1. FPC presents Customized for: Insert Company Logo

2. Hiring in a Recession… “Recessions are recruitment bonanzas, and smart companies use them to prepare for post-recessionary growth.” “For our country’s savvy business managers, the silver lining in this situation is that unprecedented numbers of highly skilled, A- level talent will either become unemployed or will be seriously considering a job change that results in more stability.” -Harvard Business Review “The Definitive Guide to Recruiting in Good Times and Bad” “Recessions are market share growth opportunities. Many of your competitors will adopt a “survival” approach. You must adopt a “revival” attitude.” -Jeffrey J. Fox “How to Become a Marketing Superstar” -Adam Robinson Director, Iluma Group.

3. Why Talent 360? Fill open positions Replace poor performers Maintain a full bench of qualified professionals

4. Why Talent 360? We can also help: Create a streamlined and efficient strategy to attract and retain unique, talented professionals Decrease the number of vendors Reduce costs Establish a successful, replicate-able process Build a consistent, effective “recruitment brand”

5. Why FPC? Experience 50 years of executive search Proven process Nationwide coverage Over 70 offices and 200 recruiters Specialization Extensive reach within numerous industries and disciplines Specialized consultants

6. Why Jim Schultz? Experience – After a successful career in the non-profit sector, Jim turned his attention to the world of recruiting. As Jim says: “I enjoy this mid-life career change enormously. I find recruiting is a great blend of my do- gooder desire to help others – more specifically to help a company or a frazzled hiring manager get just the right candidate for a hard-to-fill position or to find people jobs that really suit their abilities, skills, and interests. As a headhunter Jim qualifies candidates carefully and extensively and works with them over the long haul. Jim says “I value the relationships I form with the candidates I place. Like a good financial counselor (who works with people before they start making buckets of money) I particularly enjoy working with up-and-coming candidates - those ready for that big break in their careers, helping them make the leap and working with them throughout their careers.” Industry and Job Function Specialization -- Jim works with companies and candidates within the supply chain, quality and operations areas including sourcing, procurement, purchasing, and various analytical supply chain positions, as well as QA/QC and regulatory roles. He specializes in placing these professionals predominantly (though not exclusively) in life science and renewable energy companies. Proven Success – Recent Placements VP Supply Chain for a medical device company Senior Manager Supply Chain Planning for a wind energy company Senior Supply Chain Analyst for a medical device company (have filled five of these) Senior Director Strategic Procurement for a biotechnology company Strategic Sourcing Manager for a medical device company :

7. Foundation Performance Commitment

8. Foundation Sourcing Profile –Developing the Ideal Candidate Portrait (ICP) –Job Requirements (See job order card on next slide) –Position Forecast where the position will go in 3,6,12 months and beyond –Salary assessment and benchmarking –Which companies to recruit from

9. Ideal Candidate Portrait (ICP)

10. Performance Candidate Presentation –Top 2-3 candidates for each position are presented –Candidates are prescreened, phone or face to face interviewed & pre-closed for commitment –Candidate Summary Reports (CSR) Interview Coordination –Schedule confirmation –Travel arrangements booked (if needed) –Co-branded, electronic interview package delivered to candidate including

11. Performance

12. Sample Interview Agenda

13. Commitment Selection and Hiring Candidate Selection Full reference report at client’s request Offer Generation and Presentation Strategy Background Check – education, criminal, credit Ensure acceptance Ensuring a Successful Start and Post-Start Follow Up Candidate Resignation Co-branded Welcome Package Follow Up Progress Reports

14. Costs and Getting Started Upfront Cost NONE Fee 25% of the successful candidate’s first year total compensation 90 Day Exclusivity Date engagement letter is signed to date offer is accepted 90 Day Replacement Guarantee Exceeds industry standards!

15. Contact: Jim Schultz Executive Recruiter FPC of Lexington, MA 781.301.5000 jim@fpclex.com