are more geared towards a global presence rather than focus on local concentration within a certain population. The target audience are independent.

RNS will be able to branch out into other cities such as Montreal and Halifax. By using the principles of Blue Ocean Strategy we are taking an already existing market and creating a new offer -. 23 Recruiter Network Systems Business Plan . Our goal is to generate a culture that can provide what is needed and wanted to our market.com. Most of our positioning strategy has been already discussed in Section 2 of our business plan. Product-user segmentation: We can also start segmenting customers based on specific industry niches. those that do stay. 4. With the addition of Toronto Business Leaders. Our niche market is independent recruiters and small recruitment firms with a highly specialised offer. (JCI. we can definitely build more structure and networking opportunities amongst recruiters.1. Workopolis. articles.4.5. We will use an already existing network of Toronto Business Leaders to promote RNS with selected speakers on a variety of topics within the recruitment industry. Marketing Strategies and Sales 4.com) Branded logo on pens and stationary with our company name. Through mass media and viral. Compensating interns on a 'performance' basis will sort out the interns that truly intend on being part of our company and. referrals and writing in many trade organizations. Positioning Strategy Our positioning strategy is in relation to our target/niche market. we will create Vaughan Business Leaders and start promoting our product through blogs. Toronto Business Leaders) E-mail marketing campaigns with already built databases to these already established networks.2. 4. 4. 4. Being recognized in ACCESS and ERE and other social media websites for online advertising will also be part of our marketing plan and strategy. e) Attending tradeshows and unconferences will promote our brand and our awareness. Promotion of service through writing and being published in trade magazines and advertising with strategic partners (Monster.4. Manufacturing. Introduction Our marketing plan will include local meetup groups. create awareness and branch in 4 different ways: Hosting monthly localized networking events in conjunction with other already established networks. Once given. NAAAP. will be developed to promote our brand in the marketplace. social media and referral networks. How RNS will become real in our market We will target. Market Segmentation Strategy The strength of RNS is based upon geographic localization and market segmentation. number and e-mail attached. Industrial Distribution and sales can be grouped into same net base. social media. Medical .in effect it is taking advantage of these markets and creating a new market out of it. Targeting Strategy Recruiter Network Systems is focusing on Target (Niche) Marketing. and making sales happen by being of service to our community of recruiters.3. Geographic segmentation: We will start by promoting our service through social media and networking groups around the city. f) We will employ the RSC Business Group training methodology and use interns to promote our brand.

8.7. our pricing strategy is simple. (Facebook. 4. Promotion and Advertising Strategy We plan on promoting our service through local networking groups. Service Strategy As discussed. Twitter). Referrals from existing customers will also be a large part of our marketing and revenue stream. Pricing Strategy As discussed. golf tournaments are all standards in order to promote our brand and our service. Our ease of use design and forming a recruitment marketplace for independent recruiters to share databases and job orders in a cost effective structure will differentiate us from most of the competition. 4. Our existing networks combined with e-mail marketing campaigns and good old fashioned networking will the bulk of our sales strategy.4.9.99/month/user which can be paid through a merchant account (Visa. Sponsoring local chamber events. We plan on charging $49. Promotional Budget Most of our revenue costs will be allocated through advertising and promotions either through corporate sponsorship. Hiring of interns in order to develop lead generation would be ideal in order to be cost effective during our start-up stage. A monthly subscription fee per user using our system. promotional items and good old fashioned networking would be used in order to spread the word of our service. LinkedIN. Toronto Business Leaders) and virally through social media. Please refer to Section 2 & 3 for details on how we tend to market our strengths to our customer base.10. Sales Strategy We have already have a strong sales team consisting of 2 full time recruiters. 24 Recruiter Network Systems Business Plan . Distribution Channels We will employ our own sales force and as of yet we are not thinking of selling our product/service through distribution or channel network sales. In addition. We believe most recruiters are technology savvy and would be able to find us by these means. Marketing Vehicles We will be able to create promotional materials in order to market our product. we will be marketing towards independent recruitment firm. small firms and startups. we will be having a launch event for our software to introduce to our target market. Attendance in already large networking communiteies. advertising or member participation. 4. 4.6. Mastercard) or online through paypal. existing networking groups (Chamber of Commerce. Brian has over 9+ years of recruitment experience while Shauna has over 8+ years of recruitment experience.

this will produce an annual gross revenue generation of $5000. Once 100 recruiters has been attained.11. we will start branching off into other cities and repeat the process from Toronto. We are forecasting sales of $140. Sales Forecasts We will start with Toronto.000 for the year.99/month/user would be initially charged.4. A monthly subscription fee of $49. 25 Recruiter Network Systems Business Plan . Given that 100 recruiters within the Toronto marketplace use our system.

The details for development of the business are provided below: • Business Launch • Marketing and Research & Development o Create target list of 300 recruiters to contact o Contact listed recruiters Introduce what we are doing Schedule a survey Offer them a trial offer of beta version • Software development launch o Review feedback from surveys o Write business requirements report Review business requirements with stakeholders Revise and finalise requirements document o Hire programmers through ODesk o Work with programmers to develop the three main layers Data layer Business layer Graphical user interface o Test system as it is being developed o Complete first phase of development • Beta version launch o Offer beta version trial to recruiters that conducted survey with us o Get feedback o Incorporate feedback as required o Complete Version 1.0 launch • Sales (Beta conversion) o Offer 3 month free trial to everyone who participated in beta version with one year contract • New Sales o Offer to recruiters 12 month contract with one month free • Continuous maintenance and tech support • Customer service development o Conduct periodical surveys with existing users o Incorporate feedback • Continuous new sales • Business Development and expansion into other Canadian cities o Montreal o Halifax o Calgary o Vancouver o Winnipeg o Edmonton o Saskatoon 26 Recruiter Network Systems Business Plan 5. 5. Development Strategy The attached diagram provides a sequence of events from the launch of RNS. 2010. We will be launching it by August 15th.1.Recruiter Network Systems is a new company.0 • Software Launch Event • Version 1. Development .

27 Recruiter Network Systems Business Plan .

brand and related material development. 2010 Marketing and Research & Development August 15. • Insurance: None. printers and toner. • Legal/ Professional Fees: Any agreements that need to be drawn for setting up the incorporation of the company. etc. • Bank Fees: Monthly fees incurred for day-to-day business banking.3. This is starting at a nominal amount. • Personnel: Required personnel costs to launch the business. • Accounting: The cost of accounting incurred during the incorporation and set up process. • Advertising/Promotions: The allocated amount will be used for promotional materials.5.0 for actual cost of these items. Description of Monthly Forecasted Costs Below is the description of projected monthly costs. There is no cost since we will be using existing resources. 2011 In the fourth quarter Duration 2 months 4 months 1-3 months - 5. • Supplies: Cost incurred for office supplies. Once sales start to happen then the salaries will be increased.2. Please refer to Section 8. website design and development. 28 Recruiter Network Systems Business Plan . paper. 2010 Software development October 15. copier. At this time due to minimal set up required before the launch these are shown as zero. such as. • Salaries/Wages: None. Please refer to Section 8. 2010 Beta version February 15. Development Timeline The table below provides the development timeline: Development Item Launch Date Business Launch August 15. 2011 April 15. 2011 March 15. • Salary: Salary for 3 key players. • Rent: The down-payment for office space. • Payroll expenses: None. etc. • Equipment & IT infrastructure: This amount will be used to purchase a system to house the software and build the network system. • Incorporation Fees: Fees to incorporate the business.0 Sales (Beta conversion) New Sales Continuous maintenance and tech support Customer service development Business Development within other Canadian Cities February.0 for actual cost of these items. 2011 March 15. 2011 March-May 15. 2011 Software Launch Event Version 1. • Accounting: a monthly fee for book-keeping and accounting. 2011 March 15. Development Expenses Description of Start-up Costs Below is the description of the costs incurred at the start of the business. • Licenses/Permits: None.

They are 10% of sales made. Legal: self-explanatory. Mgt Team Bonus (split 3-ways): This 3-way bonus will start once we have started making sales. Inc. in Los Angeles for methodologies used. Office expenses: Incidental expense such as paper. Phones: Monthly phone bills for use in office. We have put aside a contingent amount should we require it.• • • • • • • • • • • • • • • • • • Researchers/Surveyors: 3-4 researchers that will be working with us to conduct recruiter surveys. Mozy: On-line back-up system. Paying programmers for development and maintenance. 29 Recruiter Network Systems Business Plan .5% percent of total sales. Rent: This is zero since we using existing infrastructure. Refund (Attrition): This is a contingent amount used to account for any attrition or loss of existing business. pens. in the Philippines. Promotional materials: All materials used to market RNS Toronto. Administrative Support: Any extra support we may require for basic office administration. Sales Commissions: Sales commissions offered to any sales people hired. Marketing Event – Software Launch: a large event that invites all recruiters to the launch of the Software. etc. Licensing Fee: A 2% fee paid to RSC Business Group. Fresh Books: On-line invoicing and accounting system. Our intention is to hire people through ODesk. Marketing/Advertising: The cost of advertising in relevant publications. Training: Cost for training that may be required for key players. It is 2. Software development: This is the cost of searching for and hiring developers. Networking: The network system required to run the software. They will be employed for approximately 2 months. We will employ someone on as needed basis.

Inc. capital equipment manufacturers and select firms that specialize in providing application 30 Recruiter Network Systems Business Plan . As the company grows beyond 20 people we will also assign a Chief Culture Officer. both providing distinct and essential support for the organization.1. Chief Operations Officer and Chief Financial Officer that will make the key directional/viability.6. – an executive search firm located in Toronto. technical recruiter and has been a partner with Campbell Morden. He has provided many search assignments for companies in metal fabrication. CNC distributor/builder. that will be accountable for the development and maintenance of the company culture. Personnel) and.2. He brings 7+ years of search consulting experience with a focus on technical sales. operational and financial decisions for the company. Company Organization Business Organization and Organizational Chart The business will be organized into 3 divisions. Board of Advisors We currently have two members on the Board of Advisors. ON. Blue Ocean). • The Internal Division (Quality Control. Management 6. production/operations management and select opportunities in engineering and health informatics. Sales & Customer Service) • Fulfillment Division (Finance. production facilities. inspiration. Ownership structure of the company The ownership structure is divided equally between two main partners: Vwodek Wojczynski and Brian Pho who will own 50% of company shares respectively. Robert Chun Core Responsibilities: • Support the executives in fulfilling on the company Vision and the future it stands for • Provide courage. Administration. and spirit regardless of circumstances • Provide relevant information that can make a difference to company growth and expansion John Morden Core Responsibilities: • Provide relevant information on the recruitment industry • Support the executives as the company grows and expands • Be a sounding board 6. Communications. Delivery. including: • The External Division (Marketing. The C-Level positions in the company will be Chief Executive Officer. Management Team Biographies of the Management Team Brian Pho Biography Brian is a senior search consultant.

He also brings a wealth of knowledge. business planning and execution for potential business growth • Management and hiring of interns and support staff in marketing and sales • Accountable for the development of the company website • Sourcing out strategic partners for rapid business growth Vwodek Wojczynski Biography Vwodek is a growth coach and executive. knowhow and skills from his work in branding. Highlights • Owned a successful design & advertising business for over 5 years with key projects with Campbell's. Inc. businesses and entrepreneurs since August 2006 as a Growth Coach.a full service coaching and consulting firm headquartered in Los Angeles .development support to hospitals in health informatics. (NPA) • Managed contractors on market segmentation. He holds a Bachelor of Engineering degree from McMaster University. internally and externally • Train and develop company staff • Represent the company as an executive • Provide business development expertise 31 Recruiter Network Systems Business Plan . Chun • Has taught business courses at Ryerson University Responsibilities • Sets the direction of the company • Make decisions that enable the company to be viable and profitable • Fulfill upon short-term goals without losing sight of long-term objectives • Be accountable for all activities in the company. Culture Catalyst and Executive at RSC Business Group • Formally trained as an executive in the RSC Business Group Methodology by Founder. and has been a partner with RSC Business Group. design and advertising assignments for clients such as Dell Canada. Robert S. He brings essential coaching and consulting experience with a focus on start-up and growing businesses. (Both customer and candidate development) • Built a business with a strong manufacturing. market development and hired / trained interns to document sales processes and procedures. in Canada. Ontario Science Center and many other smaller organizations in North America and Europe. engineering and service/distribution client base from ground zero. . United States and Turkey.for 4 years. Responsibilities • Produce sales results • Strategy development. Highlights • 7+ years of technical recruitment expertise managing full 360 desk management. • Forged strong relationships with key trading partners to develop long relationships in order to increase revenue. • Managed a leadership team of 15 and an internship team of over 200 people in a global training and development company • Produced breakthrough sales results at the global training and development company • Successfully trained over 250 interns. Dell Canada and the Ontario Science Center. Campbell.

Having worked in several management roles in her career. at Service-Based and Information Technology organizations • Has worked as a business analyst in a software company Responsibilities • Be responsible for the management of the IT Development Team • Manage the company finances as the Chief Financial Officer • Update the business plan. small business support. Highlights • Formally trained as an Engineer • Volunteers at a global training and development company and produces courses of up to 200 participants • Has over 13 years experience managing teams of up to 40 people. • Make course corrections as required • Represent the company as an executive • Provide operational support and solutions as the company grows We are not planning additions to the management team within the first years. financial.• Be accountable for the Research & Development department Iffy Kazim Biography Formally trained as an Engineer. and management skills. she brings essential process re-engineering and communications skills that allow her to look at the existing processes within any company and re-engineer them. Officers and Key Employees CEO: Vwodek Wojczynski External Division Director: Brian Pho Fulfillment Division Director: Iffy Kazim Internal Division Director: Vwodek Wojczynski Board of Advisors: Robert Chun Board of Advisors: John Morden Age 30 31 38 30 48 60 % of Ownership 50% 50% 0% (same as above) 0% 0% 32 Recruiter Network Systems Business Plan . Iffy brings a wealth of operational. thus maximizing profitability and producing results that lead to satisfaction and fulfillment for all involved. especially the development section.

develop and expand ourselves and the organization Account for and honor our humanity even as we grow. the work of Ichak Adizes that identifies the ideal organizational life cycles. In our management system the ultimate tool to examine what actions are to be taken -.6. making amends and cleaning up any and all mistakes we may cause directly and/or indirectly We always: Thoughtfully grow. reward. generate and maintain abundance. The cornerstone to our management philosophy is creating a safe space where the truth can be told. The way we define an Internal Mission is a Promise our company makes to its members (the people within the organization) and determines how the company will behave. culture code. Jacobs that challenges management principles based on the most recent brain science. values and operational definitions We live from compassion. Other ideas can be found in "Management Rewired" by Charles S." This approach trains people to be responsible and accountable for the results they produce. Management Structure and Style Organizational Chart INSERT ORG CHART HERE Management Style The foundation of our management style is based in "results based coaching management. generosity and wisdom We compensate those that produce correct results exceptionally well We respect individuality and work as a team We generate environments where the truth can be told We communicate openly and appropriately We operate transparently with nothing hidden We continuously recognize.3. develop and expand 33 Recruiter Network Systems Business Plan . Edwards Deming who stresses timeless operational principles. RECRUITER NETWORK SYSTEMS INTERNAL MISSION: As an organization and a system – collectively and individually: We are entrepreneurial. prosperity. The full extent of our management style and how the company will operate internally is outlined in our company's Internal Mission. and remember our current team members and past members for their contributions We hold ourselves accountable for promises given and received We are responsible for all of our actions by acknowledging. Internal Mission. Mission. adaptable and flexible We cause. W.is what happens in reality. While our methodology is ultimately a synthesis of a variety of different sources. the key management principles are derived from the RSC Business Group management philosophy. honesty.or not to be taken -. and John King who shares about the power of organizational cultures and tribal leadership. profitability and viability for ourselves We adhere to our Charter – Vision.

social. global impact together Generate our work and profit from living inside of an integrated global culture. and advancement is open and will always remain open for anyone who wishes to walk through it and do what it takes. intellectual. and develop new core competencies. emotional. We will not hire people from the outside of our culture unless they have gone through the basic training. Name Brian Pho. and reaching the next level – and the next level thereafter We leverage already existing resources while inventing. Whatever level people choose and build. Ontario M5G 1V2 34 Recruiter Network Systems Business Plan . monetary and financial areas in the most positive. effortlessly and decisively Take necessary steps to ensure ever-improving optimal individual and collective well-being. maintain. joy and vitality Operate at an optimal level collectively and individually Plan for. building. and capabilities even as we reposition and build up our old competencies. Partner Vwodek Wojczynski. The innovative aspect of our management style is that the executives provide regular training and development for all interns and staff that join the company. Each and every member of the organization is trained and developed in the business. 6. cultural. foundations and capabilities. Each and every one of us grows as a human being and a fellow member of the company. There is always more room at the top because: We are always growing and expanding our foundation. prepare. Partner # Shares Held 500 500 % Ownership 50% 50% 6. The aspect of our management that is innovative is our sorting process for locating new talent so that people choose our company (versus the company doing the choosing).5 Professional and Advisory Support Corporate attorney Coutts Crane Barristers & Solicitors 480 University Ave. support and base We keep inventing.Make a positive.. foundations. effective way possible. expansion. This will protect our company culture and it is essential towards the growth and expansion of our business. Suite 700 Toronto. Ownership The table below gives an outline of the ownership of this company.4. creating and maintaining new resources We never stop generating opportunities for those who will do what it takes to get us all to the next level Our door for growth. they can have it and maintain it – or its equivalent – for their life.

North York. 6. coaching.com (for server infrastructure) GoToMeeting (for online meetings) www.Accounting firm William Yeung.com) Insurance agent Iliad Niaraki World Financial Group Consumers Road.com (for invoicing) www. John Morden brings over 20+ years of recruitment experience as co-founder of Campbell Morden Inc.com (for computer backup) GoogleApps (for email.intelligentoffice.ca (VOIP phone company) www.Freshbooks.the newest company being RSC Business Group. 35 Recruiter Network Systems Business Plan . Richmond Hill. Board of Advisors Robert S.ODesk.1and1. a consulting company based in Los Angeles.5. Chun brings over 22 years of coaching and management experience. Robert is an essential asset to the growth and development of the company. documents and file sharing) www. ON M2J 4R4. As a recruiter he placed top-level executives right to the C-Suite boardroom of several multi-national corporations in the plastics industry. having developed over 880 businesses directly and indirectly through the four coaching and consulting companies he has developed.Hip. built and maintained -. ON M5G 2H6 Transit: 6542 Consultants We participate in online training provided by CultureSync. He can provide invaluable information.com (for outsourcing IT talent and Virtual Assistants) Professional service firms Intelligent Office (www. and guidance for the executive team. CPA Compass Tax Planning 306-9140 Lelie Street. and its viability in the future. ON L4B 0A9 Application service providers www. Strategically he provides a vast range of experience and access to a global network. As a strategist.Mozy. futurist and an owner himself. Canada (416) 492-3730 Bankers Royal Bank University & Dundas BR 443 University Avenue Toronto.

while radically decreasing the amount of time it takes to source candidates. This is a short term contract position for about 3 months. • Software developers with experience in ASP.7.3.any recruiter will be able to simply use the system by paying a standard membership fee. maintenance and software trouble shooting will be out-sourced. This is a short term contract. ODesk requires us to interview people and “hire” them for the duration of the job. There will be no commission fees for the recruiters -. Our customer service department will be able to follow up and offer additional services that makes a difference What is important to us: For us what is important is long-term client building (customer service). Outside of technical issues all customer service will be done in-house. • A customer service representative for non-technical service. We will have a procedures for customer service which includes: o Client relationship building o Dealing with clients with non-technical issues o Dealing with clients with technical issues We are committed that recruiters form a network and have the ability to leverage their skills in partnership with others. This will be outsourced. • Software development. • An event planner to manage the software launch event. • A programme specialists that will assist in trouble shooting. This will provide more money for the recruiters and allow us to expand our network rapidly to other cities in North America. 7. Operations Strategy Value for our customers: As a robust online and mobile platform it will allow independent recruiters to work collaboratively and share half of the revenues of the total fee paid by the client (through a split fee revenue model) on searches. However.1. sales and customer service will be conducted in-house. Scope of Operations In-house and outsourced: • Marketing.net. Ongoing Operations Operations within RNS will have three distinct phases: d) Research and development e) Software development f) Software launch 36 Recruiter Network Systems Business Plan . We are considering the following positions: • Research assistants to assist in performing surveys. • We may hire an assistant as required. Operations 7. 7. We will be using an on-line service – and this is essentially being outsourced.2.

Research and development During the R&D phase we will be conducting the following actions: • Contact recruiters and introduce ourselves and what are we doing • Invite them to participate in the survey • Let them know they will have an opportunity to try out the beta version of the survey • Schedule surveys • Conduct surveys • Log surveys • Analyse surveys • Gather business requirements from analysis • Create business requirements document Software Development During the development phase we will conduct the following actions: • Check software development progress • Find out what each developer is dealing and resolve issues • Attend weekly meeting to discuss progress and next steps • Provide guidance • Update other key members Software Launch Once the software has been officially launch we will be doing the following activities: • Ensure that the software is running reliably • Trouble-shoot any issues • Deal with customers as needed • Recommend upgrades as necessary to operations • This will be based on feedback that is received from existing customers Our operations will be based on the context of our Company Charter which consists of the following components: • Future History Strategy • Vision • External Mission • Internal Mission • Operational Definitions • Core Values • The company will have the following structures and documentation: • Divisions • Departments • Operational Plan • Procedure manual • Sales manual • Customer Service Manual • List of Positions • Job Descriptions (External and Operational Version) • Job Process Flow 37 Recruiter Network Systems Business Plan .

6. As demand increases we will part-time help to meet the increase. Our interactions with our clients will be via phone and internet. We will use the job format provided in Appendix C. Hamilton.5. Location Our program is internet-based. Mississauga and Ottawa and will enable us to scale our operation across the GTA with minimal investment. Executive and managerial level positions are salaried. Besides the 3 executives we do not have any staff. It is a virtual office solution provider with locations in Toronto. North York. Due to the nature of our business and how we have operated at RSC Business Group Toronto and Campbell Morden. from time-to-time. Vaughan.• • • Job Procedures Daily Activities and Practices Daily Checklist The key operational guidelines are as follows: • Each person in the company has a job description (internal operational version and external public version for posting on job sites). 7. Inc is an internet based company. staff and interns read the company charter daily • Attend events that are targeted for recruiters • Follow RSC Situational Formulas™ according to business conditions • Quarterly planning meetings to be scheduled 1 year out • Annual corporate retreats for annual planning 7. we will be using Intelligent Office (www. Personnel We will be hiring people in four different categories: • Short-term contract (full-time and/or part-time) • Outsourced • Contractors • Full-time/part-time permanent employees For at least the first year we will be hiring people on a short term as needed basis. Also. 7.intelligentoffice. we want to ensure that anyone we hire on permanently is aligned with our culture and values. therefore. Oakville. 38 Recruiter Network Systems Business Plan . Production The Recruiter Network Systems. All junior level positions are paid by the hour.com) for our office requirements.4. We will be utilizing existing infrastructure for any in-person meetings that may be required. with specific measurable outcomes that they create • Management. We will write job descriptions for all the different positions as we are set up operations documents. we do not require any permanent physical location.

However. etc.Virtual Delivery The software is internet based so once the client has signed the contract we will set up the necessary access and give them the password.Vwodek Wojczynski Salary .Iffy Kazim Amounts pertaining to the above items can be found in Section 8 – Financial. Our prior experience has taught us that software development usually goes beyond the dead-line and over budget. their feedback will be used to up-grade our program. equipment. Customer service Our relationships with our customers are important to us and it is important that we provide value through the Recruiter Network – therefore our customer service program will be thoroughly developed to ensure the customer is getting what they want. Operations Expenses We have minimized our overhead expenses by using already existing resources such as existing office spaces. which are included in the following list. 39 Recruiter Network Systems Business Plan . Cost Controls The area with the most variables in terms of cost is software development.Brian Pho Salary . We will develop a Quality Control Survey that will be conducted regularly with customers and clients. we have overhead expenses that are specific to this business. The customer has the option to sign up for a news letter which will promote new programs. Accounting Bank Fees Fresh Books Legal Mgt Team Bonus (split 3-ways) Mozy Networking Office expenses Phones Licensing Fee Sales Commissions Training Transportation Travel Expenses Researchers/Surveyors Software development Promotional materials Administrative Support Marketing/Advertising Marketing Event Refund (Attrition) Employee Expenses: Salary . 7. Quality control Quality control will be part of the customer service process.7. utilities. new research findings etc.

We value you as a client and are committed to your satisfaction as a member of Recruiter Network Systems. Financial controls are provided by monitoring cash flow and producing reports on a weekly basis to know what is the status of the finances at all times. This cost will most likely be distributed among several developers. If you are dissatisfied with the level of support you are receiving from us after becoming a member.500 hours of development time. People will be rewarded for the work they produce. job and obligation to inform us. etc. All sales for the priviledge of using the Recruiter Network Systems are final. All contractors. Credit Policies We accept all major credit cards including AMEX. MasterCard and VISA. 7. We do not offer refunds on our services at this time. Legal Environment We will use a license from RSC Business Group's licensing arm RSC TEK to use the business management know-how. A developer from the Philippines on average cost about $10/hour. If the RNS platform is not meeting your needs. The software developed is the intellectual property of Recruiter Network Systems. Inventory This section is not applicable and will not affect the delivery of our service. Administrative and Financial Controls In order to provide controls over all operations of the company we will develop procedures for activities within the company. Suppliers This section is not applicable. please contact us with your concerns so that we can address this issue immediately. we have allocated 6 months for development which is more time than a project of this size should require. are required to sign a non-disclosure agreement. Please contact us immediately and we will work with you to add the features you want or to correct any perceived issues with the platform. employees. In addition. 7. 7.To mitigate this we have allocated extra funds in the area of software development.9. it is your duty.8. These will be followed. We have allocated $15/hour for nearly 1. 7. business operations technology and financial reporting systems.10.11. 40 Recruiter Network Systems Business Plan .

the year is segmented as follows: First quarter – August 15 to October 31 Second quarter – November 1 – January 31 Third quarter – February 1 – April 30 Fourth quarter – May 1 – August 14. Operating Forecast The operating forecast has been calculated for three different scenarios: Expected – this is the forecast we are using to for our operations and this is what we have based our plan on. Our company’s launch date is August 15.795. Start-up Funds The start-up budget is provided in the Appendix A.2. Gregory Doomanis. All expenses stay the same.5%. Inc. We have also included a monthly Reserve Fund which is 7% of total sales per month. We have attached tables for all three scenarios for the first year on a monthly basis. Current Financial Position (current.500.8.795. 8.1.5. We have also consulted financial specialist. for years 2 and 3 on a quarterly basis and for years 4 and 5 on a yearly basis. 8. Pessimistic – this is the worst case scenario. The tables with calculations are provided in Appendix A. MBA. Break-Even Analysis The numbers for the break even analysis were obtained from Summary for the Expected Monthly Forecasts. Financials In this section. and monthly expenses. 8. We have used numbers gathered from previous experiences. we have developed the financials required for launching and operating Recruiter Network System. 2010. Therefore. Total costs for the year = $174.00 41 Recruiter Network Systems Business Plan . This scenario provides forecast if our sales do not go as planned.4. of RSC Business Group – who has over 25 years of experience in the financial sector. The cost listed are a combination of costs drawn from experience and estimated costs.3. our expenses for marketing and software development are lower than expected and attrition is only at . We have calculated a start-up cost of $20. Financial History and Analysis (current businesses only) This section is not applicable. takeover or franchise businesses only) This section is not applicable 8. 8. Optimistic – this is the forecast where sales are beyond our expectations.00 Therefore. We have calculated sales based on number of memberships per month. break even sales for the year = $174.

Since there is no existing income (P&L) statement for this particular business.6. RSC Business Group Toronto These two companies have been owned and run by the two partners separately.566.Number of memberships sold for the year = $174. we have appended the balance sheet for 1756455 Ontario Inc. Although. 42 Recruiter Network Systems Business Plan .25/$50 = 292 (approximately). a month where the income predicted is steady.795.8. However. we have included these statements to give you sense of our progress over the last few years. 8. Balance Sheet Since this is new company we do not have historical balance sheets. We made an assumption of how the membership fees will come in.00/$50 = 3496 memberships Each membership costs $50 (plus HST) per month. the forecasted operational costs have been used.566. On average our monthly expenses is $14. Recruiter Network Systems is a new company with no prior financial history. We have also included an opening day balance sheet and a pro-forma balance sheet for end of year 1 and year 2. We have used June 2011. 8. However. Income Statement We have attached the income statements for two companies: 1756455 Ontario Inc.7.25. there is no certainty of what the payment schedule for memberships will be. At this time information is limited and as new data gets established around this business we will be updating these balance sheets accordingly. The number of units that would need to be sold on a monthly basis is $14. Cash Flow A predicted cash flow sample is provided in Appendix A. 8. Profit and Loss sheets are attached in Appendix A.

Risk/Opportunity Risks and their Management Below we have provided the major risks we anticipate and how we plan to deal with them. and develop. The funds are required to start the business.1. Risks Market risks o New to the market o Not being able to obtaining customer/client base o Lack of ease of entry o Slow industry traction o Slower than expected adoption o Slow-times or recession o Slight risk of competition Operational risks o Slower than expected software development o The nature of software development and all the variables that contribute to successful production Staffing risks o Finding the right candidates Financial risks o Mismanaged funds Managerial risks o Poor project management o Mismanagement of resources o Going off timelines Risk management plan The table below provides methods to mitigate the above mentioned risks: Risk Risk Management Plan New to market • Starting to introduce ourselves and what we do from day 1 to all recruiters • Using RSC Business Groups robust marketing methodologies which have been successfully implemented for over 880 business for over 21 years.593. Capital Requirements We have $15. there is some existing infrastructure and work that has been done previously around this concept that resulted in a BETA software system with $5. There are two items that we considered for capital requirements are: c) Start up costs of $20. 9. To date no money has been invested in this business. Slow-times or recession • We are clear that even in slow times if consistent actions are 43 Recruiter Network Systems Business Plan .9.000. market and sell the software. However. Based on these two amounts we are requesting a $100.000 of invested liquid capital.000 grant.2. Funding Request 9.000 cash at hand and access to another $25.500. and d) The maximum loss incurred of $90.00 invested.

• In addition to the risk mitigation action stated above. Through this product we are providing an easily accessible (both cost and ease-of-use). 9. We have addressed this in the Operation section of the business plan. 44 Recruiter Network Systems Business Plan . work in partnership and contribute to each other. etc. Again we will be managing the project using industry trusted products such as Microsoft Project™ and also tracking sheets to manage all aspects of development of this business. Also. The opportunity for the recruiter is that he/she will be able to access information at the push of the button and provide better service to the client.Slight risk of competition Slower than expected software development Finding the right candidates Mismanaged Funds Poor project management taken the results will be there as well. We will use RSC Business Group Financial Control Strategies™ to mitigate this risk – by adopting these practices we will be providing financial information and reports to the keyplayers/stake-holders at any given time. liquidating. Based on the advantages and disadvantages of each of these strategies we agreed upon having a Fair Buy/Sell Agreement. Exit Strategy For our exit strategy we considered several options such as “Bleeding the company dry”. • We have priced the product at a competitive price to ensure accessibility to all recruiters There is only a handful of companies offering the services we are offering and we have developed a unique product that is combination of two separate systems. we will be implementing the following to minimize risks: Methods and procedures to limit liabilities Reserve fund Continuity of operations plan Opportunities This software fulfills an unmet need in the recruiter marketplace. We will also be setting aside a reserve fund for any future slow periods. This agreement will be drawn at the time of incorporation.3. Extra time and funds have been allocated to alleviate this risk. recruiter will be able to connect with each other. unique product that is not available in the market. selling shares. We will be using RSC Business Group methodologies and Campbell Morden’s recruiting experience to deal with this risk.

Appendix A – Financial Information Financial Documents included in this section are: Start-up Budget Financial Projections Financial Summary with forecasted sales Balance sheet Income statement Cash flow statement 45 Recruiter Network Systems Business Plan .10.

This world creates a synergy that acts as a platform for the world to work for each and every human being. is an IT company that makes a powerful. we grow beyond the limitations of size. we live from a simple. and make a difference in our integrated global culture. contribute. form. As we actualize this world. history and past. structure. thus building a better world. This world lives inside of each and every one of us – and is born anew and grows each new day – and it shall always be. yet powerful recognition that: • Our thoughts. grow. • Each and every human being finds their own way and place in this civilization • Everyone learns. Each and every day. Through each interaction. External Mission Recruiter Network Systems. friendship and monetary growth. Inc. cooperation. cause. membership. experiencing constant growth and fulfillment. live and grow inside of the values and practices that make up this world. Inside of this intent we provide a world-class online community and marketplace for recruiters. As we live our daily lives and share this perspective. the highest dreams and aspirations of humanity are being fulfilled. effortlessly and decisively. we discover. In this world.11. intentions and actions impact every other human being • Everyone creates and lives a life of their choosing. we serve the recruitment industry in the most positive of ways. positive difference • We create and provide that which is wanted and needed in this world • Each and every human being can experience satisfaction. Collectively. integrity and fulfillment in their life and work from choice. Appendix B – Charter Documents Company Charter (Vision and External Mission) Vision Statement Every human being has a place to live. We live from the intention of transforming the recruitment industry. This culture creates a world where no one is left out. develops and contributes continuously • We live a life that matters. 46 Recruiter Network Systems Business Plan . All of those who participate shall benefit from our organization’s intent. we are a path to collaboration. making a powerful. positive impact for recruiters in North America. grows. • There is already everything present in this world for each and every human being – with nothing missing.

viable. customers & clients (numbers & graphs) Strangers to customers ratio (strangers divided by customers per time period) Ideally 80% or higher Customers to clients ratio (customers divided by clients per time period) Fulfilment Division All of the reports from Finance Department Time period between sale date & collection of money Time period between sale date & delivery of services Number of trained people Personnel Department is producing Number of people who know about RSC Business Group Internal Division Quality ratio of delivery service Quality ratio promises fulfilled Quality ratio of procedures complied with Ratio of communications recorded New products developed Particular type of businesses and companies Certain size. profitable. Appendix C – Detailed Job Description Name: Vwodek Wojczynski Position: Global Executive Manager Version 1. Fulfilment & Internal Division Managers Train External. Prioritize & delegate projects to External.12. growth of the company: Better companies build a better world because they providing jobs. Fulfilment & Internal Division Managers Receive reports from External. what's needed & wanted by the community. 47 Recruiter Network Systems Business Plan . form & shape Where/Whom from which input is located/built: External Division Manager Fulfilment Division Manager Internal Division Manager Processes of the position: Find out from CEO what is to be accomplished. growing.0 Initialization Date: 6/1/2010 Renewal/Completion Date: 12/1/2010 This position is used to produce (Valuable output): Profitable company Company direction Trained interns & staff Company growth Functional company Clear direction for the company Clear prioritization Ideal Input: External Division Takes people from strangers – to customers – to clients Measurements are: Raw data of strangers. effective companies and businesses The way this output adds to to the intention. Fulfilment & Internal Division Managers & make choices Create & send report for CEO Valuable Output: Functioning. viability.

To be determined (TBD) Measurable Statistics for the position: Revenue Future revenue Expenses Future expenses Profitability Future profitability # of staff & interns Future staff & interns Operating capacity Integrity with the Charter Need to expand Tracking Report Forms used: Weekly Report & graphs Where/To whom is this report sent: CEO – TBD Direct Senior Staff: CEO – TBD Direct Junior (If any): External Division Manager – TBD Fulfilment Division Manager – TBD Internal Division Manager – TBD 48 Recruiter Network Systems Business Plan . The way this position fits into fulfilling the company charter is: By providing leadership for the company to fulfil the charter and operate consistently with it. Where/whom to which output is sent to: The output is sent to CEO. We get paid meaning that we can bring in more people into the company. We can build more divisions.We get referrals. The company continues to exist so that it has the opportunity to fulfil the Vision and the Future History document.

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