Kim Davis

RPO advisory services: * Leveraging my talent acquisition thought leadership and RPO expertise. A recognized pioneer in RPO. Started 3 national talent acquisition (RPO) firms who were recognized as industry top performers and then sold them to global recruitment firms * Advisory services for firms thinking about entering into the RPO field * startups * small to midsize RPO practices * enterprise RPOs * MSPs * Services include * Evaluate the delivery model for scalability and effectiveness * Evaluate the organization structure * Complete review of the financials * Assist in the development of a business plan * Develop a sales and marketing strategy to increase visibility, to narrow the focus, and to drive high volume growth * Introduce new sales channels* Introduce new competitive pricing models * Conduct market research for competitiveness * Evaluate the effective use of technology in the delivery model * Review the KPIs, SOWs and reporting capabilities * Review the contractual RPO agreements * Review the implementation/launch process model * Conduct a S.W.O.T. analysis * Act as an advisor to the executive leadership team * Help the team become better leaders, make better decisions and deliver better results * Act as a strategic consultant on both business challenges and opportunities * Help in making difficult decisions * Assist with M&A activities * Provide strategic guidance on the sale of the business

The economic market is positioned for a mild recession. There will be some impact on the recruitment of new hires. However, with a 500,000 labor shortage combined with high employment attrition rates, the overall impact on hiring in 2023 will be somewhat limited. As we exit the recession, I anticipate high demand for hybrid RPO services where employers want to invest less fixed expense in their corporate recruiting staff. They will want to augment these smaller internal recruitment teams with RPO services where pieces and parts of the recruitment process will be outsourced. This will also help these employers avoid high traditional agency recruitment fees. I anticipate as we exit the recession it will be similar to 2010 after the 2008/2009 recession. The big RPO challenge will be scaling up their recruitment resources on a real time basis to meet the increased demand for this limited employment pool. There will be an even greater need for recruitment technology to drive efficiency, scalability, predictability, consistency, repeatability, and effectiveness.

Confidential (only provide names when there is a real opportunity) * Firms thinking about starting a RPO practice * startups *small to midsize RPOs * enterprise RPOs