Top 10 Applicant Tracking Systems (ATS) Software for 2021

To recruit top talent, you need an applicant tracking system (ATS) for easy integration
and high efficiency. Here’s a complete guide to the top 10 ATS Software for 2021.

An applicant tracking system (ATS) is defined as a software solution to manage all

recruitment needs and that serves as a data bank for all hiring processes. ATS software
have become one of the go-to solutions to save time and resources in talent acquisition.
While basic ATS have been around since 1991, the last decade has seen a vast leap in
technology within a compressed span of time. Let’s take a moment to understand these
helpful systems a little better before mining the rather crowded market to identify the top
10 ATS software for 2021.

What Is an Applicant Tracking System (ATS)? An applicant tracking system or ATS is a

software solution to manage all recruitment needs, serving as a data bank for all hiring
processes. As the name suggests, ATS enables automated applicant tracking and can
store and process vast volumes of data. With features such as interview scheduling,
assessment generation, and comparison, message distribution, universal search, and
customized import and export of data, applicant tracking systems aid in screening,
shortlisting, and communicating with candidates.

ATS options are available for businesses across the board, be it for enterprise, midsize,
or small business requirements. Moreover, based on specific business needs,
organizations can also choose various formats of deployment.

For example, let’s say you need to purchase an ATS solution for a midsize corporation
with an employee strength of 800 (spread across three regions) – which you wish to
double over the next year. There was a time when you could not find a customized
solution specific to your needs, budget, and growth plans. So you would have had to go
for a typical one-size-fits-all option. Now, however, organizations are spoilt for choice in
a market that offers multiple options for the most specific combination of needs.

While most human capital management (HCM) suites do offer the sub-functionality of
an applicant tracking system, there are also several point solutions that specialize only
in ATS. The challenge now is not hunting for a specialized, customizable solution but
rather choosing the solution that is the best fit out of the many that are available.

The pie chart below depicts the market share enjoyed by the twenty most prevalent ATS
software. We will focus on the top10 ATS solutions for 2021 in no particular order. Since
there is no one-size-fits-all mantra for choosing an ATS, there is no “top” or “best”
solution that would work across the board. The key is to identify your own requirements
of an ATS and then choose a solution that can be suited to each unique need of your
organization.

The Top 10 ATS Software for 2021

 
Weighing out the pros and cons of various software and matching their offering to your
present and projected needs is hard work. We have simplified the process by bringing
to you the top 10 applicant tracking system software for 2021.
 
1. Oracle Taleo
 
Oracle Taleo is a cloud-based software that provides solutions for talent acquisition,
development, and retention. With end-to-end automation of recruiting processes, it can
be modified to suit the needs of any business
 
Pricing: Besides providing a free demo option, Oracle Taleo business edition offers a
choice between three pricing plans: Emerging EDU ($29 per month),
Developing EDU ($54 per month), and Developed EDU ($83 per month).
 
Best features:

 Easy recruitment marketing
 Increased employee referrals with the use of social media tools
 Anytime-anywhere data access
 Seamless integration with Microsoft Outlook, MyYahoo, and iGoogle

2. Bullhorn
 
Bullhorn is primarily a recruitment software tool that is cloud-based and best suited for
staffing and recruitment processes. Being mobile-friendly, Bullhorn ATS allows
immediate data entry after any candidate interaction, anywhere.
 
Pricing: Bullhorn offers four pricing modules: Team, Corporate, Enterprise, and
Enterprise Plus. Online reviews reveal that the packages start at $99 per month, but
pricing varies based on your specific business requirements.
 
Best features:

 Easy access and management of candidate data
 Allows the addition of notes to records
 Easy tracking of all email interaction with any specific candidate
 Real-time updating of records
 Viable reporting and management options for the recruiting team’s
progress
 In-system access to LinkedIn records

3. IBM Kenexa BrassRing
 
IBM Kenexa BrassRing is a cloud-based ATS solution that draws on behavior marketing
to attract and engage talent proactively. The software provides a plethora of recruitment
features for end-to-end process management.
 
Pricing: Shared after the company performs a business needs analysis.
 
Best features:
 
 Access to a wide range of talent pools
 Engaging and effective assessments
 Powered by IBM Watson analytics and can thus find the best-fit quickly
 Optimized for social media-based recruiting

4. Jobvite
 
Cloud-based and candidate-focused, Jobvite ATS enables social recruiting, the creation
and management of mobile-optimized career sites, and onboarding functions. They also
have a mobile app for the tool. The software provides specific features for interviews,
requisitions, and employee referrals. This solution is best suited for medium and large-
size companies.
 
Pricing: Online reviews peg the price for 26 to 50 employees at $4,000 per year and
that for 2,501–5,000 employees at $100,000 per year. That said, it might be best to get
a customized quote.
 
Best features:

 Easy employee referrals
 Automatic screening and interview-based candidate ranking
 Mobile-friendly application processes for candidates
 Smart Scheduler feature, which looks at the schedules for multiple
interviewers and picks the best time to schedule a new interview
 Single record maintained for all conversations with a specific candidate
across channels
 Powerful search tool to look for candidates by name, keywords, workflow,
location, or date of application

5. SmartRecruiters
 
SmartRecruiters is best suited for enterprise-grade needs. The Talent Acquisition Suite
comes with pre-integrated assessment tools and allows better communication via
scheduled notifications and auto-replies.
 
Pricing: The SmartStart package is available for free and can be used for up to 10
hires. The SmartRecruit plan is priced at $10,000 per year and allows the integration of
future add-ons for a growing employee base or if the organization plans on going mobile
with their application tracking for example.
 
Best features:

 Easy communication and collaboration within the hiring team
 Easy tracking of message records
 Consistency and compliance with the creation of a template library
 Personalized tags to manage and coordinate talent pools better
 Advanced filter search

6. iCIMS
 
iCIMS Recruit, with a decade of experience to back them up, offers solutions for
organizations of different sizes catering to diverse industries. With more than 4,000
clients, including about 20% of the Fortune 100, the platform is comprised of its
Recruitment Marketing Suite, Advanced Communications Suite, Hiring Suite,
and UNIFi – iCIMS’ ecosystem of integrated partner products and services.
 
Pricing: While you are advised to request a quote suited for your specific needs, the
average cost for an employee base of 51–100 is $6,000 per year and for the strength of
above 5,000 employees, it is $140,000 annually.
 
Best features:

 Management of job advertisements
 Better searches through collaboration with Google and social media
 Personalized dashboards with real-time insights
 Real-time screening and assessment results

7. Greenhouse
 
Greenhouse, besides providing applicant tracking, also offers holistic HR administration
to create focused interviews and a culture that is free of bias. This software system can
be adapted for any team size and can be accessed via the mobile app as well.
 
Pricing: Three pricing plans are available: Core, Pro, and Enterprise. The average cost
falls within the range of $6,000 to $25,000 per year.
 
Best features:

 Easy tracking with the help of candidate scorecards
  Creation of customized assessment plans for interviewers to evaluate the
right skill set and qualifications
 Customization of career pages, job boards, and email templates
 Simplified configuration of reports

8. BambooHR
 
BambooHR provides solutions ideal for small and midsize businesses. With a mobile
app to enable easy access, it offers tools for onboarding, e-signatures, attendance
tracking, and performance management.
 
Pricing: BambooHR has two pricing plan options: Essentials and Advantage. For an
accurate quote, it would be best to get in touch with the company.
 
Best features:

 User-friendly and easy to learn
 Streamlined processes for candidates to follow and easy onboarding
 Customizable email templates and message scheduling to multiple
candidates
 Integration with job-boards and social media

9. SAP SuccessFactors
 
SAP SuccessFactors provides a holistic, cloud-based HR management system from
sourcing, screening, and onboarding to payroll management, employee engagement,
and performance metrics. Specialized recruiting software enables all processes of the
recruiting cycle.
 
Pricing: The SAP SuccessFactors Recruiting software is priced at $3 per user per
month while the HCM suite costs $84.53 per user per year.
 
Best features:

 Centrally managed global job distribution and access
 Insight into 4,000 job boards, social media portals, and campuses from 80
countries across the globe
 Creation of a responsive career site
 Effective candidate relationship management
 Online offer letter and e-signature solutions
10. Workable
 
Workable is a holistic recruiting tool that can be accessed on the desktop and mobile.
This system provides easy single-point access to candidate profiles, team
communications, interview schedules, and scorecards.
 
Pricing: Workable offers three pricing plans: Pay as you go ($50 per job, per month),
Starter, and Pro. There is the option of the 15-day free trial with the first two options, but
we recommend getting a personalized quote.
 
Best features:

 Data protection with access rights for the hiring team
 Easy reporting lines with role assignment, job creation, and posting
 The ability to control confidentiality
 Productivity and activity reports regularly generated for the hiring team
 Posting on multiple job boards with a single click
 Easy scheduling with email-calendar synchronization
Learn More: What Is Onboarding? Definition, Process, Templates, and Best Practices
 
Analyze. Track. Strategize.
 
With the right ATS, you can analyze, track, and strategize your talent acquisition
processes better. Based on our secondary research, Oracle Taleo and Bullhorn have
the best systems for applicant tracking system specifically, while SmartRecruiter shines
with its collaborative features. While Jobvite ranks high for interview
scheduling, BrassRing by IBM provides the best assessments.
 
In an exclusive with HR Technologist, Ashkan Rajaee. CEO at TopDevz, states that
“Using a sophisticated applicant tracking system or ATS in conjunction with AI to
determine performance removes bias from the hiring process, and when you factor in
flexibility and freedom for the candidate and employer, you get a higher volume and
higher pool to draw from and better quality candidates that you can select.”
 
Learn More: What is Talent Pipeline? Definition, Management with Examples
 
“Companies that are not leveraging these aspects during their hiring processes that we
see in the market will see a competitor taking their candidates. Especially in the
technology and software development space where competition is fierce, the supply is
low, and the demand is exceptionally high,” he adds.
 
When it comes to choosing the best-fit ATS for your organization, employee strength,
user-friendliness, reporting capabilities, flexibility, and the level of integration allowed
with systems already in place are all factors that need to be kept in mind.
 
Are you ready to invest in smarter employer branding and a more intelligent breed of
talent management? Choosing the right application tracking system software is a crucial
step in the right direction.

7 best candidate relationship management tools on the market

So, now we know why it makes sense to use a recruitment CRM in your tech stack.

Let’s take a look at the 7 best recruitment CRMs on the market right now so your
business can start hiring smarter.

1. TalentLyft
TalentLyft is a great entry-level option recruitment CRM that helps businesses to
distribute their new job openings to multiple free and premium job boards with one-click.

Recruiters know that posting on one job board isn’t enough to get high-quality
applicants for a role. But posting a position across multiple platforms involves a lot of
time and effort. TalentLyft can help recruiters solve this problem through job board
integrations.

Once a recruiter posts a job, they can have it automatically added to their company’s
Facebook page, which gives the job position more online visibility. The CRM also gives
recruiters visual scorecards so they can see how well a candidate is suited to a role
based on their skillset once they apply:

TalentLyft Skills
On top of all this, TalentLyft also automatically enriches candidate profiles, schedules
interviews (which recruiters can also keep a scorecard of), and offers email automation
to keep candidates interested in positions once they apply.

Price: Starts at $99/month for 5 active jobs.

2. Beamery
Beamery is a recruitment CRM that’s all about attracting passive candidates to a job
position.
The recruitment CRM helps companies run their whole sourcing organization on a
single platform. Recruiters can make informed, data-driven decisions and predict short
term and long term performance of candidates.

Using Beamery, recruiters can use multiple sources to attract candidates. The CRM
gives recruiters the tools to source candidates directly from web-pages, social media, as
well as import existing sourcing lists. Data is organized into comprehensible
dashboards:

Beamery Dashboard
The CRM’s talent pool builder also gives recruiters the tools to build segmented and
prioritized pipelines for open and future roles and keep them up to date. Plus, the CRM
boosts internal recruitment goals through collaboration. Using Beamery, recruiters can
easily share candidates, create notes, tasks, and follow-ups to collaborate more
efficiently to ensure they’re hiring the right people.

Price: After you request a demo, you will be given a custom price for your needs.

3. Avature
Avature is perfect for companies looking for a solution to campus recruiting.

Using Avature, businesses can target new graduates by building events and managing
their campus recruiting activities using a single platform.

Avature Events
Once students have attended an event and registered their interest in the company,
recruiters can nurture them with automated emails to keep their interest. Plus, the CRM
is customizable, and it can adapt to any type of campus recruiting your company does.
If you need to refine your strategy based on your performance and results, you can.

Johnson Controls uses Avature for their campus recruiting. The company’s Global
Talent Programs Senior Manager, Catie Anderson, says that over the years, students
have changed their demand and they expect companies to evolve with technology like
video interviewing and AI.

“We are a technology company, so that needs to be obvious when we interact with them
on campus, or else our employer brand messaging falls flat,” she says. “Because of
this, it’s crucial for us to partner with a vendor that is responsive, that understands the
future, and understands what college students, graduates, and candidates want across
the spectrum.”
Of course, Avature’s capabilities stretch beyond campus recruiting. Companies can use
this recruitment CRM for performance management, new hire onboarding, employee
referrals, and recruiting events management as well.

Price: Dependent on your company’s needs (book a demo first).

4. SmashFly
If you’re looking for a recruitment CRM that’s powered by AI, SmashFly could be the
tool for you.

SmashFly is more than just a recruiting CRM. It can help with event management,
referrals, and analytics solutions.

As AI powers it, SmashFly can conduct automatic candidate sourcing. It can hunt for
new candidates based on requirements from your database of interested talent, and
then automatically segment candidates into talent pipelines.

Once your team has that data and a complete record of every candidate in its database,
they can build automatic nurturing campaigns that are triggered by a candidates
behavior with your company.

SmashFly Solution
Nestle Purina used to rely on traditional ATS as well as using spreadsheets to track
candidate leads and touchpoints before they turned to SmashFly. After switching to a
recruitment CRM, the company’s recruitment team believe their technology now
matches its bold recruitment strategy vision and brand.

“A CRM is more than a database of names,” the company said. “Recruiters and
sourcers need to have a way to build candidate profiles, segment leads for reqs,
automatically nurture leads, etc. That key marketing component—email marketing,
automation, analytics—in a recruiting CRM is exactly what we got from SmashFly.”

Price: After you request a demo, you will be given a custom price for your needs.

5. Talemetry
Talemetry is a perfect solution for enterprise companies who want a more marketing-
driven approach to their recruitment efforts.

The CRM is a marketing/recruitment CRM hybrid that allows recruiters to use

automation tools and relationship-based candidate experience solutions to drive more
candidates into their talent pools. Using Talemetry, companies can nurture their
candidates by using 24/7 chatbots, predictive job recommendations, intelligent job
matching, and SMS/text messages to build relationships.

Talemetry says the combination of all these features provides candidates with a modern
recruitment experience while increasing candidate conversion rates—all on an
individual level.

Talemetry Profiles
CDW uses Talemetry to drive their recruitment, and they’ve been able to achieve
application conversion rates of over 83% by using the CRM. The company has also
managed to increase the average time spent on its career site to nearly six minutes,
and their candidate email campaigns now have an open rate of 72%.

“We wanted to ensure we provided a great candidate experience and an integrated

approach that would ensure visibility into the end result and allow us to predict
outcomes,” CDW Manager – TA Operations & Technology Andy Mott said.

Price: After you request a demo, you will be given a custom price for your needs.

6. Jibe
If your company is looking for a recruitment CRM that works with Google, Jibe is your
answer.

The CRM uses machine learning capabilities to serve up more relevant job search
results to candidates looking for their next job on the search engine. Using Jibe,
recruiters can go beyond the simple keyword matching algorithms found in most ATS
and create custom career sites to give more relevant job results for future candidates,
like this one Pepsico built:

Jibe Career Site

By using smarter algorithms, recruiters can not only increase the number of candidates
applying for a role, but they can increase the quality of those applicants as well.

The CRM allows recruiters to build and run automated marketing campaigns with
branded email templates, and it’s also a perfect platform to support veterans, too.
Because Jibe supports Google’s Cloud Talent Solution feature, US military service
members can find their perfect job role using their military occupational specialty code
(MOS, AFSC, NEC). Once their code is entered, they’ll be shown jobs that require
similar skills to those used in their military roles.
The best part? Jibe is partnered up with the world’s largest recruiting platform, LinkedIn.
The Senior Director of Business Development at LinkedIn, Lee Womer, says the
company’s partnership with Jibe has helped global organizations streamline their
candidate experience to attract, engage and hire the world’s top talent.

Price: After you request a demo, you will be given a custom price for your needs.

7. Yello
Are you a large company that has thousands of candidates applying for positions every
week?

Yello is a recruitment CRM built for dealing specifically with high-volume recruiting. By
design, Yello can help recruiters engage, screen and advance candidates at scale. The
result? Your company fills its empty positions quicker.

The CRM has an external job sourcing features that allow recruiters to find talent by
automatically searching job boards and then importing candidates into the CRM. It has
integrated ATS mining, so your company can localize its searches to find candidates
that fit. Plus, it’s integrated with LinkedIn so recruiters can quickly find talent on a high-
volume scale.

But when it comes to high-volume hiring, companies need a smart system, so they
aren’t overwhelmed by applicants. With Yello, candidates are automatically screened by
their qualifications, which allows qualified candidates to move down the hiring pipeline
faster. And the CRM keeps track of every candidate in your pipeline to see how
successful your company’s recruiting efforts are with detailed reporting:

Yello Dashboard
Cielo uses Yello for their recruiting, and the company’s Senior Vice President Adam
Godson said the CRM helps them engage with candidates on a high-volume scale.

“We bring more than 500,000 candidates into Yello’s CRM each month, organize them
into talent pipelines and send more than one million emails monthly to keep candidates
engaged.”

Price: After you request a demo, you will be given a custom price for your needs.

Wrapping up
Candidate experience is becoming a priority for recruitment and HR departments
around the globe.
Whether your company is recruiting on-campus or at high-volume, one thing is for
sure—you need a system to organize and nurture every single candidate in your hiring
funnel. With a recruitment CRM, a lot of the heavy lifting that comes with hiring like
emailing and pre-qualification processes can be put on autopilot.

Treating candidates like customers and showing them you value them is something that
a CRM can help you with. And the more your candidates are looked after, the better
chance you have of attracting top performers to work at your company.

10X YOUR RECRUITING EFFORTS WITH UNIFIED

SEARCH AND AI

HIRINGSOLVED

Start finding and nurturing candidates throughout the sourcing and recruiting process in
a fraction of the time.

SEARCH AND FILTER CANDIDATES

With one quick search, you can look through every data record you have. Create advanced searches
to meet specific requirements. Filter candidate search results by location, company experience, data
source, skills, education level, and job title to find your exact match. 

CREATE A POSITIVE CANDIDATE EXPERIENCE

Integrated messaging lets recruiters easily contact candidates to gauge interest and set up
interviews. Send a message to one candidate or an entire list and make sure each candidate’s
experience is top-notch.

QUALIFY WITH INSIGHTS AND ANALYTICS

HiringSolved’s Transparent Scoring scores applicants based on each position’s requirements to
quickly allow you to see the best potential candidates. Optimize HiringSolved’s scoring algorithms
with manual control over each scoring criteria.
 TIME SAVING FEATURES OF
HIRINGSOLVED

DIVERSITY BOOST
Diverse workforces are the way of the future. With HiringSolved’s Diversity Boost you can
automatically reorder results to distribute diverse candidates at the top of a search by boosting for
inclusion of gender, ethnicity, and military service.
TRANSPARENT SCORING
HiringSolved instantaneously scores applicants based on each position’s requirements and
automatically showcases the best potential candidates. Manual control over scoring criteria means
that the user decides what criteria the applicants are scored on. 

HIRINGSOLVED EVERYWHERE EXTENSION 

Add the capabilities of HiringSolved directly to your existing ATS, CRM, and HRIS. See everything
known about a candidate across multiple systems by opening the HiringSolved widget in your ATS,
CRM, public social sites, and many more locations.

PROJECTS
Build personalized candidate lists with or without an open position and build candidate pipelines that
are ready as soon as you need them. Projects takes feedback from HiringSolved users by watching
which suggested applicants are accepted or rejected, and automatically improves suggested
candidates for a Project.
JOBS
Jobs lets you see all of the applicants in one location and allows you to message any portion of the
applicants in just a few clicks. HiringSolved’s Transparent Scoring allows a recruiter to score the
applicants based on compliant “must have” and “nice to have” skills, saving users hours of applicant
review time.

GET A FREE DEMO TODAY!

WE’RE CHANGING THE WAY THESE

COMPANIES HIRE FOREVER
"I normally dislike having to source for candidates in our ATS – it’s just more complicated to use.
Now, with HiringSolved, it is a breeze!"

— Recruitment Sourcer | IBM 

HIRES 70,000 PEOPLE IN 90 DAYS

Lowe’s used HiringSolved to identify, score, and hire over 70,000 new associates in just 90 days.

AECOM used HiringSolved to refine a qualified candidate shortlist to present to the hiring team three
times faster than usual!
SHORTLIST 3X FASTER

AWARDS
 Lighthouse Research and Advisory

HiringSolved wins Lighthouse Research and Advisory HR Tech Awards for Innovative Talent
Acquisition Technology.

Fast Company

The World’s Most Innovative Companies 2019 Honoree for Artificial Intelligence by FastCompany.
Brandon Hall

HiringSolved Wins Brandon Hall Award for Best Advance in Talent Acquisition Technology.

2014-2020. All Rights Reserved.

Start finding and nurturing candidates throughout the sourcing and recruiting
process in a fraction of the time.

FAQ’s
CAN YOU INTEGRATE WITH OUR CRM/ATS?

Yes, we do integrate with any ATS or CRM. We have a public open API, and we are
currently working on integration with several organizations and have built an integration
with iCims. Contact us to learn more.

WHAT MAKES HIRINGSOLVED DIFFERENT?

HiringSolved is the only Talent Intelligence Platform that’s built to give your TEAM a
hiring advantage. Our software focuses on letting your recruiters do what they’re best at
—interacting with people, while our AI handles the dull, soul-crushing administrative
side of recruiting. That’s why our customers report a 3-10x increase in time to fill while
improving quality of hire.

WHO ARE SOME OF YOUR CUSTOMERS?

We have a diverse enterprise customer base including many Fortune 500 organizations.
Our powerful Talent Intelligence Platform is valuable in the hands of a corporate
recruiting team as well as an RPO or Staffing team.

RPO Companies

CIELO

Cielo is the world's leading strategic Recruitment Process Outsourcing (RPO) partner,
dedicated to ensuring our clients attract and hire better talent faster, all while providing a
world-class candidate experience. Many RPO providers think more like outsourcers
than recruiters, but we immerse ourselves in your industry, brand and values, and are
accountable for driving real business results. Or, as we like to say, WE BECOME
YOU™.

CIELO Recruitment Process Outsourcing Models

Each organization has unique talent challenges. Perhaps you need to shorten your time
to fill, or you have obstacles to providing a positive candidate experience. Whatever
your recruiting challenges may be, Cielo will work with you to assess your situation,
uncover the true core issues, and build an RPO solution best suited for your needs and
goals.

Typically, these recruiting solutions fall into three different types of partnerships.
Enterprise RPO

Sourcing, engaging, interviewing, hiring, branding, onboarding … you name it,

Enterprise RPO covers it. This full-service offering is for when you want to completely
transform your talent acquisition and recruitment, partnering with us as we design and
implement your customized solution. You’ll receive full accountability from us and our
embedded recruitment team, who will work with you and be responsible for achieving
your specific business and talent goals.

Project RPO

Project RPO is an ideal solution for when you need a certain amount of hires within a
very short, and very strict, timeline, and your internal team is already stretched to the
limit. In this partnership, Cielo assumes responsibility over the recruitment life cycle.
Cielo focuses on balancing quality and quantity to make sure your talent demands go
from your biggest worry to your proudest achievement.

Hybrid RPO

Hybrid RPO is ideal when you want RPO service support for a specific location,
business unit or critical position within your company. In this type of partnership, we
complement your current recruitment processes with a dedicated team of recruiters.
They will live and breathe your culture, mission and values while giving your Human
Resources team the flexibility it needs to focus on strategic business objectives.

An RPO partner can help centralize your hiring efforts. So whether you need full-time
employees, contingent workers or a mix of both, candidates will receive a seamless
experience and hiring managers will have a sustainable model that can flex and scale
with hiring needs.

WE MAKE TECHNOLOGY WORK

Talent acquisition operates at the speed of the market, organizations must continually
invest and innovate to ensure strategies and technologies match shifting candidate
expectations and business demands. With Cielo’s optimal combination of RPO
technology, people and processes – we’ll partner to enhance your existing TA strategy
and technology to deliver meaningful results.

Tech-Enabled RPO Starts with

Cielo TalentCloud is a flexible platform designed to deliver great experiences, elevate
meaningful insights, and accelerate recruiting performance. Combined with the
expertise of Cielo’s global RPO teams, this reimagined RPO technology platform will
elevate your existing technology strategies to achieve your vision. Cielo TalentCloud,
powered by SmartRecruiters’ workflow management, includes an ecosystem of
integrated partners and client systems plus an open marketplace of point solutions.
These come together in one seamless platform designed for today and future-proofed
for tomorrow.

decrease time to hire

Decision Support Engine
Hiring intelligence served-up prior to opening a requisition interprets external talent
market and internal historical data to predict the time and resources required to fill the
role.

improve quality of hire

AI-Matching
Artificial intelligence and algorithms search your database and external job boards for
the best-fit candidates.

increase speed to shortlist

Programmatic Advertising & Automated Sourcing
Proactive candidate generation is driven by automation and an optimized mix of
technology, sourcing and marketing.

reduce candidate frustration & drop out

Complex Interview Scheduling
AI allows candidates to seamlessly self-schedule interviews directly onto hiring
managers’ calendars. Both have access to Cora, a digital personal assistant to help with
process or other FAQs.

optimize hiring experience

Intelligent Automation
Robotic Process Automation (RPA) and Intelligent Automation create the right
technology intervention to remove human error, improving compliance and accelerating
process time.

enhance hiring outcomes

Predictive Analytics
API-based reporting and predictive analytics deliver real-time insights and process
recommendations based on how strategies are performing historically and against
industry benchmarks.

Technology Consulting

We help leading global organizations transform talent acquisition with comprehensive

and forward-looking strategies, leading technologies, best business processes, and
smooth deployments. We’ll work with you and your leadership team to understand the
overarching business objectives to align the project, deliverables and desired outcomes.
With our proven expertise in processes and technology, together, we will optimize your
talent acquisition strategy and deployment for long-term success.

Our technology consulting services include:

Talent acquisition structure & design

Process & technology assessment & recommendations
Future-state roadmaps & requirements
Implementation management & governance

Cielo Labs: Impactful Innovation

Cielo Labs is our innovation engine dedicated to exploration with a methodology rooted
in design thinking. Cielo Labs allows us to test and complete proof of concepts with new
or emerging technologies, tools and processes; ensuring we understand how these
solutions can support your evolving talent acquisition strategy.

Cielo Labs takes a hands-on approach to not only the HR and talent acquisition space
but all corners of the technology landscape. We take inspiration from consumer
technologies and fields such as artificial intelligence, machine learning, natural
language processing and gamification to so you can rise above competition with your
top-tier talent experience and strategy.

Cielo’s Cloud-Based Tech-Enabled RPO Solution Future-Proofs Talent

Acquisition Strategies
BROOKFIELD, WI (March 31, 2021) – Cielo, the world’s leading strategic Recruitment
Process Outsourcing (RPO) provider, has reimagined tech-enabled RPO with their next
evolution of Cielo TalentCloud, a flexible platform designed to deliver great experiences,
elevate meaningful insights, and accelerate recruiting performance. Powered by Cielo
TalentCloud, organizations who partner with Cielo’s RPO teams will have the ability to:

Deliver a positive hiring experience from application to onboarding through a mobile-first

integrated platform for candidates and hiring managers that allows them to engage how,
where and when they want.

Improve quality of hire and time to fill with artificial intelligence that matches best-fit
candidates to open requisitions and intelligent automation for zero-time shortlisting.
Harness intelligent automation to increase efficiency and elevate the human experience
in the hiring process with proven workflows tailored to different talent segments, use
cases and geographies.

Build predictability into recruiting with meaningful insights to inform data-driven

decisions and benchmark analytics to measure performance.
Advance talent acquisition strategies with continually evolving, leading-edge tech
innovations – without having to fund or embark on a change exercise – through an open
marketplace of over 600 integrated point solutions.

Most talent acquisition functions have made at least one technology purchase in the
past two years. But two out of five companies are either dissatisfied or indifferent to their
current provider, finds Aptitude Research. The future of recruitment abandons the
current state of point solutions and unintegrated data that degrades experience,
challenges compliance, and prevents predictability in the recruitment process. However,
there is not one applicant tracking system (ATS) or candidate relationship management
system (CRM) in the market today that can cover the end-to-end process and capture
all the innovation within point solutions. This is why RPO’s future technology model is a
seamless, integrated digital ecosystem, according to the Everest Group. Cielo
TalentCloud makes that a reality through an optimal combination of technology, people
and processes.

“Since launching the first enterprise-wide technology platform in 2008, we have been
recognized for being first-to-market with innovations that revolutionize the recruitment
profession and industry. There is a reason why this level of transformation hasn’t been
done before – successfully at scale. Building a cloud-based platform with seamless
integrations that can flex with existing client tech infrastructure and accommodate new
innovations and changing business needs is complex. But with the TA and technology
expertise of our global team, plus the strong partnership with some of the industry’s best
technology providers, we can elevate our clients’ talent acquisition technologies and
strategies to achieve their vision,” says Sue Marks, Founder and CEO of Cielo.

Cielo TalentCloud is the RPO industry’s first future-proofed, global cloud-based

platform. Our strategic technology partnership with SmartRecruiters powers Cielo
TalentCloud with a market-leading workflow and process centered on creating the best
experiences for our clients’ talent acquisition leaders, candidates and hiring managers.
Other key capabilities within Cielo TalentCloud include a CRM system and a digital
assistant chatbot called Cora. Both help engage candidates throughout the recruitment
process. The Cielo TalentCloud platform also includes an ecosystem of integrated
technology partners, such as Visage and Paradox, to incorporate additional
functionality at critical points in the hiring process. Finally, the platform is complete with
an open marketplace of over 600 point solutions with seamless integrations to optimize
for agility and flexibility.

“Companies need the right technology to hire better and remain competitive in the
market,” says Jerome Ternynck, CEO of SmartRecruiters. “Our open Talent Acquisition
Suite was built to provide a system that can easily deploy and integrate with other
systems, making SmartRecruiters the ideal technology partner to support Cielo
TalentCloud.”

We understand organizations have made substantial investments in talent acquisition

technology. That’s why Cielo TalentCloud is built to accelerate and leverage existing
investments, unlocking functionality and elevating outcomes. The flexible, open
architecture of the Cielo TalentCloud platform makes it possible to meet talent
acquisition functions where they are in terms of current systems while also bringing a
proven set of workflows and technology partners to bridge gaps or expand capabilities.
The single agile platform approach of Cielo TalentCloud gives organizations more
control and visibility over data, improves security, and removes the risk that comes from
disconnected point solutions.

“Building this vision of a reimagined Cielo TalentCloud emphasized the core of what we
knew. Better things are possible if you build on a foundation of great tech,” says Marissa
Geist, Chief Operating Officer of Cielo. “However, it drove home the point that better
outcomes are unlocked when you combine that with an open platform designed for the
future of TA tech, like SmartRecruiters, and supercharge it with ways of working proven
over millions of transactions, executed by the best team in the industry. This is a unique
point in time where the tech has really matured to be able to accelerate our industry at
scale.”
Cielo is the recognized leader in RPO technology, with the largest, most proficient
technology team in the RPO space. Through global RPO services and the Cielo
TalentCloud platform, we continue to work with and for our clients to create customized
talent acquisition solutions that deliver impactful hiring outcomes.

About Cielo
Cielo is the world’s leading strategic Recruitment Process Outsourcing (RPO) partner
and industry innovator delivering RPO, Total Talent Acquisition, Consulting, and
Executive Search services in over 100 countries. We design comprehensive, people-
centric solutions and leverage Cielo TalentCloud – our agile technology platform
featuring CRM, AI, automation, and analytics capabilities – to help our clients find,
attract and hire the specific talent to move their businesses forward. To learn more, visit
www.cielotalent.com.

About SmartRecruiters
As a global leader in enterprise recruitment software, SmartRecruiters offers a cloud-
based global Talent Acquisition Suite that allows teams to attract, select, and hire the
best talent. 4,000 companies worldwide rely on SmartRecruiters to achieve hiring
success—including brands like Bosch, LinkedIn, Skechers, and Visa—using recruitment
marketing, CRM, AI, ATS, and a marketplace of 600+ connected vendors all within one
scalable platform. True to its mission of connecting people to jobs at scale,
SmartRecruiters was recognized by Forbes as one of the Best Employers in 2020. For
more information, visit www.smartrecruiters.com.

Every HR and TA leader is incorporating technology into their strategy, understanding

the benefits of a tech-enabled hiring process. In fact, according to Aptitude Research’s
recent study 44% of companies invested in new solutions in 2020. The rapidly
advancing TA tech market offers a myriad of solutions to enhance the recruitment
experience, including artificial intelligence, consolidated platforms, and unique point
solutions. From removing bias in recruiting to creating an effective candidate journey,
tech has the ability to help solve some of the problems you face every day.

Elaine Orler headshot

To get a better understanding of key developments in the TA tech market, Elaine Orler,
Cielo Senior Vice President – Technology Consulting, shares some top talent
acquisition technology trends to consider as you seek to advance your strategy and
deliver value to your organization.

Talent Acquisition Tech Trends for 2021

Q: What are the HR tech priorities for 2021?

Elaine: There's a lot of ambiguity around what 2021 is going to bring, especially from an
HR perspective. It has everything to do with COVID-19, the economy, and change. I
think there will be continued consolidation in the technology space. We're starting to see
more organizations gravitate toward a holistic approach, whether that be on their
Human Capital Management system (HCM) or another platform. We will also continue
to see organizations adopt technology to support the hybrid working environment. In
general, we're going to continue to see technology at the forefront. We figured out in
2020 that people can learn technology quickly. Those that didn't have to normally for
their job have now adopted technology to support how they do their work or where they
do their work. This only leads us to more opportunities to better solution workforce
technology as we go forward.

Q: What do you expect to see in terms of mergers and acquisitions?

Elaine: I think the larger companies are putting a lot of pieces together to make sure
their all-in-one enterprise solutions are more effective. We're also going to see more
acquisitions within the talent acquisition tech space. And I have also started to see more
strategic partnerships as smaller players are coming up with ways to be a consolidated
play or consolidated partner. Some are cross-selling, others are cross-sharing. There
are a lot of point solutions out there that could benefit more from having a deeper
relationship with a product that isn't a competitor but could leverage that customer base
in that relationship going forward.

Technology Adoption & Candidate Experience

Q: What does the focus on technology like chatbots, RPA and AI, those that remove
human interaction out of the recruitment process tell us about how companies are
thinking about the end-user experience?

Elaine: It has a lot to do with the best-facilitated experience. How can we make sure that
we're getting the most effective relationship established with those candidates through
the use of technology? The candidate is the focus but the company gets benefits too. A
bot is navigating the candidate to the application information they needed, to the
careers page they’re looking for, it is facilitating their job search, their interview
scheduling and so on. Organizations benefit by candidates having a positive tech-
enabled personalized experience and they get efficiency and time savings on behalf of
their TA team.
Q: Do candidates care about having more technology to enable their hiring process?

Elaine: There are still going to be candidates that are frustrated because they just want
to get to a human being. We're creating a different experience to avoid having to
connect with a human, but based on hiring volume and where a candidate is in the
process – it may be the right answer. As you get further into the hiring process, there
does need to be someone’s phone number to answer questions. If the candidate wants
to, they should be able to talk to a person.

AI Matching & Its Impact on DE&I

Q: How does AI get smarter about matching candidates without introducing bias into the
process?

Elaine: Al forms two categories: 1) The most generic of senses, the Robotic Process
Automation, navigates through a series of questions and answers to take you to your
destination. 2) Then there is an AI form of all the data collection and knowledge, the true
intelligence piece, providing you intelligent results back.

Due to the young understanding of this technology, I don’t believe we are close to being
able to stay free of bias when using AI matching. I think companies that are developing
these products have the understanding that bias could be introduced and are looking for
ways to mitigate it, but I don't know that we have a full grasp of what it might look like
yet until there's enough data that we can analyze both ways. We should look to the
world outside of the TA space to see where we are with sophistication and lack of bias.
There are other products that don't relate to TA that are starting to solve for this a lot
better. We're on the path, but we have a greater risk in 2021 of exposing the bias more.

Q: Because most of the data is historical right now, do we need to utilize data collection
and analysis to get less bias?

Elaine: How we do bias becomes a behavior of doing the reverse, for example elevating
diverse candidates over those that aren't diverse. Within that action, we are introducing
a whole new bias to the process. Therefore, they're frontloading the slate with more
diverse candidates. The pendulum swings as far to the other side as it can. Since we
now have to hire diverse candidates, we have permission to exclude those that aren't. In
the end, we need to make sure everybody has a fair and equitable chance at the
opportunity. There are major risks with frontloading the slate with more diverse
candidates. The need to be diverse and the value proposition to the business to do it
are all the right things to focus on. However, the shortcuts that are capable of today are
dangerous.
Q: How and who do you start a conversation with at an organization about bias in AI?

Elaine: My best word is agnostic. When it comes to talent – you can always present
best and fair versus being tilted. It becomes a concept that you won't change the
outcomes just because there's a different altered request. There is a lot to be said in
staying true to who you are and staying true to what you believe the right values are.
Companies will come back around to those pieces, and the more you can defend
regularly that the value proposition is “let the results be what they are because a fair
and consistent process was done.” If you tilt that pendulum just a little bit too far one
way or another, you're biased. Your bias toward or biased against the goal is to stay
down the middle, just be fair and consistent.

Platform vs. Best-of-Point Solutions

Q: There's always been this pendulum swing of the platform versus best-of-point
solutions. Where is the pendulum right now?

Elaine: The pendulum is truly at both extremes and nowhere near the middle: we’re
seeing either best-of-point solution bolt-ons and also consolidated platforms. It is
polarized in my best description. I don’t think I’ve ever seen it this polarized in the 20-
plus years we’ve been doing this.

Q: There are HR platforms that dominated the marketplace and evaporated so much of
the point solutions. Do you foresee something similar happening in the TA space?

Elaine: Every time a function of HR starts to say I'm part of sales and marketing and not
core HR, it means more bots and more point solutions. In the realm of what's important
from HR technology – payroll, performance, learning & development – talent acquisition
doesn’t always fall at the top of the list. But much like sales and marketing don't have to
use the same system, it's that flex between HR and TA where the evolution and the
change are going to continue to happen. I still see point solutions being created, then
being partnered, then being merged, then creating another platform, and then starting
all over again.

Q: Are tech investments being made independently within the HR function?

Elaine: In many cases, the head of TA is making all of their own point solution
decisions, then pushing for integrations into the bigger HR tech ecosystem. There are
chief diversity officers that are making more decisions with talent acquisition, it’s a
stronger partnership. Heads of diversity do care about the candidate experience and
what's happening through that process and how the company is perceived. I see more
and more of the buying committees where there are other HR stakeholders involved in
the assessment and the decision that includes DE&I leadership, or HR business
partners. They may not have direct responsibility for recruiting, but it does impact their
teams or their strategy.

How RPA & AI Are Taking Cielo’s TalentCloud to the Next Level

There is so much hype around RPA and AI technology that RPO, MSP, and Total
Talent vendors could get carried away in the race to launch the latest RPA or AI
technology feature at the expense of delivering excellent customer service.

Cielo has a more grounded approach to technology, suggesting that “Technology is only
as valuable as the human experience it improves” and is reflected in its current
technology strategy to improve customer service. Here I take a look at Cielo’s
TalentCloud, which comprises 3 elements: SkyRecruit, SkyAnalytics and SkyLabs.

SkyRecruit

SkyRecruit is Cielo’s CRM platform. Launched in 2015, it has been rolled out to all its
global clients and is Cielo’s operating engine, with the advantages of its employees
being able to work with different clients using a common platform. Having a choice of
13 modules, its two most popular modules are sourcing and events. Candidate nurturing
is one module which Cielo sees as essential for building candidate engagement. Whilst
there are core modules, the majority are taken up by clients once they are ready to do
so according to their business needs. Cielo has recently enhanced SkyRecruit in
several ways.

Firstly, Cielo has introduced a process bot for automated sourcing. This is particularly
effective where there are high recruitment volumes, such as in retail. The process bot
finds a high number of suitable candidates and uploads those details into SkyRecruit –
a process now taking one minute compared to 15 minutes by a human. Candidates are
automatically sent jobs of interest to them, candidates can engage with a recruiter and
move through the hiring process. Whilst talent pools can then be created by the process
bot, the real value comes in how the process bot organizes the talent pools and
communicates with candidates on an ongoing basis through social media, etc. taking
into consideration candidate preferences for working with certain client brands.

Secondly, Cielo has introduced Celia, its intelligent job search chat bot. Celia starts a
conversation with a candidate to find out what type of job/location they are looking for,
and then can pinpoint relevant jobs and answer questions from candidates. If the chat
bot cannot answer a specific question, it then escalates the question to a human
recruiter to engage in the conversation. Celia learns the answer from the escalated
question, so that next time the same question arises, Celia can answer it. Celia will
never replace humans, but will answer an increasingly complex range of questions,
releasing humans to focus on more value-add activities.

Thirdly, Cielo has introduced assessment as part of the hiring process. This includes
DISC profiling. As soon as a candidate applies for a role, a series of questions is asked
(taking just over two minutes of candidate time), the answers to which build up a DISC
profile of the candidate. Suitable jobs are sent to the candidate, based on their results.
For example, a candidate with a “high D” profile would be advised of sales roles. For
customer service roles, assessment focuses on emotion recognition to determine how
well candidates can read its potential customers.

As SkyRecruit is mobile-enabled, candidates can apply via smartphone. A candidate

can go through all stages of the hiring process in one transaction – be sent a job, apply
and go through a series of assessment questions (DISC, emotion recognition, etc.) and
be screened by an interviewer. Using voice tools gives a 75% application completion
rate compared to a 30% completion rate when using video interviewing as part of its
hiring process. Currently, feedback on performance is given to the candidate by the
recruiter. The aim in the future is to automate the entire process.

SkyAnalytics

This is a relatively new addition to Cielo’s portfolio, and has already had a major
enhancement – now built on the Birst platform – which is being rolled out to its clients.
All client data, irrespective of its source, is visible on one platform. But rather than Cielo
presenting a plethora of graphs in a single view, bombarding the client with too much
information, it has had a re-think. Cielo now only presents the key measures that are
important to a client, yet has built more depth into the analytics, so that a client can drill
down into those key measures. The data shows where the hiring manager and recruiter
need to focus their efforts to enhance hiring performance.
SkyLabs

SkyLabs is the formalization of Cielo’s researching and testing of new tools and
technologies in the areas of RPA, AI, natural language processing, etc. The features
already discussed have come via SkyLabs. Cielo is learning as it innovates and
monitors items which impact progress. For example, RPA requires stable technology
systems and volume process repetition, so if a client decides to change its ATS after 3
months, it has an impact on the progress of RPA. Cielo is also looking at micro-
automations, where simple process steps are automated. Cielo’s employees are at the
heart of this automation. The process bot can learn from videos of Cielo’s employees
completing talent acquisition tasks, such as uploading a file. Processes that can be
replaced by automation free up Cielo’s employees to undertake roles that add more
value to its clients. Cielo has also made some progress in the use of voice interfaces
with the Amazon Echo. Cielo can ask Alexa a range of questions about the talent
acquisition process, such as the number of interviews booked on a particular day of the
week.

Cielo’s commitment to continuous improvement is demonstrated by sharing its Cielo

TalentCloud three-year roadmap with clients. This allows clients to see other interesting
developments scheduled, and while Cielo continues to focus on improving processes,
candidate experience, hiring manager experience, etc., clients can be assured that
Cielo will maintain its focus on providing a personal touch.

Cielo Acquires Talent Function, Strengthening Technology Leadership

BROOKFIELD, WI (December 3, 2020) – Cielo, the world’s leading Recruitment

Process Outsourcing (RPO) provider, has acquired Talent Function to strengthen its
market leadership and expand its service offerings. Talent Function is a consulting
company helping organizations around the world with comprehensive and forward-
looking talent strategies and technology solutions to deliver ROI and improved business
performance. This acquisition formalizes the strategic partnership between Cielo and
Talent Function that was announced in October.

“Talent Function boasts impressive capabilities and expertise in consulting. We’re

excited to have them join our team to further enhance our practices,” says Sue Marks,
Cielo Founder and CEO. “Our clients, and the market, are looking for more support in
creating and delivering on their TA transformation vision – this strategic acquisition is
one of the ways we will keep empowering our forward-leaning HR and TA partners.”
Elaine Orler, CEO and Founder of Talent Function, has helped global companies
transform their recruiting organizations with actionable strategies and technology
implementations since 1993. Orler is a globally recognized thought leader who is
passionate about improving HR and talent acquisition, validated by her founding of
Talent Function and co-founding of Talent Board, the organization which leads the
CandE award program. Orler will assume the role of Senior Vice President –
Technology Consulting at Cielo.

“We admire Cielo’s business success and their passion for meaningful client
partnerships. The synergy between the organizations establishes a path to continue to
elevate talent acquisition strategies and recruiting efforts globally,” Orler says.

This acquisition reinforces Cielo’s investment in innovation to ensure clients stay ahead
of the curve. In the last year, Cielo has expanded into additional geographies and
services to discover new and better ways to attract and engage talent for the world’s
leading organizations.

“To retain our position as the leading RPO provider, we know we need to continually
invest and grow our capabilities in the consulting space,” says Marissa Geist, Cielo
COO. “This is an important way to add value for our clients and help them achieve their
TA vision and business goals in this dynamic environment.”

About Talent Function

Talent Function, a Cielo company, is a consultancy dedicated to helping Talent
Acquisition and HR leaders and executives worldwide realize their desired outcomes.
Talent Function helps staffing leaders and solution providers to deliver results for their
clients and combines project-based consulting with extensive practical recruiting
experience to address the people, practices, and software that make up the Talent
Acquisition function. To learn more, visit www.talentfunction.com.

About Cielo
Cielo is the world’s leading strategic Recruitment Process Outsourcing (RPO) partner
and industry innovator delivering RPO, Total Talent Acquisition, Consulting, and
Executive Search services in 100+ countries. We design comprehensive, people-centric
solutions and leverage Cielo TalentCloud – our award-winning technology suite
featuring CRM, AI, automation, and analytics capabilities – to help our clients find,
attract and hire the specific talent to move their businesses forward. To learn more, visit
www.cielotalent.com.
Randstad Sourceright

Permanent Workforce Solution

recruitment process outsourcing (RPO).

Are you seeing hiring demand return? Maybe you’re still navigating online recruitment,
or how to recruit remote talent from anywhere. RPO delivers agility, expertise and the
skilled people you need to drive your business forward.

When you work with Randstad Sourceright, one of the top RPO companies, you’ll be
supported by the world’s largest talent data engine. Our new recruitment models are
designed to extract the greatest value from your talent data and market insights. This
means being able to locate, attract and engage the right people more quickly and
efficiently.

Every solution we deliver begins with understanding the client’s unique talent needs. A
discovery session, led by highly trained and experienced experts, will determine the
resources that are right for you. Our global footprint, domain experience and technology
stack support the development and execution of a tailored program that meets your
goals. Continuous measurement, monitoring and recommendations for improvement
ensure your RPO solution evolves with you and always delivers value to the business.
You’ll get:

customized solution design

Broaden your options for finding and managing talent, forecasting needs, and balancing
headcount. We help you create a holistic strategy, covering all phases of the talent
relationship. We’ll work together with you to apply our knowledge and insights to help
realize your ambitions.

global scope

With a physical presence around the world — based at both shared services centers
and onsite at client operations — we are always near you and the talent you’re seeking.
We effectively support customers in more than 70 countries across the Americas,
Europe and Asia Pacific. We effectively translate global strategy into localized talent
plans to drive your reach in recruiting around the world.

workplace diversity, equity & inclusion

Diversity, equity and inclusion at work aren’t just buzzwords. They’re the practices and
culture your organization cultivates to build a sustainable workforce that represents a
broad range of backgrounds and perspectives. We are experienced and well trained in
talent marketing, sourcing and screening strategies that attract and engage diverse
talent. Our experts will also help you navigate the complexities of today’s regulatory
demands, stay on top of new compliance requirements and define their impact on your
organization.

talent marketing & employer brand development

Create, build and protect an employer brand to attract, engage and retain the people
your organization needs to be successful. Unlike other recruitment process outsourcing
companies, we have an in-house agency that assesses your reputation in the market,
understands what target talent wants and puts your brand to work. From strategy,
employee value proposition development and brand education to talent marketing,
creative and execution, you’ll turn your employer brand into a competitive advantage.

talent analytics and market intelligence

Every RPO program created and implemented by Randstad Sourceright is supported by
TalentRadar, our proprietary talent analytics platform. In-house data scientists and
integrated technologies provide predictive analytics, data-driven insights and the agility
to translate vital information from multiple sources into a single platform. Coupled with
Randstad Market Insights, you’ll get a full view of the data you need to make smarter
decisions about your workforce and your business.

technology infrastructure

Connect all aspects of recruitment marketing, engagement, performance measurement

and analytics in a single talent intelligence platform with

Randstad Sourceright’s integrated technology stack, Talent Velocity. Innovations

include:

 predictive talent analytics

 on-demand video interviewing
 chatbot engagement
 automated recruitment marketing
 gamification screening
 skills based assessments
  targeted recruitment marketing
 advanced market intelligence

TalentRadar: turn smart talent data into smarter business decisions.

Every day, the HR data that helps talent leaders manage and predict their human
capital grows and grows. A person submits a C.V. to a job board. Someone joins a
talent community. A person changes their status on social media. A candidate applies
for a job on your website. It all creates data. But the real key is bringing these talent
analytics all together to create meaningful insights that power your recruitment strategy.

Watch the video to learn how our proprietary talent analytics platform, TalentRadar,
brings together data from a wide variety of sources, combines it with market data and
integrates it with all your HR systems and platforms to help your hiring managers
answer important questions every day.

Talent Velocity is Randstad’s New Solution for End-to-end HR Analytics Needs

Talent solutions provider Randstad Sourceright is looking to unify the HR tech

landscape with streamlined access to advanced tools. Their latest offering is Talent
Velocity, a cloud-based platform that compiles all solutions under the Randstad Group
umbrella, spanning HR functions and talent analytics.

Rebecca Henderson, CEO of Randstad Sourceright, believes HR tech could help break
many of the traditional barriers for hiring, growth, and workforce management.

"Talent Velocity takes HR tech to the next level by streamlining the power of today's top
AI, machine learning and predictive technologies into a single, integrated digital
platform. This high-tech and high-touch talent acquisition model allows companies
around the world to better manage their hiring processes, collect business intelligence
and drive overall growth, while greatly improving the candidate experience. We look
forward to rolling out this platform to our clients in the weeks ahead."

Talent Velocity is agile and continually growing – as the market evolves, the solution
would also expand in tandem. The platform is backed by Randstad Innovation Fund and
the domain experts at their Global Talent Innovation Center.

"In an era of constant technological advancements, businesses must be equipped with

the right tools to become more agile, predict hiring needs and drive overall growth," said
Jason Roberts, global head of technology and analytics of Randstad Sourceright's
Talent Innovation Center.

In its present avatar, Talent Velocity includes the following:

 CRM and recruitment marketing

 On-demand video interviewing and scheduling
 AI chatbot for candidate interviews and engagement
 Gig worker management system
 Online referrals
 Automated verification
 Gamified psychometric assessments
 Recruiting and networking events
 Reporting and people analytics
 Talent Velocity is based on the company’s proprietary analytics platform called
TalentRadar. This inputs raw data, market trends and industry insights to offer
insights on talent acquisition and retention.

"Three out of four companies we recently surveyed agreed that HR technology has
improved their overall recruitment strategy as labor markets continue to tighten. Still,
winning the war on talent will require a multi-pronged approach that combines expertise
in statistical analysis, application programming, employer branding, recruiting and
business strategy to bring the true potential of HR technology to life," Roberts added.

Randstad Sourceright launches "Talent Velocity" digital hub to provide global

access to advanced HR technologies

ATLANTA, March 22, 2018 /PRNewswire/ -- Randstad Sourceright, a world-leading

talent solutions provider, today announced it has developed Talent Velocity, a cloud-
based platform that provides companies with global access to Randstad Group's
advanced HR and talent analytics technologies.

"The booming HR tech industry has completely reshaped the recruitment process by
breaking down traditional hiring borders, and expanding opportunities for employers and
employees to tap into the global workforce," said Rebecca Henderson, CEO of
Randstad Sourceright. "Talent Velocity takes HR tech to the next level by streamlining
the power of today's top AI, machine learning and predictive technologies into a
single, integrated digital platform. This high-tech and high-touch talent acquisition model
allows companies around the world to better manage their hiring processes, collect
business intelligence and drive overall growth, while greatly improving the candidate
experience. We look forward to rolling out this platform to our clients in the weeks
ahead."

Talent Velocity is an agile technology platform that will continuously evolve to

incorporate leading HR technologies as they come to market. Fueled by the Randstad
Innovation Fund, Talent Velocity will be regularly updated by Randstad Sourceright's
Global Talent Innovation Center, which launched last year and tripled the company's
investment in data analytics and technology.

The platform will bring together the following HR technologies:

 CRM and recruitment marketing platform

 on-demand video interviewing and scheduling software
 AI chatbot for candidate interviews and engagement
 freelance management system
 online employee referral
 automated reference checking
 online talent community and assessment for programmers
 gamified psychometric assessments
 online recruiting and networking events
 workforce reporting and people analytics
Talent Velocity builds on Randstad Sourceright's proprietary TalentRadar analytics
platform, which translates raw data, market trends and industry insights into predictive
talent acquisition and retention strategies that help organizations solve difficult recruiting
and business challenges.

"In an era of constant technological advancements, businesses must be equipped with

the right tools to become more agile, predict hiring needs and drive overall growth," said
Jason Roberts, global head of technology and analytics of Randstad Sourceright's
Talent Innovation Center. "Three out of four companies we recently surveyed agreed
that HR technology has improved their overall recruitment strategy as labor markets
continue to tighten. Still, winning the war on talent will require a multi-pronged approach
that combines expertise in statistical analysis, application programming, employer
branding, recruiting and business strategy to bring the true potential of HR technology to
life."

About Randstad Sourceright

Randstad Sourceright is a global talent solutions leader, driving the talent acquisition
and human capital management strategies of some of the world's most successful
employers. We help these companies discover and develop their "human intelligence
advantage" by quantifying the true impact of their talent strategies.

As an operating company of Randstad Holding — a €23.3 billion global provider of HR

services — Randstad Sourceright's subject matter experts and thought leaders around
the world continuously build and evolve our solutions across recruitment process
outsourcing (RPO), managed services programs (MSP) and integrated talent solutions.
Read more at www.randstadsourceright.com

SOURCE Randstad Sourceright

Related Links
http://www.randstadsourceright.com

Randstad Sourceright Extends Its Innovation Streak with Talent Velocity: How’s
That?

Randstad Sourceright, the global staffing and

workforce solution of Randstad Holdings, recently
announced its launch of Talent Velocity, an
innovative, internal talent acquisition, candidate
engagement and client relationship/collaboration
platform. Over the next several months, the solution
will be completely rolled out worldwide across the
Sourceright RPO and later, to a lesser extent, within the MSP.

While noteworthy in and of itself, Talent Velocity is only the latest of a number of
innovative steps Sourceright has taken in the past few years. Moreover, there is also an
important backstory in which Sourceright US seems to have become a key focal point
for the execution of a broader Randstad innovation strategy.

What Is Randstad Sourceright?

Sourceright, officially formed as part of Randstad Holdings in 2001, provides a range of

human capital management solutions, including “RPO, MSP, ICC, Recruiting and Talent
Acquisition, Payroll & Independent Contractor (IC) Solutions and Career Transition
Services.” A global provider, Sourceright profiles itself as follows:
70+ countries served
220+ RPO programs
140K annual permanent hires
550+ managed services programs
$8.7 billion spend under management
2,500 talent experts

With a philosophy that emphasizes the human side of human capital management
(“human intelligence advantage”), Sourceright has also demonstrated a technology-
driven innovative streak over the past few years.

Randstad Innovation in Gear

As noted above, Sourceright’s own innovation activities are linked to broader Randstad
Holdings innovation strategy, including investments of the Randstad Innovation Fund.

The Randstad Innovation Fund was founded in 2013 as the “strategic corporate venture
fund” of Randstad Holdings, investing in online platforms, big data analytics, machine
learning, sourcing, screening and selection tools. To date, the Innovation Fund has
made substantial investments in 15 technology companies, all starting with an
investment in the pan-European online freelancer marketplace twago.

In June 2016, Randstad Holdings fully acquired Twago (our coverage: Randstad
Acquires Online Freelancer Platform twago: A Watershed Moment in Contingent
Workforce Management?). And less than a month later in July, Sourceright announced
it had adopted twago to serve as its freelancer management system offering (our
coverage: Randstad Sourceright Leverages Recent Acquisition twago as FMS). Then
separately, In August 2016, Randstad Holdings announced its surprise acquisitions of
job board Monster (see our coverage Randstad Agrees to Acquire Job Board Giant
Monster: Scary or Smart?).

Back in 2015, Sourceright announced its launch of Talent Radar, “an advanced
analytics and recruiting intelligence platform that helps employers leverage data from
multiple systems to support informed talent decisions.” Then two years later, in 2017,
Sourceright announced its Global Talent Innovation Center in order to accelerate “the
development of innovative technology to help some of the world's largest companies
tackle talent recruitment and management.”

It is important to point out that Sourceright’s Talent Innovation Center was not only
about developing technology solutions, it was also very much about the strategic
leveraging and integration of other Randstad technology assets. The Talent Innovation
Center, it was explained, would build on Randstad Sourceright's proprietary Talent
Radar analytics platform and “combine Randstad Sourceright's existing technology
platforms, with those from Monster and Twago, to advance digital hiring strategies.”

Fast-Forward to Talent Velocity

In March 2018, achieving a significant new stage in the whole innovation process,
Sourceright announced Talent Velocity, an innovative, internal talent acquisition,
candidate engagement and client relationship/collaboration platform. Per the
announcement, Talent Velocity brings together “AI, machine learning and predictive
technologies into a single, integrated digital platform.”

The solution was designed and built within Randstad Sourceright’s Global Talent
Innovation Center, and many of the key components are solutions of companies which
the Randstad Innovation Fund strategically invested in or acquired over the past several
years:

Gr8 People: CRM and recruitment marketing platform

Montage: on-demand video interviewing and scheduling software
Wade & Wendy: AI chatbot for candidate interviews and engagement
Twago: freelance management system (see February Hot List)
Rolepoint: online employee referral
Checkster: automated reference checking
HackerRank: online talent community and assessment for programmers
Pymetrics: gamified psychometric assessments
Brazen: online recruiting and networking events
Crunchr: workforce reporting and people analytics

While Talent Velocity leverages the GR8 People solution as the application backbone, it
also “builds on Randstad Sourceright's proprietary Talent Radar analytics platform,
which translates raw data, market trends and industry insights into predictive talent
acquisition and retention strategies that help organizations solve difficult recruiting and
business challenges,” according to the press release.

Perhaps the best way to get a real sense of what Talent Velocity is and does is to check
out Sourceright marketing video (while not something we would typically recommend, in
this case, it seems like a good idea).

Conclusion
Clearly, Talent Velocity is much more than just a new software solution. It also
represents the culmination of a deliberate innovation strategy at Randstad already
underway for several years. (Note again, the Randstad Innovation Fund was
established in 2013.)

It should also be noted that while Sourceright (in the U.S. market) appears to be a key
focal point of innovation, it does not represent the full scope of the strategy. By way of
example, Randstad Japan has introduced an online staffing offering based on Gigwalk,
one of the Innovation Fund investment recipients. In addition, Twago recently
announced that it had launched its own standalone enterprise solution, twago
enterprise.

Nearly two decades into the 21st century, innovation and the appropriate incorporation
of technology are no doubt critical to the success of established staffing and human
capital management solution businesses. In this respect, Randstad is making an
impressive showing. And given Spend Matters’ core focus on technology and
innovation, going forward, we will definitely be paying attention to technology and
innovation within Sourceright and across Randstad Holdings. So expect ongoing
observations and additional commentary.

Manpower Group Solutions

What Makes ManpowerGroup Solutions Different

Our ability to capitalize on new thinking, new workforce models and new possibilities
has made us the most recognized and respected workforce solutions provider in the
world. And our expertise, experience and unmatched global footprint allow us to deliver
solutions to help our clients achieve better business results.

Innovative Technology Drives Performance

Recognized by industry analysts as the largest global RPO provider for seven
consecutive years, we leverage our data driven insights, best-in-class technology and
approach to find, engage and deliver talent to help organizations accelerate business
performance.

Learn how PowerSuite can empower your hiring manager and improve candidate
experience.
Full Cycle Recruiting

Our insight-driven, end-to-end recruitment process can be deployed enterprise-wide or

to specific parts of your business to reduce the cost and time to hire, reduce attrition
and increase productivity.

Capabilities

All of our workforce capabilities combine expertise with best-in-breed technology to help
you acquire the in-demand talent you need:

Recruitment Strategy

A customized plan or roadmap developed by our proven workforce experts to reach

your recruitment goals

Attract & Source

Targeted strategies to find the best possible pool of qualified candidates for each
position.

Screen, Assess and Select

Expertise and technology combined to streamline the selection process and deliver
better hires fast.

Market Intelligence

Data and expert analysis provide insights to ensure workforce strategies are informed
by research.

Employer Value Proposition

Communicating your unique culture and values to better match you with the right
candidates

Applicant Tracking

A system to better organize and mine your applicant data, speed up the recruitment
cycle and deliver an enhanced candidate experience
Business Intelligence

Unique analysis of your organization’s recruiting data along with industry trends and
benchmarks to provide historical, current and predictive views of your recruitment
strategies

Reporting

Accurate recruiting activity reporting allows hiring managers to identify trends, forecast
demand and better align your talent acquisition strategy with business cycles

Candidate Sourcing & Screening

We leverage our data-driven insights to identify and engage higher quality candidates,
faster.

We help companies expand their talent pools, accelerate speed to hire, and increase
workforce diversity by designing, managing and optimizing candidate sourcing and
screening processes. Using best-in-class technology, we engage talent at all phases of
the acquisition lifecycle including, passive, active and opportunistic talent.

Project RPO: An Agile Recruiting Solution

Project RPO provides an agile recruiting solution that is cost-efficient and rapidly
scalable.

Learn how our flexible project led approach and dedicated resourcing team supplies
high quality professionals, faster and more effectively, than traditional recruitment
models.

Talent Mapping Insights

We provide deep insights on talent trends in your market to guide strategic planning and
strengthen your employee value proposition (EVP). Through an in-depth understanding
of local markets, we provide seamless, engaging hiring experiences. We leverage data
for hiring decisions to improve job matching, leading to higher satisfaction and talent
retention.

Global Delivery Hubs

Accelerate the deployment of high-volume recruiting solutions via our shared RPO
delivery locations strategically located worldwide. Our CORE hubs are led by subject
matter experts across the full lifecycle of talent recruiting. Multi-language capabilities
enable us to source and qualify a strong network of diverse candidates, to provide you
with a flexible and scalable sourcing option.

PowerSuite / Technology

By partnering with best-in-class technology providers, key capabilities are integrated

directly into PowerSuite, which creates the flexibility to tailor our offerings to meet
evolving client and candidate needs. Leveraging data and automation, our solutions
increase your efficiency, improve candidate experience, reduce cost and risk, and
improve hiring quality while reducing time-to-fill.
ManpowerGroup Recognized as a Global Leader in Recruitment Process
Outsourcing for Tenth Year by Everest Group

Talent Solutions receives recognition for its integrated offerings, Total Talent
Management expertise and HR technology stack PowerSuite ®

MILWAUKEE, May 5, 2020 /PRNewswire/ -- Talent Solutions has been named a global
leader in Recruitment Process Outsourcing (RPO) in the Everest Group PEAK Matrix®
Assessment 2020. The report recognizes Talent Solutions for its integrated offerings,
Total Talent Management expertise and HR technology stack of best-in-class tools that
provide technology, data and insight to enhance the candidate experience, de-risk hiring
and unlock productivity.

"We have made significant investments in our tech stack PowerSuite, so that it brings
together the best tools to help our clients source, screen and onboard the skilled
workers they need to remain competitive," said Kate Donovan, Senior Vice President of
Talent Solutions North America and Global RPO President. "PowerSuite offers
candidates a personalized and highly responsive digital experience and enables
companies to quickly fill positions with the best diverse talent. We're proud to be named
a global leader by Everest Group for this innovation, for our strong relationship
management and our predictive analytics and automation we know our clients value."

Talent Solutions combines three of ManpowerGroup's global offerings – RPO

(Recruitment Process Outsourcing), TAPFIN MSP (Managed Service Provider) and
Right Management – to provide innovative solutions and end-to-end, data-driven
capabilities across the talent lifecycle. Everest Group highlighted Talent Solutions'
global presence, breadth of solutions and integrated offerings.
"Talent Solutions' global presence and robust RPO deal portfolio, in terms of deal sizes
and types, secure its placement in the Leaders category," said Arkadev Basak, Vice
President at Everest Group. "Its sustained focus on innovation and best-in-class
consulting capabilities catered to the entire recruitment value chain, further strengthens
its positioning as a top player in the RPO market."

The Everest Group PEAK Matrix is a comprehensive evaluation framework based on an

assessment of delivery capabilities measured along seven dimensions – market
adoption, portfolio mix, value delivered, vision and strategy, scope of services offered,
innovation and investments, and delivery footprint.

ABOUT MANPOWERGROUP

ManpowerGroup® (NYSE: MAN), the leading global workforce solutions company,

helps organizations transform in a fast-changing world of work by sourcing, assessing,
developing and managing the talent that enables them to win. We develop innovative
solutions for hundreds of thousands of organizations every year, providing them with
skilled talent while finding meaningful, sustainable employment for millions of people
across a wide range of industries and skills. Our expert family of brands – Manpower,
Experis and Talent Solutions – creates substantial value for candidates and clients
across more than 75 countries and territories and has done so for over 70 years. We
are recognized consistently for our diversity - as a best place to work for Women,
Inclusion, Equality and Disability and in 2020 ManpowerGroup was named one of the
World's Most Ethical Companies for the eleventh year - all confirming our position as the
brand of choice for in-demand talent.

SOURCE ManpowerGroup

Related Links
http://www.manpowergroup.com

SevenStep

RPO: The Sevenstep Difference

Sevenstep is a globally recognized leader in delivering recruitment outsourcing for

permanent and/or contingent workforces, and is known for its unbounded vision and
partnership-driven approach. With a delivery footprint spanning six continents,
Sevenstep persistently defies industry convention to foster client engagements that
grow, last and win. Our numbers tell the story…

Enterprise RPO Solutions by Sevenstep

Transformative Recruitment Solutions in Recruitment Process Outsourcing

Recruitment Solutions: Sevenstep understands the daunting set of talent acquisition

challenges facing businesses today. We formulate our Enterprise RPO Solutions to
address the complexities that come with high-volume hiring, blending permanent and
contingent workers, hard-to-fill positions and managing talent acquisition across
numerous and distinct geographies and sectors, including private and federal. Our goals
go far beyond meeting client Service Level Agreements.

Sevenstep’s focus is on recruitment solutions, solving real business problems, saving

our clients real money and delivering realized workforce wins, including:

 Unifying process excellence across business units

 Improving new hire retention and workforce productivity
 Elevating employer brands
 Creating a comprehensive and optimized candidate experience
 Developing rich, on-demand talent pipelines
 Significantly reducing and/or eliminating agency spend

The Talent Behind Sevenstep’s Recruitment Solutions

Noelle Paras

As Vice President of Client Services, Noelle’s primary

focus and responsibility is client delight and to
generate organic growth by providing the best in
class recruitment solutions. Six Sigma Green Belt
certified, Noelle joined Sevenstep as a recruiter in
2010 – her first role in the recruiting profession.
Consistently every two years for the last decade,
Noelle’s hard work and dedication has earned her
recognizable promotions. In 2019, she officially
became a member of the senior leadership team at Sevenstep when she was promoted
to Vice President. Noelle’s role today is twofold: 1. to ensure that all Sevenstep clients
are receiving comprehensive and creative solutions to solve their business challenges,
and 2. to develop and manage the internal Sevenstep client services workforce. In her
role, Noelle also ensures Sevenstep’s offerings and resources, including technology
stack, offshoring and the like, are being maximized and utilized appropriately across all
client accounts.

Project RPO Services by Sevenstep

Targeted Recruitment Process Outsourcing Services

Sevenstep understands that hiring volumes can and will fluctuate greatly due to both
internal and external forces. Designed to offset this workforce volatility, Sevenstep’s
project hiring solutions offer companies scalable and specialized RPO services that
support and extend internal talent acquisition programs.

Sevenstep’s project RPO services produce realized business gains that help
companies:

 Effectively manage seasonal hiring surges

 Strengthen hiring results in challenging recruitment categories
 Proactively support planned new hiring projects
 Reprioritize and redirect talent acquisition strategies
 Improve recruitment key performance indicators, including time to hire, fill rate
and new hire retention.

The Talent Behind Project RPO Services and Solutions

Mike Vecchio

Mike’s RPO career began at Sevenstep at its

inception over 10 years ago as a recruiter. As the
business has grown in project RPO services, Mike
has held roles as a Lead Recruiter, Team Manager
and Senior Manager before moving into his current
role as Executive Director, Client Services. As an
Executive Director, Mike oversees multiple client
accounts while providing strategic consultation to
client stakeholders across the globe. He and his
teams have delivered top talent to Sevenstep clients in nearly 40 countries across
diverse role profiles. Mike’s recruitment expertise includes complex IT/technical
recruiting, manufacturing and engineering, high volume recruiting, compliance, global
recruitment delivery and talent analytics.
Managed Service Provider (MSP) by Sevenstep

Contingent Workforce Program Management

Contingent labor is a significant portion of many organizations’ workforces. Sevenstep’s

managed service provider solutions help clients elevate their contingent labor programs
by improving visibility and control, optimizing processes, and effectively managing
costs.

By effectively managing their contingent workforce programs with a managed service

provider, organizations can realize significant operational and strategic benefits,
including:

 Spend visibility and compliance

 Adherence to labor regulations governing contingent workers
 Access to a range of best-in-class staffing providers
 Optimized management of the entire contingent labor program

The Talent Behind Managed Service Provider Programs

Brian Knapp

As the Head of MSP Programs, Brian brings over 20

years of experience in the operations, sales,
management and delivery of IT professional services,
contingent workforce solutions, managed service
provider programs and consultative staffing. Brian
has a proven record of consistent revenue and
market share growth, and he is uniquely skilled as a
strong sales management leader and as a
knowledgeable and experienced operations leader.
Brian brings his reputation for building strong, cohesive, loyal and successful sales and
fulfillment teams to Sevenstep’s MSP portfolio.

SEVAYO: A Proprietary HR Analytics Platform

Predictive & Prescriptive Talent & Business Intelligence

Sevayo, a comprehensive HR analytics platform and business intelligence service, was
designed to do one thing: To provide visibility into talent data and business performance
for all stakeholders. What once was being pulled from disparate systems is now able to
be found in one place in real-time.

But, perhaps one of the best parts about Sevayo is that it is backed by specialized
experts, including analysts and a complete development team. It’s not just a tool, it’s a
team.

As an HR Analytics Platform, Sevayo is also system agnostic, meaning it can pair with:

 Candidate relationship management (CRM) systems

 Applicant tracking system (ATS) software
 Human resource information system (HRIS) software
Lastly, the depth of HR analytics made possible by Sevayo enables total talent data
management. From contractors needed for project-based hiring initiatives, to full-time,
internal resources, to current employees to be considered for reassignment or
redeployment, Sevayo provides real, actionable insights.

The Talent Behind Sevenstep’s HR Analytics and Sevayo

Koye Adejumo

With over 10 years in global, enterprise-level

recruitment operations and two years in Business
Intelligence in the financial services sector, Koye is
an Executive Director, Client Services helping to lead
best practices within Sevenstep’s data and HR
analytics solutions. His deep experience with
enterprise global RPO combines with his analytics
background to make him a trusted internal conduit
between Sevenstep’s internal users and the team of
technologists behind Sevayo to ensure the program performs and evolves for all of
Sevenstep clients.

Employer Branding by Sevenstep

Attracting Talent Through the Use of Employer Branding

Employer branding is the art of attracting candidates through the use of a complex,
targeted and evolving recruitment marketing strategy. Sourcing talent is no longer a
transactional process, but rather a lifecycle of continuous engagement that—when done
with discipline and creativity—cultivates enthusiastic candidates and loyal employees
who are invested in the brand.

Sevenstep’s employer branding solutions are true B2C advertising and engagement
programs designed with one simple goal: To authentically and compellingly tell a
company’s brand story. We use proven strategies to identify and activate new and
highly productive sourcing channels and create targeted advertising, social media and
video campaigns to engage and entice the right candidates – whether permanent or
contingent.

Brand-smart, captivating and strategic, Sevenstep’s Employer Branding Solutions

leverage data-driven engagement capabilities in order to:

 Enhance talent community development

 Elevate an organization’s employer brand online and throughout the marketplace
 Boost talent networking and referral volume
 Increase candidate application, acceptance and retention rates

The Talent Behind Our Employer Branding Solutions

Amy Wrocklage

With over 16 years in recruitment marketing, Amy is a

leader who brings both extensive RPO experience and
original thinking to Sevenstep’s employer branding
solutions. As the Head of Marketing & Branding, Amy
collaborates closely with internal and external
stakeholders, and leads global marketing for both
Sevenstep and our clients to include: Brand, awards
management, public relations, social media, content and
creative design.

BOSTON, MA (April 21, 2020) – Sevenstep, a global leader in total talent outsourcing
solutions, including product offerings for recruitment process outsourcing (RPO) and
managed service provider contingent workforce programs (MSP), today announced the
launch of Sevayo, a comprehensive talent technology platform and service.
The Sevayo solution offers a cutting-edge mosaic of modern technology to drive the key
stages of talent attraction, selection, onboarding, development, plus redeployment and
assignment, for far greater visibility into the full spectrum of a company’s talent
management strategy. Sevayo can replace or seamlessly integrate with all manner of
human resources, recruitment, marketing, business analytics, and other talent
management tools to create a central source of truth. The data from these systems
feeds into Sevenstep’s proprietary data aggregator, Sevayo Insights, which generates a
single, unified dashboard designed to predict outcomes and prescribe solutions,
resulting in powerful, holistic business intelligence.

An additional differentiator is the access to specialized experts, including analysts and

developers, that will support the ongoing needs of clients.

“This is not a static release. Sevayo is highly responsive. It is proprietary and

customizable,” said President of Sevenstep, Amy Bush. “It is an interconnected
information community designed to accelerate business strategy through actionable,
real-time insights. Like everything we do, Sevayo is the ideal blend of people and
technology coming together to solve complex challenges.”

“The release of Sevayo comes at a critical time. Market conditions for talent acquisition
and management have never been more competitive. We’ve developed Sevayo with the
purpose of helping companies win in today’s challenging climate. This new product
launch is another example of our commitment to provide our clients with a true talent
advantage and the highest levels of partnership possible,” said Chief Solutions Officer
at Sevenstep, Paul Harty.

About Sevenstep

Sevenstep is a global leader in total talent outsourcing and solutions. Annually ranked
as a top enterprise recruitment process outsourcing (RPO) provider on HRO Today’s
Baker’s Dozen list and a leading managed service provider (MSP), Sevenstep provides
services and solutions in nearly 50 countries spanning six continents. A bespoke suite
of total talent services and solutions includes enterprise RPO, project RPO, MSP
solutions, data analytics, and employer branding and talent deployment capabilities.

Sevenstep’s unrivaled partnership-driven approach and unbounded vision to total talent

means businesses win with performance gains. Learn more at sevensteprpo.com.

Press Contact:
Amy Wrocklage – Marketing
+1 857.930.4075
amy.wrocklage@sevensteprpo.com

Sevenstep Earns "Major Contender" Position in Everest Group's 2021 PEAK

Matrix® Assessment of RPO Service Providers

BOSTON, April 19, 2021 /PRNewswire-PRWeb/ -- Sevenstep, a global leader in total

talent outsourcing solutions, including product offerings for recruitment process
outsourcing (RPO) and managed service provider contingent workforce programs
(MSP), was named a "Major Contender" in Everest Group's 2021 PEAK Matrix®
Assessment of RPO Service Providers.

The PEAK Matrix™ provides an objective, data-driven assessment of service and

technology providers based on overall capability and market impact across different
global services markets. Providers are assessed on seven areas – market adoption,
portfolio mix, value delivered, vision and strategy, scope of services offered, innovation
and investments, and delivery footprint. They are classified as Leaders, Major
Contenders or Aspirants.

Highlights of Everest Group's assessment of Sevenstep on the 2021 PEAK Matrix®

include:

 Sevenstep serves clients across all major industries, and it has an especially
strong track record of hiring healthcare professionals.
 Sevenstep has a strong pedigree in managing white-collar hiring.
 Sevenstep takes a high touch, personalized approach to service delivery with a
focus on improving the user experience throughout the process.
 Sevenstep clients appreciate its flexibility, service delivery, and stakeholder
management.
 Sevenstep is continuously investing in technology, including Sevayo™, an
extensive integrated recruitment platform with capabilities spanning talent
matching, candidate stack ranking, internal mobility tracking and more. Sevayo™
integrates with any HRIS, ATS, CRM and third-party point solutions. Additionally,
Sevayo™ Insights, Sevenstep's proprietary analytics platform, offers program
performance insights to executives as well as recruitment teams.

"Sevenstep's diverse industry portfolio and focused investments in improving its

technology offering, particularly its proprietary Sevayo™ and Sevayo™ Insights
platforms, has helped it create a strong RPO service offering for clients. Its investments
in new areas such as DE&I reporting and internal mobility will enable a sustainable
advantage in the long run for the firm," said Arkadev Basak, Vice President, Everest
Group. "This differentiation helped to position the firm as a Major Contender on Everest
Group's RPO PEAK Matrix® 2021."

2021 marks the fifth year Sevenstep has earned the Major Contender position in the
Everest Group PEAK Matrix® Assessment of RPO Service Providers.

"The volatility of 2020 only strengthened our position on what successful RPO means,
and that is partnership, trust and agility. We continue to adapt and innovate alongside
our clients by blending people and technology to fully optimize solutions. The debut of
Sevayo™ has enabled us to easily configure the recruitment technology stack to be an
even more competitive advantage for our clients; especially Sevayo™ Insights, our
proprietary analytics tool, which brings critically needed talent data visibility. We are
proud to have improved our ranking with the Everest Group in both vision and
capability, and are inspired to continue pushing the envelope in our industry," said
Sevenstep President Amy Bush.

About Sevenstep

Sevenstep is a global leader in total talent outsourcing and solutions. Annually ranked
as a top enterprise recruitment process outsourcing (RPO) provider on HRO Today's
Baker's Dozen list and a leading managed service provider (MSP), Sevenstep provides
services in nearly 50 countries spanning six continents. A bespoke suite of total talent
services and solutions includes enterprise RPO, project RPO, MSP solutions, employer
branding capabilities, and Sevayo™, our technology and intelligence platform.

Sevenstep's unrivaled partnership-driven approach and unbounded vision to total talent

means talent acquisition wins and business performance gains. Learn more at
sevensteprpo.com.

Media Contact

Amy Wrocklage, Sevenstep, +1 857-930-4075, amy.wrocklage@sevensteprpo.com

Allegis Global Solutions

Managed Service Provider Solutions

Unlock the Full Potential of Your Extended Workforce

The need for a flexible workforce strategy is more urgent than ever. Unfortunately, many
organizations continue to connect to contingent workers and other non-employee
resources through disconnected channels and relationships. This approach leads to
higher costs, slower engagement, increased regulatory risk and business delays.

Universal MSP: A Practical Path to Transformation

An advanced managed service provider (MSP) like Allegis Global Solutions (AGS)
bridges the siloes of workforce engagement by managing distributed resources,
channels of activity and costs through a single program. The result is a clear view of
worker supply and demand, consistent spend and cost savings, improved
responsiveness and control over compliance risks.

AGS takes MSP to a new level, applying a powerful combination of custom technology
and proven processes, with expert workforce- advisors at the center of each program.
For large, complex enterprise organizations, as well as small and mid-market
companies, a right-sized MSP strategy delivers impact that lasts. Companies achieve
an extended workforce capability that delivers on today’s demands while driving the
transformation needed to succeed in a new world of work.

Boost Access to Talent

Get the most out of your supplier network. Our direct sourcing capability expands your
options for engaging workers in select roles, and a robust technology footprint connects
you to all sourcing channels – quickly and effectively.

Improve Visibility

Compare data from multiple sources. Benchmark and track supplier performance and
make informed decisions about costs. Ease of use and access to the right data supports
informed decisions for a best-fit, right-cost strategy – all in one view through our
Acumen Workforce Intelligence® platform.

Enhance Compliance

Stay ahead of the complex regulatory landscape. AGS provides the expertise and
advisory partnership you seek to address worker classification, data protection and
privacy, and evolving employment law developments.

Control Costs
Apply a consistent cost structure across your external workforce supply chain. Our data
platform and proven management process deliver the right resources, at the right rates
for the right results, giving you every advantage to engage your extended workforce.

Recruitment Process Outsourcing (RPO)

Maximize your hiring manager and candidate experience with our flexible RPO
solutions.

Flexible Solutions for Your Permanent Workforce

The global leader in RPO. No matter the industry, market or size of your organization,
the people working within your business make the difference. The quality of your
strategic talent acquisition and management translates into competitive advantage and
delivers a positive, financial impact to your bottom line.

We are proud to have been named a Leader and Star Performer in the Everest Group
Peak Matrix ™ for Recruitment Process Outsourcing (RPO) from 2016 to 2020.

All key stakeholders in the TA function benefit from a superior experience with
AGS:

Talent Acquisition, HR and C-Suite Leaders

Gain performance, trust, lower costs, a more agile workforce, ability to lead through
ambiguity, real time insights and unrelenting innovation.

Candidates
Receive an immediate personalized experience on their terms and careers that support
their dreams and aspirations.

Hiring Managers
Receive consultation, responsiveness and talent that makes an immediate, lasting and
measurable impact to their teams, projects and company.

Global Reach
We deliver services to approximately 60+ countries in multiple languages. Depending
on the optimal solution we deliver through a combination onsite services, over 400
offices globally and our global network of Recruitment Delivery Centers.

With operations in the Americas, EMEA, and APAC, our RPO solutions meet the ever-
changing, complex, global demands of your business.
Key Services
Depending on your needs, our strategic RPO solutions and delivery options can include
some or all of these services:

 Talent Acquisition Strategy Development

 Sourcing Talent Mapping
 Screening Assessments (Pre-placement verification)
 Selection
 Program Performance Tracking and Reporting
 Internal Candidate Management
 Digital Recruiting and Social Media Strategy
 Market Intelligence and Analytics
 Technology Solutions
 Requisition Management
 Candidate Pipeline Development
 Testing
 Interviewing
 Onboarding
 External Recruitment
 Employee Referral Programmes
 Employer Branding
 Vendor Management
 Hiring Manager Training

Procurement Solutions
The procurement of services represents nearly 60% of business purchases today. Gain
greater visibility into this significant portion of enterprise spend and realize new
opportunities to improve services performance, control costs, reduce risk and boost
agility.

Elevate Services Procurement for Cost and Performance Advantages

Procurement leaders face continued pressure to deliver strategic value. Statement of
work (SOW)-based engagements and outsourced services provide a rich opportunity to
drive impact by optimizing the costs and processes associated with outsourced services
vital to business success.

Allegis Global Solutions (AGS) provides focused expertise supported by AI-driven

technology to help transform your services procurement strategy. Our data-driven
approach puts the focus on enabling better buying decisions. And our proven
processes, technology and support improve the services engagement experience for
your organization. Whether identifying the most appropriate route to market based on
supplier capabilities, determining the most viable cost for the engagement, or
accelerating the RFP process and tracking service performance — we help you gain
new advantages over the traditional source-to-pay process.

Reduce the Burden of Contract Management

Services contracts involve many variables, such as the type of work involved, the mode
of execution and the budget. AGS Procurement Solutions help you achieve consistent
results and free stakeholders from much of the work associated with engaging on SOW.

Realize a Consistent Services Strategy

Bring all services into one program with clear expectations for timing and quality across
all engagements. AGS applies decades of experience in managing services to help you
set the right goals and track performance to maximize timeliness and impact, while
ensuring the needed value is achieved.

Boost Visibility for Cost-Effective Decisions

Track all services providers and activity through a single view with our Acumen
Workforce Intelligence® platform. From avoiding paying rates or fees above the market
norm, to identifying scope-creep and performance issues, AGS helps you reveal and act
on opportunities to control and reduce costs.

Increase Compliance
Whereas lack of visibility into services contracts can raise risk, bringing services into a
single view can maximize compliance. Plus, our custom AI-driven contract analytics
service, DocuSiftSM, automates high-volume data extraction and analysis for accurate
insight into contracting and misclassification risks.

Total Workforce Solution

A future-ready approach to your workforce using one single ecosystem allowing for
strategic talent delivery.

In today's world of work, freelancers are expected to make up 50% of the workforce.
Additionally, highly-skilled and niche talent, continue to be highly desired and hard to
secure for full-time roles. This will result in companies shifting to a freelance or gig
opportunity mindset in order to get work done. As economic, demographic, workforce
acquisition and technology continue to evolve, it’s more important than ever for
organizations to reevaluate and revamp their approach to their workforce.
Total Workforce Acquisition is a future-ready approach to accessing talent that will
provide greater alignment of an organization’s workforce strategy to their overall
business strategy.

We believe our staffing and recruitment professionals have an obligation to act as talent
advisors to our clients – not to just be requisition fillers. Our talent advisors understand
our clients’ business objectives and the best path to achieving them. By aligning to the
ultimate business goals, we can recommend to our clients the right channels to get that
work done based on data-driven and fact-based decisions. Focusing on the workforce
as a whole rather than in several different parts, gives organizations the benefit of
access to the entire talent spectrum to reach your goals.
Through our total workforce solutions, we help our clients with the following:
 Consolidation of data across the permanent, contingent, freelance and SOW
workforce.
 Visibility into all sourcing channels, metrics and labor pools that influence talent
planning decisions.
 Greater leverage of employer branding, company sourcing channels and
technology utilized enterprise-wide.
 Ability to re-allocate and retain key workers.
 A single source of advisement and accountability across the entire worker
population.

Technology

Gain Instant Insight into Your Performance

Allegis Global Solutions (AGS) is changing the way our clients
interpret and utilize data to influence contingent workforce
decisions. AGS has developed ACUMEN — our proprietary
workforce intelligence tool that provides our clients with a
powerful analytics platform to measure program success, and
identify opportunities to maximize the potential of their non-
employee workforce.

AGS has compiled one of the largest databases of contingent and services procurement
data in the industry. Leveraging data from our extensive portfolio of clients, coupled with
our 15-year history in the industry, the power of our workforce analytics is unmatched.
Rigorous data normalization and cleansing of data allows users to easily benchmark
their own programs using a variety of dynamic filters, including program size, industry,
labor category or geography. Additionally, ACUMEN's pre-built metrics and self-service
component allows users to quickly and easily filter data that is presented in a series of
visuals that are consumable and easily interpreted by a variety of audiences. No matter
what your role, ACUMEN will provide you with the data and analytics to support your
toughest workforce decisions.

Maximize Business Opportunity

When strategy and technology align, positive outcomes accelerate. How do you bring
the HR technology to bear that enables every stakeholder to be part of your success
story? Expertise, relationships and an integrated best-in-breed technology stack provide
the answer. As part of Allegis Group, the global leader in talent solutions, AGS is
continuously innovating and investing in HR technologies that advance our industry.
That means we can power your ability to move faster and smarter—and improve the
work experience for all.

Expand Your Candidate Pool

Mitigating bias and engaging with historically underrepresented populations is critical to
driving diversity, equality and inclusion within an organization. Take advantage of our
relationships to digitally target and engage with the talent skill sets you seek.

Execute More Intelligently

Organize and acquire talent intelligently with QuantumWork, a cloud-based technology
platform that empowers you to hire better and faster.

Experience Cutting-Edge Talent Tech

Don’t be stuck with the status quo. We’re continuously investing in new capabilities like
intelligent automation and machine learning. Leveraging flexible technologies that
evolve to meet new demands, our approach to innovation helps companies stay in front
of the ever-evolving digital landscape.

Earn a Greater Return on Tech Investment

Tools alone will not accomplish goals; they need to be implemented well to work for
your business, aligned to strategy and accompanied with the right processes and teams
to support them. Our decades of expertise, continuous investment in innovation and
curated partnerships ensure increased adoption to drive a true ROI for your business.

Allegis Global Solutions: Leveraging Technology for Recruitment in a COVID-19

World
My initial research into Impact of COVID-19 on Recruitment Services: Vendor
Perspective (March 2020) highlighted several stand-out dilemmas that client
organizations face. Notably, some organizations need to continue hiring and the only
way to do so is by embracing technology (sometimes reluctantly), enabling them to
carry out recruitment steps remotely. Also, some sectors were ramping up hiring (in an
already-tight labor market), while other industries had ceased all hiring activity for the
immediate term. Without the appropriate technology in place, how would organizations
needing to furlough workers, and end contingent worker contracts in the short-term, be
able to rehire them later?

I recently spoke to Cory Hansen, VP of MSP Operations at Allegis Global Solutions, to

establish how they have been helping organizations navigate the COVID-19 pandemic. I
was keen to focus on their expanded (via acquisition) healthcare vertical (representing
20% of their MSP clients), the cyclical nature of demand for hiring support of contingent
workers in the sector, and their use of technology to track those workers.

Allegis Global Solutions’ initial approach

Following initial focus on preserving employee health and safety, enabling its
employees to work from home, then supporting its clients to do so too (by setting up its
MSP COVID-19 taskforce), there was a wave of MSP clients that needed to either
ramp-up or reduce their workers with immediate effect.

Within 12 hours, Allegis Global Solutions had set up a COVID-19 Operational Demand
Center (with a Leader, a Recruitment Manager, a Supplier Manager, and three
specialist recruiters) to control all the different client demands centrally. Being able to
holistically see all recruiters and manage their movement, from program teams seeing
declining recruitment to program teams seeing recruitment surges, was essential. More
importantly, Allegis Global Solutions needed a grip on the movement of all contingent
workers (whether those of their existing clients or new organizations reaching out for the
first time for COVID-19 support).

Healthcare sector focus

The Healthcare vertical, with three clusters of clients with hiring needs at different times
throughout the pandemic, would add another layer of complexity. Life Sciences
(including Medical Devices, Pharmaceuticals, etc.) were ramping up hiring from the get-
go. One client, manufacturing items to combat COVID-19, required an additional 250
resources, which Allegis Global Solutions delivered within three weeks, leveraging their
existing supply chain. Another client needed to reach a target of delivering 100,000
medical devices to hospitals, requiring 100s of extra staff to manufacture those devices.
Also, clinical clients were ramping up, but with the complexity of worker reassignment.
Allegis Global Solutions uses its proprietary platform to keep track of the workers.
Information stored comprises key details of the worker; the supplier representing them;
the manager they report/reported to; the client they are/were deployed with; and the
original requisition number. This enables Allegis Global Solutions to successfully
reassign workers to new jobs and track their location so they can be hired for a new
assignment or rehired in their original position, should circumstances allow.

One client, providing occupational health services, was adapting its services to support
the COVID-19 pandemic (temperature screening, nurse provision, etc.), requiring
tracking of their redeployments. Similarly, hospital network workers were being
redeployed from areas (such as elective surgery, where demand has slumped) to ICU,
which was desperate for additional resources.

Allegis Global Solutions’ proprietary technology proved its worth when it was asked by a
State Governor’s office to stand up a hiring solution within 24 hours. The solution
required 1000s of clinicians to be on the front line to save lives at existing and
temporary hospital sites, as well as to skill nursing facilities throughout the State.
Twelve hours later there was a verbal agreement in place to deliver MSP-type services
for them (normally a 12-month engagement cycle) and deploy technology (a four-to-six-
week process, usually). The project was to supply talent and create an outreach web
portal for talent (possessing medical skillsets). The program could potentially have
needed 12-15K extra hires as a worst-case scenario. Further complexity has come from
the need to interface with and source talent from several existing hospital networks,
which would normally be competing with each other. To date, there have been over
1000 clinicians hired and dozens of individuals reassigned from other jobs.

Allegis Global Solutions has been leveraging its ACUMEN Business Intelligence
technology, too, where at the presentation layer, it can get access to as much data as it
needs to see what is happening in real-time. It keeps track of all clients, what jobs are
open, and what jobs have been cancelled. Also, it identifies where there is a surplus of
workers who can be redeployed to another client with a spike in demand. It has been a
useful repository of pay data, too. The already severe clinical staffing shortage has been
exacerbated with COVID-19, as clinical workers have demanded a 30%-100%
pandemic/ quarantine premium in addition to their basic pay to consider a temporary
role. This data set from the pandemic will be invaluable for the future if similar events
happen again.

Looking ahead

As per the NelsonHall March 2020 research, Allegis Global Solutions is one vendor
advising its healthcare clients (especially frontline clinical workers) on the quickest way
to leverage technology to aid remote hiring, especially for virtual interviewing (where
face-to-face interviewing has been the norm), timely background
screening/credentialing (including drug testing), and the virtual onboarding of workers.
Allegis Global Solutions has helped clients to prioritize the components, from the most
important to the least important, making concessions allowing contingent workers to
start work, with checks following on later than would otherwise be permitted.

Into Q3 and beyond, essentially a lag of several months, the healthcare payer providers
will see an uptick in work, resulting in a surge in demand for extra staff from Allegis
Global Solutions, as end customers will make claims, require preventative testing, and
the window for open enrollment looms (with expectations of enrollments being higher
than ever before). This activity may be post-clinical ramp-up or sit alongside (depending
on how long the COVID-19 pandemic remains at a “requiring social distancing” level). It
will, however, add further data/tracking insights into the impact of the COVID-19
pandemic via its proprietary platform and ACUMEN. When the pandemic is over, it will
be interesting to see the patterns of reassignment and rehire of workers throughout the
period.

Conclusion

For me, what the COVID-19 pandemic has highlighted is that organizations have left
themselves exposed through their slow uptake of digital transformation (especially in the
recruitment space). On a positive note, it has made everyone aware of the importance
of technology in their daily lives (and how it has enabled organizations to have some
level of business continuity). It has forced organizations to embrace digital
transformation at an initial break-neck speed, such that there is now no turning back.
The Allegis Global Solutions case study highlights that organizations cannot embrace
digital transformation/ recruitment transformation single-handedly. Organizations must
seek out a suitable partner who can guide them on their transformation journey.

Allegis Global Solutions Launches ACUMEN a Workforce Intelligence Platform

Allegis Global Solutions (AGS), a leading provider of global Recruitment Process

Outsourcing (RPO) and Managed Services Programs (MSP), announced today the
launch of ACUMEN Workforce Intelligence, a next generation business intelligence
platform.

HANOVER, MARYLAND (PRWEB) JUNE 14, 2016

ACUMEN, developed and managed by AGS, is an interactive enterprise workforce

intelligence platform designed to provide our clients, suppliers, and program leaders
with the ability to monitor key performance indicators. The Program Performance Portal
utilizes several distinct dashboards (Executive Overview, Spend, Assignments, Activity,
Quality, Cost, Speed, and Supplier Comparison) to give meaningful insights into data,
trends, and program health.

Chad Lane, President of Allegis Global Solutions, said; “This workforce intelligence
platform will change the way our clients and AGS teams conduct business and provide
data-based recommendations to help organizations grow. The ACUMEN platform is
globally-focused and will provide performance benchmarking, backed by 30-years of
staffing experience and 20-years of MSP experience.”

The Portal provides workforce management stakeholders with a firm hand on Program
performance, by helping to answer the following questions:

1) How is my program performing?

2) How is my program performing compared to other AGS programs?

3) What should the program do next?

The benefits provided by ACUMEN include:

  Comparative Analytics - Compare performance against other programs and
assess trends
 Performance Benchmarking - Make smarter decisions by benchmarking
performance by geographic region, labor category, industry, program size and
more
 Daily Data Refresh - Access to the industry’s most current information
 AGS Way Measures - Every metric calculation is backed by our substantial
industry experience and knowledge
 Data Quality Focus - Rigorous testing and daily validation processes assure data
quality

By meticulously managing data quality and creating accountability, AGS created an
innovative platform in which many of the world’s leading names already rely upon. Data
is safeguarded with state of the art technology via a secure third-party hosted
infrastructure, frequent penetration, and vulnerability scans performed to ensure data
security.

About Allegis Global Solutions

Allegis Global Solutions, a subsidiary of Allegis Group, transforms how businesses

acquire talent, with a culture that is passionate about great talent, delivering innovative,
client-focused solutions in markets across the globe.

For more information, contact:

Adam Streets
Head of Global Marketing
Tel: (410) 694 5057
astreets(at)allegisglobalsolutions.com

Allegis Global Solutions Partners with Brightfield to Transform Extended

Workforce Management

HANOVER, Md., and WASHINGTON, June 8, 2021 /PRNewswire/ -- Allegis Global

Solutions (AGS), the leading provider of global workforce solutions, today announced a
strategic partnership with Brightfield, the trusted provider of global extended workforce
intelligence software. Together, the partnership sets a new standard in high-
performance extended workforce management for forward-thinking enterprises to
optimize performance and spend across the entirety of their contract labor and services
category.

The high-touch/high-tech partnership addresses pressing workforce and business

challenges companies face today, future-proofing them with actionable intelligence and
prescriptive advice through:

 Unparalleled transparency into extended workforce operations and economics for

dramatically improved data-driven decision-making
 Cutting-edge automation that uses machine learning and artificial intelligence to
simplify and speed sourcing
 Continuous cost savings to drive operational efficiency and to free funds for
critical growth investments
 Operational agility to adjust supply strategies in real-time, based on the fast-
emerging opportunities and changing business objectives of modern work

AGS is Brightfield's first Platinum MSP Partner and will be the first to have its workforce
business partners become certified on Brightfield's TDX platform. AGS and Brightfield
will go to market together to existing and prospective customers.

"AGS is committed to providing full-service workforce solutions turbocharged by market

intelligence and automation," said AGS' Senior Vice President of Global Operations
Steve Schumacher. "Becoming Brightfield's Platinum Partner enables us to apply the
most powerful source for digitizing extended workforce management processes
available today, increasing the speed and scale of our impact on customers' critical
business outcomes."
"Through this partnership, we are delivering the world's only technology platform for
digitizing management of the labor supply chain through the hands-on guidance of a
market-leading industry expert," added Brightfield's CEO Jesse Levin. "The future of
work has arrived, and by aligning the delivery of these two companies' world-class
capabilities—unmatched anywhere else in the industry—we enable customers
everywhere to unlock the potential of the extended workforce."

Brightfield and AGS have a long history of collaboration in the advancement of analytics
to support managed service provider and procurement solutions customers. This new
partnership extends their collaboration across the full terrain of labor solutions spanning
the contingent, consulting and gig workforces.

To request more information about the partnership, go to

https://learn.allegisglobalsolutions.com/brightfield.

About Allegis Global Solutions

Allegis Global Solutions (AGS) is the leading provider of workforce solutions. We know
what it takes to design, build and execute strategies that align workforce capabilities
with the agility require to stay ahead of what's next. Blending decades of experience,
continuous innovation and cutting-edge market and business intelligence, we lead
companies through a transformative journey to rethink the way work gets done. Learn
more at https://www.allegisglobalsolutions.com/.

About Brightfield

Brightfield's TDX platform automates the design of modern work: the right team from the
right source at the right price. Powered by the world's largest proprietary employer data
network, over 400 billion dollars of real-time transaction data and cutting-edge data
science and AI technology, TDX ingests your data about work, suppliers, contracts, and
people, and analyzes and translates it into prescriptive recommendations for optimal
contract labor decisions in every area of your business. To learn more, visit
brightfield.com.

CONTACT:

Julie McClure
410-694-5215
jmcclure@allegisglobalsolutions.com

SOURCE Allegis Global Solutions

PeopleScout

PeopleScout was founded more than 25 years ago with a pioneering spirit and lofty
objective: to navigate the changing talent landscape and create positive business
impact for our clients through the delivery of innovative talent solutions.

Every solution emerges from a need. While our clients’ evolving needs are as unique as
their business, they share one basic goal: to build a workforce with the best talent, now
and in the future. At PeopleScout, we get that.

Today, PeopleScout is the world’s largest RPO provider, offering solutions that span
more than 70 countries, with end-to-end MSP capabilities that support Total Workforce
needs. With our scale, comes insight driven by data gleaned though the engagement of
millions of candidates and contingent associates every year. As a strategic partner,
PeopleScout provides the people, process and technology that our clients need to
succeed in today’s talent landscape.

For talent acquisition and workforce management leaders seeking straight talk and
proactive solutions for today into tomorrow, PeopleScout offers the scale and expertise
to handle complex talent programs like no other firm in the world. We stay on top of the
trends and technology advancements that affect our clients’ ability to acquire the talent
they need. Our thousands of forward-looking talent professionals consistently deliver
now, as we anticipate what’s next.

GLOBAL REACH FOR THE BEST LOCAL TALENT

Leveraging the power of data gleaned from engaging millions of candidates and
contingent associates every year, PeopleScout enhances talent intelligence for clients
across more than 70 countries with headquarters in Chicago, Sydney and London and
global delivery centers in Bristol, Toronto, Montreal, Krakow, Gurgaon and Bangalore.

A NATIONALLY RECOGNIZED EMPLOYER OF CHOICE

PeopleScout is proud to be listed as a 2021 Top Workplace. This recognition
strengthens our resolve to give our employees a voice, redouble our employee
engagement efforts, and build a culture where everyone can advance and thrive. At
PeopleScout, we value our people and amplify talents. Plus, we know what it takes to
build a strong employer brand and an incredible culture—giving us a competitive edge
when providing talent advisory solutions for our clients.
TRUEBLUE COMPLETES ACQUISITION OF SEATON
TrueBlue, Inc. announced today that it has completed its previously announced
acquisition of Seaton Corp., including its PeopleScout, Staff Management | SMX, HRX
and StudentScout service lines.

“We are pleased to have these respected and industry-leading brands join TrueBlue
along with their talented employees,” TrueBlue CEO Steve Cooper said. “We can now
offer a broader range of specialized solutions to help clients better manage their
workforce.”

Cooper said TrueBlue will expand many of the centralized practices used by
PeopleScout and Staff Management | SMX to support the company’s strategy to deliver
its staffing services through a smaller branch footprint.

“Our acquisition strategy has always been about building new competencies,” he said.
“The addition of Staff Management | SMX allows us to address the complex needs of
customers with large, industrial workforces. Similarly, just as we’ve helped customers
increase the productivity of their workforces through access to specialized staffing
services, the addition of PeopleScout means customers can now rely on TrueBlue to do
the same for recruiting their full-time workforce.”

The acquisition makes TrueBlue the largest industrial staffing provider in the U.S.,
bringing 2013 pro forma revenue to $2.3 billion.

About TrueBlue:
TrueBlue (NYSE: TBI) is a leading staffing provider that helps over 130,000 businesses
be more productive through easy access to dependable temporary labor. TrueBlue
provides specialized staffing solutions and onsite workforce management to industries
that include construction, manufacturing, transportation, aviation, waste, hospitality,
retail, renewable energy and more. Repeatedly recognized as one of Forbes
Magazine’s “Most Trustworthy Companies” for its accounting and governance practices,
TrueBlue connects approximately 375,000 people to work annually across the U.S.,
Canada and Puerto Rico. Learn more about TrueBlue at www.trueblue.com.

Forward-looking Statements
This document contains “forward-looking statements” within the meaning of the Private
Securities Litigation Reform Act of 1995. Words such as “may,” “will,” “should,”
“expects,” “intends,” “projects,” “plans,” “believes,” “estimates,” “targets,” “anticipates,”
and similar expressions are used to identify these forward-looking statements.
Examples of forward-looking statements include the expected benefits of the acquisition
and any other statement that does not directly relate to any historical or current fact.
Forward-looking statements are based on our current expectations and assumptions,
which may not prove to be accurate. These statements are not guarantees and are
subject to risks, uncertainties, and changes in circumstances that are difficult to predict.
Many factors could cause actual results to differ materially and adversely from these
forward-looking statements. Among these factors are the occurrence of any event,
change or other circumstances that could give rise to risks related to disruption of
management time from ongoing business operations due to the acquisition and failure
to realize the benefits expected from the acquisition. Examples of additional factors can
be found in our most recent filings with the Securities Exchange Commission. Any
forward-looking statement speaks only as of the date on which it is made, and we
assume no obligation to update or revise any forward-looking statement, whether as a
result of new information, future events, or otherwise, except as required by law.

PeopleScout Acquires HQX

PeopleScout acquires HRX, an Australia-based RPO firm, establishing an APAC
headquarters and delivery capabilities in this strategic market.

TRUEBLUE’S PEOPLESCOUT ACQUIRES RPO DIVISION FROM AON HEWITT

CHICAGO — January 11, 2016 — TrueBlue (NYSE:TBI), a global provider of

specialized workforce solutions has, through its PeopleScout RPO (recruitment process
outsourcing) group, acquired the RPO business of Aon Hewitt. This acquisition is a part
of the One Global PeopleScout initiative to further position PeopleScout as the leading
global RPO provider with more than $150 million in annual revenue and 300,000 annual
full-time placements.

TrueBlue and Aon Hewitt also announced that they have established a long-term
relationship to enable a connection between PeopleScout’s market-leading recruiting
services firm and Aon Hewitt’s broader talent solutions in assessment, employee
engagement, and people analytics.

“The need for sophisticated talent solutions is rising and this acquisition enables us to
expand our global delivery capabilities,” said TrueBlue President and COO Patrick
Beharelle. “Combining the strengths of PeopleScout with Aon Hewitt’s RPO solutions
provides a tremendous growth opportunity for PeopleScout and its clients. We are also
very excited about the broader relationship with Aon Hewitt and the incredible talent
they bring to TrueBlue.”

Beharelle said Aon Hewitt’s 650 employees have joined PeopleScout to ensure a
smooth transition and exceptional client service.

“We are proud to have built end-to-end recruiting administration capabilities and to have
established a scalable RPO business with employees in the U.S., Canada, Poland, and
India,“ said Aon Hewitt Chief Executive Officer Kristi Savacool. “PeopleScout has
significant experience in the market and is well-positioned to invest in and build on
these capabilities for the benefit of our clients. We continue to see talent acquisition as
an important part of the talent value chain, and we look forward to working with
PeopleScout to bring a broader set of talent solutions to our clients.”

“PeopleScout has developed decade-long relationships with clients by helping them

solve their most critical talent challenges,” PeopleScout President Taryn Owen said.
“PeopleScout and Aon Hewitt together have strong delivery capabilities and a client
focus that complement one another.”

PeopleScout’s acquisition of Aon Hewitt’s RPO business advances its mission of

solving complex hiring challenges around the globe with a dedicated and customized
delivery model. Aon Hewitt’s RPO business joins the PeopleScout brand and expands
PeopleScout’s solutions and scope. Owen continues to lead the company and the
combined talent from both organizations. The PeopleScout global headquarters remains
in Chicago, Ill., with Asia Pacific headquarters in Sydney, Australia.

About PeopleScout
PeopleScout, a TrueBlue company, is a trusted global recruitment process outsourcing
(RPO) provider offering full-service support in nearly every industry and skill vertical.
PeopleScout helps its clients make tens of thousands of hires annually and improves
quality of hire for companies with exempt and non-exempt hiring needs worldwide.
Headquartered in Chicago, Ill., PeopleScout provides innovative RPO solutions
including enterprise, full cycle, partial cycle and project RPO as well as Recruiter On-
Demand™, a contract solution designed by PeopleScout. PeopleScout is a leader in
customer satisfaction, performance, and innovation. Its Higher Insights™ reporting and
analytics program offers fully customized solutions, and its suite of services also
includes employer branding, mobile optimization, sourcing, interviewing, candidate care,
onboarding, and ATS and CRM/Talent Community. PeopleScout has repeatedly been
honored as an RPO industry leader, including 10 straight years on HRO Today’s RPO
Baker’s Dozen where it was ranked #1 for breadth of service and #2 overall in 2015.

About TrueBlue
TrueBlue (NYSE: TBI) is a leading provider of specialized workforce solutions, helping
clients improve growth and performance by providing staffing, workforce management,
and RPO solutions. The company’s specialized workforce solutions meet clients’ needs
for a reliable, efficient workforce in a wide variety of industries. TrueBlue connects as
many as 750,000 people to work each year. Learn more at www.trueblue.com.

Forward-looking Statements
This document contains “forward-looking statements” within the meaning of the Private
Securities
Litigation Reform Act of 1995. Words such as “may,” “will,” “should,” “expects,”
“intends,” “projects,” “plans,” “believes,” “estimates,” “targets,” “anticipates,” and similar
expressions are used to identify these forward-looking statements. Examples of
forward-looking statements include statements relating to our future financial condition
and operating results, as well as any other statement that does not directly relate to any
historical or current fact. Forward-looking statements are based on our current
expectations and assumptions, which may not prove to be accurate. These statements
are not guarantees and are subject to risks, uncertainties, and changes in
circumstances that are difficult to predict. Many factors could cause actual results to
differ materially and adversely from these forward-looking statements. Examples of
such factors can be found in our reports filed with the SEC, including the information
under the heading ‘Risk Factors’ in our Annual Report on Form 10-K for the fiscal year
ended Dec. 26, 2014. Any forward-looking statement speaks only as of the date on
which it is made, and we assume no obligation to update or revise any forward-looking
statement, whether as a result of new information, future events, or otherwise, except
as required by law.

Contact:
Derrek Gafford, EVP & CFO
253-680-8214

PEOPLESCOUT ADDS MANAGED SERVICE PROVIDER SOLUTIONS TO ITS

SUITE OF TALENT SERVICES

Holistic Approach Engages and Leverages Talent in One Integrated Environment

CHICAGO — February 2, 2017 — PeopleScout, a TrueBlue company and global
provider of Recruitment Process Outsourcing (RPO), announced it has added Managed
Service Provider (MSP) solutions to its suite of talent services. PeopleScout’s MSP
solutions provide end-to-end workforce and vendor management for high-volume users
of contingent labor and tailored, unbundled solutions for small- to mid-sized users. With
this addition, PeopleScout expands its ability to help clients engage and leverage talent
enterprise-wide in one environment with Total Workforce Solutions.

PeopleScout President Taryn Owen said the company has completed the process of
moving MSP services to PeopleScout from sister company Staff Management | SMX,
which successfully offered these capabilities to clients since 2005. In that time, Staff
Management | SMX became a recognized leader in the MSP industry and earned a
place on the elite HRO Today’s annual Baker’s Dozen list of top MSP providers for
seven consecutive years, since the inception of the rankings in 2010. The entire MSP
team transitioned to PeopleScout, ensuring no interruption in operations, service
delivery or client relationships.

PeopleScout’s enhanced service offering will help clients drive increasing value and
innovation for their talent acquisition programs while solving complex talent-related
challenges.

Comprehensive Talent Acquisition Program: Leveraging RPO and MSP in one

integrated total workforce environment enables informed decision making cross-
enterprise, drives worker quality and retention, and reduces costs and risks.

Competitive Advantage: The adoption of blended RPO and MSP solutions will address
drivers from the changing world of work including globalization, talent scarcity, growth of
the contingent workforce, and technological advances.

“I am extremely pleased to bring MSP services to the PeopleScout brand and offer our
clients a holistic approach to attracting and managing their permanent and contingent
workforce,” Owen said. “Our clients, many of whom have asked us to bring RPO and
MSP together, will appreciate the integrated planning capabilities we’re now able to
offer. They will also benefit from the added value and reduced risk PeopleScout can
now bring to their recruitment programs.”

About PeopleScout
PeopleScout, a TrueBlue company, is a Total Workforce Solution provider trusted by
businesses in North America and around the world for Recruitment Process
Outsourcing (RPO), Managed Service Provider (MSP) and blended solutions.
PeopleScout consults with clients to solve complex hiring challenges and achieve their
growth and revenue goals. PeopleScout provides cost-effective delivery of scalable,
integrated and highly customized staffing solutions to more than 70 countries worldwide,
with offices in Chicago, Charlotte, Sydney, Krakow, Gurgaon, Beijing, Toronto and
Montreal. PeopleScout is a recognized leader in innovative talent management
solutions, repeatedly honored as an RPO and MSP industry leader. PeopleScout has
been named to HRO Today’s RPO Baker’s Dozen for 10 straight years, named a
“Leader” on Everest Group’s 2016 PEAK Matrix™ of RPO providers and ranked as a
“Leader” on NelsonHall’s RPO vendor assessment. The company has also been named
a leading MSP service provider on HRO Today’s MSP Baker’s Dozen since 2010.
PeopleScout and its parent company TrueBlue are members of the Staffing Industry
Analysts’ Global 100. Learn more at www.peoplescout.com.

About Staff Management | SMX

Staff Management | SMX, a TrueBlue company, is a recognized leader in innovative
workforce management solutions that provide best talent, drive compliance, deliver
tangible savings, and yield sustainable value. As part of TrueBlue, Staff Management |
SMX is the largest industrial staffing provider in the U.S. and is part of the Staffing
Industry Analysts’ list of largest global staffing providers. Learn more at
www.staffmanagement.com.

About TrueBlue
TrueBlue (NYSE: TBI) is a leading provider of specialized workforce solutions that help
clients create growth, improve efficiency and increase reliability. TrueBlue connects
over 800,000 people and work annually to clients in a wide variety of industries through
its staffing, on-site workforce management and recruitment process outsourcing
services. Learn more at www.trueblue.com.

PeopleScout Press Contact

Caroline Sabetti
V.P., Global Marketing and Communications
312-560-9173

PEOPLESCOUT INTRODUCES AFFINIX™ – EMPOWERING FASTER

CONNECTION WITH THE BEST TALENT THROUGH TECHNOLOGY

Affinix™ Leverages Artificial Intelligence, Recruitment Marketing, Machine Learning

and Predictive Analytics with One Point ATS and VMS Integration for Total Workforce
Visibility
Chicago – November 8, 2017 – PeopleScout today released Affinix™, a proprietary
technology solution designed to help its clients connect with the best talent faster
through a candidate experience that mimics the simplicity and usability of the best
consumer websites.

Affinix is a mobile-first, cloud-based platform that creates a consumer-like candidate

experience and streamlines the sourcing process. Embedded within PeopleScout’s
talent solutions, Affinix delivers speed and scalability while leveraging artificial
intelligence, recruitment marketing, machine learning, predictive analytics and other
emerging technologies with one point ATS and VMS integration and single sign-on.

“With Affinix, we enhance our ability to provide our clients with the edge in the people
business by delivering the personalized and engaging experience that today’s
candidates expect,” said Taryn Owen, PeopleScout’s president. “Affinix balances
human expertise and automation, enabling PeopleScout to enhance talent intelligence
by better leveraging the power of data gleaned from engaging millions of candidates
and contingent associates every year.”

Affinix simplifies the fragmented talent acquisition technology ecosystem by deploying

best-in-class technology to create a seamless experience for both the candidate and
hiring manager. Built on Amazon Web Services (AWS) Cloud infrastructure for
stability, scalability and security and engineered for flexibility and future enhancement –
Affinix integrates with ATS and VMS technology to support compliance and provide
insights across a client’s total workforce.

Affinix boasts powerful capabilities including:

Artificial intelligence and other emerging technologies that extend across the platform,
streamlining the sourcing and screening process and identifying the top talent quickly.
Affinix sources strong passive and active candidates within seconds of an open job
requisition.

Digital and social recruitment marketing to reach candidates where they are and
enhance an organization’s employer brand through customized ads, optimized job
descriptions, personalized landing pages, career portals and more. Recruitment
marketing elevates job postings with robust content and campaign management.

A mobile-first application process designed to mimic the simplicity and usability of the
best consumer websites. The platform is mobile-first for both the candidate and the
hiring manager, ensuring engagement from any device at any time throughout the
application, scheduling and screening process.

Video interviews and digital assessments that cut days off the hiring process by using
data analytics and machine learning to identify and rank the best candidates. This
simplifies the screening process, allowing PeopleScout to share top candidates with
hiring managers faster.

Predictive analytics and machine learning extend across the hiring process to enable
PeopleScout to better understand top talent behaviors and predict factors such as
cultural fit, willingness to change companies and future tenure potential. Over time, this
improves hiring speed and accuracy by more quickly identifying, screening and
assessing top talent.

“To keep our clients ahead of shifts in the talent landscape, PeopleScout is making
significant investments in our proprietary technology as well as in our people and global
delivery capabilities,” said Owen. “We’ve opened five global delivery centers in the last
18 months, are investing in key creative, analytical and technical resources and are
committed to an aggressive Affinix roadmap to drive ongoing innovation to further our
leadership position in the talent acquisition space.”

About PeopleScout
PeopleScout, a TrueBlue company, is the world’s largest RPO provider managing talent
solutions that span the global economy, with end-to-end MSP capabilities supporting
total workforce needs. PeopleScout boasts 98 percent client retention managing the
most complex programs in the industry. The company’s thousands of forward-looking
talent professionals provide clients with the edge in the people business by consistently
delivering now while anticipating what’s next. Affinix™, PeopleScout’s proprietary talent
acquisition platform, empowers faster engagement with the best talent through an AI-
driven, consumer-like candidate experience with one point ATS and VMS integration
and single sign-on. Leveraging the power of data gleaned from engaging millions of
candidates and contingent associates every year, PeopleScout enhances talent
intelligence for clients across more than 70 countries with headquarters in Chicago and
Sydney and global delivery centers in Charlotte, Toronto, Montreal, Krakow, Gurgaon
and Bangalore. For more information please visit www.peoplescout.com.

Press Contact
Caroline Sabetti
Global VP of Marketing and Communications
312-560-9173
TRUEBLUE ACQUIRES TMP HOLDINGS LTD – STRENGTHENING
PEOPLESCOUT’S GLOBAL RPO AND TALENT ADVISORY CAPABILITIES

Acquisition expands PeopleScout’s EMEA client base, team and operations

Chicago – June 13, 2018 – TrueBlue (NYSE:TBI), a global provider of specialized

workforce solutions, has, through its PeopleScout Recruitment Process Outsourcing
(RPO) segment, acquired TMP Holdings LTD (“TMP”) which operates in the United
Kingdom under the brand name TMP Worldwide. TMP is an award-winning provider of
employer branding and recruitment marketing solutions with a portfolio of marquee RPO
clients.

The acquisition achieves two primary objectives. First, it expands PeopleScout’s global
RPO capabilities and EMEA client base, team and operations. Second, the acquisition
creates a powerful talent advisory offering for PeopleScout’s global client base
comprised of a broad array of services, including employer branding, recruitment
marketing, assessment services and talent acquisition strategy.

TMP’s London headquarters will serve as PeopleScout’s EMEA headquarters, joining

its worldwide headquarters in Chicago and APAC headquarters in Sydney. TMP’s
Bristol delivery center will join PeopleScout’s global delivery center network which
supports clients in more than 70 countries.

“With TMP, we significantly strengthen our RPO footprint and delivery capabilities in
EMEA – deepening our expertise in this strategic market,” said PeopleScout President
Taryn Owen, who will continue to lead the organization. “Additionally, the TMP team
infuses PeopleScout with decades of experience in recruitment marketing and talent
acquisition strategy, better enabling our clients to connect with the talent they need now
and in the future.”

Andrew Wilkinson, TMP CEO, will join the PeopleScout Executive Leadership Team as
Group Managing Director of EMEA. The London and Bristol locations will continue to
support TMP’s current clients, a portfolio that spans the global economy.

“Joining PeopleScout significantly enhances our RPO offering with expanded talent
solutions, global delivery capabilities, powerful technology, deeper talent intelligence
and thought leadership,” said Wilkinson. “We are excited to join PeopleScout’s
thousands of forward-looking talent professionals and strong company culture, and we
share their commitment to delivering exceptional service for both candidates and
clients.”
TMP RPO clients will benefit from PeopleScout’s award-winning Affinix™ talent
technology, unparalleled large-deal delivery experience, deep vertical expertise, global
footprint and the full range of talent solutions provided by PeopleScout. TMP will
continue its specialized focus on talent attraction solutions in the UK while accelerating
its ability to deliver the most innovative solutions in the marketplace with PeopleScout’s
suite of solutions.

About PeopleScout
PeopleScout, a TrueBlue company, is the world’s largest RPO provider managing talent
solutions that span the global economy, with end-to-end MSP capabilities supporting
total workforce needs. PeopleScout boasts 98 percent client retention managing the
most complex programs in the industry. The company’s thousands of forward-looking
talent professionals provide clients with the edge in the people business by consistently
delivering now while anticipating what’s next. Affinix™, PeopleScout’s proprietary talent
acquisition platform, empowers faster engagement with the best talent through an AI-
driven, consumer-like candidate experience with one-point ATS and VMS integration
and single sign-on. Leveraging the power of data gleaned from engaging millions of
candidates and contingent associates every year, PeopleScout enhances talent
intelligence for clients across more than 70 countries with headquarters in Chicago,
Sydney and London and global delivery centers in Charlotte, Toronto, Montreal, Bristol,
Krakow, Gurgaon and Bangalore. For more information, please visit
www.peoplescout.com.

About TMP Holdings LTD

TMP Holdings LTD* is a leading independent RPO, resourcing and recruitment
marketing company providing talent solutions to organizations in the commercial and
government sectors in the UK under its TMP Worldwide and Yocto brands. An award-
winning business, TMP is recognized as a specialist in employer branding and for
bringing creativity and innovation to its talent solutions. Its Bristol delivery center
handles tens of thousands of candidates annually for TMP’s RPO customers working
alongside a specialist assessment unit to build effective selection tools. The London
communications delivery center provides access to research, insight, media planning,
technology and creative services.
*TMP Holdings LTD is neither owned by, nor otherwise connected with, TMP Worldwide
Advertising & Communications LLC.

Forward-Looking Statements
This document contains forward-looking statements relating to our plans and
expectations, all of which are subject to risks and uncertainties. Such statements are
based on management’s expectations and assumptions as of the date of this release
and involve many risks and uncertainties that could cause actual results to differ
materially from those expressed or implied in our forward-looking statements including:
(1) national and global economic conditions, (2) our ability to successfully complete and
integrate acquisitions, (3) our ability to successfully operate internationally, (4) our ability
to attract and retain customers, (5) our ability to maintain profit margins, (6) new laws
and regulations that could have a material effect on our operations or financial results,
(7) our ability to attract sufficient qualified candidates and employees to meet the needs
of our customers, and (8) our ability to successfully execute on new business strategies
and initiatives such as the leveraging of mobile technology. Other information regarding
factors that could affect our results is included in our Securities Exchange Commission
(SEC) filings, including the company’s most recent reports on Forms 10-K and 10-Q,
copies of which may be obtained by visiting our website at www.trueblue.com under the
Investor Relations section or the SEC’s website at www.sec.gov. We assume no
obligation to update or revise any forward-looking statement, whether as a result of new
information, future events, or otherwise, except as required by law. Any other reference
to future financial estimates are included for informational purposes only and subject to
risk factors discussed in our most recent filings with the SEC.

Press Contact:
Caroline Sabetti
Global VP of Marketing and Communications
312-560-9173

PEOPLESCOUT INTRODUCES AWARD-WINNING AFFINIX™ TALENT

TECHNOLOGY AS PART OF ITS SOLUTION OFFERING IN EUROPE TO
EMPOWER FASTER CONNECTIONS WITH THE BEST TALENT

Tech Savvy Yet Human Approach Keeps Clients Ahead of the Curve and Drives
Improved RPO Program Performance

London – September 26, 2019 – PeopleScout today announced that it is introducing

its award-winning AffinixTM technology in Europe to help employers expedite and
simplify the process of acquiring new talent. The power of Affinix will be showcased at
PeopleScout’s exclusive Resourcing 2025 event the evening of 26 September at
London’s world-renowned Science Museum.

Affinix brings leading-edge talent technology to Europe as part of PeopleScout’s

commitment to delivering Next Generation Recruitment Process Outsourcing (RPO).
Designed in response to changes in candidate preferences, skills shortages and digital
disruption, Affinix provides access to the latest tools in one platform for talent
acquisition. Artificial intelligence, machine learning and other emerging technologies
extend across Affinix, streamlining the sourcing, screening and candidate engagement
process to identify the top talent more efficiently.

“We are excited to enable organizations in Europe to enhance their existing talent
technology and propel their talent acquisition capabilities into the future with Affinix,”
said PeopleScout President Taryn Owen. “Affinix creates a superior candidate
experience that mimics the simplicity and usability of the best consumer websites and
allows our clients to make faster connections with the best talent.”

Embedded within PeopleScout’s talent solutions, Affinix delivers speed and scalability
while leveraging artificial intelligence, recruitment marketing, a mobile-first application
process, virtual assessment and scheduling, machine learning, predictive analytics and
other emerging technologies with easy one-point applicant tracking system (ATS) and
vendor management system (VMS) integration. PeopleScout’s Affinix team is constantly
evaluating the competitive talent technology landscape and evolving the company’s
product roadmap to ensure that best-of-breed tools are available as part of the Affinix
platform.

Launched in 2017, Affinix has delivered significant performance improvements to

PeopleScout clients in the Americas and Asia Pacific.

 Artificial intelligence identifies an average of 43 more candidates per requisition

 Percentage of candidates applying on mobile increases nearly three-fold
 Applicant conversion has increased from an average of 30% to 80% with easy
apply features
 Virtual assessment and scheduling reduce time-to-fill by as much as 35%

In 2018, Affinix won the gold award in the “Best Advance in RPO Technology” category
in Brandon Hall Group’s Human Capital Management (HCM) Excellence Awards and
the HRO Today TekTonic Award in the “Candidate Experience” category.

“At PeopleScout, we are proudly different in how we deliver our solutions and in our
Next Generation RPO thinking,” said PeopleScout Executive Leader and Group
Managing Director for Europe and Asia Pacific Andrew Wilkinson. “Introducing Affinix in
Europe is an important milestone in our commitment to changing the rules of RPO to
provide the tailored, tech-enabled solutions required in today’s ever-changing talent
environment.”

The principles of PeopleScout’s Next Generation RPO approach include:

Inspired to Deliver the Best Talent. PeopleScout is inspired to find, engage and
deliver the best talent and to ensure its clients’ employer brand stories are brought to
life at each touchpoint in the candidate lifecycle.

Client First, Not Process First. PeopleScout gets under the skin of what its clients
need to build solutions that start with client objectives, instead of a generic process, and
reflect individual client needs, culture and employer brand.

Nimble, Disciplined and Dynamic. PeopleScout brings a creative point of view and
bold, next generation thinking to help its clients achieve their talent goals, while working
within a framework that provides oversight and controls to minimize risk.

Tech Savvy, Yet Human. PeopleScout provides clients with access to cutting-edge
technology to keep them ahead of the curve without letting it get in the way of the
passionate people who bring PeopleScout solutions to life.

Locally Expert, Globally Capable. PeopleScout combines deep local expertise with
global scale and wide-ranging resources spanning more than 70 countries.

Moving Business Forward, Together. PeopleScout is relentlessly focused on

delivering on its promises while partnering with its clients to move their business forward
and anticipating what’s next.

PeopleScout continues to lead the industry in RPO, MSP and Total Workforce
Solutions. In 2019, PeopleScout was named the No. 1 MSP provider for the third
consecutive year and an Enterprise and Healthcare RPO Leader on HRO Today’s
Baker’s Dozen Customer Satisfaction Ratings. Also in 2019, PeopleScout was named a
Leader and Star Performer in Everest Group’s RPO Services PEAK Matrix™
Assessment and a Leader in all categories on the NelsonHall NEAT vendor evaluation
for RPO. In 2018, PeopleScout was recognized as the No. 2 provider on HRO Today’s
Baker’s Dozen Customer Satisfaction Ratings for Total Workforce Solutions.

To learn more about Affinix and how PeopleScout delivers Next Generation RPO, visit
www.peoplescout.co.uk/technology/.

About PeopleScout

PeopleScout, a TrueBlue company, is the world’s largest RPO provider managing talent
solutions that span the global economy, with end-to-end MSP capabilities supporting
total workforce needs. PeopleScout boasts 98% client retention managing the most
complex programs in the industry. The company’s thousands of forward-looking talent
professionals provide clients with the edge in the people business by consistently
delivering now while anticipating what’s next. Affinix™, PeopleScout’s proprietary talent
acquisition platform, empowers faster engagement with the best talent through an AI-
driven, consumer-like candidate experience with one-point ATS and VMS integration
and single sign-on. Leveraging the power of data gleaned from engaging millions of
candidates and contingent associates every year, PeopleScout enhances talent
intelligence for clients across more than 70 countries with headquarters in Chicago,
Sydney and London and global delivery centers in Charlotte, Toronto, Montreal, Bristol,
Krakow, Gurgaon and Bangalore. For more information about PeopleScout and its Now
to Next brand promise, please visit www.peoplescout.co.uk.

Press Contact

Rachel Harris
PeopleScout Head of Marketing EMEA & APAC
020 7268 9220

PEOPLESCOUT LAUNCHES ITS BEYOND THE EXPECTED™ MANAGED SERVICE

PROVIDER SERVICE APPROACH

Cutting-Edge Technology Blended with Faster, More Specialized Support Raises

the Industry Standard for Managing a Contingent Workforce

Chicago – September 9, 2019 – PeopleScout today launched its Beyond the

Expected™ service approach at the North American CWS Summit in San Diego.
Beyond the Expected challenges the status quo and anticipates buyers’ expectations
with a more specialized, innovative approach to managed service provider (MSP)
solutions.

“All MSP buyers expect a strong process that results in cost reduction and compliance,”
said PeopleScout President Taryn Owen. “Our Beyond the Expected service approach
is designed for those who are looking for something more, with greater specialization,
faster response time and ongoing technology innovation to help our clients build their
contingent workforce with the best talent, now and in the future.”

The launch of PeopleScout’s Beyond the Expected approach is the culmination of a

yearlong reimagining of the company’s MSP practice to better meet the evolving needs
of MSP buyers. MSP usage has continued to grow steadily on the back of rising
demand for contingent labor, with Everest Group estimating contingent spend under
management by MSP providers to be in excess of $140 billion globally. With rising
usage comes rising expectations for MSP partnerships to deliver ongoing program
evolution, produce actionable insights and leverage emerging technology.
Under the leadership of Senior Vice President of Client Delivery Jennifer Torres, who
joined PeopleScout in October 2018, PeopleScout re-structured its delivery organization
into vertically-aligned client teams, increased its commitment to 24/7 concierge-level
support and invested in technology to elevate visibility across the talent ecosystem.
PeopleScout MSP solutions also go beyond the expected cost controls and process
administration typical of standard MSP programs to deliver consultative insight, a
uniquely transparent approach to partnership enabled by technology and enhanced
supplier engagement.

Tenets of the Beyond the Expected service approach include:

GREATER SPECIALIZATION

 PeopleScout client delivery teams immerse themselves in client culture to

become proactive partners and strategic advisors
 Delivery teams are aligned by vertical to enable deeper expertise, better
understanding of specific industry trends and effective sharing of market insights
and best practices
 Client needs are put first, every time

FASTER RESPONSE TIMES

 Communication centralization and visibility through technology improves issue

response time
 24/7 support available for all clients
 Concierge-level service enables superior user experience and PeopleScout’s
ranking as the No. 1 MSP in customer satisfaction on the 2017, 2018 and 2019
HRO Today MSP Baker’s Dozen

IMPROVED TECHNOLOGY STACK

 Increased investment in Affinix™, PeopleScout’s proprietary talent technology

platform, delivers speed and scalability for MSP clients
 Affinix easily integrates with VMS technology to harness the power of data and
analytics
 Affinix enables better visibility across a client’s contingent workforce and other
labor channels for a total workforce view

ENHANCED SUPPLIER ENGAGEMENT

  The PeopleScout supplier management team exclusively focuses on curating a
client dedicated network of partners – from traditional contingent labor to gig,
payroll and independent contractor management suppliers – aligned to specific
talent requirements and on improving supplier experience
 Supplier communications and technology to enable efficient and transparent
engagement, greater understanding of client objectives and improved results
 Proprietary scoring system continuously optimizes performance and rewards
suppliers that deliver the best talent

“We understand that authentic, human connections are what make a great partnership
and we are committed to transparency every step of the way,” said PeopleScout MSP
Client Portfolio Leader Jennifer Torres. “Our client-first Beyond the Expected service
approach ensures our clients’ goals are our top priority. This approach allows our teams
to immerse themselves in our clients’ culture to understand their specific staffing
landscape and the trends that are affecting it, so that they can be consultative guides as
we move towards what’s coming next.”

PeopleScout continues to be a leader in MSP, RPO and Total Workforce Solutions. In

2019, PeopleScout was named the No. 1 MSP provider on HRO Today’s Baker’s Dozen
Customer Satisfaction Ratings for the third consecutive year. Also in 2019, PeopleScout
was named a Leader and Star Performer in Everest Group’s RPO Services PEAK
Matrix™ Assessment. In 2018, PeopleScout was recognized as an Enterprise RPO
Leader on HRO Today’s Baker’s Dozen Customer Satisfaction Ratings and the No. 2
provider on HRO Today’s Baker’s Dozen Customer Satisfaction Ratings for Total
Workforce Solutions. PeopleScout’s talent technology platform, Affinix, won the 2018
HRO Today TekTonic Award in the Candidate Experience category and the gold award
in the Brandon Hall Group’s 2018 Human Capital Management (HCM) Excellence
Awards program.

To learn more about PeopleScout MSP and its Beyond the Expected service approach
visit www.PeopleScout.com/MSP.

About PeopleScout

PeopleScout, a TrueBlue company, is the world’s largest RPO provider managing talent
solutions that span the global economy, with end-to-end MSP capabilities supporting
total workforce needs. PeopleScout boasts 98 percent client retention managing the
most complex programs in the industry. The company’s thousands of forward-looking
talent professionals provide clients with the edge in the people business by consistently
delivering now while anticipating what’s next. Affinix™, PeopleScout’s proprietary talent
acquisition platform, empowers faster engagement with the best talent through an AI-
driven, consumer-like candidate experience with one-point ATS and VMS integration
and single sign-on. Leveraging the power of data gleaned from engaging millions of
candidates and contingent associates every year, PeopleScout enhances talent
intelligence for clients across more than 70 countries with headquarters in Chicago,
Sydney and London and global delivery centers in Charlotte, Toronto, Montreal, Bristol,
Krakow, Gurgaon and Bangalore. For more information please visit
www.peoplescout.com.

Press Contact

Caroline Sabetti

Global VP of Marketing and Communications

312-560-9173

PeopleScout Technology Solutions

WE ARE BUILDING NEXT

What’s next? The next generation of talent technology designed to propel our clients’
talent acquisition capabilities into the future. Affinix is a mobile-first, cloud-based
platform that creates a consumer-like candidate experience and streamlines the
sourcing process.

Embedded within PeopleScout’s talent solutions, Affinix delivers speed and scalability
while leveraging artificial intelligence, recruitment marketing, machine learning,
predictive analytics and other emerging technology with one-point ATS and VMS
integration and single sign-on.

Talent Technology Innovation and Insights Driven By What’s Next

PeopleScout’s commitment to innovation means our Affinix platform evolves and grows
with updates on a quarterly basis. The flexible design of the talent technology allows us
to take advantage of new innovations as they come to market. Our research on the
complex field of talent technology benefits our clients by providing new functionality and
improved productivity. PeopleScout equips our client partners with cutting-edge tools
that bolster their recruitment strategy and workflow.

What’s more, PeopleScout provides reporting tools and data through Affinix Analytics.
The data within this tool includes job seeker analytics and operational metrics to
understand the end-to-end recruitment process. This provides a single source of truth
about your recruitment process to drive data-driven business decisions and optimize the
candidate experience in partnership with PeopleScout.

THE DEMAND FOR AN AI-ENABLED & CONSUMER-LIKE CANDIDATE

EXPERIENCE
THE CROSSROADS OF TALENT & TECHNOLOGY
Affinix brings together artificial intelligence, recruitment marketing, machine learning and
people skills – the total package when it comes to talent sourcing and engagement.
Affinix is continuously evolving to make the end-to-end process seamless for the
candidate. Sourcing, ranking, mobile outreach, video interviews – the list goes on. And
don’t worry — Affinix easily integrates with existing applicant tracking and vendor
management systems.

A Consumer-Like Candidate Experience

With Affinix, PeopleScout brings together best-in-class technology solutions to create a
seamless experience for the candidates, from mobile-first applications to video
interviews.

Connect With the Best Talent Faster

PeopleScout delivers speed and scalability while leveraging Affinix for artificial
intelligence, recruitment marketing, machine learning, predictive analytics and other
emerging technology.

Gain Insights Across Your Total Workforce

Affinix features one-point integration with ATS and VMS technology to support
compliance and provide insights across your total workforce.

AI-Enabled Candidate Sourcing Tools

Affinix AI sourcing is an industry-leading artificial intelligence candidate sourcing tool
that provides quality passive candidates and contact information for every requisition
posted on your behalf, adding value to any client’s hiring process by increasing the
potential applicants for a job. Affinix AI sourcing provides our clients with access to
millions of passive candidates.

Virtual Interview Mangement

Affinix Virtual Interview Management complements your existing hiring process and can
be set up in a matter of days. There are multiple options for virtual interviews that can
be selected based on the candidate audience for each job family, including on-demand
phone interviews, text interviews, video interviews, scheduling tools and automated
candidate advancement tools to dramatically reduce time-to-hire and enhance the
candidate experience.

Affinix ATS
Affinix ATS unlocks the productivity your recruitment team needs. Affinix ATS has the
functionality for recruiters and hiring managers to open requisitions, manage the
candidate selection and interview steps, and automate portions of the workflow. Affinix
ATS manages active candidate tasks and activities as well as supports pipelines of
passive talent, including personalized campaigns and expression of interest pages.

Affinix Analytics
PeopleScout provides reporting tools and data insights through Affinix Analytics. The
data within this tool includes job seeker analytics and operational metrics to understand
the end-to-end recruitment process. This provides a single source of truth about your
recruitment process to drive data-driven business decisions and optimize the candidate
experience in partnership with PeopleScout.

Enhanced CRM
Affinix CRM is an efficient way to communicate with thousands of candidates and
provide enhanced candidate care. It allows our team to strategically align candidates
and create talent pools to optimize the candidate flow. Affinix CRM can also create
talent pools based on geographies, level of interest and types of skills. The CRM
creates the consumer-like candidate experience your employer brand deserves through
custom landing pages and careers sites reinforcing your EVP. It also includes an event
management tool to support specific recruiting goals and strategies.

Quick Apply
Affinix CRM features a Quick Apply process that streamlines the application process
and improves the candidate experience. The mobile-enabled Quick Apply process
expedites candidates using text, digital and video interviewing, reducing time-to-apply,
time-to-offer and time-to-accept while yielding improved fill rates, lower early-stage
turnover and overall cost savings.

Data Privacy & Security

Affinix leverages world-class cloud-based security and encryption to protect client and
candidate data. Our data and physical security align with the latest best practices and
industry standards defined by the Center for Internet Security (CIS) Critical Security
Controls and Level 1 Benchmarks. In addition, Affinix complies with all consumer
privacy regulations including GDPR and CCPA.

Supporting Your Technology Stack

Affinix can work in tandem or with existing talent technologies such as an ATS or an
HRIS through a bi-directional integration in order to create an optimal experience for
candidates, hiring managers, and recruiters. Affinix can receive jobs and send back
applicants or hires, as well as include data from various technologies to provide a full
understanding of the talent lifecycle.
AFFINIX TALENT ACQUISITION TECHNOLOGY PROVIDES A PERSONALIZED
CANDIDATE EXPERIENCE

Personalization
PeopleScout differentiates your employer brand with personalized content throughout
the candidate journey.

Candidate Ranking
Increase recruiter and hiring manager efficiency and quality-of-hire with PeopleScout’s
candidate ranking technology.
BUILD A BETTER PIPELINE WITH PEOPLESCOUT’S RECRUITMENT MARKETING
SOLUTIONS
PeopleScout builds and nurtures quality candidate pipelines with personalized job
recommendations and content catered specifically to them.

AI-Enabled Sourcing
PeopleScout uses Affinix to identify strong passive and active candidates within
seconds of an open job requisition.
Candidate Talent Pools
Affinix builds dynamic content lists that automatically add candidates who match
specific criteria.
Emails That Engage
PeopleScout keeps candidates engaged throughout their journey with personalized
emails and automatic drip campaigns

Predictive Analytics
Analytics extend across Affinix to better understand top talent behaviors and predict
factors such as cultural fit, willingness to change companies, and future tenure potential
to improve hiring speed and accuracy over time.

AFFINIX ANALYTICS DELIVERS POWERFUL INSIGHTS

PeopleScout provides reporting tools and data through Affinix Analytics. The data within
this tool includes job seeker analytics and operational metrics to understand the end-to-
end recruitment process. This provides a single source of truth about your recruitment
process to drive data-driven business decisions and optimize the candidate experience
in partnership with PeopleScout. Affinix Analytics enables users to:

Improve Hiring Speed & Accuracy

Time-in-step metrics, down to the requisition level, to improve time-to-fill

Monitor Trends
Trend analysis used to visually identify areas of success and
opportunities for improvement

Empower Decision Making

Artificial intelligence and machine learning to highlight insights,
anomalies and predictions to empower clients and team leaders

Analyze Your Recruitment Process

Data segmentation to closely monitor and drill into areas of interest in
your recruiting process

Review Performance
Performance metrics and the ability to drill-down to individual hiring
manager and recruiter metrics to drive actions

Assess Key Indicators via Dashboards

Interactive dashboards to enable high-level and detailed views about the
recruitment process

Survey Insights
Survey data to assess candidate and hiring manager experience
 Advanced Security
Advanced security options to limit content to specific audiences

PeopleScout's Affinix™ Wins Best Analytics, Measurement, and Business Impact

Solution in 2021 HR Tech Awards

CHICAGO, June 1, 2021 /PRNewswire/ -- PeopleScout's proprietary talent technology,

AffinixTM, has been named a winner for Best Analytics, Measurement, and Business
Impact Solution in the 2021 HR Tech Awards, powered by Lighthouse Research &
Advisory. The award recognizes a talent acquisition solution that is focused on helping
customers measure results and outcomes.

"Increasingly, we're seeing the RPO space as technology partners and leaders," said
Ben Eubanks, Chief Research Officer at Lighthouse Research & Advisory.
"PeopleScout is delivering on this with its Affinix solution."

Affinix brings together ATS, candidate relationship management (CRM) systems,

artificial intelligence, machine learning, digital marketing, predictive analytics and digital
interviewing to provide a seamless experience for candidates, rapidly supply a qualified
talent pool to hiring leaders, and drive efficiencies through innovation. The power of
Affinix extends beyond enhancing the candidate experience and driving significant
performance improvements to offering valuable insights and opportunities for future
efficiency.

"With the demand for talent rapidly increasing, employers need to be able to use data to
make informed decisions about their hiring process," said PeopleScout President
Brannon Lacey. "Harnessing the power of analytics helps employers quickly optimize
their processes in order to focus on what will drive the greatest business impact. Affinix
provides a single source of truth about your recruitment process to drive data-driven
business decisions and improve the candidate experience."

PeopleScout provides reporting tools and data through Affinix Analytics. The data
within this tool includes job seeker analytics and operational metrics that provide
insights on the end-to-end recruitment process. Affinix Analytics enables users to:

 Improve hiring speed and accuracy

 Monitor trends to visually identify areas of success and opportunities for
improvement
 Empower decision making by using artificial intelligence and machine learning to
highlight insights, anomalies and predictions
 Analyze their recruitment process and drill into areas of interest
  Review performance, including individual hiring manager and recruiter metrics, to
drive actions
 Access key indicators via dashboards
 Leverage survey data to assess candidate and hiring manager experience
 Limit content to specific audiences using advanced security options

PeopleScout continues to redefine talent technology and anticipate client needs with
Affinix. Recent recognition for Affinix includes:

 Affinix was named a Gold winner for Best Advance in Talent Acquisition
Technology in Brandon Hall Group's 2020 Human Capital Management (HCM)
Excellence Awards program
 Affinix was named a Silver winner in the Most Innovative Product Feature of the
Year – Enterprise category in the 10th annual Best in Biz Awards
 Affinix won silver in the Artificial Intelligence/Machine Learning Solution —
Business Technology category in the 2020 American Business Awards

About PeopleScout
PeopleScout, a TrueBlue company, is a leading RPO provider managing talent
solutions that span the global economy, with end-to-end MSP and talent advisory
capabilities supporting total workforce needs. PeopleScout boasts 97% client retention
managing the most complex programs in the industry. The company's thousands of
forward-looking talent professionals provide clients with the edge in the people business
by consistently delivering now while anticipating what's next. Affinix, PeopleScout's
proprietary talent acquisition platform, empowers faster engagement with the best talent
through an AI-driven, consumer-like candidate experience with one-point ATS and VMS
integration and single sign-on. Leveraging the power of data gleaned from engaging
millions of candidates and contingent associates every year, PeopleScout enhances
talent intelligence for clients across more than 70 countries with headquarters in
Chicago, Sydney and London and global delivery centers in Toronto, Montreal, Bristol,
Krakow, Gurgaon and Bangalore. For more information, please visit
www.peoplescout.com.

Press Contact:
Sarah Candelario
Senior Director of Marketing and Communications
scandelario@peoplescout.com
312-915-5544

SOURCE PeopleScout
Korn Ferry

Recruitment Process Outsourcing (RPO)

Recruitment specialists driving today’s changes to meet tomorrow’s workforce needs

Scalable outsourced recruitment solutions to meet your talent needs

Recruitment process outsourcing, or RPO, gives you specialist hiring support when you
need it. An external partner, like us, handles some or all of your hiring process—tackling
the tricky task of finding the right people at the right time, without sending costs
spiraling. We scale our searches depending on what your business needs right now—or
will need soon. And we make your recruitment processes fairer and more inclusive.

We have decades of experience as an award-winning RPO partner to all types of

industries around the world. The kind of experience that got us named Leader in RPO
by Everest Group in 2020.

And, unlike recruitment process outsourcing agencies who hire and go, we’re the only
provider that evaluates and benchmarks skillset and mindset for each role, including
market insight, job design and sourcing specialists to hit hiring targets without
compromising on candidate quality. So you find candidates that don’t just tick boxes on
paper, they fit your team and culture too.

How we help you

Recruitment is a long-term investment in the people who power your business. We’ve
shaped our teams and technology to quickly find quality candidates who want to work
with you, making our recruitment process outsourcing (RPO) services much more cost-
effective than traditional recruitment agencies. Which is why we consistently rank in the
top global RPO providers for client satisfaction, even while filling over 100,000
permanent roles every year.

We can take on the whole process or provide support where you need it. We find great
candidates and recommend the top talent to choose from. And we tailor our team to fit
your goals—so no matter what your recruiting needs, we’re right there with you.

We find the right people, faster

Our advanced recruitment platform, sitting in the Korn Ferry Intelligence Cloud, uses
insights and AI to spot the people who have both the skills to do the job and the mindset
to grow and develop in your culture. So you spend less time and money finding quality
candidates. And we don’t stop after the search—we’re there to settle them in for the
road ahead.

We adjust our strategy to meet your goals and control costs

Hiring can look different from one year to the next. But no matter what, you’re under
pressure to reduce your cost per hire. We flex to fit what you need right now, and what
you need tomorrow — that’s how we’ve helped clients who rely on recruitment agencies
save at least 50% on their yearly hiring spend.

We make it a better hiring experience for everyone

With a focus on hiring quality talent, we know how crucial it is to instill a sense of equity
and ethics when communicating with both internal and external candidates in order to
bolster a professional and attractive image during the recruitment process. We keep
your candidates excited and the lines of communication open throughout the process.
And we prepare you for interviews with custom candidate guides so you’re consistent in
your evaluation approach and find it easier to measure criteria and consider your
options.

We help you achieve your diversity, equity and inclusion goals

Diversity is infused into every part of our recruitment process. Our approach provides
results in a differentiated and non-biased process experience for all candidates while
keeping them engaged at every stage. We partner with you to explore your drivers for
diversity and discuss which job requirements are most critical for you. We can advise on
the attractiveness of your employer brand with key diverse talent pools and explore how
ready your organization is to retain diverse talent in any given market.

We’re partners, supporting you with our expertise

We build the team you need when you need it, made up of specialists in RPO, advisory,
executive and professional search, depending on your focus. Need expertise in
branding, change management or project recruitment? We provide it. Our people work
around the world in almost every industry to give you specialist knowledge with a global
outlook.

We use the best technology for your needs

We take an agnostic and bespoke approach when it comes to the selection of tools and
technology for all our solutions. We place focus and emphasis on working
collaboratively with our clients to determine the best possible talent acquisition solution,
and advise on the specific tools and technologies to adopt as part of the process.

Our Capabilities

Align strategy, structure and people to drive sustainable growth

Korn Ferry’s organizational consulting services target the most critical challenges facing
global businesses today: attracting, developing, motivating and retaining talent, as well
as creating the right structures to support that talent.

Our deep expertise spans the talent function from end-to-end. We help businesses
develop comprehensive, effective strategies that improve their organizational structures,
create attractive rewards and benefits packages, build thoughtful assessment and
succession programs and develop current talent and future leaders. In sum, we help
you unleash the power of your people to close the Potential Gap: the difference
between where you are now and where you need to be to achieve sustainable growth.

Korn Ferry Intelligence Cloud

Use our AI-powered HR platform to make strategic talent decisions

Transform HR insight into action

Every day, organizations make business-critical decisions without a solid understanding
of where they are and what they need to be to succeed. These organizations have what
we call a hidden Potential Gap. To get ahead, you’ve got to find and close that gap.
Fast.

Our AI-based HR platform pulls together market intelligence and Korn Ferry-owned data
to provide insights and recommend actions. We benchmark where you’re at now
against your industry, peers and best practice, to help you make better, faster decisions
about your organization, leadership and people.

The result is data-driven decisions to help you speed up your business transformation
— whether that is assessing the talent you have, identifying the talent you want or hiring
the talent you need.

We help you close your Potential Gap

Every day organizations make critical business decisions without understanding the
distance between where they are today and where they need to be to succeed.

Let us help you discover where you are now and where you need to be to achieve
measurable results.

What is the Intelligence Cloud?

Typical HR data shows where your organization is today. The Korn Ferry Intelligence
Cloud shows where your organization will be tomorrow—if you make the right changes
to reach your goals. Our data gives you the insight you need to get the right people in
the right roles and close your Potential Gap. It includes:
Market intelligence
Instantly see trends and movement in the jobs people are leaving, applying for and
accepting with real-time talent market data.

People capabilities
Find and develop the best people and assess your current teams and potential
candidates to check they have the skillset and mindset to shine.

Job role and talent insights

Build better hiring and training strategies by knowing what “good” looks like in any role.

Get your people in sync

Streamline the way you design jobs, measure success and look after your talent at
every step.

Our Intelligence Cloud applications

Our Intelligence Cloud includes a suite of applications to solve specific HR

challenges.

One assessment that efficiently informs

your most important talent management
decisions
This is Korn Ferry Assess, helping you
predict whether your organization’s
workforce is capable of delivering on its future strategy. Talent assessments illustrate an
individual’s current capability and future potential. It measures the skill sets and
mindsets of your entire workforce, from CEO to junior recruits, using just one
assessment questionnaire.

Our assessments use Success Profiles to help you determine “what good looks like” in
terms of the skills, behaviors and mindsets individuals need to have for any given role.
This in turn helps you understand your Potential Gap–which, in talent terms, is the
difference between the talent you have, and the talent you need to deliver your future
strategy.

By understanding this gap, you’ll be able to create the optimal blueprint for developing
talent at the individual, leadership and organizational level. You’ll also discover how to
best upskill, reskill and recruit talent at scale to build a workforce for tomorrow and
today.

Talent assessments to enable you to make the right decisions

Korn Ferry Assess empowers leaders to take actions that lead to business success.
Assess illuminates the talent and capability gaps in your organization, so you can
ensure you have the roles, skills and talent you need to deliver on your future strategy.
Detailed knowledge of leadership styles, role profiles and potential development areas
for individuals at all levels will enable organizations to confidently and consistently make
the right talent management decisions.

Improve organizational performance

with a new job architecture

Modernize your job evaluation process.

In a world where disruption and market
turbulence change the work we do and how work gets done, the ability to understand,
measure and align work with talent has never been more critical. Organizations need to
keep pace in a constantly changing world with a robust and flexible career job
architecture—supported by innovative technology to accelerate and inform job design,
job leveling and talent mobility through roles.

Korn Ferry Architect streamlines job design, work measurement, and related talent
processes. It enables you to design, evaluate and change jobs quickly and efficiently
and gives you a comprehensive view of where jobs sit in your organization.

Revolutionizing how work is designed, measured and delivered

Korn Ferry Architect provides organization and talent planning architecture for an agile,
future-focused workforce where everyone has opportunities to develop to their full
potential.

Measure impact and improve your

employee experience
Identify and close employee experience
gaps
Korn Ferry Listen offers a full range of
employee experience feedback programs including annual engagement surveys, pulse
solutions, onboarding / exit surveys and culture diagnostics. Our solutions are powered
by Qualtrics, the world’s leading employee experience platform.

We help you listen right, understand fast and act with impact by identifying potential
individual, team and organizational gaps in the employee experience and giving you the
tools to close them. We link employee experience feedback with business performance
data and apply world-class benchmarks, best-practice advisory and AI-backed analytics
to translate insights into results and improve your KPIs.

The tools to close the gaps in employee experience

Deploy engagement surveys and benchmark employee engagement. We link employee

experience and business performance data and apply world-class benchmarks, best-
practice advisory and AI-backed analytics to translate insights into results and improve
your KPIs.
 Boost your sales performance by pairing
technology with methodology

Accelerate sales performance through

Korn Ferry Sell
To continuously move opportunities and win deals in today’s complex selling
environment, sales teams and leaders need to take a strategic approach to selling. And
that’s not just about methodology — our research tells us that adding analytics to a
formal sales process is linked to win rates that are 13% higher than just a formal
process on its own.

Korn Ferry Sell combines the world-class sales methodology Strategic Selling® with
Perspective with powerful analytics driven technology to drive seller actions and
increase their win rate.

Strategic Selling® with Perspective was developed by the world’s leading authority on
sales Miller Heiman Group, now part of Korn Ferry. It is designed to help organizations
manage complex sales processes involving multiple decision-makers. At its center is
the industry’s iconic Blue Sheet, which helps sellers identify their position with
customers and determine the next action they should take.

Sales technology to
provide better visibility

Take your Salesforce and Microsoft Dynamics data to the next level by developing and
replicating powerful sales strategies with Korn Ferry Sell. Learn what makes your top
sellers win and replicate that success across your sales team.

Make informed pay decisions using the

world’s most comprehensive
compensation and benefits data

Make sound decisions about your

employee compensation strategy with confidence
Defining your compensation strategy is a crucial component of your talent management
strategy. To attract and retain talent, you need to design a practical and cost-effective
plan that meets both the needs of your business and your employees.

Korn Ferry's world-leading pay solution links compensation and talent management, so
you can turn raw pay data into invaluable compensation insights.

Each year we collect comprehensive data and analytics from over 26,000 companies in
150+ countries worldwide. We also help to maximize workforce potential by closing
individual, team, and organizational gaps in reward programs, covering all aspects of
pay with a comprehensive database that you can use anytime, anywhere, to make
all of your essential pay decisions.
We’re your trusted partner in the war for HR talent
The war for top talent wages on, with no cease-fire on the horizon. Organizations
recognize that their people are their chief differentiator, so they constantly battle to
attract, recruit and retain the highest possible caliber of talent.

Who’s leading the charge in these battles? Human resources. The HR function is critical
to a company’s success on the battlefront because it touches so many aspects of an
organization: talent acquisition, talent management, compensation and benefits,
leadership development, succession planning, organizational development, diversity
and inclusion, innovation and more. But HR teams can’t do it alone; they need a trusted
partner like Korn Ferry.

Our Human Resources Center of Expertise helps you attract, develop and retain best-
in-class chief human resources officers (CHROs) and their senior teams to leverage HR
as an integral business strategy. We offer a full range of solutions designed to address
CHRO talent needs: from strategic search to competency-based assessments and
engaging, interactive high-potential leadership development programs to one-on-one
coaching, strategic talent design and succession planning.

Aventiv Technologies Commits To Diversify Workforce Through New Partnership

With Korn Ferry
Partnership Aims to Increase Representation from African American and Hispanic
Communities in Aventiv Workforce

DALLAS, April 16, 2021 /PRNewswire/ -- Aventiv Technologies, parent company of

Securus Technologies, today announced a new partnership with Korn Ferry
(NYSE:KFY), a leading global organizational consulting firm, to help advance the
corporation's human capital goals as part of its ambitious, multi-year transformation
agenda. The partnership enables Aventiv to launch a new Recruitment Process
Outsourcing (RPO) initiative this month focused on attracting the most talented, diverse
workforce.

The program will place special emphasis on Diversity & Inclusion by identifying and
placing minority candidates in the company's workforce, and on Second Chance Hiring
by identifying and placing candidates who are formerly incarcerated individuals.

The partnership provides Aventiv with an industry-leading talent acquisition solution

including full lifecycle recruitment and streamlined state-of-the-art processes that
optimize employer and candidate experience and improve quality of hire. The Korn
Ferry partnership will help Aventiv meet its talent goal to grow a high-performing,
inclusive workforce that reflects and connects to the communities and customers they
serve. The RPO initiative expands Aventiv's sourcing capabilities to reach
underrepresented minorities, specifically women and individuals from the Black and
Hispanic communities across the U.S., who have skills and experience to support and
grow the organization. Korn Ferry is designing a specialized sourcing channel dedicated
to second-chance hiring to drive results toward Aventiv's commitments supporting the
Society of Human Resource Management's Getting Talent Back to Work initiative.

"We believe that a culture of inclusion comprised of individuals with diversity of

experience and viewpoints helps us create the best products and services for our
consumers and customers," said Dave Abel, president and CEO of Aventiv
Technologies, parent company of Securus Technologies. "Our partnership with Korn
Ferry nationally scales our efforts to add fresh perspectives and varied backgrounds to
our organization."

The new partnership with Korn Ferry continues a year-long effort by Aventiv
Technologies to diversify its workforce and address reforms. "We know that a diverse
team drives creativity and insight, and we are committed to increasing the
representation and career development of African Americans and Hispanics in our
workforce, including our management ranks," said Cindy Pechal, Chief Human
Resource Officer of Aventiv Technologies. "We will continue to work with like-minded
organizations to make a lasting impact in the communities where we live, learn, and
serve."

Aventiv will provide regular updates about its diversity hiring and inclusion efforts
through 2021.

ABOUT AVENTIV TECHNOLOGIES

Headquartered in Dallas, Texas, Aventiv Technologies serves more than 3,450 public
safety, law enforcement and corrections agencies and over 1,100,000 incarcerated
individuals across North America, Aventiv is committed to serve and connect by
providing emergency response, incident management, public information, investigation,
biometric analysis, communication, information management, incarcerated self-service,
and monitoring products and services in order to make our world a safer place to live.
For more information, please visit www.Aventiv.com. Aventiv is a portfolio company of
Platinum Equity. Founded in 1995 by Tom Gores, Platinum Equity is a global
investment firm with a portfolio of approximately 40 operating companies that serve
customers around the world.

SOURCE Aventiv Technologies

Qualtrics, Korn Ferry Expand Partnership for Experience Tools

Experience management firm Qualtrics and consultant Korn Ferry expanded their
strategic partnership after working for 12 months to incorporate the consulting firm’s
Engaged Performance framework and research into the Qualtrics XM platform.

Later this year, Korn Ferry will begin providing a migration path for its current clients
onto Qualtrics EmployeeXM, the companies said.
Last year, Korn Ferry joined the Qualtrics Partner Network to build an experience-
focused global delivery and advisory service with Qualtrics. Since then, the companies
have designed and implemented employee experience programs for over 100
customers. At the same time, Korn Ferry gained experience implementing and advising
global organizations on using EmployeeXM. It also became the first EmployeeXM
partner to achieve “accredited” status across North America, EMEA and Asia Pacific.

Additions to Qualtrics
Over the next several months, the companies plan to introduce additional features, such
as an extension to Qualtrics’s Action Planning module. Clients will be able to access
Korn Ferry’s Virtual Coach and enhanced interpretation of employee feedback results,
as well as access to engagement-related content.

“We’re excited for this next phase of our partnership with Korn Ferry as we continue to
innovate on the Qualtrics platform,” said Qualtrics Chief Ecosystem Officer John Torrey.
“Our shared vision with Korn Ferry has helped our joint customers quickly realize the
business impact of their XM programs, and we will continue to invest in our partnership
in new ways to accelerate how we help organizations worldwide.”

In January, Qualtrics launched a tool that allows customer-facing workers to share

customer comments as well as their own observations about products and services.
Called Frontline Feedback, the tool helps managers and executives who oversee
customer experience to collect, prioritize and act on comments from both customers
and workers. It does this by “putting the voice of employees at the heart of their
[customer experience] program,” the company said.

Korn Ferry Recognized as a Leader in Recruitment Process Outsourcing (RPO) in

Everest Group PEAK Matrix Assessment for Fourth Consecutive Year

Los Angeles, CA April 13, 2021

Firm Also Recognized as a ‘Star Performer’ By Demonstrating the Most Improvement
Over Time

Korn Ferry (NYSE:KFY) today announced that it has been named as a Leader in in
Everest Group’s Recruitment Process Outsourcing (RPO) PEAK Matrix® 2021. This is
the fourth consecutive year that Korn Ferry has been named as a Leader in RPO.
Everest Group also recognized Korn Ferry as a “Star Performer” for demonstrating the
most improvement year over year.

For the RPO Services PEAK Matrix, Everest Group analyzes the RPO landscape and
the performance of 28 service providers, looking at these providers’ vision for RPO,
their capacity to deliver on that vision, the impact that they have had on the wider
market, including the scope of services offered and level of innovation and investments.
The assessment also takes into account third-party RPO deals as well as approximately
3,400 multi-process RPO deals. The report divides RPO providers into three main
categories: Leaders, Major Contenders and Aspirants.
The report cites several advancements in Korn Ferry’s RPO offering that led to its
positioning as a Leader and Star Performer, including registering double-digit growth in
hires managed globally and investments in Centers of Excellence to improve internal
capabilities in DE&I advisory and healthcare. In addition, the firm has strengthened its
presence in the pharmaceutical and life sciences industry.

The report also points to the launching of Korn Ferry Intelligence Cloud platform for
internal talent mobility and skills transformation.

“Korn Ferry RPO possesses the ability to customize its offerings while servicing clients
across multiple regions. Its best-in-class consulting expertise, advanced technology
portfolio, and domain-focused Centers of Excellence are expected to act as a key
differentiator going forward,” said Arkadev Basak, Vice President, Everest Group. “This
differentiation helped position Korn Ferry RPO as a Leader and Star Performer on
Everest Group’s RPO PEAK Matrix® 2021.”

Korn Ferry’s flexibility is rooted in an offering that can help businesses to address their
talent needs in a strategic way, explained Jeanne MacDonald, Korn Ferry president of
global RPO solutions.

“Businesses are encountering a dynamic environment, where technology is shaking up

what it means to be successful,” said MacDonald. “It’s never been more important to be
nimble and accommodate the ever-evolving talent needs businesses are encountering,
while at the same time finding the right people who can adapt over the long-term and
evolve their capabilities. RPO can enable businesses to get this mix right and thrive in
the present and future.”

Korn Ferry : Named a ‘Pacesetter” in ALM Intelligence's Workforce Management

Services 2020/2021 Report

03/09/2021 | 10:57am EDT

Korn Ferry (NYSE: KFY) announced today that it has been named a 'Pacesetter' in ALM
Intelligence's 2020/21 Workforce Management Services Research Report.

In its report, ALM Intelligence examines the strategies and service offerings of 19
providers identified as Market Leaders by the ALM Pacesetter Advisory Council. The
report assesses these firms for their ability to deliver client impact in today's challenging
business environment, naming Korn Ferry as one of four 'Pacesetters.'

The report states that, 'Korn Ferry has evolved into a market-leading organizational
strategy consultancy with a unique value proposition grounded in an understanding of
the causal relationship between human behavior and organizational performance. This
has taken new meaning amidst the COVID-19 crisis, driving increased demand for Korn
Ferry's 'radically human transformation' approach to workforce management.'
'There's no doubt that the past year has been one of the most challenging times for
business leaders as they transition to remote work, attempt to provide calm to a
disrupted workforce and make seismic shifts in business strategies and processes,' said
Laura Manson-Smith, Korn Ferry Global Leader, Organizational Strategy Consulting.
'We're honored to be named an ALM Pacesetter and be recognized for our radically
human transformation approach that is still deeply rooted in our decades of proprietary
IP and fierce focus on client delivery and success.'

The report evaluates the providers based on five Pacesetter criteria: business model,
value proposition, service delivery, client enablement and brand eminence.

When describing Korn Ferry, the Pacesetter report states, 'The firm has shaped a

portfolio of strategic acquisitions and innovations into a carefully curated ecosystem of

consulting, digital and managed services that enable the potential of people and
organizations. Over the past year, the firm has applied its innovation energies to build
out the Korn Ferry Intelligence Cloudtm, an integrated digital platform of proprietary,
internal and external market data.'

The report continues, 'With its diverse resources, Korn Ferry leads the market in its
ability to help clients craft strategies geared toward responding to immediate drivers and
attaining long-term competitive advantage.'

During the past year, Korn Ferry has also earned several other industry accolades,
including being named a leader in Gartner's Magic Quadrant for sales training; the top
overall engagement services provider in HRO Today's 'Baker's Dozen' Customer
Satisfaction Ratings; a leader in NelsonHall's 'NEAT' Vendor Evaluation for RPO; an
RPO leader in Everest Group's 'PEAK' Matrix Assessment; and best executive
recruiting firm by Forbes.

About Korn Ferry

Korn Ferry is a global organizational consulting firm. We work with our clients to design
optimal organization structures, roles, and responsibilities. We help them hire the right
people and advise them on how to reward and motivate their workforce while
developing professionals as they navigate and advance their careers.

Media Contact:

Tracy Kurschner
Tracy.kurschner@kornferry.com
612.309.3957
WilsonHCG

Introducing TALENT.™
In a traditional talent acquisition function, the management of hiring depends on the
type of employment status, department or function. Our TALENT.™ solution centralizes
the hiring for full-time, part-time, temporary or contingent workers allowing talent
acquisition teams to look at their entire workforce in one place.

Evolution of the talent landscape

Competition for talent is at an all-time high. We’re in an unprecedented age of demand
outpacing supply. Career churn is increasing sourcing complexity in a talent market that
continues to be tightly constrained.

The use of contingent labor has proven effective in alleviating some of the talent
challenges that today’s organizations face. It is no longer optional to look at talent
acquisition as a whole, it is essential.

Centralized function = competitive advantage

Organizations are increasingly looking for a competitive advantage and innovative
workforce solutions, especially in business-critical roles such as sales, tech, and
executive leadership.

A successfully aligned talent acquisition strategy enables all of the talent strategy
components, especially the dedicated recruitment team executing it to perform better.

Blended resource models allow for knowledge to be flow freely between the permanent
and non-permanent talent acquisition teams as well as ensuring the right decisions are
made for wider business goals.

Recruitment Process Outsourcing (RPO)

Is recruitment process outsourcing the right solution for you?

Start by identifying what hinders your ability to attract, source and hire the talent you
need to drive your business forward.

With the right talent in place, you can land new clients, build capability, close a skills
gap, test a new market or develop a new product. Our recruitment outsourcing solutions
ensure you have the right people and processes in place to deliver on that vision, while
freeing your team from administrative tasks associated with hiring and creating a more
diverse and inclusive workplace.

Drive Business Results through Talent

 Hire top performers and innovators
 Diversify your talent pools
 Respond quickly to changing market conditions
 Improve time-to-productivity
  Minimize project delays arising from talent supply issues
 Anticipate future talent needs

Scale with agility

 Source, attract and hire the right talent quickly
 Access advanced analytics and reporting to anticipate future needs
 Build and nurture a pipeline of suitable candidates to remain ahead of future
demand
 Scale resources up or down to align with demand

Integrate Hiring across locations and business units

 Centralize approach to multi-dimensional hiring
 Gain a clear view on the cost of hiring all talent
 Improve governance and ensure compliance
 Predict hiring needs across your entire workforce
 Develop talent communities
 Strengthen employee mobility

Augment capability and optimize processes

 Access sourcing and screening support to boost your team’s output
 Diversify your talent pools
 Eliminate the administrative burden on your team
 Access enhanced technology and analytics to inform workforce planning and
recruitment strategies

Hire in a new region

 Flexibility to grow your business anywhere, anytime
 Access local recruitment expertise
 Expand talent pools
 Tailor approach to cultural nuances
 Minimize risk and remain compliant

Strategic Enterprise RPO

An end-to-end recruitment solution to integrate and transform global hiring across
business units

Enterprise Defined
A single, multi-process or end-to-end recruitment solution that supports a specific
business unit or location

Project-based RPO
Achieve a specific hiring goal or engage support for a short-term project (typically 1 year
or more)
Recruiter Augmentation
Boost the output of your in-house talent acquisition team by accessing additional talent
acquisition resources.

Strategic Sourcing
Source talent using models best suited for achieving your specific hiring goals and in
response to economic demands

How it works

1 We configure a solution to fit your needs.

Let us know your challenges and what you’re trying to achieve. We’ll do the rest.

2 We complete a seamless transition.

Rooted in project management professional principles, our implementation approach

ensures a smooth transition whatever the scope, scale or complexity.

3 We deliver on our promise to you.

You’ll work with a team that is focused entirely on your organization. Depending on what
works best for your business, the team will work on-site at your offices or in-market
regionally.

4 You deliver on your business goals.

We make sure you deliver against critical business needs. Your dedicated team will
make sure you’re well-positioned to respond to current and future hiring needs.

Delivering results across your entire talent acquisition lifecycle

We deploy talent acquisition strategies enhanced by the latest technologies to deliver
the talent you need today, alongside advanced analytics, insights and reporting to
anticipate, pipeline and nurture the talent you’ll need for tomorrow.

Quality talent to support critical business needs A more diverse and inclusive workforce
Elevated employment branding Increase in candidate experience and hiring manager
satisfaction

WilsonHCG Recognized as a ‘Leader’ in NelsonHall’s 2020 Recruitment Process

Outsourcing NEAT Vendor Evaluation

TAMPA, Fla.–(BUSINESS WIRE)–$talent #RPO–WilsonHCG has once again been

recognized as a “Leader” in NelsonHall’s NEAT Vendor Evaluation for RPO. The global
talent firm was positioned as a leader in all categories, including innovation in tools and
technology, innovation in services, footprint and scalability, candidate experience and
talent acquisition transformation journey.

NelsonHall’s 2020 RPO NEAT Vendor Evaluation analyzes the

performance of vendors offering RPO services. HR decision-
makers use the tool to assess the capability of vendors across a
range of criteria and to identify the best-performing vendors
overall.

“WilsonHCG continues to have a deep understanding of its

clients’ talent needs, bringing appropriate innovation in services
and technology to enhance its clients’ market competitiveness. It
has also developed new/adapted existing offerings to address clients’ unique 2020
hiring and business challenges, putting WilsonHCG in a strong position to meet future
challenges in an uncertain world,” said Nikki Edwards, Principal HR Technology &
Services Analyst with NelsonHall.

“We’re proud to rank as a leader in all categories again this year. It’s a testament to our
team’s ongoing commitment to exceptional client service, even under challenging
circumstances. We are dedicated to strengthening client partnerships by helping them
flourish through any future market fluctuations,” said WilsonHCG’s CEO John Wilson.

Earlier this year, WilsonHCG was the only provider to be named a Leader and Star
Performer in Everest Group’s 2020 PEAK Matrix® for Recruitment Process Outsourcing
(RPO) in North America. The company’s proprietary analytics platform, Analytics
Cloud Exchange (ACE), which collects data from multiple sources and technologies
into a single dashboard, was described as a “distinguishing feature of vision and
capability advancement.”

WilsonHCG was also recognized in HRO Today magazine’s annual Baker’s Dozen list
for RPO for the 10th year in a row.

To learn more about NelsonHall’s 2020 Recruitment Process Outsourcing NEAT

Vendor Evaluation, please visit NelsonHall’s website here.

About WilsonHCG

WilsonHCG is an award-winning, global leader in total talent solutions. Operating as a

strategic partner, it helps some of the world’s most admired brands build comprehensive
talent functions. With a global presence spanning more than 65 countries and six
continents, WilsonHCG provides a full suite of configurable talent services including
recruitment process outsourcing (RPO), executive search, contingent talent solutions
and technology advisory.
WilsonHCG- Next Generation Recruitment Process Outsourcing

Who Is This Vendor Assessment For?

NelsonHall’s Next Generation recruitment process outsourcing (RPO) vendor
assessment for WilsonHCG is a comprehensive assessment of WilsonHCG’s RPO
offering and capabilities, designed for:
• Sourcing managers investigating sourcing developments within RPO
• HR decision makers exploring the benefits and inhibitors of RPO as evidenced by the
clients and vendor capability
• Vendor marketing, sales and business managers developing strategies to identify
developments and target opportunities within RPOs
• Financial analysts and investors specializing in or covering the HR outsourcing
industry and suppliers.

Key Findings & Highlights

WilsonHCG is a global provider of innovative talent solutions operating on the principle
of providing true partnership to its clients.
WilsonHCG manages 131 RPO clients, with established RPOs in technology, advanced
manufacturing/engineering, pharmaceuticals/life sciences, and media (although it
covers all industries).
WilsonHCG offers enterprise RPO, project RPO, augmentation RPO, and total talent
solutions.
WilsonHCG is a private company and does not disclose revenues.
WilsonHCG will focus on building upon its total talent solutions (TALENT.™), expanding
its global footprint (LATAM and APAC), continuing to invest in technology (platforms for
internal use, and AI), and developing its agile sprint team.

Scope of the Report

The report provides a comprehensive and objective analysis of WilsonHCG’s RPO
offering, capabilities, and market and financial strength, including:
• Identification of the company’s strategy, emphasis, and new developments in both its
service and technology
• Analysis of the company’s strengths, challenges, and outlook
• Revenue
• Analysis of the profile of the company’s customer base including the company’s
targeting strategy and examples of current contracts
• Analysis of the company’s key offerings (service model and service components)
• Analysis of the company’s delivery capability (including the location, size, and scale of
delivery operations; and delivery via technology).

Pontoon Solutions

Pontoon Solutions, Inc. provides human resource management services. The Company
offers contingent workforce solutions, recruitment process outsourcing, and workforce
consulting services. Pontoon Solutions serves clients worldwide.
Pontoon Solutions was created in early 2013, joining the MSP and RPO elements of
Adecco Solutions' BPO Division, which later became Adecco's HR service outsourcing
organization.

Pontoon Solutions (Pontoon) is part of the Adecco Group (which has evolved through
over 50 years’ expansion and growth by acquisitions worldwide). Pontoon was created
in early 2013, joining the MSP and RPO elements of Adecco Solutions’ BPO Division,
which later became Adecco's HR service outsourcing organization.

Pontoon offers Recruitment eXperience Outsourcing (RXO)/RPO, Total Talent,

Consulting, MSP, and SOW programs. Alongside, Pontoon provides a range of plug
and play service offerings as part of those programs.

Technology and innovation are at the core of Pontoon's RXO offering. Pontoon's more
disruptive technology, such as Recruiterless RXO or Pontoon On (launched late
2019/early 2020), takes a more consumerized TA approach using the latest
technology/tools, suitable for organizations that want to leverage forward-thinking
technology.

In 2019/2020, Pontoon has undertaken a series of initiatives to enhance the

client/candidate experience and its service delivery.

HUMAN TOUCH
Technology only gets you so far. Having the right people to drive the talent strategy
forward is the difference. We are dedicated to adding value by developing workforce
solutions that fits your business and goals.

INNOVATION
We don’t innovate just to innovate. We are constantly exploring ways we can evolve to
stay ahead of the curve and improve our candidates and customer experience,
processes and tools.

TECHNOLOGY
We know the HR technology ecosystem better than anyone else. We partner with
leading technology suppliers and talent globally to ensure you have what you need in
your organization.

DISRUPTION
Our world is constantly changing, and the talent landscape changes almost daily. We
thrive on this change because we are a team full of individuals looking for “what’s next?”

MSP

WHAT IS MSP?
Our tailored solutions go beyond just requisition filling. We deliver value across the
entire contingent acquisition and management chain. We improve quality, speed and
cost while building future-proof programs focusing on continuous enhancement and
innovation.

Transparent
Get a clear view of your future talent needs through workforce planning and capability
mapping. Connect all the dots from source to on-board.

Data-Driven
We lead the way with technology, combining our business analytics with market data to
architect the best purchasing strategy and source of talent.

Strategic
We provide you with best practices and industry benchmarks to allow you to make
meaningful decisions. Whatever the goal, you will have access to our supply chain
strategists who will ensure our ecosystem delivers the best contingent talent for your
organization.

Talent focussed
With data to identify and experts to engage with an optimised supply chain, our strategic
approach to the contingent labour market has proven capability allowing us to lead all of
your sourcing needs.

RXO

What is RXO?

Your brand and people are our priority and your future talent deserves to be more than
just part of a ‘process’. We do not just lift and shift operations, we architect better ones.
Underpinned by a cutting edge technology stack and optimised candidate journey, we
transform the overall experience. Our offering is more than just process, it is
Recruitment eXperience Outsourcing.

Talent
People expertise, global reach, partner ecosystem and analytics. We combine them all
to ensure you have the best talent when you need it.

Global Consistency
With people on the ground in over 32 countries and six delivery centres, we strike the
perfect balance of global and local. Robust governance and accountability ensures
quality of service no matter the segment, country or region.

Exceptional Experience
We create a competitive employer brand by designing an experience-centred candidate
journey that fills your teams with the best talent in the market.
Technology
Technology is disrupting the standard recruitment process and potential solutions are
everywhere. We build the right tech stack to overcome your business challenges and
enhance the recruitment experience.

TOTAL TALENT

What is Total Talent?

We see skill sets, not worker classification. By breaking down silos we give you access
to the right talent, allowing you to focus on critical business transformation and growth.

Business Intelligence
Pontoon Analytics provides live visibility into what is happening now in your program
along with market data and intelligence models focussed on the future. You see what is
happening now, while also allowing our expert team to consult on what is to come.

Skills Mix
In a tight labour market undergoing radical digital transformation, static talent pools will
no longer deliver the workforce you need. Our sourcing expertise, commitment to
automation and lean processes ensure your applicant flow turns into a ‘Talent River’ –
consistent, diverse and perfectly matched to your requirements.

Technology
We are an integrator of the most cutting edge technologies on the market. Our
emerging tech team continuously evaluates and implements new tools and strategies
from programmatic advertising to RPA. Being technology agnostic means we can
incorporate the best tools in the market to your needs in your Total Talent program.

Consulting
Total Talent remains a distant objective for many organisations. We have the
experience, expertise and vision to bring it into reach and build you a successful Total
Talent program based on your unique workforce needs

Pontoon launches first ever Recruiterless RXO Solution

Our customer, a consumer tech company, will hire over 10,000 people to ramp up for
the upcoming holiday season. They turned to Pontoon to transform their hiring process
and prepare for the impending hiring surge.

The recruitment process is underpinned with a stack of integrated technologies, ranging

from AI-powered programmatic advertising to recruitment bots and video interviewing.
Tim Meehan, our VP and Global Head of Emerging Technologies, explains:

“This is not only disruptive for our client, but for the industry as a whole. We at Pontoon
believe this is only the tip of the iceberg as to what we plan to deliver in regards to
recruiterless solutions moving forward. The ability for us to hire thousands of people
without a single recruiter is truly groundbreaking and a first of its kind in our market.”

The use of technology throughout the recruitment cycle increases both candidate and
hiring manager experience while also reducing cost to the customer and increases
speed to hire.

A non-automated program with a similar scope of hires would take a large team of
dedicated recruiters and coordinators – costing more and slowing down the click-to-hire
process significantly. Tim further shares:

“We have made hiring this talent as friendly and simple as buying a new pair of shoes
online. With just a few clicks the person can be starting his or her new job within days.
This will significantly increase the experience and satisfaction levels of both our
candidates and client hiring managers.”

UK – PONTOON LAUNCHES DISRUPTIVE RECRUITER-LESS RPO PRODUCT

20 September 2019

Total talent solutions provider Pontoon, part of the Adecco Group, announced that it has
launched its first ever recruiter-less RPO product.

Pontoon’s automated product, known as its Recruiterless RXO (Recruitment

eXperience Outsourcing) Solution, aims to use technology throughout the recruitment
cycle to increase both candidate and hiring manager experience while also reducing
cost to the customer and increasing speed to hire.

Pontoon President Corinne Ripoche, commented exclusively to Staffing Industry

Analysts, "Recruiterless RXO is a game-changing solution within our industry. We are at
a time where companies are struggling to understand how HR tech best enables a
positive candidate and hiring experience, we have been able to make this a reality. In
building an ecosystem for our customers, we can offer a complete suite of talent
services enabling Pontoon to continue to push the limits of people, process and
technology while putting the candidate and client at the center of all that we do."

Tim Meehan, Pontoon’s VP and Global Head of Emerging Technologies, also

commented on the launch, “This is not only disruptive for our client, but for the industry
as a whole. We at Pontoon believe this is only the tip of the iceberg as to what we plan
to deliver in regards to recruiterless solutions moving forward. The ability for us to hire
thousands of people without a single recruiter is truly groundbreaking and a first of its
kind in our market.”

Pontoon says a non-automated program with a similar scope of hires would take a large
team of dedicated recruiters and coordinators, costing more and slowing down the click-
to-hire process significantly.
“We have made hiring this talent as friendly and simple as buying a new pair of shoes
online. With just a few clicks the person can be starting his or her new job within days.
This will significantly increase the experience and satisfaction levels of both our
candidates and client hiring managers,” Meehan said.

Recruitment eXperience Outsourcing focuses on experience of candidates and hiring

managers throughout the entire recruitment process.

Pontoon officially launches remote onboarding product, Pontoon ON to the

external market

27 Mar 2020
Last year Pontoon’s Tech Lab and Operational Excellence (OPEX) teams led a series
of Collaboration Lab sessions with customers with the specific aim of finding a better,
quicker, more efficient, and cost-effective way of enhancing the experience when
onboarding talent across their programs.

‘Pontoon On’ was created and internal clients have been seeing the benefits ever
since.
Driven by Digital Process Automation (DPA) the solution automates several elements of
the onboarding stages from ‘offer’ to a worker starting. Many of these processes
historically have been manual and “hands-on” requiring in-person interaction which
ultimately slowed down the process and had negative impacts on both the customer
and candidate.

Tim Meehan, our VP and Global Head of Emerging Technologies, explains:

“This solution delivers a more positive experience for both the candidate and hiring
manager. ‘Pontoon On’ speeds up the onboarding of a new employee with new starters
beginning their assignment 1-2 days faster. We have also seen a significant (23%)
improvement in the quality of onboarding experience for the talent.”

While initially only available to existing customers, the product is now being extended to
the external market in order to handle current demand. Upwards of 70% of Pontoon
customers around the globe are currently reporting a slowdown in the cycle time of
talent entering their organizations. The most common feedback from both customers
and Pontoon’s core supplier base is around the challenges associated with onboarding
as almost 100% of our customers and partners now have large parts of their business
as a remote workforce and digital onboarding has been a sometimes forgotten part of
the process as it was never as necessary as it is today.

Our Global Head of Product, Jan Jacob explains further:

“We are in unprecedented times. Our customers, now more than ever, are looking for
solutions which ensure their organizations can continue to operate as efficiently as
possible and position them as market leaders in the talent space. Pontoon On is a
solution that we see great potential in solving a very real problem that is universal at
present. What started as a controlled pilot with two global customers has rapidly
expanded in recent weeks with almost all customers asking for this solution to be
accelerated into their business. Being able to onboard and start new talent as the
remote workforce grows allows our customers to operate at the forefront of our new
normal.”

Pontoon announces Pontoon Rapid Hire

22 Jan 2021

Pontoon announces the release of Pontoon Rapid Hire – a recruiting experience

focused on streamlined hiring that combines talent rivers with centralised interviewing
for shorter time to fill.

Pontoon Rapid Hire was designed in response to customers’ needs to quickly assess,
interview, and hire qualified talent. This solution ensures placed candidates meet all
necessary role requirements and eliminates the lengthy interview process.

Candidates are sourced through Pontoon’s Talent River approach to ensure just-in-time
delivery assisted by chatbots that grow the talent community of qualified and available
applicants.

Pontoon Rapid Hire replaces the need for hiring managers to interview candidates by
utilising a centralised interview team provided by Pontoon. The interview team uses a
set of detailed criteria standardised by role, to determine a composite score based on a
pre-assessment and an interview. A hiring decision is reached when the candidate
satisfies the job requirement assessment and attains the minimum composite score.
This process enables verbal offers to be given within 24 hours or the same day the
interview is completed.

“ As the RXO provider to a leading food manufacturer, we needed to find a way to take
the time spent interviewing off the plate of the hiring managers so they could focus on
meeting the increased customer demands during the pandemic. Rapid Hire was a way
for managers to spend more time getting new hires up and running and focus on
bringing their product to market.”

Brandy Cline, VP Portfolio Manager at Pontoon

Early pilots of this solution have reduced time to fill from 40 days to 7 days and have
shortened application to scheduled interview time to within 2 days. The initial success of
the program has eliminated 90,000 annual hours of interview time for client hiring
managers allowing managers to focus production and distribution and less time on the
hiring process.
“Pontoon partnered with us to further streamline the hiring process and alleviate tasks
for our hiring managers. The results speak for themselves but also the lightning-fast
build of this solution and implementation in the height of COVID was impressive in its
own right.”

Executive stakeholder, Talent Management Program Manager at Client

Pontoon Launches Talent Program Assessment Tool

23 Sep 2020

Pontoon launches an online talent program evaluation tool to support businesses,

ensuring their talent programs are fit for future.

Pontoon has released a comprehensive remote assessment tool for talent leaders to
evaluate their program and identify opportunities for further enhancement.

The newly crafted tool is available to established hiring teams and prospective
organisations looking to improve their talent programs. The assessment, composed of
12 multiple choice questions, covers every part of the acquisition experience from
attracting quality candidates to technology capabilities and design thinking for future
road mapping.

Upon completion of the assessment questionnaire, a comprehensive and customised

report is built and shared, giving program recommendations and expected benefits of
those enhancements.

Pontoon’s Global Head of Growth Operations, Frederique Maugey explains the

importance of this in today’s climate:

“In the current global market, organizations in every region and sector are looking at
ways to streamline and strengthen their business processes – their talent programs are
no exception. This remote assessment enables talent acquisition leaders to get a
neutral analysis of their hiring program’s strengths, opportunities and a comparison to
how they are positioned to attract talent in the market against their competitors.”

This new online tool has been met with positive feedback from both customers and
prospects alike

Jay Eardly, Vice President of Program Management for Pontoon shares his feedback
from clients and the market:

“Leveraging our expertise in running global talent programs and being able to
benchmark against what good looks like allows our customers and prospects a unique
view on how their talent programs are doing. All of this with a few clicks in the comfort of
their home office – truly game-changing”
Alexander Mann Solutions

AMS is a global total workforce solutions firm founded in 1996. We enable organisations
to thrive in an age of constant change by building, re-shaping, and optimising
workforces.

We do this through talent acquisition and contingent workforce management, internal

mobility and skills development, and talent and technology advisory services. Our
solutions are delivered by our 4500+ experts who live our passionate, bold, and
authentic values. The ultimate aim is to help clients around the world, including 100+
blue-chip companies, create workforces that are fluid, resilient, diverse, and
differentiated.

Our Solutions

Total Workforce Solutions

Ready to think skill count, not head count?
Meet AMS.

Break down traditional talent silos

To build an organisation for the future, you must be able to see and understand what
skills you have and need—wherever those skills may be. That means breaking through
traditional dividing lines. Like permanent vs. contingent hires. Like current vs. potential
employees. Instead, let us help you develop a more holistic, less siloed approach. So
you can achieve True Workforce Dexterity

Get all your systems perfectly aligned

You may be happy with your existing talent acquisition and management systems. But
imagine how much happier you’d be if they were all working in perfect alignment. If you
had visibility of all the skills in your organisation, temporary and permanent. If you could
instantly see where capability matched demand—and where it didn’t. And if you were
always able to make fully informed decisions about whether to hire, redeploy, upskill or
reskill. We’re here to make that vision a reality.

Identify and close skills gaps

What skills do you need? What skills do you have? And what skills are you letting go to
waste? We can work with you to build a detailed picture of all the capabilities—current
and potential—that exist within your workforce. And we can help you plan how to close
the gaps, whether that means bringing people in from outside the business or
developing or redeploying the talent you already have.

Support where you need it

Ready to develop True Workforce Dexterity? Whether you need a strategic partner to
lead the whole transformation or tactical support with key challenges along the way,
we’ve got you covered. We draw on experience from across our integrated talent
business. And, as a market leader in both permanent and contingent workforce
solutions, we know the tools, tactics and strategies that are proven to work.

Contingent Workforce Solutions

Want greater flexibility without greater risk?
Meet AMS.

Contingent workers bring skills and flexibility critical to success. But attracting and
managing them can be complex and full of risk. Partner with us to maximise potential
and minimise problems.

Flex is the future

At a time when businesses are having to move, scale and adapt faster than ever,
contingent workers offer much-needed agility. But managing them is an art-form. To
realise the full potential of your contingent workforce, you need a partner with specialist
expertise in sourcing, technology, compliance, change management and more.

De-risk and simplify

Robust checks and balances are a given for permanent employees. But with contingent
workers, things tend to get fuzzy. Who’s doing the pre-employment screening? Ensuring
the right engagement model and contract is in place? Monitoring head count?
Benchmarking pay? Before you know it, costs are out of control—and one rogue
contractor has caused irreparable damage to your brand. We help you get fully on top of
the situation. Creating and implementing robust processes and technologies.
Guaranteeing compliance. Making sure you have all the data and insights you need.

Looking for a complete talent solution?

Creating an effective contingency workforce programme takes more than contingency
workforce expertise. We draw on experience from across our entire talent business.
Diversity and inclusion. Assessment and selection. Employer brand. Whatever specialist
knowledge we need to bring to your talent challenges, we will.

Early Careers & Campus

Need fresh thinking?
Think fresh talent.

Find and keep the best talent just starting out

Your business cannot thrive tomorrow unless it brings in new, diverse talent today. But
attracting and retaining early careers professionals is easier said than done. To
succeed, you need to take a different kind of recruitment approach. Laser-targeting your
strategy to reach the right people, in the right places, at the right time. Scaling activity
up and down in line with seasonal peaks. Building a future talent pipeline which is a true
strategic differentiator for your business. Our early careers experts will help you do all
this and more.
A precision approach, whoever you’re targeting
There is no one-size-fits-all solution for early careers recruitment. School leavers or
MBAs. Interns or apprentices. We’ll help you develop and implement a clearly defined
strategy for each target group. It could mean creating innovative campus events. Or
designing assessment centres. Or deploying our virtual internship platform. We’re a fully
integrated talent business so anything is possible. The one thing all our solutions have
in common is they’re designed around the specific skills you need for the future.

Scale up. Scale down. Repeat.

Early careers recruitment is seasonal recruitment. To reduce costs and save precious
resources, you need to be able to rapidly scale activity up and down through each
phase of the student year. We give you that scalability, providing dedicated full-time
support at the periods you need it most.

Think longer term

Recruiting fresh talent is only the start. We can also help you manage their
development, accelerating the impact they have on your business. And by continuing to
bring up-to-the-minute insights and solutions to your early careers programmes, we will
ensure you attract, retain and develop your future talent pipeline—not just once but over
and over again.

Looking for a complete recruitment solution?

Winning the war for fresh talent takes more than early career expertise. We draw on
experience from across our entire talent business. Employer branding. Talent
technology. Assessment and selection. Whatever specialist knowledge we need to bring
to your recruitment challenge, we will.

Permanent Workforce Solutions

Wish talent was the solution, not the problem?
Meet AMS.

Your ability to attract talent impacts the bottom line. Are you doing it as fast, efficiently
and cost-effectively as you can? As Recruitment Process Outsourcing (RPO) market
leaders, we know how to design, build and manage the machine that will deliver the
best results for your business.

Professionalise the process

Recruiting scarce skills? Driving a step-change in diverse hiring? Tasked with choosing
office locations based on local talent supply? These are challenges any talent
acquisition function would struggle with. But they’re also the kind of challenges we solve
every day. Outsourcing some or all of your recruitment processes to us means bringing
all of that AMS experience and expertise inside your organisation.

Shape solutions to your needs

Your permanent workforce challenges are your permanent workforce challenges.
Nobody else’s. So, although we use methodologies that have been tried and tested
around the world, we work with you to develop solutions that address your specific
business needs.

It’s not just what you gain—it’s what you save

Fluctuations in hiring demand pose financial risks to your business. Partnering with us
will mitigate them. And that’s not all. We also help you become more cost efficient by
standardising processes and using innovative automation technology.

Looking for a complete talent solution?

Creating an effective RPO programme takes more than performance workforce
expertise. We draw on experience from across our entire talent business. Diversity and
inclusion. Assessment and selection. Employer brand. Whatever specialist knowledge
we need to bring to your talent challenges, we will.

Recruitment Process Outsourcing

Because sometimes
you’re just better off
outsourcing it.

Optimise talent acquisition

Opportunities emerge. Priorities shift. Skills shortages intensify. Catastrophes hit. The
only way your business can respond effectively is if it has the talent to do it. We’ll help
you design, build and run a fully optimised talent acquisition capability. So whatever
happens, you have the right people in the right place at the right time.

Diversity, Equity & Inclusion. Three words that mean everything.

DE&I is not an empty HR phrase. It’s about real, meaningful change. It’s about making
your attraction strategy as broad and inclusive as possible. Removing bias from your
sourcing, screening, assessment and hiring processes. Ensuring your brand is as
attractive to veterans as it is to the LGBTQ+ community (or LGBTQ+ veterans for that
matter). DE&I is about unlocking the power of a more diverse workforce to give your
business a competitive edge.

At AMS, we embed DE&I into all our RPO programmes. In fact, it’s one of the key ways
we help our clients achieve True Workforce Dexterity. So if you want to create a
genuinely diverse and inclusive hiring process, and make quantifiable, measurable
progress, let’s talk.

Get a capability upgrade

Outsource your recruitment challenges to AMS and your business can be at the leading
edge of talent acquisition, no matter where it is today. We call this approach
Recruitment Process Outsourcing (RPO). You’ll find candidates using up-to-the-minute
sourcing methodologies. You’ll have innovative technology to help you streamline
processes and save costs. And don’t forget, we’re an integrated talent business. So you
also benefit from the latest thinking on everything from re-skilling to employer brand.
See, feel and measure the results
An optimised recruitment process sounds great. But what does it actually mean? It
means securing the very best people for your business, whether you’re filling current
vacancies or your future pipeline. It means working as efficiently and cost-effectively as
possible. It means enhancing the experiences of candidates and hiring managers. And,
most important, it means having the hard data to prove it, thanks to the advanced
analytics, reporting and insights our solutions provide.

What else can RPO do for your business?

Entering a new market or closing a talent gap. Scaling up project teams or optimising
your entire process. Whatever challenges your business is facing, we have an RPO
solution to match.

Project RPO & Augmentation

Change is constant.
Scale up, scale down.
Repeat.

Scale with precision and flexibility

Every hiring surge poses a headcount conundrum. Expand your talent acquisition team,
even though the demand may not prove permanent? Or stretch existing capacity and
put your recruitment processes at risk? Our Project RPO and Augmentation solutions
offer a much-needed alternative, giving you access to specialist resource – whenever
and for however long you need it.

Meet short-term needs. Build long-term capability.

We aren't replacing your talent acquisition team, just helping them grow. Whether you’re
building a specialized team from scratch, launching in an emerging market, or facing
huge demand for a new business-critical skillset, project-based sprints can place a huge
burden on your in-house team. Our recruitment experts will scope, source, interview,
contract and onboard the talent you need to meet your business goals - bringing in
proven best practices that help your team become more capable in the long run.

New digital paper from Aptitude Research and AMS

There’s a misperception that RPO is only for long-term, complex talent challenges. So,
we partnered with Madeline Laurano, founder of Aptitude Research, to explore when
and why hundreds of HR and talent leaders lean into recruitment outsourcing on a
project basis to fill their TA capability and capacity gaps – and, the long-term value
Project RPO drives for their in-house teams.

Outsource on your own terms

Know you’re facing a hiring surge but not sure how long it will last? That’s where our
augmentation service comes in. We bring reinforcements into your in-house team—and
keep them there as long as you need them. It’s a highly efficient way to meet peaks in
demand, whether they go on for a month, a year or more.
Single Process RPO
One challenge.
No solution?
Meet AMS.

Reinforcements—but only where you need them

Struggling to meet a new sourcing challenge? Or solve a recurring problem in the
recruitment process? Or fix an admin issue that’s keeping you up at night and your team
from doing their jobs? We can provide the specialist support you’re missing—and you
don’t have to outsource your entire talent acquisition process to access it. Single-
process outsourcing injects our tools, technology and know-how into your function,
precisely where you need them.

Bring in sourcing troubleshooters

Your team is committed to hiring great people. But great people are sometimes
extremely hard to find. Tap into our specialist expertise to solve your toughest sourcing
challenges. Diversifying talent pools? Attracting veterans? Targeting candidates with in-
demand skills? This is what our sourcers do every day.

Free up recruiters to be recruiters

Administration is fundamental to recruitment success. But getting it right can be tricky
and time-consuming. Why not draw on our many years’ experience of running seamless
recruitment processes all over the globe? Working with your in-house team, and using
the latest RPO technology, our specialist administrators can help you manage basic
tasks more consistently, efficiently and cost-effectively. And free up the rest of your
team to do what they do best.

Alexander Mann Solutions Rebrands as AMS to Lead New World of Work

Company introduces workforce dexterity to allow companies to evolve their teams in the
ever-changing world of work

January 12, 2021 07:03 AM Eastern Standard Time

CLEVELAND--(BUSINESS WIRE)--Alexander Mann Solutions has changed its name to
AMS as the company rebrands to better reflect the new ways of work. Coining the new
approach workforce dexterity, the global total workforce solutions firm will help its clients
build, reshape, and optimize their workforces, enabling them to reconfigure their talent
and teams when faced with increased demands, new opportunities, and constant
change.

“The workforce has evolved; how businesses manage this change will be the difference
between success and stagnation,” said David Leigh, AMS chief executive officer. “Our
clients are building for the future, and this means being boundless and global. We are
helping them create workforces that are built faster, flex easily, and are quantified by
skills, not heads.”
Leigh continued, “We are proud of our heritage, having pioneered the Recruitment
Process Outsourcing (RPO) industry 25 years ago, evolving to add contingent and
advisory services, and today offering a total workforce solutions partner that integrates
all these pieces. We are now pioneering workforce dexterity. It’s what the market
demands and what companies need.”

Enter Workforce Dexterity

The pace of technological and social change has accelerated, creating new challenges
for organizations managing their workforces. With the future uncertain and changing
quickly at the same time, companies need to design workforces differently. This led
AMS to develop workforce dexterity, an approach that allows companies to reconfigure
their workforce for every opportunity, equipping them to anticipate and pivot in the face
of change.

Based on its unique knowledge of the market, AMS understands that the workforce of
now mandates a seamless mix of permanent and contingent employees alongside
robots and technology. People are flexing by reskilling and upskilling in order to meet
rapidly shifting market and job demands. Consequently, AMS has built its concept of
workforce dexterity on four pillars:

 Fluidity: bringing together a fluid mix of people, skills, and technology, with the
flexibility to power a business through tomorrow’s demands in real time
 Diversity: a unique approach to combining a diversity of perspectives, skills,
experiences, and roles to accelerate innovation and success
 Resilience: working to create a boundless organization, with a resilient
workforce of people and skills that can take on challenges, then evolve and thrive
in the face of uncertainty
 Differentiation: beyond acquiring great people, extending capabilities with the
right programs and technology to reach beyond competitors

AMS and its clients are acutely aware of how technology is impacting human capital
and are at the forefront of thinking differently about how to respond to the new world of
work. AMS has added these key client insights to its own deep understanding of the
global skills economy, world-class technology, and keen analytics to deliver its new
global solutions.

The new visual identity of the AMS brand is represented in an algorithm-driven motion
graphic that captures the ebb and flow of today’s talent. A beautiful and data-driven
representation of how the workforce is changing, it reflects the fluidity, resiliency,
diversity, and differentiation of true workforce dexterity. These elements are reflected
throughout the new company website, www.WeAreAMS.com.

About AMS
We are AMS. Formerly Alexander Mann Solutions, AMS is a global total workforce
solutions firm founded in 1996. We enable organizations to thrive in an age of constant
change by building, reshaping, and optimizing workforces. We do this through talent
acquisition and contingent workforce management, internal mobility and skills
development, and talent and technology advisory services. Our solutions are delivered
by our 4,500+ experts who live our passionate, bold, and authentic values. The ultimate
aim is to help clients around the world, including 100+ blue-chip companies, create
workforces that are fluid, resilient, diverse, and differentiated. We call this true workforce
dexterity—and we’re here to help you achieve it. For more information, visit
www.WeAreAMS.com.

Alexander Mann Solutions Unveils New Technology

Intelligent Automation Enables Organizations to Adapt Amidst a Changing World

of Work

Cleveland – April 21, 2020 – Alexander Mann Solutions, the global leader in recruitment
process outsourcing and talent acquisition consulting services, has announced the
release of their first self-developed technology platform. Hourly by Alexander Mann
Solutions enables organizations to hire hourly workers faster and with greater precision
through a completely conversational experience from explore-to-offer, in a single built-
for-mobile solution.

“Today, we recognize organizations are operating with a high level of uncertainty about
the future of business and their people,” said David Leigh, CEO of Alexander Mann
Solutions. “We designed Hourly with an eye towards radically improving the candidate
experience for hourly job seekers, and now we’re seeing just how essential this part of
the paid workforce is to the economy. Innovation has always been core to our business,
and we take immense pride in launching Hourly as an enabling technology for
organizations beginning on a path to transform processes and rebuild their workforce
rapidly as we emerge into a new way of work in the coming months.”

The acquisition of Karen HR in 2019 served as a catalyst for the formation of the
Product Division at Alexander Mann Solutions. Prior to the acquisition, our teams had
identified distinct unmet needs within the high-volume hourly hiring market – a space
where functional gaps often result in barriers to practitioner efficiency and an optimal
candidate experience. The product division set out to leverage the unique talent
acquisition domain expertise across Alexander Mann Solutions to identify and close
these gaps with the design of their first product, Hourly. Highlights of the solution,
generally available in May 2020, include:

 Technology purpose-built for hiring hourly workers: Hourly is designed

specifically to ease the frustration felt by both employers and job seekers when it
comes to hiring high volumes of hourly workers efficiently. Hourly is purpose-
built in collaboration with an advisory group of some of the largest global brands,
who collectively hire millions of hourly workers every year.
  A completely conversational experience in a single solution: This is more than
just a chatbot or ‘bolted on’ recruiting point solution to a legacy process, Hourly
reimagines the entire hiring workflow into a simple – yet, intelligent –
conversation that supports every step from exploring roles to virtual interviews
via Zoom and offer acceptance.
 Treat your candidates like customers: Hourly makes it possible to keep
candidates informed and connected every step of the way, even when they don’t
get the job. An embedded 90-second visual assessment, powered by a
partnership with Traitify, personalizes the journey for both hiring managers and
candidates.

To maximize client success in a highly competitive market for talent, the Hourly offer
goes beyond technology alone to include a full programmatic media package combined
with implementation services and live support for a truly seamless candidate
experience.

“Research shows us that hourly workers feel neglected during the recruiting process
and organizations do not have the right technology to support their unique needs,”
stated Madeline Laurano, founder of Aptitude Research. “Hourly is providing a critical
solution to improve efficiency, communication, and the overall experience for the largest
segment of our paid workforce.”

About Alexander Mann Solutions

We’re passionate about helping companies and individuals fulfil their potential through
talent acquisition and management. Today, over 4,500 of our talent acquisition and
management experts partner with more than 100 blue-chip organizations, operating in
40 languages, and over 90 countries. We deliver a distinctive blend of outsourcing
solutions, strategic talent consulting services and industry-leading technology. In
addition to wide-ranging HCM technology partnerships, Alexander Mann Solutions
enables a truly conversational hiring experience purpose-built for high-volume hourly
hiring with the first technology platform in their portfolio, Hourly by AMS. We provide
unrivalled experience, capability and thought leadership to help clients attract, engage
and retain the talent they need for business success. This approach has led to us being
ranked No. 1 in HRO Today’s RPO Baker’s Dozen Customer Satisfaction Survey for
two consecutive years. www.alexandermannsolutions.com

Alexander Mann Solutions Identified as an RPO Leader by NelsonHall

Global Provider of Recruitment Process Outsourcing Solutions Scores Highly for

Innovation in Services

CLEVELAND and LONDON, Oct. 27, 2020 (GLOBE NEWSWIRE) -- Global talent
acquisition and management specialist, Alexander Mann Solutions, has once again
been recognized by analysts at NelsonHall as a global RPO leader. Ranked as a leader
across the RPO Overall, Candidate Experience, Innovation in Technology and Tools,
Talent Acquisition Transformational Journey and Geographic Footprint and Scalability
categories, the company was rated highly for Innovation in Services. Seventeen RPOs
were evaluated by NelsonHall for its Evolution of RPO NEAT research.

David Leigh, CEO at Alexander Mann Solutions, commented, “We’re grateful to have
our commitment to our RPO clients recognized by the analysts at NelsonHall. Integral to
this commitment is our ongoing focus on bringing together the best global experts and
innovative technologies that support change while advancing business imperatives.
We’re especially pleased to be highly rated for Innovation in Services as that’s a strong
indication that our unique talent acquisition strategies are delivering solid results for our
clients.”

NelsonHall’s Vendor Evaluation and Assessment Tool (NEAT) analyzes the

performance of vendors offering global services. It assesses capabilities across a range
of criteria and business situations to identify the best performing vendors overall.
Recruiting process outsourcing enables organizations to outsource the complex talent
acquisition function. Alexander Mann Solutions has distinguished itself through its
breadth of RPO services, which include performance insights and robust analytics.

Nikki Edwards, Principal Analyst, HR Technology & Services, NelsonHall, said,

“Alexander Mann Solutions pushes the boundary of RPO. Notably, it has delivered
unique offerings around neurodiversity, the future of work (workforce dexterity), and
technology (with its launch of Hourly), while ensuring its employees maintain deep
market expertise to serve its clients well via its Talent Adviser and Trusted Adviser
programs.”

About Alexander Mann Solutions

We’re passionate about helping companies and individuals fulfill their potential through
talent acquisition and management. Today, over 4,500 of our talent acquisition and
management experts partner with more than 100 blue-chip organizations, operating in
40 languages and over 90 countries. We deliver a distinctive blend of outsourcing
solutions and - through Talent Collective - a full range of consulting and specialist
services. We provide unrivaled experience, capability and thought leadership to help
clients attract, engage and retain the talent they need for business success. This
approach has led to us being identified as a global leader in both the 2020 NelsonHall
NEAT Matrix and the Everest Group PEAK Matrix® Assessment 2020. We also made
the Sunday Times PwC Top Track 250 list for the third consecutive year.

www.alexandermannsolutions.com

About NelsonHall

NelsonHall is the leading global analyst firm dedicated to helping organizations

understand the ‘art of the possible’ in digital operations transformation. With analysts in
the U.S., U.K., and Continental Europe, NelsonHall provides buy-side organizations with
detailed, critical information on markets and vendors (including NEAT assessments)
that helps them make fast and highly informed sourcing decisions. And for vendors,
NelsonHall provides deep knowledge of market dynamics and user requirements to help
them hone their go-to-market strategies. NelsonHall’s research is based on rigorous,
primary research, and is widely respected for the quality, depth and insight of its
analysis.

Alexander Mann Solutions creates impressive talent acquisition experience with

ServiceNow

Alexander Mann Solutions provides services across the entire talent lifecycle–from
strategic workforce planning to assessment and selection to onboarding and employee
engagement. With ServiceNow, the company created a recruitment management
application that can be fully-integrated and customized by every client to automate the
talent acquisition process.

Managing more than 250,000 job interviews every year

Alexander Mann Solutions works with hundreds of blue-chip organizations in 90
countries, providing talent acquisition and management services
Alexander Mann Solutions’ vision is to enable people and organisations to fulfil their
potential through talent acquisition and management. The company works with 100+
blue-chip organisations and across 90 countries to provide solutions across the entire
talent lifecycle–from strategic workforce planning, to assessment and selection, to
onboarding and employee engagement.

As part of its role in optimizing the talent lifecycle, Alexander Mann Solutions frequently
becomes the recruitment team within a client organisation, tasked with managing the
entire delivery as efficiently as possible, while providing a world-class experience to
candidates. However, the time-consuming nature of the recruitment process created big
challenges and inefficiencies.

Andrew Wayland, Chief Technology Officer at Alexander Mann Solutions, explains: “As
part of our service our global team manages more than 250,000 job interviews every
year. The scheduling process was extremely time consuming, with schedulers relying
on spreadsheets and manual processes to synchronise the numerous tasks in the
recruitment process—such as meeting room bookings and calendar invites—with client
systems.”

Alexander Mann Solutions wanted to automate repetitive processes and after

evaluating several solutions, chose ServiceNow because it’s cloud-based and
provides maximum flexibility and agility
Alexander Mann Solutions wanted to automate the repetitive and manual parts of the
interview scheduling process and augment the candidate experience, while offering
clients an end-to-end recruitment application that could be easily customised and
integrated with existing systems.
Alexander Mann Solutions evaluated a number of solutions and ServiceNow was the
clear choice, with a cloud-based delivery model that provided maximum flexibility and
agility for a fast deployment.

The company partnered with Spoc, a ServiceNow Gold Partner, to create a bespoke
recruitment application on the Now Platform®. It handles the entire process through
intelligent workflows and automation, from candidate application through to vetting,
interview scheduling all coordinated to the moment a candidate accepts and signs their
contract to start.

ServiceNow has become an integral part of Alexander Mann Solutions’ digital

transformation.

“ServiceNow was the perfect fit for our long-term strategy, providing the ideal backbone
to create applications that can run a critical business process for our clients,” comments
Andrew. “ServiceNow has enabled us to fully integrate with our clients’ organisations
and take their candidates on a recruitment journey that is bespoke to their brand and
approach.”

The app plays a key role in the shortlisting aspect of the recruitment process, pulling
details of the role and available interview timeslots into a responsive design website that
is client branded. Candidates can pick a time when they are available, which is
reconciled with everyone involved and the calendar systems they use. The workflow
books meeting spaces, parking spaces, and even recommends a nearby coffee shop.

The application includes a chatbot called HANA that provides information, supports
onboarding, and acts as a gateway to a live agent or facilitator.

“ServiceNow has allowed us to reduce this service from five to just two days on
average, with the current record being less than half an hour,” says Andrew.

ServiceNow app has profound impact on Alexander Mann Solutions schedulers,

freeing them to be high-touch recruitment facilitators and solution designers
The new application has had a profound impact on the role of Alexander Mann
Solutions’ interview schedulers, freeing them up to evolve their role into high-touch
recruitment facilitators and solution designers.

Hundreds of hours were being spent on scheduling interviews and if a candidate

cancelled at short notice it would trigger a frantic process of re-scheduling. Through
automation and workflows, invites can be withdrawn, meeting rooms cancelled, and
everyone involved in the process communicated to about the change in minutes.

Andrew explains: “Previously, the job of our schedulers was extremely dull and process-
driven. ServiceNow has transformed the way they work, opening up opportunities to
play a key role in developing our client services and the experiences we can offer
candidates. The team can focus on the key touchpoints that make a difference to our
clients and reassure candidates with a human touch when it is needed most.”

The clients of Alexander Mann Solutions are seeing the value in a fully-integrated,
customised, and branded recruitment platform
Alexander Mann Solutions’ clients recognise the value of a fully-integrated, customised,
and branded recruitment platform that improves their talent acquisition process and
integrates with ease with their internal IT systems.

The speed of implementation of the application into client sites is a key benefit. The lead
time to integrate into the client’s systems when starting the recruitment process has
dropped by 30%, with Alexander Mann Solutions delivering the application to clients in
8-10 weeks.

Alexander Mann Solutions has been fine-tuning and improving the application by adding
details such as a candidate portal for smartphones, text message reminders before an
interview, and profiles of interviewers. The results have been impressive, with 93% of
candidates reporting satisfaction with the recruitment process.

“The Now Platform is always learning, evolving processes across clients, and
measuring performance, and this is driving continuous improvement,” says Andrew. “As
the platform matures, its efficiency is increasing and the services we offer are becoming
more sophisticated.”

ServiceNow helped the Alexander Mann Solutions’ IT department change its

perception from a cost centre to a strategic driver
ServiceNow has become an integral part of Alexander Mann Solutions’ digital
transformation, helping to change the perception of the IT department as a cost centre
to a strategic part of client service.

“We attend client pitches regularly, which was not the case in the past. We expected
clients to ask questions related to costs during those meetings but they fully understand
the benefits and see the technology as a way to augment their engagement with
candidates,” comments Andrew.

“IT is no longer seen as the team that is running infrastructure, but instead a facilitator of
strategic conversations,” Andrew adds.

IT is able to deliver strategic solutions that delivery real client outcomes and
expand our product set.

The IT team at Alexander Mann Solutions can already see opportunities develop the
recruitment application and expand its use to other processes. One of them is handling
the full onboarding process and another involves blending artificial intelligence with
talent acquisition to review CVs and automate other tasks.
“We see our future approach as ‘blended bots and bodies,’ with the aim to evolve the
client and candidate experience. This is not at the expense of headcount—it’s about
creating more interesting roles for our team and making their work life more rewarding,”
concludes Andrew.

YOH

FROM OUR LEADERSHIP TO OUR SERVICE – GREAT PEOPLE ATTRACT GREAT

PEOPLE
Yoh is in a unique position, we have to find the best technology talent, provide service
to some of the world’s largest companies, and be a great employer. We do that with the
great people we have working for us. From our recruiters to sales to operations and
leadership, we work hard to earn your trust. And we strive to be an employer of choice
in the dynamic recruiting and workforce solutions industry.

We hire and train the best in the business to serve our customers and our consultants.
Making you successful is our #1 goal, whether you are working for us, or getting great
talent from us. Why Yoh? Yoh knows greater talent, that’s why.

BENEFITS FOR CUSTOMERS

Specialty Practice subject matter experts who know the technologies, the projects and
your market. Go ahead, quiz us.
 Experienced workforce solutions staff to bring best practices and efficiency to
your operations
 Certified Yoh recruiters who know the best ways to find people and get them to
you.
 The financial stability of an almost $3 billion privately-held services company.
 Nationwide and international coverage to get talent where you need them.

BENEFITS FOR CONSULTANTS

A world-class customer list to get you in front of the companies and connected to the
work you want.
 Knowledgeable recruiters and subject-matter experts who can have a real
conversation about your skills.
 A consultant portal for to make it easy to work with us.
 Efficient on-boarding and communications to get you the information you need.
 Local, national and international opportunities to expand your network.

BENEFITS FOR STAFF EMPLOYEES

Experienced leadership who has been in your sales, service and recruiting seat.
 World-class technology to help you be efficient and productive.
 Improved training to help you gain the skills you need to be successful.
 Business intelligence and analytics to give you a transparent look at your
performance and progress.
 Benefits and incentives available as part of a large corporation.
INTEGRATED WORKFORCE SOLUTIONS

ADVISORY & CONSULTING SERVICES

STARTING FROM SCRATCH? ALREADY DABBLE A BIT? OR SUBMERGED IN

FULL BLOWN PROGRAM?
Yoh's Advisory and Consulting Services can design, implement or simply make
recommendations when implementing for the first time or managing your existing
contingent workforce program...and we have just the experts you need for any stage of
your program.

Yoh's Advisory and Consulting Services are designed to help implement an

organizations self-managed contingent workforce program. With over 30 years of
experience, we have the industry experts to help you launch a successful, best in class
program that you manage for years to come. And if you need some additional recruiting
expertise to help you deliver the talent to run your business, we can do that too!

YOH'S ADVISORY SERVICES

The client is the primary driver of the entirety of the work associated with implementing
a self-managed contingent workforce program and Yoh advises on key elements
including consultation and best practice advice on the following:

 How to build out a best-in-class self-managed program inclusive of

communication and change management
 Appropriate sourcing and pricing model recommendation
 Establishing an internal PMO/VMO, create job descriptions, provide assessment
and screening on appropriate skill sets and roles needed for successful program
delivery
 Establishing appropriate program/supplier SLAs/KPIs
 Supply chain optimization and cost savings strategies
 Effective and compliant Payrolling, IC vetting and management
 VMS Technology platform assessment and recommendation

YOH'S CONSULTING SERVICES

Yoh is the primary driver for providing consultation, recommendations, implementation
execution and management for a client's self-managed contingent workforce program
inclusive of the following:

 Program build out/implementation with a 3-5 year program roadmap

 Draft all communications to client stakeholders, end users and suppliers
 Create change management and program adoption policies
 Partner with client selected VMS provider during implementation
 Recommendation and implementation of program supplier sourcing model (ie
Vendor Neutral, Preferred Supplier, etc)
 Recommendation and execution of pricing model inclusive of rate card
benchmarking
  Establish program/supplier SLAs/KPIs, SOPs and training manuals
 PMO program execution and oversight until stable state and transition
 Program transition and training to new client directed PMO/VMO
 Establish cost savings and supply chain optimization strategies
 Recommendation for total talent workforce solutions

DIRECT SOURCING/CONTINGENT RPO

TOP TALENT, WHEN YOU NEED IT - NOW!

Our Direct Sourcing/Contingent RPO Solution incorporates all the benefits of our best in
class RPO programs inclusive of contingent labor.

Our solution allows us to offer our clients a more efficient end-to-end talent acquisition
process as sourcing and submission of qualified, vetted talent is done within minutes
and not days through our propriety technology platform and process. We drive
continuous candidate engagement and management for faster deployment of quality
candidates, which results in long-term retention of the best contingent and permanent
talent. Because we employ Direct Sourcing Teams as part of our solution, it enables us
to integrate quickly into your MSP or RPO Program in order to help you achieve total
talent optimization.

Yoh’s propriety technology stack leverages AI, machine learning and RPA to source,
deploy, onboard, manage and curate qualified talent.

WHY YOH’S DIRECT SOURCING/CONTINGENT RPO SOLUTION:

Contingent Labor Cost Savings – temporary markup costs and conversion fees are
reduced compared to traditional staffing supplier methods
 Stronger employer branding and value proposition for contingent and permanent
hiring
 Faster deployment/submission of qualified talent for open temporary and
permanent job requisitions
 Client specific talent communities
 Client dedicated direct sourcing team
 Streamlined talent acquisition process
 White glove customer experience
 High level candidate experience
 Improved candidate retention

ENTERPRISE RECRUITING

RECRUITING AT SCALE
Recruiting for larger, managed programs and multiple locations takes dedicated teams
of recruiters and high-performing suppliers to meet the demand. We’ve been there – we
manage big programs, so we know the value of a good staffing supply chain. Because
of this, Yoh’s approach is different for large MSP, VMS and corporate accounts where
we are part of a supply chain. We don’t rely on our outlying branch offices or other parts
of our business. Yoh’s enterprise recruiting team is dedicated being a top performing
supplier for high-volume, re-occurring positions, or hard-to-find specialty positions. We
are the kind of supplier we like to have in our programs.

VMS ENGAGEMENTS
We work with all the major VMS players and are familiar with the systems and
processes. Whether your self-manager or have a provider, we can plug-in to your
program and be a top-tier supplier of talent.

MSP PROGRAMS
Working within a managed services program comes naturally to us – because we run
programs too. So we know how to work and play nicely together. It’s a not-so-well-kept
secret that most major MSPs are suppliers to another MSP’s program.

MASTER SUPPLIER
When you need a main go-to supplier to ensure 100% requisition fulfillment, we
understand how important this is so we ensure our delivery model meets just that
expectation. We partner with you exclusively to deliver the talent you need and bring or
own proprietary technology to ensure speed of service and efficiency from sourcing to
onboarding.

DEDICATED DELIVERY AND ACCOUNT MANAGEMENT

We know the difference a dedicated delivery team makes. We don’t rely on branch
offices. Our recruiting teams can scale up and scale down as needed to meet the needs
of our customers. And, as a good partner, we provide dedicated account
representatives to manage the relationship.

Yoh’s strategically placed delivery hubs house recruiting teams providing service across
the US, UK and EU. Tap into Enterprise Recruiting done right.

WHY ENTERPRISE RECRUITING

Dedicated Delivery Teams: An approach that ensures your requirements take priority.

Knowledgeable Recruiting Management: Not just transactional, guns for hire. We

have proactive vertical experts implementing best practices and the latest recruiting
techniques.

Scalable: Through our service hubs we can scale up and down as needed to meet
fluctuating demands.

STEM Focus: Yoh’s heritage in recruiting is in technology and the sciences. We bring
that expertise to enterprise recruiting. We can recruit in many different areas, but many
companies rely on us for technical positions other suppliers can’t supply.
KPIs and Metrics: We work well with others and against others. Our goal is to be your
#1 supplier and we welcome key performance indicators and metrics that show how we
are doing.

Innovative Candidate Sourcing & Engagement: We ensure a high level candidate

experience while leveraging automation from the initial outreach through onboarding
and continuous management while our workers are on assignment for you. We do this
to ensure the best retention and assignment completion rates.

TOTAL TALENT SOLUTIONS

STREAMLINING YOUR TALENT PROCESS

Putting together a holistic program to help manage all of your hiring needs takes not
only experience but coordination.

Total Talent means different things to different organizations and requires a uniquely
configured solution to meet your specific needs. As a pioneer and established leader in
contingent and permanent talent outsourced solutions, Yoh's experience spans over 30
years helping clients with their talent needs. We helped design some of the first MSP
and RPO programs in the marketplace and have evolved our next generation solution
toward integrated total talent solutions. Trust us, it’s a lot easier if you have one process
or many processes coming through one managed services provider - and even easier
than doing it yourself! Contact us to learn how a total talent solutions program can help
you get your arms around all your workforce needs. Let a Yoh expert create a program
just for you that covers all of your contingent and permanent talent needs and truly
optimizes your workforce.

WHY YOH’S TOTAL TALENT SOLUTIONS:

 Client dedicated talent communities of contingent and permanent talent to
include pre-identified/payrollees, silver medalists, retirees, etc.
 Proprietary technology stack that can integrate with your VMS, ATS, CRM, HRIS,
etc.
 Total talent analytics across all of your contingent and permanent hiring
 Integrated process and singular program for your contingent and permanent
talent needs
 Full optimization of your supply chain for both contingent and permanent hiring
 Aggregated savings opportunities
 Streamlined talent acquisition process
 High level candidate experience and stronger engagement and retention
 Improved employee value proposition for better attraction of quality talent
 Speed to service/delivery so you can focus on meeting your business critical
objectives and goals
MANAGED SERVICE PROVIDER

YOUR WORKFORCE: YOUR PROGRAM

We believe that one size does not fit all.

We can develop a managed services program uniquely configured and tailored to your
needs by expertly managing your contingent workforce supply chain or creating talent
communities just for you. Whether it’s contract workers, independent contractors, SOW
engagements, two suppliers or two hundred, we’ve got you covered.

We’re not into labels. Call it what you want – we like to call it YOUR program. But here
are a few of the typical ways we can work with you:

Vendor Neutral – Just like Switzerland, we manage and remain neutral to get you the
best talent from the best suppliers for your jobs wherever and whenever you need them.
We run the program for you and keep the peace. You get the best the marketplace has
to offer.

Hybrid – Sometimes you need a specialist, sometimes a generalist. We’ll make sure
your workforce needs are taken care of by our team, key suppliers or maybe even some
niche suppliers too. We create a talent community just for you that works for you.

Master Vendor – If you want to create a dedicated supply line without multiple suppliers
and complexity, we can design a program to deliver talent directly to you. And not
through branch offices. We have dedicated delivery teams with no other distractions.

We can develop a contingent workforce program for all your contract types, including
payrollees, independent contractors and SOW engagements, without sacrificing quality
while saving you money.

Managing and evaluating performance of temporary and SOW suppliers, ensuring IC

compliance, achieving diversity goals, on-boarding/off-boarding, reporting and tracking
of contract workers is complex, but doesn’t have to be. As your MSP we can help you
keep everything on track. Contact us today and find out what personal service is really
like.

WHY MANAGED SERVICES

Visibility & Control: See where all of your spend is quickly and easily, allowing for more
strategic decision making.

Unique Roadmap Design: We plan your program not just for today, but for your next
generation to ensure continuous evolution and innovation in your program to achieve
optimal results and value. And we help you get there which is why 87% of our clients
expand their services with us.
Knowledgeable Staff (Our People): Not just transactional, wait-to-be-asked staff. We
have proactive experts bringing best practices and executing on innovation and best-in-
class recommendations to consistently evolve your program .

Change Management: Developing a managed services program is easy, making it

work is another. We're the calming force that gets people bought in and helps you get
things done.

Dedicated Implementation: We have implementation teams ready to go at your pace

when you are and can implement as fast as you can manage it. Project managers and
data experts to take you from the first meeting to go-live.

Cost Savings: Are you missing out on savings opportunities through a decentralized
supply chain, rogue spend or misclassified SOW? Did you get a good deal on that
programmer? We’ll help you figure that out and plan for your future budget.

An Efficient Diverse Supply Chain: It takes a village to fill a job nowadays. You need
suppliers that can perform like a NASCAR pit crew. We’ll help make that happen.
Additionally, we will ensure to you meet your diversity spend goals. Our Managed
Services program portfolio boasts 30% diversity.

Reporting & Analytics: We leverage disruptive and advanced technologies to ensure

we can help you with benchmarking, program recommendations related to talent quality,
process efficiency and savings and help you with better workforce planning.

TECHNOLOGY
Everyone loves technology - when it works. Luckily for you, we have a diverse range of
experience, from integrating our own propriety technology stack to partnering with the
largest VMS providers in the world to other in-house options that make it easy to find
the right one for you. Have your own? We’ll plug in and make it work better. Looking for
one now? We can help you decide what will work best. And when it comes time to
implement, we have an experienced team that can’t wait to get their hands on your data
and put it to work for you. Talk to us about technology – we speak geek.

RECRUITMENT PROCESS OUTSOURCING

WHILE SOME TRY TO TAKE THIS ON THEMSELVES, OTHERS TURN TO THE

PROS TO REBUILD OR AUGMENT THEIR INTERNAL RECRUITING
INFRASTRUCTURE THROUGH RECRUITMENT PROCESS OUTSOURCING.
In short, Recruitment Process Outsourcing or RPO, is the outsourcing of some or all
components of the internal full life cycle recruitment process for candidates who will
become direct employees from sourcing through onboarding. It’s bringing recruiting
expertise where you need it most.

RPO programs can either replace the need for internal sourcing or recruiting, can
support or manage various points across recruitment lifecycle or can augment
resources already in place. This can be for all your jobs or in certain areas where you
have challenges or critical needs. An RPO provider can also help you get the most from
your investment in recruiting technology.

Do more with less, increase the quality of your talent, and keep costs in check with
RPO. Yoh knows recruiting.

TYPES OF RPO
There isn’t a one size fits all approach when it comes to RPO and contrary to popular
belief, RPO is not just the occasional permanent placement. An RPO partner brings
process, accountability, scaleability and innovation. There are several different types of
RPO programs, and with the help of a Yoh RPO expert, we can determine the type of
RPO to best suit your business recruitment needs. Here are a few of the most common:

 Enterprise RPO: Recruiting from start to finish where entire recruitment process
is outsourced from requisition opening to offer or onboarding
 Project RPO: Recruiting for a specific need, timeframe, location and/or skill set
 Hybrid - Point of Service: Outsourcing recruitment points such as sourcing only
or offer administration help
 Contingent RPO: Having a contingency of recruiters when you need them

PERFORMANCE, PROCESS AND ACCOUNTABILITY

The “process” in RPO means we can perform one or many processes to help you
recruit the best candidates and streamline the recruitment lifecycle. It also means that
we sign up for metrics and KPIs so that we are accountable for our part or parts of the
process. This performance-based approach means you get the most value for your
recruiting investment. The benefits of a Yoh RPO solution include:

 Innovative, proprietary technology leveraging artificial intelligence, machine

learning, chatbots and RPA
 Scaleability and flexibility without fixed expense…scale recruiting efforts based
on real time hiring needs
 Source qualified candidates for difficult-to-fill positions and hard-to-fill markets
 Deliver qualified diversity candidate slates
 Multi-channel digital media sourcing platform
 Employment brand development and employer value proposition
 Greater business intelligence and insight into your talent acquisition program
 Enhance your candidate and hiring manager experience and satisfaction
 Seamless extension of your current recruitment team
 Best practice recommendations to improve interview to hire and time to fill ratios
 Better fit hires with improved new hire retention
 Reduce cost with a high ROI.

Yoh Recognized as a Major Contender on the 2020 Everest Group PEAK Matrix®
Assessment of Contingent Workforce Management Service Providers
PHILADELPHIA, Sept. 01, 2020 (GLOBE NEWSWIRE) -- Yoh, a leading international
talent and outsourcing company and part of Day & Zimmermann, was recently
recognized as a “Major Contender” on the Everest Group PEAK Matrix® Assessment of
Contingent Workforce Management (CWM) Service Providers.

As part of its assessment of Yoh, Everest Group noted Yoh’s strength in STEM and a
high level of client satisfaction with Yoh’s relationship management, responsiveness
and proactive approach. The assessment reported on Yoh’s strides in the digital
landscape, including a Total Talent Acquisition offering and quickly evolving technology
ecosystem.

“Contingent workforce management services is a constantly evolving segment of the

talent economy, as more and more companies are turning to service providers for
assistance beyond traditional staffing solutions,” said Kathleen King, Senior Vice
President of Enterprise Solutions at Yoh. “Our recognition as a Major Contender on the
2020 PEAK Matrix® demonstrates our commitment to responding to changes in market
dynamics, addressing the ever-changing needs of our customers and increasing our
value as a service provider through the implementation of effective strategies and
innovative offerings.”

Everest Group’s PEAK Matrix® is one of the most trusted evaluators of service provider
performance and capabilities. The PEAK Matrix® measures impact created in the
market through the dimensions of adoption, portfolio mix, and value delivered. It
measures ability to deliver services successfully through the dimensions of vision and
strategy, scope of services offered, innovation and investments, and delivery footprint.
In creating this year’s matrix results, Everest Group analyzed 23 CWM service providers
from around the globe.

“The Everest Group has continually recognized Yoh year after year in various matrices
for its client-centered approach to business and its adaptability in responding to
emerging client needs, and it’s placement on this year’s matrix is emblematic of that,”
said Arkadev Basak, Vice President at Everest Group. “Yoh’s recognition as a ‘Major
Contender’ in 2020 is symbolic of its longstanding position in the talent economy as a
respected provider of more than simply talent acquisition and recruitment.”

Yoh is a recognized leader in providing the right talent acquisition structure, analysis,
delivery and management to organizations across the country. With its deep network of
contingent labor and talent acquisition expertise, Yoh can deliver clients an end-to-end
workforce solution, delivering cost savings, a streamlined process, and a solution
customized to fit a company’s needs no matter the industry.

To read Everest Group’s full report, “Contingent Workforce Management (CWM) –

Service Provider Landscape with Services PEAK Matrix® Assessment 2020,” visit
https://www2.everestgrp.com/reportaction/EGR-2020-25-R-3886/Marketing
ABOUT YOH For over 70 years, Yoh has provided the talent needed for the jobs and
projects critical to our clients’ success by providing comprehensive workforce solutions
that focus on Aerospace and Defense, Engineering, Federal Services, Health Care, Life
Sciences, Information Technology and Telecommunications. Yoh fulfills immediate
resource needs and delivers enterprise workforce solutions, including Managed
Services, Recruitment Process Outsourcing, Vendor Management Systems,
Independent Contractor Compliance, and Payroll Services. For more information, visit
yoh.com.

Press Contact:Joe McIntyre (215) 564-3200 ext. 112 joe@gobraithwaite.com

GE Energy And Yoh HR Solutions Speak On Business Impact Of Recruitment

Outsourcing
Companies to jointly present study that shows how GE Energy saved $3 million
annually and improved service levels by simplifying HR management with Yoh HR
Solutions

Las Vegas, NV - Today Yoh HR Solutions, a comprehensive recruiting service for high-
impact professional talent, and GE Energy, one of the world's leading suppliers of power
generation and energy delivery technology, announced they will jointly present a
detailed case study that documents how GE Energy reduced HR management costs for
40,000 employees by $3 million annually.

This eye-opening case study on human resource simplification, titled "Taking the
Complexity Out of HR Simplification", will be presented at The Oracle Global HRIS SIG
2005 Spring Conference, held April 7-8, in Las Vegas. Presenters John Blowers,
Manager of HR Information Strategy for GE Energy, and Geoffrey Dubiski, Director of
Yoh HR Solutions, will describe how the revolutionary, centralized process was
established at no cost, and with no IT involvement.

Yoh HR Solutions is the recruitment process outsourcing division of Yoh, one of the
world's leading providers of talent and outsourcing services to U.S. and U.K.
companies. Dubiski and his Yoh HR Solutions team operate GE Energy's Center of
Excellence, a centralized, Oracle-based data hub that manages the HR requirements
for all 40,000 GE Energy employees.

The Global HRIS SIG 2005 Spring Conference will provide members of the Oracle HR
Special Interest Group two days of informational sessions from Oracle Development
and Support as well as case studies and presentations from Oracle customers. Dubiski
and Blowers are scheduled to present on April 8th, from 4:15 p.m. to 5:15 p.m., in
Diamond Meeting Room 4 of the Aladdin Hotel.

"GE Energy turned to Yoh HR Solutions because they needed a customized process
that could meet or exceed their rigorous quality requirements," says Dubiski. "A cookie-
cutter approach simply wouldn't do. Yoh HR Solutions developed a custom recruitment
process outsourcing solution that fit perfectly into GE Energy's Six Sigma culture. The
case study will show how this tailor-made approach helped GE Energy reduce HR
management costs while improving management quality. Our ability to manage our
people around the customer's processes created a win-win environment for all."

Yoh HR Solutions' customizable and extensive mix of services lowers costs and
accelerates ROI of HR departments by outsourcing some or all of the recruiting
process, including needs assessment, requisition management, advertising,
recruitment, interviewing, program management, and onboarding. Yoh HR Solutions
leverages Yoh's 65 years of recruitment experience—more than any other provider in
the rapidly growing $45 billion human resource outsourcing marketplace—to help
companies consistently attract and retain the finest high-impact talent.

About GE Energy
GE Energy (http://www.GEpower.com) is one of the world's leading suppliers of power
generation and energy delivery technology, with 2004 revenues of $17.3 billion. Based
in Atlanta, Georgia, GE Energy provides equipment, service and management solutions
across the power generation, oil and gas, transmission and distribution, distributed
power and energy rental industries.

About Yoh
Yoh delivers talent and outsourcing services to customers in the United States and
United Kingdom. As one of the largest staffing services firms in the United States – with
more than 415 million USD in total sales – Yoh operates from more than 80 locations
and provides long- and short-term temporary and direct placement of technology and
professional personnel, as well as managed staffing services, for the information
technology, scientific, engineering, health care, telecommunications and industrial
communities. For more information, visit www.Yoh.com. Yoh is part of Yoh Services
LLC, a Day & Zimmermann Company.

Source: Yoh HR Solutions and GE Energy

Yoh Launches DZConneX Total Talent Solution

POSTED ON 9.17.2020 BY DAY & ZIMMERMANN

This week, Yoh launched a new product offering, closely aligned to the project
management and talent management expertise of Day & Zimmermann. Known as
"DZConneX", the new offering is being marketed through Yoh Enterprise Solutions and
very soon will migrate to a brand shift as well. By the end of the year, Yoh's enterprise
offerings will go to market as DZConneX (DZX).

There are no changes organizationally at this time, and current customers will migrate
to the new brand over time depending on contract terms, renewals and services
provided. DZConneX will be a brand under Yoh group. Yoh's Specialty Practices
offering and strategic accounts staffing services, operated and marketed through its
branch offices around the country, will continue as Yoh.
The change to DZX is to provide a sophisticated Total Talent offering, enabled by
technology to the marketplace. Clients are increasingly looking at talent from a holistic
standpoint versus the historic segmented philosophy. They are seeking full visibility into
all of their workforce, permanent and contingent alike, in order to more strategically
leverage their most important asset – People. DZConneX positions the Yoh enterprise
business to capitalize on this and to leverage the history and expertise of D&Z.

The solution is powered by the proprietary Total Talent ConneX ecosystem, a

technology platform being developed in partnership with D&Z's Information Technology
team. It will provide the highest level candidate and client user experience through
connecting people, process and technology to create an efficient, automated total talent
process with innovative analytics across the total potential workforce. DZX offers a total
talent solution that is customizable to meet our client’s specific and unique needs.

The roll out coincides with the annual Staffing Industry Analysts' Contingent Workforce
Solutions (CWS) conference this week.

Yoh Acquires Maxsys Solutions, LLC, a Texas-Based Recruitment Firm

Specializing in IT, Finance and Accounting

PHILADELPHIA, Feb. 28, 2018 /PRNewswire/ -- Yoh, a leading international talent and
outsourcing company and part of Day & Zimmermann, announced today the acquisition
of Maxsys Solutions, LLC, a Frisco, Texas-based specialty IT recruitment firm. The
transaction includes Maxsys Financial Solutions, LLC, a separate finance and
accounting brand. The acquisition expands Yoh's IT specialty staffing practice area and
addresses the demand from businesses of all sizes for flexible, on-demand and
sustained recruiting for skilled professionals. The transaction closed on February 23,
2018; terms were not disclosed. Duff & Phelps served as the exclusive financial advisor
to Maxsys Solutions on this transaction.

"Technology companies large and small continue to struggle finding highly-skilled IT,
Application Development, Project Management, and Finance and Accounting
professionals to meet their critical talent needs in today's fast-moving business
landscape. This acquisition is a reinforcement of our commitment to providing focused
recruiting solutions to our clients," said Emmett McGrath, President of Yoh. "Maxsys is a
strong addition to our national IT recruiting practice and will allow us to deliver top IT
talent to more of our customers."

Maxsys is one of the fastest growing IT recruiting companies in the Dallas/Fort Worth
market. Over more than 10 years, they have built strong relationships between IT
professionals and clients, delivering superior staffing solutions that bring each together
on technical projects nationwide. Maxsys Financial Solutions was established in 2014 to
provide high-level finance and accounting professionals. With a dedicated team
boasting more than 52 years of experience in IT recruiting, Maxsys clients benefit from
far-reaching IT experience and knowhow, and an extensive network of skilled
technology specialists.

"I am pleased to join the Yoh family of companies. Yoh has a great reputation and the fit
with the Maxsys team couldn't be better, especially in the vibrant Dallas area," said
Charles Masoner, President of Maxsys. "Our focus is to continue expanding our local
and now national IT recruiting expertise and provide more service to our clients and
more opportunities to our consultants and employees. The future is very bright for
Maxsys and Yoh."

Established in 1940, Yoh is the 27th-largest staffing firm in the United States according
to Staffing Industry Analysts. Yoh has a reputation of maintaining long-term clients that
are among some of the world's largest and leading technology and media
conglomerates and Fortune 500 companies. Yoh is a subsidiary of Day & Zimmermann,
a $2.5 billion century-old, third generation family-owned services company. Day &
Zimmermann is currently ranked as one of the largest private companies in the U.S. by
Forbes.

ABOUT YOH
For more than 75 years, Yoh has provided the talent needed for the jobs and projects
critical to our clients' success. Our Specialty Practices recruiting experts find high-
impact professionals in Aerospace and Defense, Engineering, Health Care, Life
Sciences, Information Technology, Interactive Entertainment and Telecommunications.
For clients with workforce management needs, our Enterprise Solutions team delivers
large-scale workforce solutions, including Managed Services, Recruitment Process
Outsourcing, Vendor Management Systems, Independent Contractor Compliance, and
Payroll Services. For more information, visit yoh.com.

ABOUT MAXSYS SOLUTIONS AND MAXSYS FINANCIAL SOLUTIONS

Maxsys Solutions was founded in 2007. We are a highly-respected provider of high-end
IT skill sets, including application development, business intelligence, project
management and web development. Maxsys Financial Solutions provides clients with
key professionals in finance and accounting skill sets. Named as one of Inc. 500's
fastest growing companies in 2011 and 2012, Maxsys has become a leader in the
Dallas/Fort Worth marketplace. For more information, visit www.maxsyssolutions.com.

Press Contact:
Joe McIntyre
(215) 564-3200 ext. 112
jmcintyre@gobraithwaite.com

Yoh/DZConneX Earns 11th Consecutive Placement on Baker’s Dozen Customer

Satisfaction Ratings

PHILADELPHIA, PA – June 8, 2021 – Yoh/DZConneX, the leading international talent

and outsourcing company owned by Day & Zimmermann, recently earned its 11th
consecutive placement in HRO Today’s 2021 Baker’s Dozen Customer Satisfaction
Ratings for Managed Service Providers (MSP). Placement on the Baker’s Dozen list is
decided by customer rankings and comes as a result of high marks for quality of
service, breadth of service, and deal size.

Yoh has been recognized by HRO Today as a top customer service provider for its MSP
services each year since 2011. The company has also earned top placement among
Enterprise Recruitment Process Outsourcing (RPO) providers for the past six years and
has been recognized as a leader in Total Workforce Solutions annually since HRO
Today created the section in 2018. This year, Yoh also received the HRO Today
Association’s North America Business Partner Excellence in Enterprise Award for Yoh’s
work with Discovery, Inc., the mass media television company.

“When we launched the new DZConneX total talent solution last year, we did so with
the recognition that we have entered a new realm of talent management. This unique
solution in the marketplace was meant to deliver our clients the very best in talent,
teams and technology in a single, seamless solution,” said Kathleen King, Yoh Senior
Vice President, Enterprise Solutions. “Earning our 11th consecutive placement on the
Baker’s Dozen list is a testament to the fact that DZConneX and Yoh have continued to
evolve and grow to meet our clients’ ever-changing talent needs and deliver the very
best MSP solutions to some of the largest companies in the world.”

The Baker’s Dozen Customer Satisfaction ratings are based solely on customer
satisfaction surveys conducted directly with MSP buyers through an online survey
distributed by HRO Today. The results of the surveys are analyzed across three
subcategories: service breadth, deal sizes and quality. HRO Today uses a
predetermined algorithm that weighs questions and categories based on importance
and calculates scores in all three subcategories along with an overall score.

DZConneX provides clients with a total talent solution that combines world-class total
talent, teams and state-of-the-art workforce management technology. This holistic, yet
customized program covers all talent needs to optimize a company’s workforce
including consulting services, direct sourcing, managed services provider and
recruitment process outsourcing to overcome workforce challenges.

“At Yoh/DZConneX we’ve remained steadfast in our goal to meet the individual needs of
our clients. Our placement on the Baker’s Dozen list is a testament to the value we are
providing clients through delivering results and fostering long-lasting, trusted
relationships with each of our clients,” said King. “I want to thank all of our clients for
recognizing us once again and for allowing us to partner with them to deliver top-notch
managed service programs year after year.”

For more information about the 2021 Baker’s Dozen Customer Satisfaction Ratings,
visit www.HROToday.com.
ABOUT YOH

For more than 75 years, Yoh has provided the talent needed for the jobs and projects
critical to our clients’ success. Our Specialty Practices recruiting experts find high-
impact professionals in Engineering, Health Care, Life Sciences, Information
Technology, Interactive Entertainment and Telecommunications. For clients with
workforce management needs, our DZConneX Total Talent Solutions offering delivers
large-scale workforce solutions, including Managed Services, Recruitment Process
Outsourcing, Direct Sourcing, and Advisory and Consulting Services. Yoh is part of Day
& Zimmermann, a $2.4 Billion USD services company, and benefits from more than 100
years of Day & Zimmermann’s experience managing and solving complex talent
challenges for some of the world’s leading companies. For more information, visit
www.yoh.com.

Hudson RPO

Talent is power, so hire right

Nothing matters more than the people who power your organisation. It takes the
alignment of skilled and motivated people for a business to reach its true potential.

If it is high quality talent solutions you seek, you have come to the right place.

Agility and innovation are the engines that power the race for skilled human capital.
Whether you’ve got 30 people in one office, or 30,000 people spanning three
continents, talent acquisition should move with the pace of your business. Do you
require an RPO solution at the departmental level, or a wider organisational strategy?
Are you looking for growth, or heading towards an acquisition?

Contingent Workforce Solutions

The key to an agile business? Flexible talent

In rapidly changing industries and marketplaces, managing talent flexibly keeps
companies lean and competitive. For many organisations, this means that a robust
contingent workforce strategy is key to agility.

Hudson RPO’s Managed Service Provider (MSP) solution helps companies make the
smartest, most effective use of their contingent workforce spend.

Contingent workers at your fingertips

To optimise your organisation’s talent supply, our MSP specialists can directly source
contingent workers and vet and manage contingent workforce agencies. You’ll gain
rapid access to the skills you need to run your business.

We can also help you with urgent requirements for gig workers and freelancers, putting
you in contact with extra support when it's needed most, or on a casual basis.
Our MSP solution controls vendor costs and mitigates contingent talent risks. It also
helps ensure labour law compliance at local and global levels.

Defining MSP in staffing and recruitment. What is an MSP?

A managed service provider (MSP) helps organisations manage their regional or global
contingent workforce. An MSP partner provides:

 Flexible talent vendor and budget oversight.

 Flexible talent compliance expertise.
 Contingent workforce recruitment, onboarding, off-boarding, tracking, and
engagement.
 Flexible talent process improvements.

When to use a managed service provider for recruitment

A managed service provider is the right choice for recruitment when you lack a cohesive
contingent workforce strategy. Common flexible talent issues that benefit from an MSP:

 Lack of talent vendor oversight.

 Rising flexible workforce costs regionally or globally.
 Labour law and regulatory compliance.
 Changeable contingent talent needs.

What is the difference between RPO and MSP?

The difference between a recruitment process outsourcing (RPO) solution and a

managed service provider (MSP) solution is that MSP falls under the umbrella of RPO.
You may partner with an RPO for an exclusive contingent workforce solution, or an
MSP engagement may be one of several solutions your RPO partner provides.

Our MSP solution offers:

 Access to a robust talent pipeline
 Contingent workforce optimisation
 A dedicated onsite or virtual MSP team
 Evaluation of flexible talent engagement
 Streamlined onboarding and off-boarding
 Flexible talent tracking across your organisation
 Rigorous flexible talent vendor selection and oversight
 Customised contingent workforce strategies based on industry insights
 Labour law compliance for single-location companies and multinationals

Consider an MSP talent solution if you want:

 Lower flexible workforce costs
 Contingent workforce intelligence
  Improved access to contingent talent
 Efficient contingent workforce onboarding and management
 Continuous compliance with fast-changing labour laws and regulations
 Workforce agility and scalability to meet business, industry, and market variables

Project Recruitment Process Outsourcing

Outsourcing Recruitment Has Many Advantages

If you need to recruit 30 sales people in three months or 3000 people over the year,
Project RPO solutions are designed for quick implementation and ease of delivery.

Your solution is designed to work quickly and effectively, thanks to the collaborative
input of our teams working across implementation, project governance, operations and
systems.

Timely and cost-effective, the average recruitment outsourcing project may be

implemented in as little as a few weeks and typically lasts between three to twelve
months.

When is project recruitment the best choice?

RPO projects can help reduce urgent hiring backlogs. Plus, they can help you fill future
vacancies by enhancing your talent database. Project recruitment is the sprinter of
recruitment – lightning-fast and usually short-term.

Examples of when project recruitment is the most valuable solution:

 Chronic hiring backlogs that only seem to grow.

 Expansions into new sales territories or markets
 New organisational initiatives
 New product launches
 Gaps in your hiring process (e.g., sourcing or interview scheduling)

The benefit of flexible recruiting solutions

Flexible recruiting solutions manage pressing talent acquisition tasks so that companies
can focus on long-range goals and employee engagement. A flexible recruitment
partnership gives you the backup you need during critical growth phases and
unexpected hiring demands.

Flexible recruitment also helps with hiring backlogs, hard-to-fill roles, and hiring process
problems – which take a toll on talent quality, current employee morale, and business
outcomes.
Project benefits

Project RPO can make your life easier by providing customised solutions to meet your
project needs.

It can also:

 allow you to scale up your recruitment team faster to meet business

requirements
 improve access to active, passive and hidden candidates
 reduce overall time to hire
 improve measurement of specific objectives
 reduce cost
 avoid redundancy costs

Rapid Response On-demand RPO

Immediate access to a rapid response recruiting expert

Need a skilled, experienced recruitment expert to support your team for a defined period
of time?

When speed is critical, leverage our Rapid Response on-demand team of accomplished
recruiters to fill your short-term need. Our experienced team of Rapid Response
professionals have worked across multiple industries and job types and are able to
provide support to companies rapidly, flexibly, and remotely across APAC.

On-demand recruitment solutions are designed for any recruitment-related demand you
have in a short time frame including sourcing, recruiting, screening, interviewing, or
technology. And if you need more support than originally projected, an on-demand
partnership may expand in scope or services as your requirements evolve.

What is Rapid Response?

With our Rapid Response, on-demand team your company gets expert support for
sudden or challenging hiring requirements for a specified period. Our Rapid Response
team provides flexibility and access to world-class sourcing and talent acquisition
specialists who engage top-tier candidates in your industry.

When to use our Rapid Response, on-demand recruiting support

Use our Rapid Response, on-demand recruiting team when your organisation faces
these talent acquisition challenges:

 Lack of internal Talent Acquisition capacity to manage short-term hiring peaks

 Specific research & support for hard to fill and executive roles
 Chronic hiring backlogs
  Graduate/ Intern and volume hiring projects
 Coverage for internal TA staff absences
 Support for business transformation & restructure projects
 Recruitment ‘SWAT’ team when transitioning between recruitment models
 Lack of internal Talent Acqusition capability or headcount approvals

Benefits of On-demand Recruitment

 Gives you access to an experienced team of recruitment professionals who have
worked across multiple industries and job types
 Offers an enhanced, seamless, and consistent recruitment experience to both
candidates and hiring managers
 Creates a customised solution to meet your precise needs
 Controls cost and reduces risk by eliminating fixed overhead and avoiding
redundancy costs
 Reduces time-to-hire for teams, launches, niche positions, and more
 Leverages global resources to find the right candidates – even for difficult-to-fill
positions
 Provides metrics, service levels agreements, and benchmarking
 Supports your employer brand image in the marketplace
 Helps you access active, passive, and hidden candidates for niche, hard to fill
roles
 Offers short term access to leading recruitment technology to enhance
productivity and efficiency
 Provides scalable solutions, giving you more flexibility for your recruitment needs

End-to-end RPO

Full-service RPO for enterprises, departments, or functions

End-to-end recruitment outsourcing provides a full-service solution. An end-to-end
solution can help you find top talent faster. It can be used across an entire global
enterprise, or within a specific geographic region, division, department, or function.

When selecting an end-to-end recruitment outsourcing solution, you should always look
for flexibility, the ability to improve your recruitment function, and overall ability to meet
service level agreements. Among global RPO providers, Hudson RPO has ranked
among the best in the world for helping clients in their approach to staffing, making
changes to improve problem areas, and in meeting our service level agreements.

What makes Hudson RPO different for end-to-end RPO? For starters, we won't
shoehorn your company into a preexisting model. Instead, we work with your team to
create an enterprise recruitment solution designed to meet your organisation's specific
challenges. Flexible solutions adapt to the specific challenges of your organisation.

What is end-to-end recruitment?

End-to-end recruitment refers to recruiting that encompasses every stage of hiring,
which begins before writing a job description and continues beyond onboarding. For this
reason, it is also often called full lifecycle recruitment.

An end-to-end recruitment partnership with Hudson RPO is an enterprise-focused

process custom-built for every company. Our full lifecycle recruitment strategies
streamline hiring while positioning your organisation for long-term hiring success. End-
to-end recruitment includes:

 Recruitment marketing
 Determining must-have skills for each role
 Candidate sourcing and research
 Employer branding
 Candidate screening and assessments
 Candidate engagement
 At-the-ready talent pipelining
 Interview scheduling
 Interviewing
 Contract negotiations
 Onboarding

The benefits of the full lifecycle recruiting process

Full lifecycle recruiting helps your organisation maintain focus on core business goals,
and builds the teams that achieve those goals. The process is proactive by design and
aligns every hiring decision with long-term strategic goals.

Full lifecycle recruitment keeps talent acquisition humming across a single region or
across the globe so that you’re never caught at a standstill. End-to-end recruitment is a
framework for seamless hiring, whether it’s sudden and high-volume or specialised and
high-level.

One size never fits all

Choose your services
From background checks to candidate care, you can select from a range of
complementary services. We can also support you with:

 Employer branding
 Demand planning
 Diversity and inclusion
 Negotiation and placement
 Onboarding processes
 Reference checks
 Sourcing and engagement
 Screening and selection
  Source to short list
 Talent pipelining
 Talent research

Why choose enterprise RPO?

Enterprise RPO enables organisations to access highly specialist recruiters as well as
best practice processes, tools and technology to transform how talent is attracted,
sourced, assessed, hired and on-boarded to drive your business success. Some of the
benefits an enterprise RPO will bring your organisation are:

 Improved pro-active sourcing and talent pooling to find the right candidates, even
for hard to fill positions
 Improved quality of hire and new hire retention
 Enhanced employer brand awareness and consistency of brand communication
in the marketplace
 Reduced time to source and time to hire
 Reduced recruitment costs, with significant reduction in the use of third party
agencies
 Improved governance and compliance, reducing employment-related risks
 Improved reporting and insights
 Access to continuous improvement and innovation to ensure your solution
remains at the forefront

Total talent solutions

Delivering to all your talent needs

Whether you need a solution for recruiting permanent, fixed term contract or temporary
talent, or assessing and redeploying internal talent, Hudson RPO can help. We are a
leader in providing “Total Talent Solutions” that span all categories of talent across your
organisation. We are experts in tailoring solutions for our clients, including the people,
process, tools and technology to address your unique needs.

Benefits of having a total talent solution

 Ensures the right advice is given to hiring managers about the category of talent
needed to fill the vacancy, whether internal, external permanent, fixed term
contract or temporary
 Improves access to top talent, whether of a permanent or temporary nature
 Maximises the efficiency of your sourcing efforts, as talent pools of permanent
and contingent talent are becoming interchangeable
 Makes the “temp to perm” process easier to navigate, more rigorous and less
costly.
 Significantly reduces costs and agency usage across permanent and contingent
vendors
 Improves internal mobility and redeployment, reducing costs of separation
  Improves reporting and drives greater insights across permanent, internal and
contingent hiring
 Reduces time to source and time to fill
 Improves your employer brand image in the marketplace
 Provides flexibility and scalability, allowing you to increase your recruiting effort
up or down as the need arises

Candidate sourcing

Candidate Sourcing: when others hide, we seek

Building and sustaining relationships with the market’s most talented people, even when
they’re not looking to change roles: that’s the key to effective candidate sourcing.

But it isn’t easy. There are time zones to consider, language differences to overcome
and new cultural mindsets to learn and project.

Spotting and nurturing elite talent is 24/7 work. And if you go it alone, other business
priorities are likely to suffer.

Many senior executives need sourcing support to ensure they can remain focused on
other strategic business initiatives. They delight in knowing that extra sourcing power
can be turned higher or lower, depending on current business needs.

What is sourcing in recruitment?

In recruiting, ‘sourcing’ refers to the process of identifying and attracting elite candidates
for current and future roles.

An essential early step in the overall recruitment process, sourcing is defined by

extensive research, hiring market analysis, and creative outreach to top-tier talent.

Candidate sourcing fine tunes recruitment

Sourcing in recruitment benefits from multilingual talent acquisition skills. Talent
sourcing as a recruitment service evolved in response to today’s talent-driven hiring
market and emerging technologies.

Where once recruiters managed early-stage talent sourcing, discovering exceptional

candidates now requires strategic research. Sourcers must be able to parse through
mountains of information available through job boards, social media, and professional
groups.

After pinpointing promising talent, sourcers shift to networking and relationship building.
Extensive career platforms and social networks give professionals at every level an
unprecedented understanding of the job market and new opportunities in their field—
even when they aren’t actively looking to change roles.
Through authentic communication and sustained engagement, sourcers build pools of
skilled talent who would consider the right opportunity offered by the right enterprise.
These deeply established connections give companies the edge in attracting the best
and brightest in their industry when mission-critical roles open, or hiring needs
accelerate.

The benefits of sourcing in recruitment

Sourcing is a foundational, proactive hiring strategy. As a result, the process reduces

the high recruitment costs and poor hires associated with reactive hiring.

Other sourcing benefits include:

 Faster, streamlined hiring

 Access to niche, industry-specific talent
 Lowered need for agencies
 Higher volume of quality, at-the-ready talent
 Finally, sourcing is a flexible function that can accelerate or slow down based on
hiring requirements and market changes.

What are sourcing strategies in recruitment?

Today’s most innovative sourcing strategies include:

Talent mapping: identifying and mapping skilled talent by role and industry
Active talent pooling: developing at-the-ready talent pools through professional network
building and timely communication
 Compensation analysis: researching competitor compensation and perks, and
talent expectations to improve candidate engagement rates
 Sourcing technology: using research and candidate management tools to
discover and engage quality candidates
 Predictive analytics: tracking candidate behaviors that signal interest in
changing roles for greater outreach and candidate engagement
 Global sourcing: language and local cultural fluency is a must when sourcing
regional talent for a global workforce
The sourcing toolbox is ever evolving. Highly effective sourcers adapt their strategies
and harness technology creatively to match the shifting demands of specific companies
and the global hiring market.

What is the difference between sourcing and recruiting?

Sourcing and recruiting are both essential talent acquisition services leveraged at
different stages of the hiring process. Sourcing focuses on the top of the hiring funnel
and recruiting takes over once candidates are sourced for specific roles.
Strategic sourcers create talent pipelines, research competitor workforces and industry-
specific compensation packages, and communicate skillfully with professionals who
have limited bandwidth and are not actively seeking other opportunities.

In the past, there was significant overlap between sourcing and recruiting, and in many
instances the recruiter managed sourcing. Today, however, sourcing has evolved into a
specialty that requires a distinct blend of interpersonal, technical, and research skills.

Our sourcing solution includes:

 Tailored sourcing strategies
 Talent mapping
 Talent sourcing and pipelining
 Candidate longlisting
 Industry-specific sourcing
 Candidate communication, management, and tracking
 Onsite or offsite sourcing team capabilities
 Ability to support all key global languages

What will you get from strategic sourcing?

 Access to niche or passive talent
 Successful talent pooling solutions
 Detailed source of hire reporting including channel ROI
 Streamlined hiring and increased direct hires
 Higher volume of skilled, at-the-ready talent
 Increased hiring speed
 Access to niche talent
 Lowered agency costs

Employer branding

Snap up top talent with a strong employer brand

Employer branding: it's no longer just a tech play. In today's economy, the most talented
of candidates have their pick of employers. It's true in every sector: if your organisation
wants to stand out as an employer of choice, you need to solidify your employer brand.

Of course, you may well view your organisation as a great place to work, with a vibrant
culture, opportunities for growth, exceptional benefits and more. But do candidates see
this? Perhaps not. Ensure that story gets told to the right audience by projecting the
merits of your workplace though an appealing, accessible, and authentic employee
value proposition (EVP). Your EVP is key to drawing and retaining top talent in any
industry.

Hudson RPO’s employer branding experts help you optimise your candidate and
employee communications across all touch points: from your careers site, to your social
media strategy, to your job fair presence.
The definition of employer branding
Employer branding is a recruitment strategy that clarifies and shares the values,
workplace culture, and business goals of a company.

The essential elements of a high-value employer brand:

 Authenticity. Build your employer brand on input from your existing employees.
 Industry and regional focus. What matters most to talent varies across sectors
and regions.
 Alignment with your company brand. A clear connection between your
employer brand and customer brand supports authenticity.
 Accessibility. Your employer brand should be easy to find through your career
website, marketing, and social platforms.
 Actionable analysis. Track the results of your employer brand so you can adjust
and improve.

The importance of employer branding in recruitment

Authentic employer branding helps companies stand out from competitors in a talent-
driven market. Top candidates do their research before responding to job postings, and
employees monitor their company’s position as an employer.

Having a positive and discoverable employer brand in place gives candidates an

understanding of your organisation, which improves employee retention and
engagement.

Extensive employer branding services

An employer brand programme can be designed to suits your needs, starting with
strategy, messaging, and value proposition development. Additional services include:

 Brand communication management

 Tracking and reporting on strategy results
 Audits, assessments, and competitor reviews
 Candidate and employee engagement strategies
 Career site development and social media strategy

Put employer branding to work

A strong employer brand will improve business outcomes by driving employee
engagement. It also promises to:

 Improve quality of hire

 Build a valued company culture
 Improve candidate attraction and engagement
 Reduce hiring costs through improved time-to-fill
 Enhance employee loyalty, retention, and engagement
Recruitment technology
We know the technology that matters to you
Today’s recruitment technologies can do amazing things for talent acquisition. With the
right technology, you can use predictive analytics to anticipate market trends. You can
gain an understanding of personal behaviour and communication styles.

You can dissect a variety of insights, and explore how they could affect team dynamics.
That’s just the start.

Benefits of recruitment technology:

 Streamline front-end hiring approval
 Power job applications on your external and internal career site
 Create and manage talent pools
 Reduce administrative tasks
 Increased hiring speed
 Improved candidate engagement
 Improve measurement and reporting

Discover how the right tech can transform the talent space
The right technology toolset helps you focus even more on building and nurturing great
relationships.

Technology can automate and optimise individual components, or even the entirety, of
your selection process.

Chatbots can help you increase conversion rates in the application funnel.

Artificial intelligence can help you reduce the time to hire.

You can also use predictive analytics to anticipate market trends. Gain deeper
understanding of personal behavior and communication styles. Explore a variety of
insights and how they might affect team dynamics.

But to achieve the best results from your technology, you need a partner who will first
map your organisational needs, and then map the technology to your needs. An off-the-
shelf technology bundle is not the answer, because nobody enjoys paying for unwanted
extras.

Today’s recruitment technologies can do amazing things for talent acquisition. Get good
advice in choosing the most relevant and helpful solutions to support your organisation’s
strategy.

Tech solutions that free time for personal contact

Free more time to build personal relationships by using technology to manage aspects
of the recruitment process.You’ll discover more value by selecting from a suite of tech
solutions, including:

 Video interviews and assessments: Streamline front-end recruitment to ensure

only best-fit candidates continue through the hiring process, resulting in faster
hiring and lowered costs.
 Recruitment chat bots: Authentic, targeted questions help engage high quality
candidates from the start. Candidates who don’t match the role get screened out.
 Self-scheduled interviews: Through a user-friendly programme, candidates
schedule on-site, phone and video interviews to streamline early hiring and
reduce recruitment time lost to administrative tasks.
 Sourcing and predictive analytics: Identify candidates who are ready for new
opportunities and reach out before the pack with AI-generated personalised
messaging.
 Recruitment marketing: Enhance application rates and candidate quality with
paid and organic social media messaging and advertising strategies targeted to
specific talent pools.
 Applicant tracking systems (ATS) and candidate relationship management:
Build high quality, active talent pools, manage the hiring process and engage
candidates to prevent talent drop-off.
 Payroll and contingent workforce solutions: Manage your contract workforce
and ensure continuous labour law compliance.
 Research and analytics: Get customised, industry-targeted talent analytics,
market data and research to improve hiring outcomes.

Technology solutions that supplement personal contact

Free more time to build personal relationships by using technology to manage aspects
of the recruitment process.

You’ll discover more value by selecting from a suite of technology solutions, including:

 Applicant tracking system (ATS)

 Talent Relationship management
 Video interviews
 Online assessments
 AI Sourcing tools
 Predictive analytics
 Recruitment chat bots
 Self-scheduled interviews
 Recruitment marketing
 Payroll and contingent workforce solutions
 Research and analytics

InGenium: applicant tracking and more

Fast-forward your talent acquisition with Hudson RPO’s exclusive InGenium recruitment
technology. Mobile ready and intuitive, InGenium supports a high-touch candidate
experience. It enables swift access to a suite of powerful recruitment tools, including an
applicant tracking system and candidate management system. End to end, InGenium
streamlines your hiring process.

Whether you want a comprehensive, permanent solution, or simply need to bridge gaps
in your existing recruitment platforms, the InGenium offering flexes to fit your
requirements.

Consulting

Talent acquisition expertise on demand

Is your company struggling to acquire quality talent when and where you need it? Is
recruitment costing too much? Are roles open for long periods of time? Is quality of hire
an issue? Do you have visibility of what is really happening? A skilled workforce is
crucial to business success but talent acquisition continues to be a key pain point for
many business executives and HR professionals. However, many organisations simply
don’t have the bandwidth or skills to diagnose the issues and seek the right solutions.

Hudson RPO’s talent acquisition experts help companies understand what is working
and what is not working. Most importantly, we recommend practical strategies to
address your challenges and improve your recruitment outcomes. We can help you
prepare your business case and support you through the implementation of the new
model to ensure the changes you make have a lasting positive impact. With decades of
combined talent acquisition experience, our consultants offer agile, innovative solutions
that work best for your business—whether you need targeted or enterprise-wide
improvements.

What to expect from RPO consulting

With RPO consulting, your company gains a supportive partner who helps you connect
hiring data with decision making.

An RPO consultant will mine your recruitment metrics for actionable gold. Has your
turnover rate increased? Is your employer brand reaching internal and external talent?
Is your workforce engaged? Are you experiencing candidate drop-off at a specific point
in the hiring funnel?

Following the analysis phase, your recruitment consulting partner recommends targeted
strategies to correct issues and seize opportunities.

What is a recruitment consultant?

A recruitment consultant is a professional business partner who specialises in improving
talent acquisition and talent management processes.
The consultant reviews your hiring metrics, recruitment technology ecosystem, interview
process, candidate communications, onboarding, and employee development. Next,
they recommend talent acquisition strategies that fit with your company culture and
recruitment budget.
Hudson RPO’s consulting services include:
 Review and recommendations to enhance:
 Recruitment model – for permanent, temporary and/or internal hiring
 Recruitment technology
 Employer brand
 Hiring manager coaching and interview training
 Internal mobility and redeployment
 Permanent and contingent recruitment forecasting
 New hire onboarding experience
 Pre-employment testing and behavioral assessments
 Referral program development
 Sourcing and talent pool programs
 Candidate engagement programs

The benefits of recruitment process consulting

 Improves quality of hire
 Reduces time to hire
 Lowers recruiting costs
 Enhances employer branding and awareness
 Streamlines the candidate and hiring manager experience
 Improves employee loyalty and retention

Hudson Global Acquires Coit Group

Significantly Expands Hudson RPO’s Tech Sector and West Coast Presence
Establishes Office in San Francisco

OLD GREENWICH, Conn., Oct. 01, 2020 (GLOBE NEWSWIRE) -- Hudson Global, Inc.
(the “Company” or “Hudson RPO”) (Nasdaq: HSON), a leading global total talent
solutions company, announced today the acquisition of Coit Group (“Coit”), a San
Francisco-based RPO provider.

Founded 20 years ago by Joe Belluomini and Tim Farrelly, Coit is an RPO provider
specializing in procuring top talent for high-growth companies, predominately in the San
Francisco Bay Area. With this acquisition, Hudson RPO significantly expands its
presence in the technology sector and establishes an office in San Francisco. In
addition, Joe Belluomini and Tim Farrelly will become co-CEOs of Hudson RPO’s
newly-formed Technology Group. The Technology Group will operate jointly with
Hudson RPO’s existing teams in the Americas, Asia Pacific, and EMEA regions to grow
Hudson RPO’s service offering to technology clients. The Technology Group will also
provide continuous access to knowledge regarding new and emerging technologies in
the RPO, MSP, and Total Talent Solutions space so Hudson RPO can better serve all
of its clients around the world.

“Our RPO model was significantly influenced by Hudson RPO, which makes this
combination a natural fit. We are very excited about Hudson RPO’s strong reputation
and global reach, as well as what we can do together for our clients. We are very happy
to become part of the Hudson RPO team,” said Mr. Belluomini, CEO of Coit.

“This transaction represents a significant achievement for the Coit team and is a
testament to the team’s dedication and performance. We believe our long history of
providing excellent service to companies in the Bay Area combined with Hudson RPO’s
global market position creates an exciting growth opportunity to meet the global talent
needs of our clients,” said Mr. Farrelly, President of Coit.

“We are thrilled to welcome the Coit team to Hudson RPO and believe this accretive
combination will generate considerable value for our clients, team, and stockholders
going forward,” said Jeff Eberwein, Chief Executive Officer of the Company. “The
addition of Coit significantly expands Hudson RPO’s presence in the technology sector
and on the West Coast. Hudson RPO now has an office in the San Francisco/Silicon
Valley region staffed with a talented team which, combined with Hudson RPO’s global
delivery capability, positions us well to serve the global growth ambitions of companies
located in this thriving region.”

About Hudson RPO

Hudson Global, Inc. is a leading total talent solutions provider operating under the brand
name Hudson RPO. We deliver innovative, customized recruitment outsourcing and
total talent solutions to organizations worldwide. Through our consultative approach, we
design tailored solutions to meet our clients’ strategic growth initiatives. As a trusted
advisor, we meet our commitments, deliver quality and value, and strive to always
exceed expectations.

For more information, please visit us at hudsonrpo.com or contact us at

ir@hudsonrpo.com.

Investor Relations:
The Equity Group
Lena Cati
212 836-9611
lcati@equityny.com

About Coit Group

Coit Group works with top talent to build winning teams for high-growth companies.
Our knowledgeable, friendly, and results-driven recruiters carefully screen candidates to
ensure they are an exceptional match for the position, team personalities, and unique
company culture long before they meet with the client. Please visit coitgroup.com for
more information.

Forward-Looking Statements

This press release contains statements that the company believes to be "forward-
looking statements" within the meaning of the Private Securities Litigation Reform Act of
1995. All statements other than statements of historical fact included in this press
release, including statements regarding the company's future financial condition, results
of operations, business operations and business prospects, are forward-looking
statements. Words such as “anticipate,” "estimate," "expect," "project," "intend," "plan,"
"predict," "believe" and similar words, expressions and variations of these words and
expressions are intended to identify forward-looking statements. All forward-looking
statements are subject to important factors, risks, uncertainties, and assumptions,
including industry and economic conditions that could cause actual results to differ
materially from those described in the forward-looking statements. Such factors, risks,
uncertainties and assumptions include, but are not limited to, global economic
fluctuations; the adverse impacts of the recent coronavirus, or COVID-19 outbreak; the
Company’s ability to successfully achieve its strategic initiatives; risks related to the
Company’s large cash balance relative to its market capitalization as a small public
company; risks related to potential acquisitions or dispositions of businesses by the
Company; the Company’s ability to retain and recruit qualified management and/or
advisors; the Company’s ability to operate successfully as a company focused on its
RPO business; risks related to fluctuations in the Company's operating results from
quarter to quarter; the ability of clients to terminate their relationship with the Company
at any time; competition in the Company's markets; the negative cash flows and
operating losses that may recur in the future; risks relating to how future credit facilities
may affect or restrict our operating flexibility; risks associated with the Company's
investment strategy; risks related to international operations, including foreign currency
fluctuations, political events, natural disasters or health crises, including the ongoing
COVID-19 outbreak; the Company's dependence on key management personnel; the
Company's ability to attract and retain highly skilled professionals; the Company's ability
to collect accounts receivable; the Company’s ability to maintain costs at an acceptable
level; the Company's heavy reliance on information systems and the impact of
potentially losing or failing to develop technology; risks related to providing
uninterrupted service to clients; the Company's exposure to employment-related claims
from clients, employers and regulatory authorities, current and former employees in
connection with the Company’s business reorganization initiatives, and limits on related
insurance coverage; the Company’s ability to utilize net operating loss carry-forwards;
volatility of the Company's stock price; the impact of government regulations; and
restrictions imposed by blocking arrangements. Additional information concerning these,
and other factors is contained in the Company's filings with the Securities and Exchange
Commission. These forward-looking statements speak only as of the date of this
document. The Company assumes no obligation, and expressly disclaims any
obligation, to update any forward-looking statements, whether as a result of new
information, future events or otherwise.
Resource Solutions

Diversity & inclusion at Resource Solutions

Proudly celebrating our differences
We are proud to be on a continuous journey with our clients, candidates, corporate
partners and employees to perpetuate a more diverse vision for the future. Our global
workforce now comprises 65 nationalities.

At Resource Solutions we take diversity and inclusion seriously. Our Global Diversity
Council is committed to providing an inclusive environment to all of our employees
globally, one where everyone feels open and can embrace sharing their story.

Working in partnership to drive forward our ED&I strategy

Having completed a review of our global ED&I policies and practices in 2020, the
Robert Walters Group appointed VERCIDA Consulting, leading inclusion management
experts, as its global ED&I strategic partner in July 2021.

VERCIDA Consulting is led by Dan Robertson, Chair of the Lord Mayor of London’s
Power of Inclusion programme and a Top 50 D&I Leader globally. Dan and the
VERCIDA Consulting team will be responsible for driving the Group’s ED&I strategy
forward, developing internal expertise through training and education, and delivering
best-in-class service and thought leadership for our clients.

What is recruitment process outsourcing (RPO)?

Recruitment Process Outsourcing (RPO) is when a company transfers all or part of its
permanent recruitment to an external provider.

An RPO provider can act as an extension of a company’s HR or Resourcing function,

sitting on site with the client providing a holistic hiring solution. An RPO provider can
deliver the necessary staff, technology, and methodology needed to fulfil a client’s
recruitment requirements.

Our recruitment outsourcing solutions can be delivered on-site through a team of

recruiters that act as an extension of the client’s talent acquisition team, off-site, or
through a combination of both, across country-aligned, multi-regional or global remits.

What is the difference between RPO providers vs. traditional staffing agencies?
The scope of traditional recruitment firms will be to source and place the candidate in
the required role. Whereas an RPO provider takes ownership of the design and
execution of the recruitment process which includes services such as:

 Talent engagement
  Candidate management
 Strategic sourcing
 Compliance and risk management
 Hiring manager engagement
 Recruitment analytics support
 Employer brand consultation
 Vendor partnering and supply chain management
 Workforce planning
 Pre-employment screening
 Early careers/graduate recruitment

Non-permanent workforce solutions

What does a managed service provider (MSP) do?

An MSP manages the recruitment process with the aim to consolidate all contingent
workers across a business whether they are sourced directly or via staffing agencies.
This type of flexible recruitment support is often referred to as Managed Service
Programs.

Mitigate risk. Save costs. Gain visibility and control.

Benefits of our non-permanent workforce solutions include:

Save costs via direct sourcing

 Reduce agency spend and re-house your existing temporary workers

Data on-demand
 Get comprehensive data detailing key areas of spend and recommendations for
further financial benefits

Low-cost pay-rolling and centralised invoicing

 Our real-time payroll technology delivers weekly consolidated invoices

Offshore options
 Save costs and office space via our Global Service Centres in South Africa,
India, USA, UK, or the Philippines

Buying power
 Get exceptional rates on advertising negotiated on your behalf

Contingency workers rate cards

 A pay rate benchmarking process put in place for all temporary hires for
maximum visibility and control

Included recruitment technology

  Implementation, training and ongoing support for our proprietary tech,
talentsource and e-signature technology to accelerate the on-boarding process

Supplier management
 Ensure all your agencies are managed under one roof and held accountable for
supplying the right people

Advisory solutions

Diverse hiring
Actioning meaningful change by identifying and challenging the inherent bias within your
end-to-end recruitment process.  Our experienced practitioners not only hold a mirror to
the status quo, they provide pioneering answers to one of the biggest challenges,
and opportunities, facing HR today.

Assessment
Predicting success and enabling meritocratic recruitment has never been
more important and our specialist practitioners help you navigate this complex
landscape, identifying and validating the perfect assessment toolkit to help you identify
your fingerprint of success.

Brand and experience

Today’s candidates are inundated with choice. To break through the noise, it is
important to help them understand who you are and what you have to offer. From first
click to offer, we'll help you design and execute a consistent, consumer-grade candidate
experience.

Market intelligence and insights

Our on-demand, cloud-based, talent intelligence solution that empowers people leaders
to make data-led decisions that deliver impact. Market, business and operational
intelligence at your fingertips.

Rejoin talent

Rejoin is a talent pool of high-calibre, untapped talent equipped with the mindset
and skills necessary to kickstart their careers after some time away from work.

Returning professionals (Rejoiners) offer a wealth of experience, knowledge, maturity

and fresh perspectives. By hiring Rejoiners, you can tackle skills shortages, all while
increasing your organisation’s attractiveness for future employees.

Why Rejoin?

Access to high-calibre talent

According to a survey by OpportunityNow, three quarters of women in the UK aged 28
to 40 on a career break are ready to return to work. However, few organisations are
targeting this group of experienced professionals, and reaping the rewards.

Cost-effective recruitment

A returner programme can be a cost-effective way to bring experienced employees into

your organisation when compared to traditional percentage-based fees for successful
hires.

Supporting female talent

The ‘brain drain’ of female talent at middle and senior management levels is a challenge
for many organisations. Hiring Rejoiners is an effective way to expand and boost your
senior female talent in your organisation.

Broader attraction, better retention

A successful returner programme can have a positive impact on your brand image,
demonstrating your support for parents and carers in the workplace. It shows your
organisation welcomes non-linear career paths and values the role that caring plays in
our society.

Business for good, and good for business

Supporting people who have taken a career break find their way back into the workforce
is good for society and good for the economy. Creating pathways back to appropriate
roles provides a viable choice for people looking to pause their careers at some point.

Benefits of participating in Rejoin:

 Access to a multi-disciplinary talent pool of professionals with diverse skill-sets

and various levels of experience
 Complimentary first placement
 Exclusive insight trends and thought leadership studies on future skills and
managing your employer brand
 Invites to private events to network with other leading organisations championing
diversity, equality, and inclusion

WHO WE ARE

Resource Solutions is a leading provider of Recruitment Process Outsourcing (RPO)

and Managed Service Provider (MSP) solutions. Established in 1997, we are part of the
Robert Walters Group – a world-leading specialist professional recruitment consultancy.
Our business has considerable resources at its disposal. With a global footprint across
24 countries, we’re able to work in close partnership with organisations to create agile
solutions, drive innovation, reduce cost, enhance performance and manage everything
from global accounts with demanding resourcing strategies to single sites with lower
recruitment volumes.
Since our inception, we’ve worked tirelessly to reach our goal of becoming a leader in
recruitment outsourcing. Our business has developed substantially; delivering client
focused RPO and MSP services across EMEA, APAC and the Americas through our
core strengths of client engagement, service delivery, innovation and thought
leadership.

WHAT WE DO
As a leader in both RPO and MSP solutions, Resource Solutions’ offering spans all
areas of recruitment, candidate management, payroll and technology. Our services are
designed to support clients in gaining insight and control over their recruitment activities,
while following best practice, mitigating risk and continually improving the experience of
candidates and the hiring community.

Each of our solutions is bespoke and tailor made depending on the focus of our client.
Services can be delivered on-site through a team of recruiters that act as an extension
of the client’s HR team, off-site or through a combination of both, across country-
aligned, multi-regional or global remits.

Our core service offering is comprised of:

• Permanent (RPO) and Temporary (MSP) Recruitment Outsourcing
• Talent Attraction
• Candidate Management
• Recruitment Technology Solutions
• talentsource
Additional services include:
• Candidate Management
• Compliance & Risk Management
• Discovery & Implementation
• Employer Brand Consultation
• Hiring Manager Engagement
• Innovation
• MI Analytics & Recruitment Support
• Payroll & Invoice Management
• Pre-Employment Screening
• Strategic Sourcing
• Talent Engagement
• Vendor Partnering
• Workforce Planning

OUR GLOBAL INFRASTRUCTURE

Our global infrastructure is led by our Central Management Teams located in the UK,
France, Singapore and the US. These teams have grown organically with the business
to provide expertise across Operations, Legal, Financial, HR, Technology, Talent and
Marketing as well as Sales, Implementation, Projects and Innovation. Making up an
important part of our infrastructure are our Global Service Centres (GSC) teams based
in Johannesburg, South Africa, Manchester, UK, Jacksonville, USA and Hyderabad,
India. We currently source and recruit for clients in over 40 countries, manage a
recruitment budget of over £2 billion and hire tens of thousands of employees each
year. We’re in a strong position in the market and aim to build on that further still by
developing quality solutions and driving service improvement, innovation and value in
order to continuously exceed client expectations.

“The Resource Solutions team absolutely delivers. Not only is the on-site unit highly
professional, but it also has considerable back-up to help resolve issues, provide
guidance and support.”

OUR GLOBAL SERVICE CENTRES

Our client teams are supported by talent engagement, vendor partnering, analytics and
support specialists based in our Global Service Centres across the world.
Talent Engagement
• Building and managing high-quality candidate pools for our global client base
• Using market leading technology and tools for effective candidate sourcing
• Dedicated researchers leveraging a client’s brand to attract talent
• End-to-end direct recruitment
• Sourcing and engaging directly with candidates
• Smart sourcing using cutting-edge techniques
Vendor Partnering
• Focus on vendor engagement
• Managing the effective release of vacancies to approved vendors
• Managing process and qualifying / pre-screening CVs prior to submission
• Delivering feedback and managing candidate records
Analytics & Support
• Management information and recruitment analytics
• Recruitment coordination, guidance and support
• Financial administration and invoice management
• General administration and system maintenance

talentsource
talentsource is Resource Solutions’ industry leading Applicant Tracking System (ATS)
recruitment technology, providing end-to-end and real time talent tracking from initial
resource planning all the way to fulfilment and onboarding for temporary and permanent
recruitment. Our clients rely on talentsource to support some or all of their recruitment
functions. 45,000 recruitment professionals, hiring managers, temporary workers and
applicants use talentsource each month. talentsource is comprised of seven modules,
allowing us to tailor the technology solution specifically to individual client needs.

WHY CHOOSE talentsource?

talentsource reflects our reputation as a consultative business offering tailored quality
services and thought leadership. The technology is designed around our expertise as
an RPO and MSP provider and our successful, varied and longstanding partnerships
with clients. talentsource is supported by a dedicated team including developers and
implementation and training specialists who ensure it is deployed and used effectively.
We learn from the day-to-day experiences of our on-site teams and feedback from
talentsource users to deliver regular updates and enhancements, customised MI and
training.
Since its inception, talentsource has been evolving to meet clients’ individual needs and
a changing recruitment landscape. In addition to supporting the end-to-end recruitment
process, from job application to onboarding, talentsource can now offer:
• A visual MI dashboard and access to
self-service reports
• Direct talent pooling and skill coding
• Responsive (mobile friendly) client branded
career sites
• Complete invoice process and
econciliation module
• Social media integration
• Online PES audits
• Dedicated agency portal with complete access
to live vacancies
• Smartphone / tablet support for timesheet
approval, accessible from anywhere in the world

WHY PARTNER WITH

RESOURCE SOLUTIONS?
Our values
Client Focused - Our unsurpassed knowledge of our clients ensures we are able to
offer them world-class bespoke solutions. We go beyond merely satisfying our clients by
wowing them with every aspect of what we offer.
Dedicated - We are dedicated to evolving the meaning of best, always
striving to go beyond what our clients thought was possible. It is our goal to be seen as
the recruitment outsourcing provider that goes one step further, for our clients and
colleagues.
Proud - We take pride in our rich heritage, our success and our unrivalled growth. Our
people are proud ambassadors for Resource Solutions, representing us and embodying
our values across the globe.
United - We are one united team, working collaboratively across the globe. We work
together to solve any problem through fresh, innovative thinking and produce
completely bespoke solutions
Our brand
Our brand is an embodiment of our commitment to reinventing the meaning of best,
both in the service we provide our clients and the opportunities we offer our employees.
We are determined to go one step further; we won’t stop until everyone is wowed.
Our experience
We have been delivering global RPO and MSP solutions to many of the world’s leading
brands since 1997.This means we are able to share awealth of experience and
knowledge with our clients.
Our global reach
With offices in 24 countries and candidates placed into over 40 countries, we are able to
offer a truly global service. We also have strong working relationships with over 500
global vendors.
Cost savings
Our solutions save our clients time, drive down the cost of recruitment and increase the
quality of candidates.
Our people
We pride ourselves on our strong account and management teams. All of our on-site
and central management teams are experts in their field. Our specialist on-site teams
work hard to ensure our clients’ brands are protected and that every candidate that
comes into contact with the brand, whether successful or not, will gain a positive
experience of the organisation.
Our clients
We work with 50+ global clients in the financial services, telecoms, IT and media
sectors. Our clients range from small to medium sized enterprises with small on-site
teams to large blue-chip clients with over 100 Resource Solutions staff supporting their
recruitment needs.
Proprietary technology
Our in-house technology talentsource is an industry leading recruitment support
system providing web based end-to-end talent tracking. The system’s modular design
enables it to be customised to our clients’ needs.
Thought leadership
We produce a number of whitepapers, events and market intelligence reports each year
focusing on key trends and topics, and deliver the latest news and insights to our
clients.
Our results
Through our client and supplier relationships, we have access to an unlimited portal of
talent. Our on-site teams are therefore able to hire the best talent in the market place to
meet our clients’ staffing needs.
Training
We offer a number of training courses to help our employees acquire and develop the
essential skills required to consistently perform at the highest levels across our
business.

DIVERSITY AT
RESOURCE SOLUTIONS
At Resource Solutions we believe that a diverse workforce not only allows us to benefit
from a broad spectrum of ideas and perspectives, but also ensures we realise our
potential globally. We believe in equality of opportunity for all applicants and employees
and our approach is supported by our Equality Opportunities and Diversity Policy. We
aim to provide a working environment and inclusive culture that celebrates our
differences. We do not discriminate against candidates on the basis of gender, race,
disability, religion or belief, sexual orientation, maternity, pregnancy, age, ethnicity or
nationality. We are proud to be on a continuous journey with our clients, candidates,
corporate partners and employees to perpetuate a more diverse vision for the future.

Phenom and Resource Solutions Team Up, Helping HR Teams Thrive with Talent
Experience Management

New Partnership Accelerates Customers’ Implementation and Optimization of Phenom

Platform

AMBLER, Pa.--(BUSINESS WIRE)--Phenom, the global leader in Talent Experience

Management (TXM), announced its new partnership with Resource Solutions, a leading
provider of Recruitment Process Outsourcing (RPO) and Managed Service Provider
(MSP) solutions. By equipping Resource Solutions with the expertise to implement
TXM, Phenom can facilitate customers’ transition from their current HR approach to an
AI-powered platform that revolutionizes the end-to-end talent journey. From there,
Resource Solutions also helps HR teams deliver enhanced talent experiences, optimize
their use of the platform, and drive greater value.

“Resource Solutions is a customer and champion of Phenom’s transformative

technology — and as one of Europe’s leading recruitment outsourcing providers, they
know what works,” said Saumil Gandhi, vice president of strategic alliances at Phenom.
“Through this alliance, we can better support global HR teams as they use Talent
Experience Management to reach their most aspirational talent goals.”

The implementation of HR information systems can take years — and mastering them
can take even longer. Resource Solutions’ technology team has efficiently implemented
over 100 CRM, ATS and VMS systems for clients around the world. Through its
collaboration with Phenom, they ensure TXM users are effectively trained by the go-live
date.

“The Phenom platform and its innovative AI provide our recruiters with clear advantages
in the global talent market,” said Norma Gillespie, Managing Director - EMEA and the
Americas at Resource Solutions. “Now, we can share those benefits with our clients.
They will have access to Phenom’s sophisticated technology and seamless automation,
with which they can make the most informed talent management decisions.”

Rooted in their extensive record of successful application deployments, Resource

Solutions dually focuses on designing targeted, multi-channel recruitment campaigns for
Phenom customers using AI-based candidate personalization. As a result, companies
build stronger teams and candidates remember their experience as supportive and
positive.

About Phenom

Phenom is a global HR technology company with a purpose to help a billion people find
the right job. With an expertise in building AI-powered, scalable solutions, Phenom
Talent Experience Management (TXM) personalizes and automates the talent journey
for candidates, recruiters, employees and management with the Career Site, Chatbot,
CRM, CMS, SMS and Email Campaigns, University Recruiting, Internal Mobility, Career
Pathing, Diversity & Inclusion, Gigs, Referrals and Analytics. As a result, employers
improve their talent acquisition and talent management efforts by helping candidates
and employees find the right job, recruiters identify and engage the right talent, and
management optimize HR strategy, process and spend. Phenom was ranked among
the fastest-growing technology companies in the 2019 Deloitte Technology Fast 500.

Headquartered in Philadelphia, Phenom has offices in Canada, India, Israel, the

Netherlands and the United Kingdom with over 500 employees. More than 300 global
employers rely on the Phenom TXM platform to bring recruiting velocity and create an
end-to-end talent experience.

About Resource Solutions

Established in 1997, Resource Solutions is a provider of Recruitment Process

Outsourcing (RPO), Managed Service Provider (MSP) and talent advisory solutions. As
part of the Robert Walters Group – a world-leading specialist professional recruitment
group, our business has considerable resources at its disposal.

With a global footprint across 31 countries, we’re able to work in close partnership with
organisations and manage everything from global accounts with demanding resourcing
strategies to single sites with lower recruitment volumes. We currently source and
recruit for clients in over 60 countries, manage a recruitment budget of over £2 billion
and hire tens of thousands of employees each year.
Orion Talent

A Powerful Force for Recruitment Excellence

Orion Talent provides RPO, Military Talent Solutions, Candidate Search, Talent
Attraction, and Total Talent Solutions

Orion Talent helps organizations acquire the best talent from

around the world. Our best-in-class talent solutions, combined
with award-winning and industry leading Recruitment Process
Outsourcing and Military Hiring solutions solve real recruiting
challenges, helping fill vacancies quickly and cost-effectively.
With our expert support, businesses are free to focus on what
they do best, while candidates receive the resources they need
to excel in a new career. When clients choose Orion Talent,
they know they'll be working with a team of true experts that
provide unparalleled service, design flexible solutions, and access to the industry's
largest database of technical and leadership talent.

Our Journey to Total Talent Solutions

Orion Talent is a company known to break new ground in order to give businesses and
job seekers more of what they need: opportunities and resources to excel at work. That
is who we have been from the start when we were founded in 1991 with the mission to
bring the energy, skills, and commitment abundant in military candidates to the greater
marketplace.

By 2007 Orion Talent was the nation's largest military recruitment firm and had offices
from coast to coast, 50+ annual hiring events, and the ability to rapidly place candidates
when and where clients needed. Since then, we have expanded to deliver a broader
range of recruitment solutions including recruitment process outsourcing (RPO)
solutions, military hiring, search, talent attraction & sourcing, and total talent solutions.

In 2016, Orion Talent acquired award-winning RPO firm Novotus and added recruitment
process outsourcing, recruitment optimization and outsourcing capabilities to its skilled
talent acquisition service offerings. The acquisition of Accolo followed in 2019, and
further strengthened Orion's position in the RPO field. Most recently, in October 2020,
Orion Talent acquired Hirepurpose, a leading provider of diversity job posting
distribution to the military and female candidates.

Our Team
Orion's Leadership Team brings unparalleled leadership experience spanning the 30
years we have been in business. Our team of experienced sales professionals and
recruiters are truly dedicated to finding the right solutions for the organizations and job
seekers who we help.

We Live Our Core Values Every Day:

 Teamwork
 Passion for People
 Solution Focused
 Warrior Ethos
 Excellence
 Customer Wow

Recruitment Process Outsourcing (RPO) Services

Our RPO Solutions

Elevate your recruiting department with Orion's Recruitment Process Outsourcing
(RPO) solutions. Our customized recruiting solutions are built on our industry expertise,
our military DNA, and unmatched access to the right ready-now candidates. Striking the
optimal balance of technology-enabled efficiencies and high-touch client engagement,
we create a premium level experience for each and every customer we serve.

Enterprise RPO
Our team becomes an extension of your team to effectively and efficiently manage each
element of a talent acquisition strategy, from requisition to onboarding.

Project RPO
We partner with you to deliver short-term talent acquisition projects. You define the
specific project hiring objectives, and we help achieve them on-time, on-budget.

Blended RPO
We complement your team with resources to seamlessly support key parts of the
recruiting process. Utilize our team for as many or as few of the steps you need for the
recruiting process.

RPO Solutions for the Technology Industry

With driving forces like big data, cloud computing, information security, the IoT, AI, and
Moore's law, tech companies may be experiencing massive growth requiring top talent.
To meet this need, tech companies are increasingly turning to Recruitment Process
Outsourcing (RPO) solutions from Orion Talent. As you work to meet the demands of
the Fourth Revolution, let Orion Talent RPO focus on solving your Talent Acquisition
challenges so that you can focus on other priorities.

Military Talent Solutions

On-time and on-target
Orion Talent offers the richest proprietary military database of leadership and technical
talent within the industry. We help experienced, skilled and committed military veterans
find new careers with companies looking to expand their workforce, enhance their
productivity and improve their bottom line.

Why Hire Military?

Candidate quality is second to none. Our military job seekers possess experience
unmatched by their peers. They have demonstrated performance in high-stress
situations, and are graduates of the nation's military academies, top colleges, and
leading technical schools.

In addition to their invaluable experience and skills, military candidates come from a
diverse talent pool, comprising 35% minority and women candidates. If you want
technical expertise, leadership experience, commitment, focus and diversity, this is the
place to start.

Professional Search Solutions

Recruiting services proven to rapidly deliver skilled, competent, and hard-to-find

professionals at every level.

Successful Search Solutions

Our experienced recruiting team will identify, assess, and recruit candidates at all levels,
to ensure the right talent is delivered to support your specific needs. We offer several
flexible recruiting models based on the position type, requirements, location, and
resource support needed to fill your roles with the best talent.

Talent Attraction & Sourcing

Let us transform talent acquisition and boost results for your business

Brand awareness and candidate outreach

Orion Talent creates employment brand awareness for your company. Our
comprehensive candidate outreach campaign drives the right applicants into your
pipeline.
Talent Attraction & Sourcing Solutions

Employment Branding
Our proprietary Employment Brand evaluation analyzes your brand compared to others
in your space, with insight and guidance on best practices. You will receive expert
advice on your careers site, online footprint, social media presence, candidate
experience, and much more. Orion's marketing and outreach campaigns will create a
seamless online experience for potential candidates, attracted qualified applicants from
which your team can source and recruit.

Source & Screen

We generate an applicant pipeline with customized solutions that include competitor
and pay scale research, passive candidate identification, and active sourcing. Our
recruiting team screens all applicants and presents you with a slate of talented
candidates who are pre-qualified and well-matched for your open positions.

Veteran Outreach
We help drive targeted military and veteran candidates into your pipeline, providing an
additional source of well-matched, qualified veteran applicants from which your HR and
TA teams can effectively source and recruit.

Total Talent Solution

With precision and speed, Orion's Talent Solutions bring businesses and highly qualified
talent together
We know that every organization has unique talent acquisition requirements. Our Total
Talent Solution spans many recruiting solutions and models that we will tailor to help
you overcome any challenge, including an optimal mix of Staffing, Recruiting and RPO.

Talent Is Always Our Answer

Recruiting Programs
Our recruiting programs deliver a consistent quality and quantity of industry-experienced
and military candidates, at a lower cost per hire.

Training
Orion's HRCI and SHRM accredited training program educates TA, HR, hiring
managers and other key stakeholders on all phases of Military Hiring.

TA Consulting & Planning

We provide strategic insight and practical guidance while using our metrics-driven
process to ensure continuous quality and ongoing improvement through our programs.

Skilled Staffing
Orion will staff your Variable Workforce with our skilled technical talent, allowing you the
flexibility to add temporary, seasonal or project staff members without the need for
additional headcount.

Contract Recruiting
Contract Recruiting through Orion Talent enables you to leverage the expertise of highly
experienced recruiters on a contract basis.

Orion Talent and Siemens USA Celebrate 10 Years of Continuous Success in

Hiring Military Veterans

CARY, N.C.--(BUSINESS WIRE)--Orion Talent, a provider of best-in-class military

hiring and talent optimization solutions, proudly announced the 10-year anniversary of
its Talent Program with Siemens USA to recruit, train, and retain skilled transitioning
military service members and veterans.

Although the relationship between the two organizations dates back to the mid-1990s,
the launch of Siemens’ formal Military Talent Program through Orion Talent began in
June 2010 and has evolved into an award-winning collaboration to help transitioning
U.S. military veterans thrive in the civilian workforce. The nationwide program
standardizes and sustains the four key areas most critical to the success of military
hiring efforts: targeted, proactive engagement of potential military candidates;
comprehensive, engaging onboarding; talent upskilling; and engagement from day one.
To date, the carefully crafted program has resulted in a continuous pipeline of high
caliber military talent and a retention rate that far surpasses the market norm.

"It's a privilege to work with an organization such as Siemens that is so genuinely

committed to understanding the uniqueness of a veteran's job search," said Mike
Starich, CEO of Orion Talent. "While veterans remain a top tier target for most
manufacturers, many employers lack an understanding of how veteran skills and
backgrounds translate to the civilian workplace, and encounter difficulties throughout
the hiring process. When a company is serious about hiring veterans, it needs the
organizational support to build a dedicated military hiring program that puts veterans in
positions in which they have an opportunity to flourish."

Since launching its military hiring program, Siemens has recruited nearly 4,000 service
members from all four branches of the U.S. Military: Air Force, Navy, Army, and Marine
Corps. With many positions requiring a STEM (science, technology, engineering,
mathematics) education or corresponding military background, veterans join Siemens in
a range of roles – from corporate leadership to project management, manufacturing,
running automation systems, and helping customers deploy next-generation power
systems.

Siemens also offers a job training initiative to develop digital skills for veterans with
engineering and manufacturing backgrounds as part of its broader effort to assist
transitioning veterans. With demand far exceeding the supply of qualified technology
talent, training veterans in STEM skills is critical to meet the needs of the private sector
workforce as well as those of veterans returning to civilian life. Approximately 500
veterans have elected to use this resource since 2013.

"All companies have a responsibility to help veterans transition successfully into the
civilian workforce and to live the American dream they bravely defended. But ultimately,
the veterans we hire are helping us,” said Siemens USA CEO Barbara Humpton. "Our
partnership with Orion Talent has helped us to take a proactive approach to hiring men
and women who have strong technical training and natural leadership qualities that add
tremendous value to our business."

For its efforts to hire military veterans, Siemens received the Gold HIRE Vets Medallion
Award in 2019 from the United States Department of Labor and was named to the U.S.
Veterans Magazine Best of the Best list in 2019. Siemens has committed to hire an
additional 300 veterans annually over the next several years.
About Siemens Corporation

Siemens Corporation is a U.S. subsidiary of Siemens AG, a global powerhouse

focusing on the areas of power generation and distribution, intelligent infrastructure for
buildings and distributed energy systems, and automation and digitalization in the
process and manufacturing industries. Through the separately managed company
Siemens Mobility, a leading supplier of smart mobility solutions for rail and road
transport, Siemens is shaping the world market for passenger and freight services. Due
to its majority stakes in the publicly listed companies Siemens Healthineers AG and
Siemens Gamesa Renewable Energy, Siemens is also a world-leading supplier of
medical technology and digital healthcare services as well as environmentally friendly
solutions for onshore and offshore wind power generation. For more than 160 years, the
company has innovated and invented technologies to support American industry
spanning manufacturing, energy, healthcare and infrastructure. In fiscal 2019, Siemens
USA reported revenue of $26.5 billion, including $1.23 billion in exports, and employs
approximately 50,000 people throughout all 50 states and Puerto Rico.

About Orion Talent

Orion Talent is a customer-centric company focused on helping people discover

meaningful careers and businesses grow by finding, delivering, and engaging the best
talent around the world. We do this by providing best-in-class military hiring and talent
solutions which include RPO, Military Talent Solutions, Candidate Search, Talent
Attraction, and Total Talent Solutions. Our robust set of solutions can be customized to
meet the organization’s unique recruiting challenges to help it fill positions faster with
higher quality candidates, reduce recruiting costs, increase hiring efficiencies and allow
the company to focus on what its business does best. Visit us at www.oriontalent.com.

Orion Novotus Selects Saba to Power Its Recruitment Outsourcing Strategy

Mid-market RPO leader implements industry leading talent acquisition solution to offer
clients transformative recruitment outsourcing

DUBLIN, CA, Feb. 27, 2020 /PRNewswire/ - Saba Software, a leading global provider of
personalized talent experience solutions, today announced that Orion Novotus, the mid-
market leader in recruitment process outsourcing, has selected Saba TalentLink to
power its growing range services for clients. Orion Novotus will leverage Saba's
industry-leading talent acquisition capabilities as the backbone technology to enable the
complex, custom recruitment processes for its growing client base, and additionally use
for its own recruiting requirements.

The Recruitment Process Outsourcing (RPO) industry is evolving rapidly, with providers
competing to support a blend of services including entire hiring process management,
project-based initiatives, employer branding and talent pool services. As an RPO
provider with ambitious growth plans, Orion Novotus recognized the need for a total
talent solution that could increase the company's competitiveness in the outsourcing
market.

"We're committed to helping our clients overcome their greatest recruitment challenges,
address skills shortages, and meet unexpected demand – and to do that well, we need
a recruiting solution that is quick to deploy and flexible enough to support any type of
hiring strategy or process for our clients," said Cory Kruse, President at Orion Novotus.
"We're impressed with the flexibility and mutli-tenancy capabilities that TalentLink has to
offer, and we believe Saba's RPO team, with its extensive expertise will prove to be a
strong partner to us."

Saba TalentLink for RPOs was built natively for outsourcing and managed service
models. As one of the flagship offerings added to Saba's talent portfolio with the
acquisition of Lumesse, the solution is already used by the world's leading RPO
organizations (including more than 80% of the HRO Bakers Dozen best-in-class RPO
vendors) and mid-sized project outsourcing vendors to deliver recruiting services to their
clients efficiently and cost-effectively.

Andrew Brown, Global Head of RPO and Alliances at Saba said, "We're delighted to
partner with Orion Novotus to support them in enabling their clients to revolutionize
hiring and drive efficiencies, and we look forward to building a strategic relationship to
help guide their ambitious goals for the future."

Saba is a proud sponsor of the Recruitment Process Outsourcing Association (RPOA)

and is taking part in its virtual conference on Thursday February 27th from 1:00-4:00
ET. For more information visit https://www.rpoassociation.org/2020-RPO-VIRTUAL-
CONFERENCE.

About Orion Novotus

Orion Novotus is an Orion Talent company, and the mid-market leader in Recruitment
Process Outsourcing (RPO). A winner of ClearlyRated's Best of RPO Award, and an
annual fixture of HRO Today's Baker's Dozen, Orion Novotus provides businesses with
strategic, transformative recruitment outsourcing services that result in measurable,
lasting workforce improvements: better hires, shorter hiring cycles, lower costs and
greater efficiency. In order to better serve its growing base of RPO customers, Orion
Novotus acquired Accolo, a U.S. focused provider of RPO solutions to mid-market
customers. Visit www.orion-novotus.com to learn more.

About Orion Talent

Headquartered in Cary, North Carolina, Orion Talent provides a total talent solution for
enterprises nationwide, including skilled talent acquisition, recruitment optimization and
military hiring solutions. As a military recruiting leader for 29+ years, Orion Talent has a
long history of supporting veterans in their search for meaningful careers and has found
employment for more than 50,000 veterans. Visit www.oriontalent.com to learn more.

About Saba
At Saba, we know that every organization has the potential to be a great place to work,
and no matter what your business does, or who you serve, or what you sell, success
starts with your people. But in today's diverse, mobile, social world, successful
organizations must deliver an experience at work that's more connected, and more
personal than ever before. And the most successful do this with Saba. Because we
combine the science of talent with intelligent technology to deliver a "just-for-me" talent
experience for every individual - in the moments that matter most. With powerful tools
and insights talent leaders need to prove the experience makes an impact on business
success. So from attracting candidates who are the perfect fit, to designing paths for
personal growth, to creating a culture that nurtures the unique talents of every
individual, Saba helps you give your people and teams the message: Work to your
strengths. Work like you envision. Work like it's personal. Work like you. Learn more at
http://www.saba.com.

SOURCE Saba Software Canada Inc.

Hays RPO

RECRUITMENT PROCESS OUTSOURCING (RPO)

Our Recruitment Process Outsourcing (RPO) service allows you to access this expert
recruitment capability in a scalable and cost-effective way, enabling you to transfer all or
part of your permanent recruitment and staffing supplier management to us.

What you can expect from outsourcing your recruitment to us:

 The management of candidates from multiple channels: internal, referral,

speculative, direct, agency – within a single process
 One or more steps of the employee or recruitment lifecycle: research and
planning, attraction, recruitment and selection, onboarding, engagement and exit
 Usually underpinned by an applicant tracking system (ATS)
 More sophisticated services may also include workforce planning, employer
branding and employee engagement

Discover the best talent with the most suitable skills and experience
As your recruitment outsourcing partner, we will become an extended part of your in-
house team. Working with your hiring managers, under your brand, within your culture,
to handle all activities related to talent acquisition.
With any change process the impact of an RPO solution is far reaching, and the
reasons organisations outsource always differ. The biggest advantage comes from the
ability to connect you with the top talent at the right time.

Every Hays recruitment outsourcing programme is implemented around a proven best

practice framework:

WHY HAYS TALENT SOLUTIONS RPO?

We maximise outcomes to ensure your business succeeds. That’s why our Recruitment
Process Outsourcing (RPO) model is based on always striving for improvements to
ensure the best service possible.

To us workforce programmes mean the right talent, at the right time and place, at a fair
price.

Permanent and contingent recruiting expertise is core to our DNA. Our comprehensive

suite of services will future-proof your organisation – ensuring our partnership can grow
and change as your needs evolve.

Pushing the boundaries of traditional talent acquisition models to build your

employer brand
As recruitment evolves beyond the traditional supply chain, we power your direct access
to the market. Moving past the inefficiencies of antiquated Advertise and Apply, is our
Find & Engage model.

This approach puts the relationship back at the heart of recruitment, using digital
technology, machine learning and data science, to do this on a massive scale. Our well-
tuned candidate CRM enables us to build, nurture and engage talent pools for the
essential skills you draw on, delivering personalised 1:1 style communications on a
1:many basis.

With sourcing experts based across the globe, we help you develop cutting-edge
recruitment campaigns that only leverage the tools and channels that work. Optimising
your job adverts, building targeted careers sites, social and email campaigns. We take
the learns from being part of the world’s leading specialist recruitment agency, to get
your jobs in front of an engaged audience.

We use this unique approach to directly source talent, building your brand as a client
and employer of choice to future-proof your organisation with talent relationships
providing the ultimate competitive advantage.  
Supporting you when you need it most
If the primary objective of any talent acquisition and management programme is to
enhance your organisation’s performance by attracting and engaging the best talent,
then a high performing RPO programme ticks all the boxes. Our advanced analytics and
diagnostic tools are used to focus your solution on the areas that will make the most
difference to attracting and retaining the skills you really need.

On the way you will also derive several other benefits including improvements in cost,
risk, and time to hire as well as process efficiencies and an enhanced quality of service.

Depending on your needs, an RPO solution can support your organisation through all,
or just part of the employee lifecycle, supporting you when and where you need it.

Our six-stage recruitment framework acts as the foundation of every one of our
programmes, to instil service excellence across the full recruitment value chain:

We realise technology and process can only take you so far. That’s why we also deliver
training workshops, advanced analytics, market insight and dedicated recruitment
partners, always on hand, to upskill your team on effective hiring and educate you on
the recruitment landscape, to take your workforce strategy to the next level.

Investing in an exceptional hiring manager and candidate experience

From our market leading training and service assurance programmes to our innovation
and technology teams, we’re always investing in continuous improvements to deliver
the most human recruitment experience out there in a digital and automated world.

Our experts are always scouring the technology and recruitment landscape to keep us,
and you, ahead of trends. Which we combine with our analytics and insights keep
focused on what matters most.
In-house specialists use our real-time recruitment dashboards and reporting tools to
assess and track KPIs, spend and success metrics. But importantly, they also leverage
external benchmarks and market insights to enable you to move faster than the
competition.

The biggest advantage comes from the ability to connect you with the top talent
at the right time
More and more organisations are turning to RPO solutions to support their talent
acquisition efforts, and it’s easy to see why. The world of talent acquisition has
increased in complexity, and many are finding it hard to keep up.

As competition for in-demand skills increases, the potential sources and channels for
engagement have also evolved and expanded. In this time the RPO market has
become one of the fastest-growing outsourcing markets in the world, with a double-digit
growth rate over the past several years. Organisations are realising to keep them
focused on their own core capabilities, they need to leverage advance recruiting
technology, process and expertise.

Our primary objective is to enhance your organisation’s performance by attracting and

engaging the best talent. On the way you will also drive several other benefits:

Expert talent delivery with employer value proposition (EVP) and employer brand
development to address sourcing challenges

More scalable and cost-effective delivery to provide complete flexibility

Risk mitigation through background checks and verification

Process efficiency through best practice technology enabled process implementation

Global RPO Alliance: SourceRight Solutions and Hays plc

SourceRight Solutions and Hays plc are teaming up to offer talent acquisition solutions
clients around the globe, including in the U.S, Canada, Europe, Middle East, and Asia.

“The global talent landscape has become more diverse, and it is increasingly important
for companies to more narrowly define who they are trying to attract to their
organization,” said Rebecca Callahan, president of SourceRight Solutions. “Our
partnership with Hays is designed to help companies identify their specific talent needs
and find the most qualified employees across an extensive range of geographies,
industries and positions.”
SourceRight and Hays will deliver a range of recruitment solutions, including recruitment
process outsourcing (RPO), managed service programs (MSP), and professional
contingent workforce services. The alliance will offer dedicated account teams
comprised of more than 4,500 recruiters worldwide who provide deep experience
across industries and job types.

“As markets around the world recover, multi-national companies are increasingly
looking for recruiting experts to support them across borders, helping them find the
quality people they need to build their own business in every country within which they
operate,” said Alistair Cox, CEO of Hays plc. “Our decision to partner with SourceRight
Solutions allows us to meet those needs. This alliance gives our clients access to the
world’s largest network of expert recruiters, operating across all major countries and
delivered in a seamless and joined up fashion.”

Bill Grubbs, executive vice president, SFN Group, Inc., added: “The alliance with Hays
underscores our commitment to providing companies around the world with the most
comprehensive and reliable recruitment offerings during a time when the labor market is
undergoing significant shifts.”

As one of the largest outsourced talent acquisition alliances in the marketplace,

SourceRight and Hays will deliver specialized recruitment offerings and candidate
outreach strategies tailored to each industry, region, country and culture. With expertise
in local employment law, the recruiting teams can assist companies quickly and
efficiently with their talent needs and compliance surrounding various regulatory
standards.

Mindy Aiello, global talent acquisition manager at JDSU, a leading international provider
of broadband and optical innovation, commented on the alliance: “Through this global
alliance, we will be able to leverage our U.S.-based RPO/MSP model to drive recruiting
efficiencies across our global operations. The combined expertise and resources of
Hays and SourceRight will deliver significant value to our business by providing access
to the largest network of professional skilled labor in the market.”

EMERGENCE OF NEW, AND EVOLVING, TECHNOLOGIES

Technology is transforming how people work. It is revolutionising how clients and

candidates engage and interact with job markets, and with Hays. Almost every area of
recruitment is becoming digitally enabled at a breathtaking pace, creating vast
quantities of valuable data.

What this means for us

The guiding principles of our technology strategy are:
1) Maximise internal efficiency by developing new consultant tools, and partner with
best-in-class software;
2)Test new client and candidate engagement channels;
3)Invest selectively in best-in-class HR Tech software;
4)Investigate new tech-enabled delivery models. This approach is summarised in three
broad prisms: Approachability, Connectivity and Efficiency.

Efficiency remains our overriding goal. We estimate that 1% gained via productivity is
worth c.£8m to Hays’ operating profit, and productivity drove c.40% of Group profit
growth between 2013-18. We have sector-leading technology, both via internally
developed tools and collaborations with leading third parties. Our expert Hays
Innovation team is tasked with assessing the technology landscape, identifying new
trends, opportunities and threats and building relationships with key players.

In FY18, we made excellent progress, notably with the roll-out of our ‘SalesPlanner’.
and ‘WiP’ tools, further development of the Hays Hub, and our collaborations
with Google, Mya and Stack Overflow.

Connectivity relates to the many and evolving ways clients and candidates interact
with Hays. Central to our philosophy is recognising and quickly responding to these
trends, allowing us to cultivate, deepen and enrich our candidate talent pools.
Increasingly, technology enables us to anticipate clients’ demands before they arise.
We received 10.6m job applications in FY18. To avoid diseconomies of scale, our
consultants need to be equipped with the best technological tools to search this
complex and ever-increasing bank of data.

Sifting through huge quantities of candidate data is relatively simple. The harder part is
accurately predicting Approachability, identifying which candidates are likely
to respond positively to our direct approach.

This alignment of Hays’ deep IT and data capabilities

– the ‘science’ of recruitment, with our consultants’ deep industry expertise, or the ‘art’
of recruitment
– will be a key competitive edge in the future. This forms the basis of our ‘Find &
Engage’ model. ‘Find & Engage’ takes our ability to engage with Active and Passive
talent pools, enabling us to deliver what was once viewed as high-end ‘head hunting’, to
many more white collar candidates, at scale. Our aim is to extrapolate meaningful data
patterns, feeding directly into Hays’ unique ‘Approachability Index’, summarised
opposite.

This index is currently fully functional for just over half our businesses, and due to be
completely available across the Group by early 2019. Our system uses many inputs and
algorithms to gauge how open to an approach a potential candidate is likely to be. By
understanding approachability signals, our ability to convert ostensibly passive
candidates into active is significantly increased. Once overlaid with a trusted Hays
consultant relationship, we gain a vital competitive edge.

Our content engagement tools are also built to nurture strong candidate relationships by
providing highly relevant industry, salary and training insights. Our implementation of
Salesforce Marketing Cloud further enhances this engagement capability. We continue
to generate significant value from our partnerships with Google, LinkedIn, SEEK and
Xing. These allow us to analyse complex user data in real time, gaining invaluable
insight into candidates’ skills and career ambitions.
Technology and a candidate’s path
Our technology helps us to power the world of work, and find the best candidates for a
role, faster than our competition. The chart below represents the process of interaction
between our active candidate pool, passive candidates and our client base, as we seek
to find ‘great-rather-than-good’ matches between the two. Candidates are added to the
Hays database via our expert consultant network, and via external sources like Xing,
LinkedIn, a wide array of job boards, or directly via the Hays website. Once in our
ecosystem, we work hard to ensure the talent pool remains highly engaged, using
content such as Hays’ Salary Guide and Journals, training and career advice plus our
regular blogs and podcasts. The Hays Approachability Index gives us the proprietary
ability to access candidates who may otherwise appear to be ‘passive’. This is a major
competitive advantage versus peers, and also a compelling reason for clients to
outsource to Hays.

BOC takes on Hays Talent Solutions for contract across ANZ and NZ.
Hays Talent Solutions has been appointed by BOC as its new national Recruitment
Process Outsourcing (RPO) partner. The appointment followed a competitive selection
process and sees Hays Talent Solutions manage all permanent roles and fixed-term
contracts for BOC and ElGas across Australia and New Zealand.

The dedicated Hays Talent Solutions team have been embedded onsite at BOC’s
offices in North Ryde to handle the talent acquisition process. Hays Talent Solutions
has implemented JobAdder as the new applicant tracking system (ATS).

Approximately 350 permanent roles will be delivered annually through the RPO solution,
including within sales and marketing, customer engagement, engineering, head office
and gas manufacturing and distribution.

“We’re thrilled to be appointed by BOC to bring the right person at the right time to each
role,” says Shane Little, managing director of Hays Talent Solutions in APAC. “We have
a very clear remit from our client and a really collaborative partnership.

“We’ll work closely with BOC’s hiring managers to provide all the benefits and expertise
of a company whose sole business is accessing the best talent,” he added. “We are
excited to have JobAdder at the core of our technology stack and this allows us to
continually improve the candidate experience by harnessing the best emerging
technologies.”

Hays Talent Solutions, SAP Set up CBA’s Contractor Hub

Hays Talent Solutions provides customised services including Recruitment Process

Outsourcing (RPO), Managed Service Provider (MSP) services, Vendor Management
Solutions (VMS), and modular services.

The study conducted by Oxford Economics and SAP Fieldglass last year highlighted the
significant reliance of many organisations on the external workforce, including
contingent workers and service providers, in helping organisations achieve a broad
range of business goals. More importantly, the study has revealed the critical need for
companies to better manage this sizable workforce to maximise value and minimise
risk.

Commonwealth Bank of Australia (CBA), having at least a 2000-strong ‘contingent

workforce’, is proving that it is way ahead of the curve with its recent partnership with
SAP and Hays Talent Solutions, a recruitment and workforce solutions provider. The
strategic alliance dubbed “Project Flex” has set up CBA’s new ‘contractor hub’ to help
the bank execute an effective contingent workforce management.
Shane Little, Hays Talent Solutions Managing Director for APAC explained that many
organisations in the marketplace have established a contingent workforce program
underpinned by a vendor management system. However, only a few have succeeded
because of the sheer volume of transitions and complex technology integrations that
have been achieved at CBA. She explained:

“The goal has always been to improve CBA’s access to the best contingent talent in the
marketplace and the hard work of the last 12 months has laid the foundations to truly
differentiate the bank as an employer of choice for this increasingly important
demographic.”

“It’s been fantastic sharing the experience with CBA and we look forward to the next
stage of the partnership and building on the achievements to date,” she added.

Project Flex
‘Project Flex’ is implemented by Hays Talent Solutions and is recognised as “the largest
managed service program in Australia”. The contractor hub leverages SAP technologies
including SAP Ariba, a cloud-based marketplace for business-to-business transactions,
and SAP Fieldglass, a cloud-based, open Vendor Management System (VMS).

Aside from providing CBA with clear visibility on total contractor tenure, the new
contractor hub has also standardised screening process for all non-payroll workers. The
hub has significantly increased the number of contractors engaged through a panel of
preferred suppliers from around 75% to over 99%. It has also allowed different parts of
the organisation to “self-serve” access to contract resources.

Now with a consistent process to engage with approved suppliers on fixed rates, CBA is
able to attract talent efficiently through a digitised selection and approval process. The
solution is also able to improve contractor productivity by reducing the onboarding
period.

Scott Wharton, CBA’s Group Executive for Program Delivery, stated:

“Our contractors are an important part of our workforce and Fieldglass provides them
with a significantly improved time-sheeting, payroll, and support experience.”

Explaining how the hub is enabling CBA to reduce costs, Wharton said:

“Streamlining our payroll and insurance fees through using a single hub means we are
not only helping to simplify the bank, we are also contributing to reducing Group costs.”
According to a CBA spokesperson, in cases where the bank needs access for short-
term expertise, they use a contractor panel solution backed by SAP technology that can
connect CBA to contractors.

About Hays Talent Solutions

Hays Talent Solutions help organisations thrive in the new world of work by offering
technology-enabled workforce solutions designed to deliver on the promise of Total
Talent Management. The company offers a comprehensive suite of services from
Contract Mnagement Outsourcing (CMO) to total talent solutions, MSP to RPO.

Headquartered in the UK, the Hays Talents Solutions has over 10,000 staff operating
from 265 offices across 33 countries across 20 specialisms.