Maturious 360 Capability Talent Matching Technology is spearheading efforts to engage millions of mature-age people as a vital source of talent to shape tomorrows global workforce. Maturious is designed to find and measure the employment value of people undervalued underutilized by the market (mature age) and our system for finding the employment value in undervalued mature age people has proven itself thus far. We plan to expand our 360 Capability Talent Matching Technology (platform) globally to include other undervalued and underutilized workers such as veterans, refugees, people with disabilities and women returning to the workforce. The Maturious Platform provides a new category of capability profiling and talent matching technology which is significantly different from AI technologies and job board platforms that provide resume analysis and filtering tools (AI) to match keywords advertised in roles to a candidate’s resume. AI requires a lot of data and can learn human biases.

1. Democratising Recruitment
Intelligent recruitment software shaping tomorrows global workforce.

2. The inspiration for Maturious came from David’s personal
experience.
The story all began when David needed to find a new job.
The process started well. He had four phone interviews in
four weeks. It sounded promising, the phone conversations
were encouraging, and he received messages like “You sound
perfect for the role.”, and “When can we meet?”.
Meetings were arranged, but then the sales rhetoric of “You
sound perfect.” and the enthusiasm to talk had waned – a lot.
Almost before David had sat down.
It wasn’t until after the fourth interview that David had an
epiphany – there’s something seriously wrong here. And
there it was: “I’m being discriminated against because of my
age”.
David then thought, if job discrimination was
happening to him, then it must be happening to many
mature-age people.
He then investigated and confirmed ageism and
discrimination in recruitment had quickly transformed
from a minor issue to a national problem – and a
barrier for mature-age people to gain employment.
David then met Carolyn. As a diversity recruitment
specialist, Carolyn has a true understanding of the
challenges faced by those from diverse or marginalised
backgrounds. They then united in their quest to
transform and democratise recruitment.
And that’s how Maturious was born.

3. Changes in mature age
participation are predicted
to have significant benefits
for the Australian economy
in coming decades.
Deloitte Access Economics
sees these expected
increases producing a $55
billion or 2.7% increase in
national income by
2024-25.
From a broader economic
perspective, employment
discrimination is a huge
waste of human capital.
Source: Willing to Work Report - National Inquiry into Employment Discrimination to Older Australians and Australians with Disability 2016
The Australian Bureau of
Statistics defines anyone
over the age of 45 years as
a ‘mature age’ worker. Yet
this is not a ‘magic’
number. People of any age
can be told they are ‘too
old’ for a job.

4. The Australian Bureau of
Statistics defines anyone
over the age of 45 years as
a ‘mature age’ worker. Yet
this is not a ‘magic’
number. People of any age
can be told they are ‘too
old’ for a job.
People who are willing to
work but are denied the
opportunity are also
denied the personal and
social benefits of dignity,
independence, a sense of
purpose and the social
connectedness that work
brings.
Discrimination has an
impact on the health of
individuals, their career and
job opportunities, their
financial situation and their
families. Discrimination
undermines basic human
rights with consequences
that are devastating and
often tragic.
Discrimination also has
consequences for
workplaces; higher
absenteeism, lower or lost
productivity, higher staff
turnover and increased
recruitment costs, as well as
lost business opportunities
from abandoning experience
and corporate knowledge.
Source: Willing to Work Report - National Inquiry into Employment Discrimination to Older Australians and Australians with Disability 2016

5. SOCIETY MATURE AGE WORKERS
Have joy and purpose vs feeling empty
and lonely.
In control of my life.
Facilitates broad community connection.
Subsidise my super balance.
Help me remain relevant and re-skill -
lifelong learning.
Help me transition to retirement. It is not
a cliff, more like riding a wave.
Provides increased certainty from a
financial security perspective.
Help me keep pace with technology and
changing ways.
It will enhance my well-being.
Diversity and inclusion is a good for businesses.
Access to life experience and insights.
Access to a flexible workforce and reframe
staffing models (e.g. apprenticeships for mature
workers).
Mentoring for junior and less experienced staff.
Train up employees through sharing skills.
Ability to look at your business from a different
perspective.
Increased productivity, particularly through
reduced absenteeism.
Federal Government funding.
Increasing ageing demographic and significant
impact on costs of health and welfare driving
own funding.
Reduction in the addressable labour market.
Adequacy of retirement savings and
increasing burden of supporting adult
children.
Pension access rises to age 70 by 2035.
Risk of homelessness for mature single
women.
The number of Australians aged 65 and over is
expected to increase rapidly, from around
2.5 million in 2002 to 6.2 million in 2042.
Gig economy and change in the societal
contract for work.
BUSINESSES

6. This Investor presentation has been prepared by Warrioota Holdings Pty Ltd for investors, solely for informational purposes.
The information contained herein has been prepared to assist prospective investors in making their own evaluation of the Company and does not purport to be all-inclusive or to
contain all of the information a prospective or existing investor may desire. In all cases, interested parties should conduct their own investigation and analysis of the Company and
the data set forth in this information.
Warrioota Holdings Pty Ltd makes no representation or warranty as to the accuracy or completeness of this information and shall not have any liability for any representations
(expressed or implied) regarding information contained in, or for any omissions from, this information or any other written or oral communications transmitted to the recipient in
the course of its evaluation of the Company.
This Information includes certain statements and estimates provided by the Company with respect to the projected future performance of the Company. Such statements,
estimates and projections reflect various assumptions by management concerning possible anticipated results, which assumptions may or may not be correct.
No representations are made as to the accuracy of such statements, estimates or projections.
Prospective investors will be expected to have conducted their own due diligence investigation regarding these and all other matters pertinent to investment in the Company.
This presentation may contain statements that are not historical facts, referred to as “forward looking statements.” The Company’s actual future results may differ materially from
those suggested by such statements, depending on various economic factors.
Any person who does not qualify must not view the presentation, must return the presentation documents to the Company immediately and should not read or act upon any of the
information contained within it.

7. Our goal is to be the leading provider of online
employment matching solutions for employers
seeking to build a diverse, skill based workforce.
• $11BN value Australian recruitment industry
• 12.3M Australian workforce (seasonally adjusted)
• 5.3M mature age people (45+) employed, under-
employed and unemployed.
• 596,000 mature age people actively seeking
employment.
• 363 candidate placements to achieve Year 1 EBITDA.
Traction: 2017 pilot Commonwealth Bank, NSW Department
Finance, Services & Innovation validated the Maturious
matching technology.
Momentum: 2018 live pilot (real jobs) Commonwealth Bank.
EBITDA: Forecast
Year 1 $472,000
Year 2 $1,643,000
Year 3 $9,892,000
Year 4 $23,120,000
Investment: YTD $200K.
2018: Maturious launch
2020: Expand Maturious Platform to AUS disability, veterans
and general recruitment segments.
2021: Scale Maturious Platform into US market.

8. The right to work is a fundamental human right,
but one that far too many older people in Australia
do not enjoy.
Too many people are shut out of work because of underlying
assumptions, stereotypes or myths associated with their age.
These beliefs lead to discriminatory behavior's during
recruitment.
It is unthinkable that people who lose their jobs in their 50s
may live up to another forty years without paid employment.
Maturious has a clear mandate to proactively address
employment discrimination against older Australians and
significantly increase their workforce participation by
providing a viable alternative to traditional recruitment
processes and practices.
Maturious 360 degree capability profiling and
talent matching technology aims to create
better working lives for older Australians by
delivering smarter job matching and
recruitment solutions for employers.
For mature-age candidates, Maturious curates,
assesses and evaluates talents acquired over their
entire career and then matches them with employers,
whose goal is building a diverse and skill-based
workforce.
For employers, Maturious provides access to easy-to-
use candidate profile building tools, and matching
software that delivers bias-free application,
shortlisting and review processes to recruit qualified
and capable people.

9. PROBLEM OUTCOME
EMPLOYERS
Get fast, consistent and reliable matching of
qualified, capable and available candidates.
360 degree capability profiling and candidate
matching technology.
Maturious algorithms utilise 126 knowledge,
skills and ability attributes;
EMPLOYERS
Poor fit between applicants, employees and job
requirements; recruitment bias and under
utilisation of available candidate pools i.e.
mature age.
EMPLOYERS WANT
Right candidate
Right skills
Right time
MATURE AGE CANDIDATES
Get easy-to-use candidate profile building tools
to match their talents to the right employers for
the right roles.
MATURE AGE CANDIDATES
Discrimination and bias in recruitment has
quickly transformed from a minor issue to a
national problem to gain employment.*
MATURE AGE CANDIDATES ARE
Qualified
Capable
Available
Enabling employers to measure the level
of competency required to be successful
in a role.
Evaluating the level of accumulated
competencies acquired by a candidate
throughout their career.
Matching and shortlisting candidates
based on the compatibility of these
competencies.
* Another problem, and one that will only escalate as our population ages, are the negative attitudes and treatment experienced by people who have caring responsibilities. We are all likely at some
stage in our lives to care for a family member who becomes unwell or has a disability. It is clear that more access to flexible working arrangements would help keep people with caring responsibilities
connected to the workforce.

10. MATURE AGE
CANDIDATES
BUSINESS
USERS
Create their Candidate
Capability Profile by
being guided through
the Maturious Talent
Framework to capture,
assess and evaluate
their acquired
competencies (talents)
in each role over their
entire employment
career.
Create Ideal
Candidate Profiles for
jobs they wish to recruit
for, byspecifying the
knowledge, skills &
abilities required, using
the Maturious Talent
Framework to rate the
relative level of
importance and
competency of each
relevant talent.
JOB
BANK
Ideal
Candidate
Profiles
VIABLE CANDIDATES
CandidatesmatchtoIdeal Candidate Profile
Matching Algorithms
TALENT
BANK
Capability
Profiles

11. Maturious proposition is simple…
Using talent metrics and data science, undervalued
and underutilised workers (mature age) can equally
compete for jobs by measuring and matching their
accumulated job attributes (KESA) to the job
attributes employers believe will make an employee
successful and valuable in a role. Other platforms offer AI resume analysis and
filtering tools to match keywords advertised in
roles within a job board environment to a
candidate’s resume. AI requires a lot of data
and can learn human biases.

12. Blackbird Ventures invested $1.3
million to expand Australia-wide and to
the United States.**
Recruitment startup hit $1 million
in revenue within two months of
launching.**
$11 BN
Australia 0.03%*
$341 BN
USA 6.3%*
$643 BN
Global 1.0%*
Source:
Recruitment Market
Project Growth
2016 -21
Recruitment Market
Project Growth
2016 -21
Recruitment Market
Project Growth
2016 -21

13. MATURIOUS
# CANDIDATE
PLACEMENTS
TOTAL
ADDRESSABLE
MARKET
5,038,100*
SERVED
AVAILABLE
MARKET
596,900*
TARGET
MARKET
30,000
Mature Aged Workers Labour
Force (employed, under-
employed and unemployed)
and discouraged workers
Mature Age Workers who
could be actively seeking
employment (including those
seeking better employment)
Target candidates onboarded to
Maturious Platform Year 1
Source:
363
Achieve Year 1 EBITDA

14. 400+
Source: 2017 ABS, Labour Force (four quarter average); ABS, Population by Age and Sex
Early Adopters
Australian businesses committed to hiring mature
age candidates as participates of the Federal
Government sponsored Corporate Champions
Program.
Industries
Largest numbers of mature age workers*
Health Care and Social Assistance (634,000)
Education and Training (439,700)
Manufacturing (398,500)
Construction (370,000)
Retail Trade (355,100)
Corporate Champions represent a broad range of industries and businesses committed to workplace diversity and creating inclusive workplaces and employment for older Australians.

15. •
•
Revenue streams
Stream 1
Employers
Stream 2
Employers
Stream 3
Candidates (future)
CLV/CAV (Assumptions) Value
Customer Lifetime Value x 3 years
Customer Acquisition Cost
CLV/CAC
13,608
484
3:1

16. Marketing & Sales
Acquiring Customers
Customer Service
Keeping Customers
• Paid
• SEO
• Email
• Growth Hacking
• Partner channels
• Referral & Affiliate
• Online Marketing
• Content Marketing
• Public Relations
• Social Media
• Direct Sales
• Lead Generation
• Main Stream Media
Channels
Business Growth
Focus, Focus, Focus
Complete 4 x live pilots with
selected ASX entities:
• Achieve pilot metrics:
placement quota and success
fees (revenue).
• Set up enterprise contracts
with pilot partners.
• Develop success stories (case
studies) for website.
Launch Maturious:
• Business Development
• Public Relations
• Brand Awareness
• Sales Growth
• Conversion
• Revenue
Dedicated account management
team with great people skills.
Customer training program for
everyone from day one – no
acceptations!
Visible and accessible company
customer service policies.
Quarterly online customer (CX)
experience surveys.
Quarterly online employee (EX)
experience surveys – happy
employees = happy customers.
Maintain quarterly customer
product – market research
activities. Including; focus
groups, online surveys; to
inform customer needs, issues
and product development
requirements.
Continually monitor market
trends to see what products
and services are trending and
how customers are responding.
Add features based on
customer product feedback
and market need.
Product Development
Staying Competitive
Inbound marketing key B2B and
B2C segments.
Plan: Accelerate sales and
market adoption of the Platform
with minimal advertising spend,
on the back of targeted sales
and marketing to grow interest
and customer engagement.
Resources: Investment in sales
and marketing capabilities in
order to accelerate growth and
conversion.
Go-To-Market: Focus on vertical
channels targeting identified
industry sectors, corporate
champions and key recruitment
personnel.
Customer Channels
Reaching Customers
Activities
2018

17. Niche SegmentsGeneral Segments
Job boards
Aggregators
Filters
*
*
AI Matching Tools
Prorietry Algorithms
Maturious positions itself between source channel
technologies (job boards, and aggregators) and artificial
intelligence matching tools to act as a dual service
platform for business customers and mature age job
seekers.
Competitors offer CV analysis instruments (artificial
intelligence) to match key words of job titles, role
descriptions and candidate CV’s within a job board
environment. AI searches for data people leave online to
find passive candidates that match job requirements. AI
requires a lot of data and can learn human biases.
Competitors in the mature age segment provide job
board and job notification services based on registered
job interests.
Maturious Platform provides a new category of 360 job
and candidate talent matching technology that is
significantly different from AI recruitment and job
matching technologies applied by competitors.

18. Product
Features

19. Maturious provides a niche recruitment service with no known peer in
the mature age recruitment space with an equivalent product in Australia.
12 months 18 months 24 months

21. 1. The problem
2. Product-market-fit
3. User acceptance
4. Minimal Viable Product
Partners for both pilots involved:
1. Build Ideal Candidate Profiles
against PD’s
2. Capture employment bio-data
3. Generate Capability Profiles
4. Generate Viable Candidate Profiles
5. Match Viable Candidate Profiles
against Ideal Candidate Profiles
Validation Validation
What’s next?
Commonwealth Bank have committed to a LIVE
pilot to source candidates for REAL jobs.
Q4
FY 17-18
Twosuccessfulpilot programs completed Dec 2016 & Jan 2017.
Validate Validate
- JobActive service provider place medium and long-term unemployed mature age workers into employment.

22. Company Structure
IP Assets
IP Assignment
Warrioota Holdings PTY LTD holds 100% Technology and IP assets
Consolidated Tax Group
Parent Company Warrioota Holdings PTY LTD
Parent Company Entity Maturious PTY LTD
IP Assignment Agreement signed between;
Warrioota Holdings PTY LTD Vector 5
Technical Service Provider
Consistent with approaches taken by many technology companies, the
Company believes its proprietary intellectual property is best protected
through the use of trade secrets rather than registration as registration can
involve public disclosure of the relevant intellectual property.
Thorough management of information the Company will secure the underlying
ideas or functions of all novel algorithms, data structures, evaluation, scoring,
matching methods and computing software design.
IP Plan

23. 2015
1st Cap Raise Amount
- Bootstrapped
Milestones
• MVP assumptions tested
• Pilot Partners secured
• Investor 1 secured
2017
3rd Cap Raise Amount
- Seed / Angels
Milestones
• MVP Validated
• MMP Road-mapped
• Investor Prospectus
• Capital raised
• MMP platform in
development
2016
2nd Cap Raise Amount
-F&F
Milestones
• Investor 2 secured
• Investor 3 secured
• MVP Road-mapped &
costed
• MVP build and tested
2018
4th Cap Raise Amount
- Series A
Milestones
• CBA Pilot (real jobs - revenue)
• 30,000 mature age users
• 363 + placements
• 2 x company hires
secured
• Soft launch Maturious
• Investor Prospectus
• Capital raise
2019
5th Cap Raise Amount
- Series B
Milestones
• 75,000 mature age users
• 1,800 + placements
• Investor Prospectus
• Capital raise
• Expand sales and account
team x 3.5
• Expand to AUS niche +
recruitmentsegments
• Commence planning to
expand into Nth American
markets

24. Forecasts
Profitability in Millions
Note:
$60
$50
$40
$30
$20
$10
2018 2019 2020 2021 2022
$26.43
Revenue NPATExpenses
$16.42
$6.82
$1.12
$0.36
$0
Annual run rate
Placement
Volumes (jobs)
Revenue $
Expenses $
EBITDA
Ratios
Revenue growth
EBIT/Sales
Opex / Revenue
Capital
Raised
100,000* 100,000* 500,000
2015-16 2017 2018 2019 2020
500,000
Return on Investment
2021: 49%
2022: 117%
Detailed breakdown of financial projections
available at due diligence stage.

25. Ask & Offer
Use of Funds
Exit Strategy
Exit Examples
Total raising
($100,000 raised)
AUD $400,000
Pre-money valuation AUD $3,170,000
Equity 15.24%
Platform & Technology Development 60%
Business Development and Sales 30%
Brand, Marketing & PR 10%
Consolidate Australian market position
Expand to Nth American and UK markets
Set up IPO and exit options
Work towards a 4-5 year horizon
Merger and/or acquisition by a larger global
company/competitor

26. • Technical Director x 2
• Senior Developer x 2 (back-end)
• Developer x 1 (front-end)
• Project Manager x 2
• UX Designer x 1
• Producer x 1
Carolyn Gallaway
Co-Founder, Director
The Specialist
David Tarr
Co-Founder, MD
The Visionary
John Guest
Director
The Digital Native
Julian Williams
Business Relationships
The Connector
Former Consulting Partner PwC
27 + year career leading large and complex
clients and programs - unpacking complex
and ambiguous opportunities. Connecting
with people is core to how Julian operates.
linkedin.com/in/julian-williams-31a60911/
Former, GP Digital Group, Manager Asia Pacific
20 + year career, develop and launch early stage
digital products, lead software development
teams, develop leading edge digital solutions for
global brands and CEO advertising agencies.
linkedin.com/in/johnguest/
CEO Diversity Dimensions
30 year career, Recruitment, HR and Diversity
Consulting. Key contracts; Federal
Government Corporate Champions program
(mature age). Woolworths Indigenous Parity
Employment Program.
linkedin.com/in/carolyn-gallaway-94572919/
Driving force behind Maturious.
20 + year career encompassing business
commercialisation, brand and marketing
strategy, product planning and development
for national and global brands.
linkedin.com/in/davidtarr/

27. Carolyn Gallaway
Investor
CEO Diversity Dimensions
Diversity Recruitment
Vector 5
Investor
Technology partner & Dev-Team
Aaron Kirby
Investor
Senior Policy Officer, International Climate
Negotiations, Federal Government.
Dace Harris
Advisor
Partner, Director, Business Advisory RSM
Australia
David Faulks
Advisor
Managing Director and Partner
Generation Alliance
Rebecca Cross
Advisor
Head of Domestic Policy Department of
Prime Minister & Cabinet.

30. Source Report
Macquarie University Australian Recruitment Practices: a literature review of current Australian recruitment practices . Centre for Workforce Futures 2014.
Australian Human Rights
Commission
Age Discrimination – Exposing the Hidden Barriers for Mature Age Workers – 2010
Increasing participation among older workers report - The Grey Army Advances 2012
Fact or Fiction – Stereotypes of Older Australians – 2013
National Inquiry - Willing to Work Report 2016-17
White Papers Searching & Matching for Recruitment Professionals: Recruitment Advantage 2012
Integration Approach for Recruiters & HR Professionals: Recruitment Advantage 2012
Rethinking Australia’s Employment Services: Whitlam Institute, University Western Sydney
The Aging US Workforce – Demographic Shifts: Stanford Centre on Longevity 2013
Discretion in hiring: US National Bureau of Economic Research 2015
Discrimination, Labour Markets and The Labour Market Prospects of Older Workers: What Can a Legal Case Teach: University of Melbourne
2007
Australian Federal Government Intergenerational Report 2015
Australian Policy Online: Long-term unemployment in Australia 2011
Recruitment Conditions in Australian Capital Cities - Findings from a Survey of Employers’ Recruitment Experiences conducted 2015.
Mature-age labour force participation: Trends, barriers, incentives, and future potential : UNSW, Centre of Excellence in Population Ageing
Research 2012
Deloitte The new organisation: Different by design: Global Human Capital Trends 2016

31. david@maturious.com.au
+61 (0)412 994 158
Democratising Recruitment