Business Plan - Long Version - JobSerf - Job Board 2010

JobSerf - Business Plan 1
Confidential Business Plan
June 2010
Business Plan Copy Number 99 – Putting Redacted on SlideShare
Contact: Mr. Jay Martin, Chairman
This CONFIDENTIAL BUSINESS PLAN (“Plan”) has been developed by JobSerf (the “Company”). This Plan shall not
constitute an offer to sell securities or the solicitation of an offer to buy securities nor shall there be any sale of Company
securities in any State in which such offer, solicitation or sale would be unlawful prior to registration or qualification under
the securities laws of any such State.
This Plan shall not be copied, reproduced or distributed in whole or in part without the prior written consent of the
Company. It is delivered to prospective investors with the express understanding that such prospective investors will use
it only for the purpose set forth. Upon request, the recipient will return all materials received from the Company.
This Business Plan, as well as other information that may be provided about the Company, contains forward-looking
statements within the meaning of the “safe harbor” provisions of the Private Securities Litigation Reform Act of 1995. All of
such statements are based on the Company’s current expectations and beliefs and are subject to factors and
uncertainties likely to cause actual results to differ materially from those described in the statements. In considering such
forward looking statements, readers are urged to take into account the Risk Factors discussed elsewhere in this Business
Plan, all of which may have impacts on the actual results experienced by the Company. In addition, readers should
recognize that statements about the manner in which the Company’s services are to be marketed in the future are
necessarily uncertain and subject to changes, including modifications instituted by the Company and others in response to
external factors.
Because of such uncertainties, readers should not place undue reliance upon forward looking statements or similar
information provided by or relating to the Company.

Proprietary - Do Not Distribute (30)
Table of Contents
1. Executive Summary Page 3-4
2. Company Overview Page 5-11
3. The Industry Page 11-15
4. The Service Page 15-20
5. Marketing Plan Page 21-26
6. Financial Summary Page 27-28
Appendix (Additional Exhibits)
A. Financial details & Assumptions Page 29-33
B. Media & web mention lists with links Page 34
C. Selected Customer quotes Page 35
D. Biographies of team members Page 36-37

1. Executive Summary
JobSerf
JobSerf is the first real solution for job seekers that finds, and applies, for jobs on the
Internet. Development started in 2004, and an aggressive market launch is planned for
2010. JobSerf creates an entirely new segment in the career and job search space. It is
the best-known company in its segment. Since launch, the company has appeared on
national TV, in dozens of newspapers and blogs around the country and in a new book
on job searching from About.com (Internet Your Way to a New Job), where an entire
chapter was created for JobSerf’s new sub-segment. Our focus has been to prove out
the process, fine tune the minutiae and build an infrastructure of positive experiences
with key influencers and decision-makers to prepare for growth. This round of funding is
to support the marketing launch of the concept. The absence of resources for marketing
investment has been the primary inhibitor in growing the company, and with a new
Marketing expert as Chief Executive Officer, DELETED, we are ready.
Solution/Service Offering
The service does the time-intensive task of online searching/applying. JobSerf uses a
patent-pending process to allow offshore team members to find appropriate jobs for its
customers, and then uses technology to apply for them, while making it appear as
though the customers had done it themselves (invisible to the recipient). The process
starts when a job seeker enters their search information into our website, and then
provides us with resumes and cover letters. JobSerf then creates a search algorithm,
and has its team search for, then apply for jobs on the Internet and blind carbon copy
clients. The company charges by ‘packages’, and clients are paying approximately
$1.50 or less per job applied through the service. The process also has great automation
potential through custom software development to improve margins/costs. The full suite
of software will reduce operating costs and staffing needs by over 60%.
Market & Industry
The market consists of all active job seekers, which by some estimates could approach
80 million people (Jan 2010 estimate is almost 15 million out of work, not including
employed people searching for jobs) just in the United States. In the last 2 decades,
there has been a paradigm shift in employment. The implied contract between
employee and employer has been replaced with opportunistic hiring and firing. This has
created a broad range of services, many Internet-based, to serve the large numbers of
people looking for new jobs. It has made finding job leads easier, but also has resulted
in far more competition for jobs as well. Though there are a number of large job boards
providing job leads, there are thousands of other job boards and career service websites
on the Internet. Our primary industry is referred to as the Electronic Recruitment
Industry. JobSerf’s markets consist of job seekers willing to pay for assistance in finding
and applying to positions, as well as companies/organizations looking to assist job
seekers. Currently JobSerf has a Dow Jones owned company as a partner for a
Monthly Hiring Index, and is in discussions with Monster.com regarding potential joint
ventures. With outplacement and private label, there are very large business-to-
business channels available, and also significant international markets. Throughout the
United States, there are thousands of resume writers, career coaches and other service
providers assisting people in their job search. Each one of these represents a potential
reseller for JobSerf’s complementary services.

Investment Points
Cash flow – cash efficient business, major capital investment not required to grow
Global potential, scalable – multiple English speaking countries to expand into
Software opportunity – creates a profitable (73% gross margin) and defendable position
Low overheard – major staffing will be offshore, U.S. is mostly sales & marketing related
Major B2B opportunities – Private Label partners and outplacement are huge markets
Proven track record for execution/service – JobSerf has a good name, results in market
Timely – current economic climate bodes well for next 3-5 years for growth
Repeat business – existing customer base has already shown to return every few years
No mature competitors – JobSerf started segment, competitors are newer start-ups
Management Team & Advisors
DELETED
Capitalization
DELETED
Offering
The company is looking to raise up to $1.5 MM to support its continued growth.
The proceeds will support marketing/advertising/PR (37%), custom software
development (21%), administrative, salaries & expenses (28%) and a working capital
reserve (14%). Our process can be made much more efficient using customized
software, and this will create a scale/margin advantage, and additional barriers to entry.
Selected Financial Data Summary
(Millions) Year 1 Year 2 Year 3 Year 4 Year 5
Revenue 2.2 7.5 13.9 26.5 44.3
Gross Profit 0.8 4.1 9.5 18.1 30.3
Net Income -1.4 1.0 3.2 7.3 13.0
Net Profit Margin 13% 23% 28% 29%
Selected Operating Data
Total Team Members 406 452 671 971 1,626
Revenue per Team Member ($) 5,400 16,600 20,700 27,300 27,300
Partners (Resellers) 74 149 223 385 614
Note: Projections above based on $1.5 MM infusion.
‘Team Member’ references operations staff in India, not U.S. based staff.
2. Company Overview
JobSerf is a service for job seekers that finds and applies to jobs on the Internet.
The problem for job seekers is that there are thousands of websites which have
jobs, and searching for them and applying is a very time intensive task. This
work is very frustrating, boring and also requires that job seekers take away from
higher value-added activities, such as networking, research and interview
preparation. Currently job seekers can spend countless hours in front of their
PCs on the Internet, instead of focusing on higher value-added activities to
further their job search and reduce the length of time they are unemployed.

Presently the United States has an estimated total of 14.8 million unemployed
people (U.S. Bureau of Labor Statistics, January 2010), out of a 155 million non-
farm labor force. Recent surveys estimate over 50% of people would like to
change jobs within the next year. This amount, combined with the unemployed,
puts the number of potential job seekers at over 80 million. (Note: Total U.S.
Civilian Labor Force is approximately 155 Million, U.S. Bureau of Labor Statistics,
April 2009)
Online job search is an $11 Billion industry (Borrell Associates 2008) in the U.S.
Market alone, and still growing. The current economic climate is expected to
leave U.S. unemployment at elevated levels well into 2012, if not later. The
number of jobs published online is growing, the number of sites where they can
be found is also growing, and the number of job seekers is growing as turnover
continues to increase. Given these, a job seeker is faced with an overwhelming
and daunting task; searching for and applying to jobs on the Internet. As the
options of where to find jobs grows, it is not atypical for job seekers to apply for
hundreds or even thousands of jobs with limited results. They are torn between
the need to network and the time intensive task of the online job search.
The primary market is referred to as Electronic Recruitment (sub of online job
searching), which is a sub-segment of the overall industry, whose annual
revenue exceeds $7.7 Billion (Borrell Associates Report 2009). Electronic
Recruitment primarily revolves around the furnishing of job leads to individuals by
listing open positions offered by companies, recruiters and other parties.
Revenue is and has primarily been generated by the parties listing jobs, though
some services that help facilitate navigating this have been able to charge the job
seeker.
The major players in this market are referred to as ‘job boards’. These include
major boards (e.g. Monster, CareerBuilder, YahooHotJobs, DICE) as well as new
sites which are called ‘aggregators’ or job search engines. These new sites
scour hundreds and thousands of small boards and then ‘aggregate’ their
listings. The two largest are Indeed and Simply Hired, though others like Jobster
have been started recently as well. There are more than 50,000 websites
dedicated to career related services and job listings on the Internet. Their
proliferation continues as people attempt to aggregate job listings and provide
specialized targeting at reduced prices to the companies listing jobs.
JobSerf is a unique answer for job seekers to this problem. Unlike the existing
offerings at the time of our launch, services which served to provide job seekers
with just leads for jobs, JobSerf actually does all of the required online work and
allows a job seeker to outsource this time-consuming task. The ‘applying’ part of
our process is seen as revolutionary. Though the U.S. economy is very weak,
our company is in one of the few segments that is expected to remain strong and
grow. We believe that unemployment will be one of the major international

stories in the press through the end of 2010, if not further in the future. We
recently closed a two-year agreement with Adicio, a Dow Jones-owned company
to create a National Hiring Index, with Adicio taking ownership of the marketing
and promotion. JobSerf just recently completed service trials for Monster.com,
and is in active discussions on joint initiatives. Jay Martin, our COO, was just at
Monster’s headquarters in Maynard before Christmas 2009, and has a 15 year
relationship with one of its executives dating back to their time at Arthur D. Little.
Since the end of 2009, the company has been featured in/on (Exhibit B has a
larger list and web links):
 National cable television show as one of the ‘coolest’ ways to find a job online
 CNET – as one of the sites to go to for starting a job search
 About.com – multiple articles promoting us, and in a book on job searching
 Adicio as a partner for the new national hiring index, released monthly
 Various other well-known blogs and podcasts, all reviews have been positive
To date, the company does not yet have a formidable challenger in its space,
and is looking to obtain growth funding to capitalize on its recent excellent
positive public relations campaign and its current dominant position in the space
that we created (i.e. the ‘Find & Apply’ segment).
The company began its Market Launch preparations in 2009 after a few years of
organic growth without marketing investment, and continues to grow even with
limited marketing expenditures. To date the company has not had to issue any
refunds nor had any charge-backs from customers. DELETED will be our Chief
Executive Officer, while Jay Martin will remain as Chief Operations Officer. The
company is looking for capital for website improvements, software development
and marketing programs to execute the overall growth strategy. The JobSerf
process has many components that can be automated, and this will greatly
reduce cost, improve quality of results and make the company stronger with
respect to potential competitors or partners and more attractive for acquisition.
The company also frequently receives praise in the media, and is seen as one of
the most unique services in this space.
Vision and Strategy
The vision of JobSerf is to continue as both the pioneer and pre-eminent ‘Find &
Apply’ service for job seekers, and to achieve broad based acceptance in the
market through several channels. The company has four potential revenue
streams (channels) in its field, three of which are in operation/trials or will be
launched before the end of Year 1 of our plan.
The volume of job turnover steadily increases, due to both voluntary and
involuntary transitions. One CNN survey showed that 54% of Americans in the

work force either expected or desired to change jobs within the next 12 months.
The change in corporate loyalty and the elimination of the proverbial ‘lifetime
employment’ has made both companies and individuals act to improve their
financial situations in the short term. An impact of this gradually increasing trend
is that more people will look to change jobs more often. An additional trend is
that more people are interested in changing while still employed, but lack the
time to adequately do the work required in pursuing new opportunities.
The company’s vision is to revolutionize the options a job seeker has to support
their search. Present services fall short in both reducing the effort one needs to
find employment and in real value of service provided versus cost incurred. Our
vision is to create, refine and dominate an entirely new service in this market and
be ‘the’ partner of choice for top career companies, web sites and career service
firms. Within our plan is the development of various software components to
automate our process, as well as improve marketing for higher web traffic
conversion. A first mover advantage, combined with our intellectual property
position and a well-planned execution, will provide the company with a
sustainable advantage over possible competition.
We have received a great deal of praise from industry experts, influencers and
the media. In addition, the company has received a great deal of positive
feedback, including unsolicited email compliments, thank you notes and
testimonials from our customers (a few dozen are available on our website,
www.jobserf.com). In addition to a large percentage of people telling us they
received interviews, a number of customers also have come back to let us know
they secured their next jobs from the results of our service (Appendix Exhibit C).
Also, the process has multiple areas where software could improve it, and greatly
increase both our productivity and margins.
Management Team
Currently based in Texas and Connecticut, the company was founded in early
2004 by three successful executives and consultants: Jay Martin, Phil Miller and
Dave Micek. Recently DELETED became our Chief Executive Officer. Mr.
Martin, who became our Chief Operating Officer, brings over 20 years
experience, primarily in operations and business processes, including close to
five years with one of the world’s top firms, Arthur D. Little. Mr. Miller has
experience with multiple IPOs, and with clients ranging from start-ups to Fortune
500 companies. Mr. Micek, the former president of Internet search leader
AltaVista, has over 25 years’ experience in leadership roles for software and high
tech companies. DELETED, our CFO, has been a CFO, CEO and angel investor
and is one of JobSerf’s original angel investors. In addition, management has
recruited advisors covering all areas required to make JobSerf a success.
CHART DELETED

Additional Advisory Board Members
DELETED
Additional Staffing
JobSerf will add staff in the United States as we grow. DELETED will be CEO,
Mr. Martin COO, with support of contract services from DELETED and Mr. Neff
as needed to start out. In the future, quality assurance and administrative people
are planned to be added to match operations growth. Additional U.S. staff have
not been hired yet, but marketing people will be in the Northeast near potential
partners. Our financial model details the costs and addition rates. Lower cost
contract staff in India are our primary labor force for providing searching &
applying services. With our current team, we are able to hire and train about 30
new people per month and can easily double that rate as we grow. We expect
this level of ramp-up will be more than adequate. The software implementation
will greatly reduce staffing requirements in the future.
JobSerf has an excellent labor agreement with its Indian partner, which allows it
to scale while limiting the costs. We have recently amended our agreement
where we have three cost rates for team members after we train them. The rates
include, one for staff working on paying customers, another for internal
development or free trials, and then finally a cost for team members not currently
utilized for either. With this flexibility, we expect that ‘bench costs’ (cost of idle
staff) can be kept to under 3-4% of total costs (for a 10% bench by hours). Our
outsourcing model is an operating advantage and barrier to entry. In the United
States, the primary areas we need to be concerned for are customer service and
marketing. Also, we will develop software to automate parts of our process
greatly increasing both productivity and quality, and allowing us to improve the
overall gross margin (to over 73%) and minimize the number of total workers.
Strategic Alliances & Partnerships
JobSerf has been building alliances and partnerships with a variety of firms as
part of its marketing plan. Some of the existing ones are described first, followed
by those with which we have already started discussions:
Existing
CareerCast.com/Adicio – JobSerf entered into a two year agreement in the
Spring of 2009 to provide a co-branded Index with this company which is co-
owned by Dow Jones & News Corporation. JobSerf has been gathering the data
since 2006, and Adicio is handling the marketing and public relations. Each
month JobSerf appears in newspapers and websites across the country in
reporting on this Index, and each month the number of outlets is increasing. This
is a longer-term venture for brand recognition, and JobSerf only is required to
provide data. Adicio pays for the public relations and marketing.

About.com (other Bloggers/Writers) – we have received some excellent
publicity, and About.com’s lead job searching editor put a new chapter in her
book (Internet Your Way to a New Job) to discuss JobSerf. These are informal
relationships, but are still critical for online marketing. Jay Martin is also an
About.com guest Career Writer as well.
HR.com – JobSerf is currently looking to set-up up its first Affiliate relationship in
conjunction with their new Human Resources and Outplacement portal.
Technical discussions were in progress (July 2009), but are waiting for their new
website to gain traction. A free trial was given to the founder’s brother, and it
went well. JobSerf will pay them for referrals that convert to paying customers.
NuNet Technologies - An additional relationship of importance is with our Indian
partner, NuNet Technologies, who we have worked with since August of 2004.
In addition to proving the process, training their staff, accepting the bulk of the
operational risk and creating/maintaining the website, they may take the lead in
some of our future international expansion using their existing offices and
partners in multiple English-speaking countries. NuNet is an equity holder and
have demonstrated strong interest in helping JobSerf reach its potential. They
also have signed an agreement for ‘pay-for-use’ labor, which greatly improves
the flexibility and reduces the risk in the United States. We recently amended
our agreement enabling JobSerf to reduce costs in support of growth.
In-Progress
Monster – JobSerf is currently in active discussions and trials with this market
leader (over $1 Billion in Sales) on multiple initiatives. We recently completed
trials of our service for them, which (in their representative’s words) ‘have gone
extremely well.’ The second trial was completed in early 2010 and JobSerf got
the client 13 interviews in just 3 weeks. Mr. Martin has a 15 year relationship
with one of the executives, and they both are determined to have our companies
work together. Recent meetings at their headquarters went very well, and there
are more than a half-dozen potential ways Monster and JobSerf could work
together. Monster has close to 10 million visitors per month (comScore Jan
2009), and recently purchased HotJobs from Yahoo for $225 million.
The Resume Group (TRG) – JobSerf and this coaching/resume firm have been
discussing partnerships and completed a trial to offer a ‘new’ type of
outplacement service, targeted to medium and small companies. Existing
outplacement offerings are facing commodity pricing pressures, and customer
satisfaction issues. This market is ready for a ‘change’, and JobSerf intends to
both directly partner with firms as well as offer a White Label service to others.
Private Label
Currently JobSerf is testing a White Label service where other people or groups
can resell our service, price it to their own clientele, with the execution performed
by JobSerf but invisible to their customers. This allows us to sell at a wholesale
price, and allows our White Label Partners to mark-up per client to optimize their
profitability. Some of the types of organizations we are currently in discussions
with include:

 Resume Writers/Firms (e.g. Pat Kendall, NRWA & PARW members)
 Career & Life Coaches (e.g. TRG)
 Retail Career Firms (e.g. Allen & Company)
 Outplacement firms (who focus on smaller companies)
 Job Boards (e.g. Monster, 6FiguresJobs.com)
 Career Assistance Organizations (e.g. Church Ministries)
 Executive Recruiters (e.g. MRI, Pearson International)
 Military Transition groups (both inside government & outside)
All of these groups have access to people doing job searching, and we feel that
this is an effective method to expand our service.
Affiliates/Referral
The company has already researched different affiliate models and providers and
is looking to enter into a ‘pay per transaction’ type model where JobSerf pays an
advertiser if and only if a lead converts. We also will create a partners page
where we will have relationships with others who would pay us for anyone who
went from our site to theirs.
 Affiliate Networks
 Professional Employment Organizations (PEOs) (for Outplacement offering)
 Career related firms
 News or Content related organizations
International
Another advantage of JobSerf’s unique process is that it can be easily rolled out
into additional geographic markets. The JobSerf model can be scaled easily to
other countries, specifically English speaking ones (e.g. India, England, Australia,
New Zealand, Canada, South Africa), and requires minimal website changes and
process modifications. We have already begun researching this with our Indian
partner, and outside parties have expressed interest in joint ventures with us. In
most countries, we would primarily just require a marketing arm to grow the
customer base. These marketing activities (SEO – search engine optimization,
partnerships, advertising) could be done virtually from the U.S. or India, and a
physical presence is not required. Our financial model provides some details on
the estimated sizes of the markets and a roll-out to different countries over the
next five years.
Also in Europe, some governments pay for outplacement for their citizens, this
creates potential for very large projects. JobSerf has the option to let its Indian
Partner take the lead and pay a straight licensing fee. They have
offices/relationships in other English speaking countries, and have expressed
interest developing JobSerf internationally.
3. The Industry

Career Services, as the overall industry is called, can be segmented a number of
ways. Electronic Recruitment is the core industry we are focused on, but our
services are not restricted to that market given our White Label offering (this
encompasses Outplacement as well). One of the major ways is ‘who do you sell
to?’ Some companies sell to other companies (i.e. outplacement, HR services,
job boards) while others sell to candidates directly (retail career service firms,
executive job boards, resume writers, career coaches). The industry broadens if
you include executive search and other related businesses, but for our purposes,
we will only include those services focused on assisting people search for
employment.
The overall Career Services industry is well over $10 Billion in the U.S., with
around half of this dedicated to online job postings, and the rest a variety of
services primarily catering to job seekers and their needs.
Companies which sell services to other companies are usually larger
organizations with direct sales forces, who have also been around longer.
Companies which serve the individual job seeker generally are either marketing
intensive, usually relying on advertising, partnerships or web optimization to
obtain clients or have sales forces supporting high margin products.
Specifically, our market segment consists of job seekers who are actively
interested in looking for opportunities on the Internet. This is the large majority of
people seeking new employment, but might exclude certain specialties, smaller
geographies or trades where the Internet and online searching would not be a
primary means of gaining employment (e.g. some blue collar roles). To explain
our industry and where we fit, we developed the chart below.
The 5 Job Search Phases
At the onset of JobSerf, we looked at the process a job seeker should go through
in their quest to find a new job. The chart below has a description of the major
phases of a job seekers process to get their next opportunity, along with
competitive activity and examples of the companies that serve each:

JobSerf’s value is primarily in B & C, with C being our huge differentiator.
Presently there are no viable alternatives to doing this here in the United States
due to the inability to do it purely by technology and also the labor costs to do the
work. U.S. labor rates, even the minimum wages plus benefit and overhead, still
makes a mass market of this type of service near our price point of $4.90/hr out
of the question (or even over $6 per hour as we raise our prices). A great
advantage for JobSerf is that other services and firms do not see us as a
competitor, but as a complementary service. This provides us with many
partnering opportunities with those companies serving Phases A & B.
In addition to job boards, there are other large companies in the Electronic
Recruitment Industry. The Ladders, which is relatively new, focuses on providing
job seekers proprietary leads as well as resume writing services. Their revenues
are private, but we have heard that they have tripled to over $100 MM for 2009
from just $35 MM in 2007. Exec-u-Net and Netshare are companies that sell
memberships and access to proprietary job leads, which have been around for at
least 10 years, and most likely have revenues in the millions or tens of millions.
Blue Steps is a firm that charges job seekers for access to Recruiters.
Outplacement is another segment (estimated $3 Billion in the U.S.) with a
plethora of companies, but four to five well-established competitors who have
been dominant for decades. They include Drake Beam, Right Management,
Challenger Grey & Christmas and Lee Hecht Harrison. Lee Hecht’s revenue is
A
B
C
D
E
Phase Companies
Strategy,
Definition &
Preparation
Drake Beam
Career Coaches
Allen &
Company
Search for
Leads
Monster
CareerBuilder
Indeed.com
Risesmart
Apply
JobSerf
Schedule and
Complete
Interviews
Drake Beam
Right
Management
Coaches
Negotiate &
Select
Salary.com
The Vault
SalaryExpert
Definition
Defining search,
creating or updating
collateral material
such as resumes
Provide or identify
open jobs
Apply for jobs
Interview for jobs
Negotiate &
evaluate job offers
Services
Focus job searches
Provide direction
Letter and resume
preparation
Provide candidates
with job leads
Existing services
push unsolicited
resumes, with little
success
Improve interview
skills
Mock interviewing
Teach negotiation
skills
Evaluate offers
Serviced By
Retail Career
Outplacement
Career Coaches
Job Boards
Online Search
(No real solution)
Resume
Distribution
aka Blasters
Outplacement
Career Coaches
Companies in A
& D are active in
supporting here

estimated to be $200 MM, and we believe that the other three are all close to or
greater than that. Right Management is part of a larger group, but its revenue is
estimated to be between $500 MM to $1 Billion.
In addition to the job boards, and the types of companies above, there are
hundreds of job search and career bloggers on the Internet, most who offer
coaching, write books and are looking to brand themselves as experts. There
are also thousands of people who write resumes, provide career/life coaching or
provide other guidance to individual job seekers. Within communities, there are
usually career/job search outreach groups and networking. Most do not charge
money, but some do.
Though JobSerf’s direct competitors are all start-ups, one company (RiseSmart)
whose service does the first part of what JobSerf does (find job leads using
Indian labor) was able to raise $8.9 MM in three rounds. RiseSmart is trying to
position itself as a new, full-service and revolutionary option to traditional
outplacement, and this has attracted investors.
The industry overall represents a variety of types of service providers, which both
validates our market and provides JobSerf with a great potential of different firms
to work with in a non-competitive nature.
Competitive Analysis
JobSerf is a new service that did not have any traditional competitors, though
currently some start-ups are looking to perform similar or related services. To
also better understand our competitive environment, we recognize competitors
under the following two categories:
(1) anyone providing services to job seekers, including free services &
support groups
(2) anyone soliciting money from job seekers in their quest to find a new job
We understand the overlap of 1 & 2 (2 is a sub-segment of 1), but break them out
to better differentiate between someone providing a competing service and
someone competing for their dollars. JobSerf sees its major competitive obstacle
as the job seekers doing the work themselves, so credibility, efficiency,
reputation and perceived value are some of our major focus areas.
Competitive Firms
DELETED
Though when we tested their service, it was not very good, they have improved it
but admit that pure automation has some serious limitations. We feel that they
may be a good partner in the future, since they have both deep-pockets and also
good relationships in this space from their parent company. The software they
developed is of interest to us, but our trials of their service showed that it comes
nowhere near the quality and breadth of our service. The competitors we have
seen to date have all take a ‘software first’ approach and tried to completely
automate the process. Given our experience, we do not see this as being viable

given the current state of technology. Our software plan focuses on automation
to support decision-making, while greatly reducing labor.
In this industry, many firms can be seen as competitors, but then can also
become alliance partners depending on the overlap of direct services. For
JobSerf, all services which provide job leads for free could be seen as
competitors. Though this makes this a competitive market, this also provides us
with numerous alliance partners as well. In our discussions with Monster, they
admitted that they reviewed what JobSerf does and decided they would prefer to
partner with us rather than develop a competitive offering. Reactions such as
these are very favorable since, a partnership becomes that much more appealing
given that we also invented this space.
The other players in the direct to job seeker market are our major competitive
threats, in addition to our best potential partners. The other firms utilize various
methods from online advertising, to direct mail/email, sales forces (in some cases
with very high price/margin products) and brand recognition. Our strategy is in
leveraging traffic of others, while also building our own organic traffic and
customers.
4. The Service
The service is unique in that it fills a gap which technology currently cannot. The
value proposition in relieving the job seeker of online job hunting is enormous,
and the ‘pain’ of this is obvious to anyone who has performed this task. The
service sells ‘time’ of an offshore job searcher, and to work to train, better enable
and aggregate jobs searches to drive up the efficiency of results. Some other
notable service specifics include:
 Customers are required to prepare an extensive, but easy to complete, list of
information to support the process. (15-30 minutes)
 The process is very complex, but our intellectual property has allowed us to
make it simple for our people to execute. This is a significant barrier to entry,
and we have well over 100 pages of proprietary training materials developed
over the last five years. Given how many different areas require planning and
training, our Intellectual Property would be difficult to duplicate, and would
require a great investment in both time and trials. After our software has
been developed to facilitate our process, our margins and results/output will
increase greatly, and the barrier to enter to compete with us will be increased.
Also, this will drive up the value of our company for potential exits.
 Per the diagram showing the 5 Phases of a job search in the Industry section,
our Service performs work for Phase 2 & 3, but does not do anything relating
to 1, 4 and 5. For Phase 3, there are no mature competitors, which allows us
excellent opportunities for partnering.

 Synergies from having multiple customers and JobSerf Team members will
prove to be a huge advantage in delivery as we scale up. The Company, with
a list of qualified leads available to it, will be able to reuse work across
customers and provide better volume of results and an overall higher value.
This is one of the projects on our list of software development for funding.
Value Proposition
There are a number of value drivers that support our service.
Saves time – major objective of JobSerf is to save the time a customer would
spend, which provides additional benefits as well;
Frees up their time – so they can network, prepare for interviews, spend time
with friends/family or even work at a contract/temporary job or part-time position;
Extends their reach – we will look at new job boards that they might not have;
Guarantees momentum – our teams work if you are sick, having vacation or
just want to take a break from job searching. For people on contract projects or
preparing for major interviews, this allows them to not lose their momentum.
Reduces frustration – job seekers are frustrated with the wasting of time on the
Internet and the low response rate (a function of an open-market). JobSerf
eliminates that and allows for a disconnect between the effort and rejection
Tracking – JobSerf’s web application retains the details of all of the jobs applied
to or resumes posted for easy referral.
Pricing
The current price for the retail channel is $4.90 per hour to start, though we are
planning on raising this as we grow. For the Private Label and Outplacement
services our target is $7/hour, given that we will need to brand and skin (use their
logos, layouts and contact information) for other companies. Pricing consists of
an ‘entry’ price of $98, which includes all of the set-up and 20 hours of searching
in the first week. After this time period, the customer may continue for $98 per
week for 20 hours/week, or choose a more targeted search for 8 hours per week
at $49. Discounted rates are also provided if they commit and pay for 2 or 4
weeks at a time. The price point is attractive for most customers from an
opportunity cost standpoint. In the future, after we increase traffic and
conversions to our website through our marketing plan, we will raise the prices
per hour without changing the entry point of $98 by reducing the hours for the
starter package to 16, effectively changing the hourly rate to a little over $6.
In addition, the base price for both the Private Label and Outplacement channels
is $7/hour. For Private Label, we expect that our partners will be bundling
JobSerf with other existing services. This price allows for discounts for sales
aggregators as well as brings our gross margin up over 50% before the software.
Our Financial projections have expected volume discounts built into the model.

JobSerf’s current pricing is driven by our cost of service from our offshore
partner. The $4.90 price point was chosen for two reasons: a) It is just below an
important mental hurdle of $5 per hour, b) U.S. federal minimum wage is now
$7.25 as of July 2009, and this reminds people that it would be impossible to do
here. Reducing this price any further would not result in significant gains in
market penetration, but would reduce margins and flexibility for promotional
prices and scale-up with larger partners. Software efficiencies will allow us to
produce the same results for customers, with the cost possibly being reduced
more than 1/3 as we grow in size (gross margin is expect to exceed 73%).
Customer Profile – Attribute Analysis
The customer profile takes on two dimensions. The first is the actual purchaser
of the service. For some of our segments, the service is purchased in bulk, and
then sold to individuals by other parties. The second dimension is the
descriptions of the individuals that would drive their likelihood to purchase.
Below are some of the attributes that will better explain the likelihood of interest
from potential customers (80 MM in the U.S. alone). Potential customers are
anyone who is unemployed, under-employed or interested in a career change.
1) Employment status – Employed, unemployed, underemployed, students or
military. Unemployed and underemployed people are more likely to be
looking for jobs and easier to target. The purchaser in the college market is
expected to be the parents, not the student themselves, given the price point.
2) Career Level – Executive, management, professional, trade, unskilled. The
higher and lower ends of this spectrum may not see the value for them, but at
the higher end the financial resources could trigger interest just to explore.
3) Breadth of Search Possibilities – the likelihood that the Internet will contain
any or significant job opportunities for an individual (example: a very rare skill
or profession or someone looking in a small geographic area, may not see the
value in our service depending on their belief in being able to find jobs).
4) Use of Internet – depending on their abilities and access to the Internet, job
seekers may be far more, or less, likely to use it.
5) Time Constraints – job seekers will be more likely to be interested in
JobSerf if their time is not available, be it due to having a job (including
underemployed and contractors) or personal commitments
6) Control – some people will not be comfortable in giving up control of their
search and may also be concerned over privacy issues with their information.
The Company realizes this, and has taken steps to alleviate this concern and
continue to avoid potential problems with data issues. Currently we do
sometimes provide an option for the customer to review jobs before we apply,
but discourage it. We may create some technology to facilitate this, but
people who want this much control rarely become longer-term customers.
Demographics

Over the last four years, we have had a variety of customers across the United
States. With the exception of the customers from our profile on G4TV’s ‘Attack of
the Show’ (mostly 21-28 year olds making less than $50,000 per year),
customers are primarily mid-career (30s-50s) with Marketing and Sales being the
largest functions represented, followed by Information Technology. Also, more
than 65% of our revenue was from existing customers extending the service in
2009 [excluding customers from after the G4 special (sister channel of E!
Entertainment for 20 something males), the percentage may have exceeded 75-
80%]. We have not focused our efforts on any specific geography other than
Dallas, where we started, but have found that word of mouth has created pockets
of customers in Portland, San Francisco, New York and Los Angeles.
Service Description
The basic JobSerf service is a ‘find & apply’ service, but actually can be
packaged multiple ways, to provide four revenue streams:
1) Retail – sell via the Internet, mass-marketed and branding focused
2) Private Label – allow others to resell our service and brand it as their own
3) Outplacement – sell our services in bulk to corporations to support lay-offs
4) International – can easily be modified to fit other English speaking countries
* Other Custom Service – Monster and JobSerf have identified a completely
new opportunity to utilize our services not previously thought of. Currently we
are both assessing the feasibility of this, and if proved viable, could result in a
very large, new market. Monster is discussing this new service with a client,
and JobSerf is researching this new market also. No estimates or planning
are included in our financials, but its contribution could be very significant.
Service – The Process
The patent-pending process was first tested in the Summer of 2004. After more
than a year and a half of testing, followed by three years of limited services (i.e.
no marketing spend), the company proceeded with its market launch in 2009.
The process consists of major four phases:
1) Customer signs-up
2) Customer information is processed, clarified & confirmed
3) JobSerf team finds and applies to jobs on the customers’ behalf
4) Customer decides to ‘End’ or ‘Continue’ the service

The Process has 18 major steps, with dozens more discrete steps to facilitate
obtaining the results. The 18 steps are summarized by the figure above.
Software
The company has a number of software development and acquisition projects
that will greatly improve margins, reduce labor requirements, increase output and
ensure quality of results. These software projects will highly automate our
process, make us more attractive for partners and increase our defensibility. The
projects fall into five primary categories:
1) Marketing and Conversion – higher conversion of web traffic to customers
2) Customer Experience & Interaction – help make JobSerf easier to use
3) U.S. and Customer Interface Team Automation – reduce U.S. oversight
4) Finding Jobs – improve the efficiency of team to find/select positions
5) Applying for Jobs – improve the speed/effort in the team applying for jobs
The company expects the efficiency gained will be in excess of 60% (i.e. our
teams will be able to perform an 8 hour day’s work in less than 3.2 hours), which
is equivalent to a 150% productivity gain ((8.0)/(3.2)=2.5x) used in our financial
model. This greatly reduces our staffing needs for growth and increases our
gross margin to 73%. Our team has Dave Micek, who was both a former
Software/Internet CEO and head of Texas Instruments Software Group. Rob
Neff is a seasoned eCommerce and web expert and was head of Web
The Concept is straightforward - use low cost ‘offshore’ labor to search
for and apply to jobs using Customer-prepared cover letters & resumes.
Sign-up at
web site and
enter data and
payment info
Received &
analyzed. Identify
& request
clarification areas
from the Customer
Customer
Customer
Service
Operations
Center
Customer
reviews and
responds
Receive data,
program and
authorization to
begin search
Close out
process
Note: The above is a simplified version of our (18) step process.
For our example, India is the assumed location of the Operations Center.
Search the internet and
identify & apply to jobs.
Provide reporting on
progress and job details to
Customer as needed
Customer prioritizes search
and requests or receives
information to support
follow-up and interviews
Incorporate new
data. Design a
search program
and pass to
Operations Center

Operations for the United States Mint. In addition, Jay Martin was the lead
Business Analyst for IBM’s nationally renowned Marketplace software project,
coordinating the requirements with the offshore development team, and
developing it using the new Use Cases.
Customer Results to Date
JobSerf has had a number of customers report that they got their jobs from using
our service, and currently has over 100 testimonial emails. Examples of the
emails are on our Internet site, some that names can be referenced given that
they were from famous career experts who recommended people use our
service, or took us up on an offer of a free-trial. In early 2010, in support of our
discussions with Monster, we provided free-trials for 2 weeks to close friends of
an executive to evaluate us. The lead person’s report was extremely positive,
and both requested to continue. In addition, as of March 2010, we had not had a
single customer refund demand or any charge-backs on credit cards.
Highlights
The Service has already been recognized and praised by people in the industry
and press as unique and exciting. Various articles have been written (reference
Appendix B), including our profile on a TV program by a sister station of E!
Entertainment (G4TV) as one of the ‘coolest’ ways to get a job online. The link,
along with other press mentions, is on our website’s home page.
Intellectual Property
The Company relies on a combination of trade secret, copyright, trademark and
other proprietary rights laws. The Company has one patent filed, and is waiting
on the USPTO. Though a patent will lend credibility to the service, we are not
relying on its issuance nor is its protection comprehensive enough to prevent all
forms of competing services. The execution of the process also requires a great
deal of complex training materials, which have already been developed.
The Company has a registered trademark in the United States. Web domains for
variants of the name and international already were acquired.
The Company intends to develop software, some of which may be patentable,
using the proceeds from this round of funding. The software transforms the
JobSerf product into a highly automated tool, which will vastly improve our
defensive position against future competition. A number of areas within our
patent-pending process can be automated or leverage scale efficiencies, and all
intellectual property protection opportunities will be assessed and acted on as
required.

5. Marketing Plan
The JobSerf target market is the job-seeking professional who has little time;
because either he or she is currently employed, or more likely, because he or
she is spending as much time as possible networking. JobSerf is the only
solution that applies to jobs listed on the Internet while ensuring quality in this
ultra-critical process by using an actual person to execute the work.
The market to assist job seekers can be broken up into five distinct phases, in
which the JobSerf service is alone in its unique ability to serve the job seeker.
Never before has what JobSerf provides been attempted, and articles, blogs and
speeches by experts in this market confirm the revolutionary nature of what we
are doing. Below are a few quotes from industry leaders discussing JobSerf:
 About.com’s Allison Doyle (referring to her free trial candidate) “When you
look at the results, she heard back from employers and save a whole bunch of
time. All in all, that's a good outcome.” A new chapter in her book on Job
Searching was added to discuss the segment that JobSerf created.
 CareerXRoads’ Gerry Crispin “So how much would a job seeker be willing to
pay for a high-end concierge service that tracks down highly customized job
leads by the bushel AND applies to each of them individually...representing you
- the job seeker? Would you pay $2 per quality application? I would.” (Gerry’s
‘over 50’ laid-off cousin from NYC took advantage of a JobSerf Free Trial, and
wound up getting a job through our service in about 7 days.)
Like all Pareto assumptions, this market has the minority of job seekers spend
the majority of the dollars in this market. The amount of money required to reach
this group through advertising alone would be very substantial, so the plan is to
use distribution channels, some of which can also build awareness and
credibility. This is an efficient segment to get to, with job seekers being able to
be found on the same places on the Internet regardless of demographics. The
opportunity to leverage the traffic of other potential partners is great as well. This
is how we will go to market, and will continue to grow. The channels include:
1) Retail
Retail refers to customers who arrive at JobSerf’s website and sign-up. This is
the most straight forward, but requires us to build awareness and convert visitors
into consumer sales. Most of the traffic will be generated through advertising,
affiliates and revenue share. For revenue share, our objective is to partner with
websites and companies who already have a lot of traffic, and pay them a portion
of what we are able to convert. This is different from some of the other uses of
partners, with respect to them being private label customers. We will also offer
introductory offers, such as free-trials as part of the mix.
Who – This channel consists of customers who came from the Internet and
arrived at our site. This could be from organic search results (i.e. Googling

‘JobSerf’), referrals from advertising by affiliates or from placement with a
revenue share partner looking to leverage their traffic. The results of our
investments and branding will manifest themselves here in our appearing in
blogs, articles and other places on the Internet to help drive people to us.
How it works – Customers arrive at JobSerf.com, and sign-up for our service.
How we will market – To drive traffic to the site, we will use a number of
methods, including an Affiliate Network and pay per conversion, in addition to
public relations campaign to support branding. We will also continue to execute
free trials and work with bloggers and writers to promote the service.
Major initiatives – The major investment requirements here are along the lines
of ‘getting the word out’, and will be in the form of public relations initiatives (e.g.
leveraging our Index, larger scale free trials), working with bloggers, SEO and
Pay-per-conversion Affiliate program. There are also software investments we
have planned to improve traffic conversions. The company also launched a co-
branded Employment Index with a Dow Jones-owned company, the
CareerCast.com/JobSerf Index. The objective of this index is to keep our name
in the news monthly, as well as provide credibility from our partnering with them.
To date the company has built an excellent foundation of positive reviews, which
will be helpful in supporting conversion. A major part of this channel is the
revenue share we will get from Affiliate or other advertisers. We are reviewing
email campaigns with purchased or opt-in lists to targeted job seekers. In
addition, a significant website revision/improvement is planned to capitalize on
forthcoming web traffic and ensure a higher conversion rate. To optimize traffic,
we recognize that making the needed improvements to our site is a priority.
2) Private Label
The Private Label business will be a White Label channel (i.e. companies selling
JobSerf services branded as their own, and JobSerf using their logos etc. in
service delivery). By using businesses which already have a relationship with job
seekers, such as career coaches, resume writers, premium job boards and for-
profit networking groups, JobSerf will save all the costs of advertising, and
customer relationship building and maintenance. We will also have someone
directly selling our services face-to-face that will have a significant financial
motivator, while also providing us with a much higher margin than the one from
our retail service.
Who – JobSerf is currently working with select Career Coaches, Resume Writers
and Recruiters to create a private label/white label service for them to resell to
their clients and other job seekers they have contact with. Large Retail Career
Service firms have expressed interest, and we already completed a successful
trial with one.
How it works – The reseller purchases ‘hours’ from JobSerf for a client. JobSerf
executes its process but using the brand of the reseller. The reseller would
perform all the client contact tasks, but JobSerf would do all the Finding, Applying
and Reporting but have it appear that it was done by the Reseller. We will also
allow them to price the service, so they can best optimize their profit.

How we will market – We recently completed multiple tests with trial clients,
including coaches, a major retail career firm and one of the largest job boards in
the United States ($30 MM/yr job board & coaching firm). We will utilize
partnerships and advertising to identify and bring them on-board. All of the
markets for this are very interested in ‘passive income’ opportunities and
leveraging their existing clientele, and so far, our offering has met with great
interest with those who we have discussed it with. It is viewed as a new income
stream, a perfect complement to their services as well as a differentiator against
their competitors.
Major initiatives – We are finalizing how the process will work and discussing
options with potential partners. Our plan includes building a website to support
both marketing and transactions given that there are thousands of potential
resellers from the groups mentioned above. Also, there are Resume Writing and
Coaching Associations who we will partner and advertise which will allow a quick
penetration into these communities once we have build up some success. The
major investment areas for this are the organization partnering costs (i.e.
advertising with them), the website and the free-trials to support adoption.
3) Outplacement
Traditional Outplacement firms are finding their projects with lower and lower
fees. They struggle to provide perceived value to their clients. Providing a new
service component that finds and applies to jobs allows for a value-added
differentiation that will appeal to both the company (purchaser) as well as the
candidates (users). Many recipients of outplacement currently do not see the
value, and this is resulting in a complete transformation of the industry.
RiseSmart, a firm that copied part of JobSerf’s idea for service, was able to raise
money (almost $9 MM) promoting itself as a new method for Outplacement.
Who – JobSerf is reviewing a partnership with a Career Coaching & Resume
Writing firm (The Resume Group in Kansas City) to provide a new ‘outplacement’
service in the market, but may choose other partners as well. The focus is on
small and medium sized companies looking for an effective, and cost efficient,
service with which to provide their employees who they include in reductions in
force or terminate. Another potential angle is selling our service directly to
companies as a possible cafeteria outplacement offering. We already had a
discussion with IBM, and they were intrigued. The feasibility of this is not known,
and not included in revenue in our financial projections.
How it works – TRG (or other partners) will sell outplacement packages to
companies, which will include a TRG White Label service of JobSerf for each
client. The companies will pay TRG, and TRG will in turn pay JobSerf. The
clients will never know that it was JobSerf finding & applying for jobs. The
service has already been trialed successfully, and TRG is finalizing the marketing
and contractual documents.
How we will market - TRG, and approved commission sales people, will contact
companies to sell our outplacement service. With JobSerf, TRG has a powerful
differentiator in the market, and one that will address a concern of corporate
executives who frequently ask ‘how will this help my ex-employees get jobs.’

There are also aggregate sales channels, possibly through PEOs (Professional
Employment Organizations or Staff Leasing). We have begun discussions with
some of the larger ones already. Also, in some cases, we will sell our Private
Label service to them, and effectively will be a de-facto partner.
Major initiatives – This channel is not capital intensive, and the process has
already been trialed and almost finalized. We will create some marketing
collateral, provide some free trials and then do some marketing and sales. In
addition, we will recruit some commission sales people across the country to
assist us and TRG in promoting this. If the JobSerf team sells a deal, we will get
20% of the revenue in addition to our own service fees for JobSerf delivery.
4) International
There are no intrinsic geographical barriers to this business. While language is
an inconvenience, the current system can be easily applied to any language.
Who – JobSerf will look to replicate its process in other English speaking
countries. In addition, we will later expand into the other channels as their
market structure permits. In some cases, the dynamics of their government
support for job seekers will greatly benefit our growth.
How it works – The international markets will work the same as the U.S. one,
and in the future we will also pursue our other channels. An interesting
possibility is the solicitation of government business given that in some countries
they will pay for outplacement services for individuals.
How we will market – Marketing in other countries will mostly be conducted
online, and using the same methods as our U.S. Retail business. The Financial
projections include a scale-up rate reflecting the U.S. penetration for Retail.
Major initiatives – Various initiatives reflecting those proven successful and
executed in the U.S. will be undertaken to grow this market. Major investments
here will be the international websites, hosting and marketing.
Trends & Market Opportunity
 Unemployment – will remain high until 2011; has reached historical highs
 Coaching – more people are entering the coaching field, and many people are
focusing on career assistance as the need grows, and recruiting slowly fades
 Outplacement – the industry is in flux, and the old model is going away. Larger
firms are trying to accommodate the new, more competitive market
 Growing – the online market is growing rapidly; job changing more common
 Aggregators – new websites that aggregate leads are becoming dominant, are
challenging the existing business models of the major job boards
 Users are easy to find – finding/targeting job seekers on the Internet is easy
 Fragmented – presently +50,000 career sites on net, with new ones everyday
 Dominant industry for web traffic – industry is a major driver of web usage
Summary
This is a large, growing and very competitive market. Differentiation is highly
rewarded. It is common for web-based businesses in this market to be acquired
and for multiples of their revenue. If you can come up with something new,

which has a broad appeal, get the word out and execute it properly, the rewards
can be enormous. Brand generation can result in acquisition by one of the
majors. The total U.S. Career Services market is estimated at over $10 billion,
and with more than 65 million people thinking of changing jobs, almost 15 million
out of work and another 1-2 million graduating from college each year, there is
enormous potential for services to assist these individuals. Word-of-Mouth and
brand loyalty are highly valued in this space, and viral marketing is expected to
be of great assistance, and has already been a source of new customers.
Year 1 Marketing goals
Below are our marketing goals for the calendar Year 1. These will drive our
focus and efforts, as well as direct our spending of capital.
Growth will also be proportionate to capital raised, these estimates are based on
a round equal to $1,500,000. The financial results of this are $2.2 MM in Year 1
revenue and approximate run rate of up to 406 JobSerf Team members
supporting 1069 customers by the end of the year. Software progress will reduce
the team size, but using this as a conservative maximum for planning.
 Website Traffic – 40,000 unique visitors per month average end of Year 1
 Conversion rate – above 1% sign-up rate of website visitors
 Google Page Rank – above 5
 Resellers – approximately 74 active Private Label accounts/resellers (60 small,
11 medium size and 3 large)
 Extends – averaging 4 weeks
 International – JobSerf being prepared to launch in 3 new countries (actual
launches will be during Year 2)
RISKS FACTORS
JobSerf is a new and unique service in a very large market, with a concept that is
scalable and a partner who will facilitate this with little advance capital required.
Our industry/market is also one where acquisitions are commonplace.
Some inherent risks in moving forward are:
 Negative word-of-mouth – to date we have had only good reviews and
commentary across the Internet, but we need to be prepared to have public
criticism and be ready to respond. Inertia is on our side, but we cannot let-up
in our commitment to customer service and resolving issues.
 Excessive cost of customer acquisition – the Retail business is elusive
with respect to obtaining customers. We know that ‘pay-per-conversion’ and
public relations are excellent values, but some of the other areas remain
unknowns. Outplacement and Private Label are expected to be much lower.
 Unforeseen legal problems – we have disclaimers for our customers as well
as our resellers, but like all business need to prepare for the unexpected.
 Major currency shift between Rupee & Dollar (contract rates in US Dollars)
We pay our contractor in Indian Rupee, which has oscillated between 39 and
51 rupees to the U.S. dollar (March 2010 = 45.5). We believe that the two

countries should remain in close proximity in the future, but if the dollar was to
significantly weaken, our partners would most likely either request an
increase or be less willing to invest to support growth.
 Large market entrant(s) – JobSerf’s site has been ‘live’ for a few years, and
we have not seen any indication that established companies are interested in
reinventing our ‘wheel’, and Monster already indicated to us that they felt that
partnering with us would be easier than trying to replicate it. We remain
vigilant in watching for all new market entrants or competitive offerings.
 Indian partner issues; key staff retention – As long as we have a contract
we are paying, we believe that our partner will remain viable or we could
package up our team and obtain another partner (have two companies
already offer) or create our own entity in India if needed. We are ready for
any business interruption, and key staff understand that they will benefit
directly as JobSerf grows. The primary individuals of concern have been with
us for more than five years.
 Breakthrough technology advance – Several attempts to replicate our
service have been made using a pure automation approach. We reviewed
the results by using their services, and feel the service provided is inferior.
Longer-term we think that someone large (e.g. IBM, CSC, HP) could invest
the time and money to develop complete automation software properly (the
logic and decision-making required are substantial, and would require
someone with artificial intelligence or sophisticated learning), but we have
seen no indication that this niche is attracting large-scale IT players at this
time. For larger, existing companies in our industry, partnerships appear to
be more of interest. Our software plan relies on human involvement in the
process, and given the risks involved for pure automation (since we are
applying for jobs), we do not see a short or medium term realistic solution that
would be accepted by the public.
 Overall economic situation – if the economy is poor, there are that many
more people searching for jobs. Also, people will believe they need more
help given an increased level of competition. When the economy is good,
people will have more money and confidence regarding being able to spend
money for their search. The market is also very large, and even at our
projected revenue for Year 5, we still have less than 1/10 of 1% penetration of
the potential market.

6. Financial Summary
JobSerf, Inc. is incorporated in the State of Texas.
Capital Requirements
The Company is seeking investment of up to $1,500,000 for expansion capital,
primarily to support marketing and growth.
USE OF FUNDS
The Company requires funds to continue the Market Launch. These funds will
be primarily be used to fund marketing programs, including public relations
initiatives, free-trials for high-value prospects and also online advertising
The use of proceeds centers on faster market expansion and functionality
additions. Below is a summary of major use of the proceeds.
Marketing & Advertising $560,000 37%
Software & Website Development $310,000 21%
General Admin & Expenses $420,000 28%
Working Capital & Reserve $210,000 14%
------------------------- ------------- -------
Total $1,500,000 100%
We are moving forward into the market with our current capital, but are interested
in optimizing our impact of entry and future brand value.
Financial Projections
The following pages show financial projections for the Company for the five year
period starting with the obtaining of the requested funding. The Company’s
management welcomes questions about the business assumptions on which the
projections are based. JobSerf is looking for financial partners who are looking for
the exciting new opportunity as well as for the financial returns provided by a
ground-floor opportunity in this new, fast-growing market.

CAPITALIZATION TABLE
DELETED
DELETED
JobSerf is looking for a pre-money valuation of $3 Million dollars for this offering.
EXIT STRATEGY
JobSerf’s Management and investors are looking to grow the company and will
consider all potential exit opportunities with respect to optimizing shareholder
value. Acquisition is the most likely exit given the nature of our industry, but
other avenues, such as IPOs, will be considered if viable and of interest.
JobSerf’s proprietary methodology, supported by software, will make it an
attractive potential acquisition. Potential acquirers include job boards, career
service firms, outsourcing companies and software holding companies.
APPENDICES (Additional Exhibits)
A. Financial details & assumptions
B. Media & industry coverage
C. Selected customer quotes
D. Biographies of team members
A) Assumptions for Financial Model
The financial model is set-up so that specific data inputs can be entered to
proactively model different scenarios. Below are some top-level assumptions
and explanations, detailed ones are at relevant lines inside of the model.
Customer
 Customers pay for 20 hours/week (16 after price hike) for 5 weeks on average
Reseller
 Resellers adoption and volume broken into three tiers
 Each tier is noted with an assumed volume of customers
oTier 1 – Individual Resume Writer or Career Coach
oTier 2 – Mid-sized firm or small job board
oTier 3 – Large traffic job board or Retail Career firm
 Tier 3s will volume discounting from JobSerf versus Tier 1s and 2s
 Tier partner growth numbers are in the Detailed page in the Model

Pricing
 Costs and Prices do not go up over time
 Base price for private label/outplacement will be $7 with discounts subtracted
 Entry will be raised to 16 hour for Week 1 for $98, raises the hourly price
 Corresponding extension prices will be changed or hours reduced
 Chargebacks are in Cost of Sales (none to date, but putting into model)
Cost
 Current pay scales to India are for billable work, internal work and bench costs
 Two management team members needed in India for every 50 team members
 Over 500 team members may require expanding with another service provider
 On-boarding costs of $75 for one-time set-up, and $160 for Training
Financial
 Use 4 week times 40 hour months
 Contingency covers efficiency factor of extra time for customer service
 Contingency does not cover Training or Bench Staff
 Software tools will raise productivity by 150%, ramp-up to end of Year 2
Expenses & Staffing
 CFO goes full-time after 2,500 monthly customers
 Book Keeper included with CFO, finances should not require a Controller also
 Quality Analysts are U.S.-based employees checking work done in India
 Quality Analyst tasks are very simple, and $50k is an all-up number
 International revenue is only for Retail, cannot accurately make assumptions on
Reseller markets internationally
JobSerf Selected Financial Projects (5 Years)
Below are selected values from our interactive financial model

Year 1 Year 2 Year 3 Year 4 Year 5
A nnual A nnual A nnual A nnual A nnual
Direct Sales
R evenue - N ew C usto mers 693,840 2,070,936 4,666,948 8,867,040 15,517,320
R evenue - Existing C usto mers 146,412 483,826 1,090,408 2,071,720 3,625,510
Private Label
T ier 1
R evenue - N ew C usto mers 210,600 599,400 988,200 2,041,200 3,265,920
R evenue - Existing C usto mers 178,200 567,000 955,800 1,974,240 3,159,000
T ier 2
R evenue - Existing C usto mers 214,500 772,200 1,333,800 2,758,080 4,431,180
T ier 3
R evenue - Existing C usto mers 136,500 546,000 764,400 923,000 1,230,750
International - Direct Sales
R evenue - N ew C usto mers - 246,199 620,810 1,764,596 3,584,384
R evenue - Existing C usto mers - 24,185 167,077 412,285 837,465
T OT A L R EVEN UE 2,238,252 7,504,247 13,933,244 26,508,561 44,286,729
T OT A L R EVEN UE 2,238,252 7,504,247 13,933,244 26,508,561 44,286,729
Commissions (111,913) (369,143) (702,732) (1,325,428) (2,214,336)
Discounts & Allowances (44,765) (147,657) (281,093) (530,171) (885,735)
N ET R EVEN UE 2,081,574 6,866,052 13,070,814 24,652,961 41,186,658
C o st o f Sales
Total Staff Hours 351,984 1,161,429 2,223,231 4,196,209 7,021,775
Productivity per Staff (hrs.) 144 342 360 360 360
Number of Active Staff Needed 406 452 671 971 1,626
M onthly Hours Worked 160 160 160 160 160
C o st o f A ctive Staff 1,090,988 2,386,032 2,783,572 5,128,992 8,582,640
C o st o f B ench Staff 39,200 86,784 101,264 186,624 312,192
C OST OF SA LES 1,233,371 2,813,165 3,532,755 6,537,661 10,936,450
GR OSS P R OF IT 848,203 4,052,887 9,538,059 18,115,301 30,250,208
40.75% 59.03% 72.97% 73.48% 73.45%
T OT A L SA LES A N D M A R KET IN G 903,000 1,165,375 2,258,869 3,217,251 4,392,574
43% 17% 17% 13% 11%
T OT A L IS, D EVELOP & H OST IN G 536,720 14,160 26,520 30,600 38,322
26% 0% 0% 0% 0%
T OT A L A D M IN IST R A T IVE 764,612 1,166,143 2,046,376 3,124,748 4,790,169
37% 17% 16% 13% 12%
T OT A L OP ER A T IN G EXP EN SES 2,205,532 2,346,878 4,332,965 6,372,599 9,221,065
P R ET A X IN C OM E (1,357,329) 1,706,009 5,205,094 11,742,701 21,029,143
Income Tax (subject to Carryforwards) - 656,138 1,977,936 4,462,227 7,991,074
N ET IN C OM E (1,357,329) 1,049,871 3,227,158 7,280,475 13,038,069
C ash F lo w fro m Operatio ns (1,128,241) 1,027,176 3,348,493 5,305,170 11,528,253
N ET C A SH F LOW 236,109 1,007,226 3,323,943 5,285,220 11,485,903

Year 1 Year 2 Year 3 Year 4 Year 5
A nnual A nnual A nnual A nnual A nnual
C A SH B A LA N C E T O B A L SH EET 236,109 1,243,335 4,567,278 9,852,499 21,338,401
C UR R EN T A SSET S
C ash 236,109 1,243,335 4,567,278 9,852,499 21,338,401
Accounts Receivable 38,119 85,026 156,448 2,480,941 4,366,760
274,228 1,328,361 4,723,726 12,333,440 25,705,161
F IXED A SSET S
Office Furniture & Fixt. Equipment 12,600 28,800 48,600 64,800 99,000
Computers (refurbished) 2,450 5,600 9,450 12,600 19,250
Printers (refurbished) 600 1,200 2,100 2,700 4,200
- - -
Accumulated Depreciation (2,314) (8,052) (19,224) (37,284) (64,901)
13,336 27,548 40,926 42,816 57,549
OT H ER A SSET S
Prepaid Organizational Expenses 5,000 5,000 5,000 5,000 5,000
Accumulated Amortization (833) (1,833) (2,833) (3,833) (4,833)
Other Investment - - - - -
4,167 3,167 2,167 1,167 167
T OT A L A SSET S 291,731 1,359,076 4,766,819 12,377,422 25,762,877
C UR R EN T LIA B ILIT IES
Accounts Payable 269,060 286,534 467,119 797,247 1,144,634
Notes Payable 16,000 16,000 16,000 16,000 16,000
Accrued Liabilities - - - - -
285,060 302,534 483,119 813,247 1,160,634
LON G T ER M LIA B ILIT IES
Long-Term Debt - - - - -
- - - - -
T OT A L LIA B ILIT IES 285,060 302,534 483,119 813,247 1,160,634
SH A R EH OLD ER S' EQUIT Y
Founder's Capital - - - - -
Additional Paid-In Capital 1,500,000 1,500,000 1,500,000 1,500,000 1,500,000
Retained Earnings (1,493,329) (443,459) 2,783,700 10,064,175 23,102,244
T OT A L SH A R EH OLD ER S' EQUIT Y 6,671 1,056,541 4,283,700 11,564,175 24,602,244
T OT A L LIA B ILIT IES & EQUIT Y 291,731 1,359,076 4,766,819 12,377,422 25,762,877
A D M IN
T OT A L A D M IN 275,960 393,400 577,870 753,210 1,003,523
# JobSerf Supervisors 18 20 30 43 72
T OT A L SA LES A N D M A R KET IN G - 128,750 251,438 336,963 433,811
C usto mer Service
Customer Service M anager - 7,500 90,375 96,075 100,879
Quality Analysts 129,167 362,500 712,500 1,312,500 2,233,333
T OT A L 129,167 370,000 802,875 1,408,575 2,334,212
T OT A L WA GE EXP EN SE 405,127 892,150 1,632,183 2,498,748 3,771,545
H EA D C OUN T (U.S. C o rpo rate) 7 16 27 36 55
EB IT D A (1,355,015) 1,711,747 5,216,267 11,760,761 21,056,760
EB IT (1,357,329) 1,706,009 5,205,094 11,742,701 21,029,143

JobSerfYear1
Month1Month2Month3Month4Month5Month6Month7Month8Month9Month10Month11Month12
DirectSales
Revenue-NewCustomers7,84010,19217,64027,44039,59251,74468,60078,79288,20094,472101,136108,192
Revenue-ExistingCustomers-1,9602,5484,4106,8609,89812,93617,15019,69822,05023,61825,284
PrivateLabel
Tier1
Revenue-ExistingCustomers-2,7005,4008,10010,80013,50016,20018,90021,60024,30027,00029,700
Tier2
Revenue-NewCustomers-5,20010,40015,60020,80026,00031,20036,40041,60046,80052,00057,200
Revenue-ExistingCustomers--3,9007,80011,70015,60019,50023,40027,30031,20035,10039,000
Tier3
Revenue-NewCustomers---17,50017,50017,50035,00035,00035,00052,50052,50052,500
Revenue-ExistingCustomers----9,1009,1009,10018,20018,20018,20027,30027,300
International-DirectSales
Revenue-NewCustomers
Revenue-ExistingCustomers
TOTALREVENUE10,54025,45247,98891,650129,852159,542211,436249,442275,898316,522348,354371,576
Commissions(527)(1,273)(2,399)(4,583)(6,493)(7,977)(10,572)(12,472)(13,795)(15,826)(17,418)(18,579)
Discounts&Allowances(211)(509)(960)(1,833)(2,597)(3,191)(4,229)(4,989)(5,518)(6,330)(6,967)(7,432)
NETREVENUE9,80223,67044,62985,235120,762148,374196,635231,981256,585294,365323,969345,566
CostofSales
TotalStaffHours1,6803,9847,49614,40020,38425,06433,31239,26443,41649,82454,76858,392
ProductivityperStaff(hrs.)144144144144144144144144144144144144
NumberofActiveStaffNeeded122852100142174231273302346380406
MonthlyHoursWorked160160160160160160160160160160160160
CostofActiveStaff6,08414,40427,09252,00062,30476,604101,816119,988132,660152,240167,376178,420
CostofBenchStaff1924488481,6002,2722,8003,7124,3684,8325,5366,0966,496
COSTOFSALES6,76216,02530,15257,82570,56286,759115,275135,855150,211172,368189,531202,046
GROSSPROFIT3,0407,64514,47727,40950,20061,61581,36096,126106,374121,998134,438143,520
31.02%32.30%32.44%32.16%41.57%41.53%41.38%41.44%41.46%41.44%41.50%41.53%
SALESANDMARKETING
MarketingWages&Benefits------------
Advertising25,00025,00025,00075,00075,000100,000100,000100,000100,00075,00075,00075,000
CollateralMaterials250250250250250250250250250250250250
Travel&Entertainment------------
PR/Consulting--5,0005,0005,0005,0005,0005,0005,0005,0005,0005,000
Programs------------
TOTALSALESANDMARKETING25,25025,25030,25080,25080,250105,250105,250105,250105,25080,25080,25080,250
258%107%68%94%66%71%54%45%41%27%25%23%
TOTALIS,DEVELOPMENT&HOSTING66066020,66020,660660137,327137,32717,32754,82754,82754,82738,160
7%3%46%24%1%93%70%7%21%19%17%11%
ADMINISTRATIVE
AdministrativeWages&Benefits22,68123,69524,70925,95727,67328,53131,10531,96333,67935,39536,25337,111
CustomerServiceWages&Benefits5,4175,4175,4175,41710,83310,83316,25016,25021,66721,66721,66727,083
CasualLabor---2,0002,0002,0002,0002,0002,0002,0002,0002,000
EmployeeBonuses------------
Rent&Utilities----1,5001,5001,5001,5001,5001,5001,5001,500
AdministrativeExpense500500500500500500500500500500500500
Telecommunications500500500500500500500500500500500500
LegalandProfessional3,0003,0003,0003,0003,0003,0003,0003,0003,0003,0003,0003,000
BusinessInsurance1,8001,8001,8001,8001,8001,8001,8001,8001,8001,8001,8001,800
Depreciation128128128128167167211211251251251295
TrainingStaff3,0324,1366,32212,36110,7638,41314,80510,6697,44911,4928,9076,486
Travel,MealsandEntertainment2,4002,4002,4002,4002,4002,4002,4002,4002,4002,4002,4002,400
Miscellaneous200200200200200200200200200200200200
TOTALADMINISTRATIVE39,65641,77544,97454,26261,33659,84474,27170,99374,94680,70478,97782,875
405%176%101%64%51%40%38%31%29%27%24%24%
TOTALOPERATINGEXPENSES65,56667,68595,884155,172142,246302,421316,847193,569235,022215,780214,053201,285
NETOPERATINGINCOME(62,526)(60,040)(81,408)(127,762)(92,046)(240,806)(235,487)(97,444)(128,648)(93,783)(79,615)(57,765)
PRETAXINCOME(62,526)(60,040)(81,408)(127,762)(92,046)(240,806)(235,487)(97,444)(128,648)(93,783)(79,615)(57,765)
IncomeTax(subjecttoCarryforwards)------------
NETINCOME(62,526)(60,040)(81,408)(127,762)(92,046)(240,806)(235,487)(97,444)(128,648)(93,783)(79,615)(57,765)

JobSerfYear2
Month1Month2Month3Month4Month5Month6Month7Month8Month9Month10Month11Month12
DirectSales
Revenue-ExistingCustomers27,04828,91030,96833,12435,47637,92640,57243,41446,45249,78453,21456,938
PrivateLabel
Tier1
Tier2
Tier3
International-DirectSales
Revenue-ExistingCustomers-2673073508421,0911,2152,4243,2133,5614,4976,418
TOTALREVENUE413,856447,977473,372518,946556,185584,463635,439678,397711,445747,091788,537827,143
Commissions(20,693)(22,399)(23,669)(25,947)(27,809)(29,223)(31,772)(33,920)(35,572)(37,355)(39,427)(41,357)
Discounts&Allowances(8,277)(8,960)(9,467)(10,379)(11,124)(11,689)(12,709)(13,568)(14,229)(14,942)(15,771)(16,543)
NETREVENUE384,886416,618440,236482,620517,252543,551590,958630,909661,644694,795733,340769,243
CostofSales
TotalStaffHours65,07070,38874,36781,58387,41091,85999,957106,718111,946117,599124,198130,334
ProductivityperStaff(hrs.)144360360360360360360360360360360360
NumberofActiveStaffNeeded452452452452452452452452452452452452
MonthlyHoursWorked160160160160160160160160160160160160
CostofActiveStaff198,836198,836198,836198,836198,836198,836198,836198,836198,836198,836198,836198,836
CostofBenchStaff7,2327,2327,2327,2327,2327,2327,2327,2327,2327,2327,2327,232
COSTOFSALES225,147226,720227,890229,991231,708233,012235,362237,342238,866240,509242,420244,199
GROSSPROFIT159,739189,898212,346252,628285,544310,539355,596393,567422,779454,286490,920525,044
41.50%45.58%48.23%52.35%55.20%57.13%60.17%62.38%63.90%65.38%66.94%68.25%
SALESANDMARKETING
MarketingWages&Benefits5,4175,4175,4175,4175,41720,04220,04220,04220,04220,04220,04220,042
Advertising50,00050,00050,00050,00050,00050,00050,00050,00050,00050,00050,00050,000
CollateralMaterials25,00025,00025,00025,00025,00025,00025,00025,00025,00025,00025,00025,000
Travel&Entertainment2,0002,0002,0002,0002,0004,0004,0004,0004,0004,0004,0004,000
PR/Consulting5,0005,0005,0005,0005,0005,0005,0005,0005,0005,0005,0005,000
Programs------------
TOTALSALESANDMARKETING87,41787,41787,41787,41787,417104,042104,042104,042104,042104,042104,042104,042
23%21%20%18%17%19%18%16%16%15%14%14%
TOTALIS,DEVELOPMENT&HOSTING1,2801,2801,2801,2801,2801,2801,2801,2801,2801,2801,2801,280
0%0%0%0%0%0%0%0%0%0%0%0%
ADMINISTRATIVE
AdministrativeWages&Benefits39,91039,91039,91039,91039,91039,91045,32745,32745,32745,32745,32745,327
CustomerServiceWages&Benefits27,08327,08332,50032,50037,91737,91737,91743,33343,33348,75048,75063,917
CasualLabor2,0002,0002,0002,0002,0002,0002,0002,0002,0002,0002,0002,000
EmployeeBonuses------------
Rent&Utilities1,5001,5001,5001,5001,5001,5001,5001,5001,5001,5001,5001,500
AdministrativeExpense1,0001,0001,0001,0001,0001,0001,0001,0001,0001,0001,0001,000
Telecommunications500500500500500500500500500500500500
LegalandProfessional3,0003,0003,0003,0003,0003,0003,0003,0003,0003,0003,0003,000
BusinessInsurance1,8001,8001,8001,8001,8001,8001,8001,8001,8001,8001,8001,800
Depreciation334334378378418462502546546585585669
TrainingStaff11,985(0)(0)(0)(0)(0)(0)(0)(0)(0)(0)(0)
Travel,MealsandEntertainment2,4002,4002,4002,4002,4002,4003,6003,6003,6003,6003,6003,600
Miscellaneous200200200200200200200200200200200200
TOTALADMINISTRATIVE91,71379,72885,18885,18890,64590,68997,345102,806102,806108,262108,262123,512
24%19%19%18%18%17%16%16%16%16%15%16%
TOTALOPERATINGEXPENSES180,409168,424173,885173,885179,341196,010202,667208,127208,127213,584213,584228,834
NETOPERATINGINCOME(20,671)21,47438,46178,743106,203114,529152,930185,440214,651240,702277,336296,210
PRETAXINCOME(20,671)21,47438,46178,743106,203114,529152,930185,440214,651240,702277,336296,210
IncomeTax(subjecttoCarryforwards)-8,16014,61529,92340,35743,52158,11370,46781,56891,467105,388112,560
NETINCOME(20,671)13,31423,84648,82165,84671,00894,816114,973133,084149,235171,949183,650

B) Media & Industry Coverage
Below are some selected links to JobSerf articles, shows and evaluations
Attack of the Show G4 (TV show on ‘coolest ways to get a job online’)
http://g4tv.com/attackoftheshow/exclusives/66845/Get-A-Job-Online.html
Alison Doyle & Erin O'Keefe from About.com (worked for 3 of her friends)
http://alisondoyle.typepad.com/alison_doyle/2008/12/erins-jobserfcom-
experience.html
Erin O'Keefe from About.com (free trial from Alison)
http://jobsearch.about.com/od/topjobsdb/a/jobserf.htm
Gerry Crispin from CareerXroads (his cousin his job using JobSerf)
http://www.ere.net/blogs/The_CareerXroads_Annex/3B28159320AC4EE0B8B7D
A221C8BDA11.asp
Jim Durbin for Recruiter.com (JobSerf gave one of his readers a free-trial)
http://64.13.214.88/job_serf_gets_a_thumbs_up
CareerCast.com/JobSerf Index
http://www.careercast.com/jobs/careerNews/HiringTrends
Secrets of the Job Hunt (interview Podcast)
http://www.secretsofthejobhunt.com/profiles/blogs/how-to-outsource-your-job
CNet (suggesting people start their job searches with JobSerf, Jan 9, 2009)
http://news.cnet.com/webware/?keyword=jobs
Recruiters Lounge (interview podcast)
http://www.therecruiterslounge.com/2009/06/01/podcast-how-to-outsource-your-
job-search/
Exceptional Wisdow Radio (interview)
http://www.exceptionalwisdomradio.com/shows/cs/jay_martin.html
Jobacle on JobSerf
http://www.jobacle.com/blog/2009/5/18/jobserf-automate-your-job-search.html
Job Dig ’10 Sites with unique opportunities’
http://blogs.jobdig.com/wwds/2009/02/10/10-job-sites-with-unique-opportunities-
says-lifehack/

C) Selected Customer Quotes
Our website, at the link below, has a more comprehensive listing of customer and expert
quotes (5 pages), but below are some examples from the first page:
http://www.jobserf.com/Testimonials.aspx
--------------------------------------------------------------------------------------------------------------
Hey Jay! I just wanted you to be the first to know that I've been offered a job that I've
decided to accept. Jobserf applied to a graphic design position at EMPLOYER. I
interviewed this week and I got the job! I had about 35 calls back from various employers
and followed up with about 6 interviews. Thanks so much for all your help and I'll
continue to promote jobserf when talking about my new job. Thanks again!
Chelsea (Dallas)
--------------------------------------------------------------------------------------------------------------
I accepted a job yesterday. Thanks so much, I would reuse your service and I would
recommend it to others. I ended up with two offers, one came from a jobserf posting and
the other came from networking. Thanks so much,
Michael (Philadelphia)
--------------------------------------------------------------------------------------------------------------
(In response to 'how did you find your job') Why JobSerf of course! There were several
positions in the Online Channel Group and they offered one that taps into my
consultant/marketing background nicely. Thanks for everything,
Seth (Tampa)
--------------------------------------------------------------------------------------------------------------
I have been extremely impressed with the service and reporting each day. I will definitely
sign up for the month service. Please communicate my satisfaction with the JobSerf
support Team. They are doing a nice job and should be complimented! Your personal
touch is also appreciated! Please let me know if I can be of assistance as you grow your
business. My best,
John (Dallas)
(Client currently working at a job JobSerf applied to)
--------------------------------------------------------------------------------------------------------------
Thanks, and sorry I did not get back to you. I didn't extend because I got a job (one that
JobSerf applied to) and I start this coming Monday.
Appreciated all of your help.
Brian (Dallas)
(Client received 3 offers from JobSerf in first week, accepted one)
D) Biographies of team
Attached are the resumes of the key people involved in JobSerf
DELETED

Business Plan - Long Version - JobSerf - Job Board 2010

Recommended

Recommended

More Related Content

Similar to Business Plan - Long Version - JobSerf - Job Board 2010

Similar to Business Plan - Long Version - JobSerf - Job Board 2010 (20)

More from Chief Innovation

More from Chief Innovation (20)

Recently uploaded

Recently uploaded (20)

Business Plan - Long Version - JobSerf - Job Board 2010