With 46% of the workforce moving to contingent labor by 2020 we need new tools to manage the experience of our freelancers,

1. THE GLOBAL HR SOLUTION FOR TEMP LABOR NEEDS

2. 2
THE OFTEN OVERLOOKED WORKFORCE
TEMPORARY WORKERS
40%Population of contingent workers.
+34% in last 5 years
30%Total company spend
+55%Recruiters dissatisfied with use of
VMS
+34% in last 5 years
72%Enterprise organizations who use a VMS
19% stated desire in next 5 years
Recruiters report creating a custom
solution to resolve gaps created in
VMS
73%

3. 3
Affordable Care
Requirement & regulation
Similar international regulations
Automation
Shifting labor to highly skilled contingent
International Regulations
Policies and procedures vary by country.
Supporting multinational clients requires
custom application
Game of catch up
ENVIRONMENT

4. Recruiter | Edward
The annual performance review just isn’t a good way to manage CWF or
boost performance. They work on a project basis and are exempt from
tools to report and track their own performance.
30 years old
Millennials expect an easy and engaging way to report
their own activities that:
- works on their personal devices
- feels consumer-like
- puts the power in their hands
- 65% of employees say that the current performance
appraisal process interferes with their productivity and
the information captured isn't relevant to their work.
- 60% of employees surveyed don’t receive in-the-
moment feedback from their managers.
- Weekly engagement with end users
- Executive buy in with key customers
- System which provides real-time analytics
- Wearable or mobile device
FRUSTRATIONS / PAIN POINTS MOTIVATIONS / NEEDS SUCCESS FACTORS
“
”

5. Manager | Marie
Profitability is a byproduct of having a committed and accountable team while
engaging and retaining skilled workers is expensive. Workers want a coach not
a manager.
32 years old
Managers want to create an engaging culture where:
- They have real time visibility into team performance &
needs of all members in their workforce
- Ability to coach all members of their organization to
the best of their ability
- Increased productivity rates
- Improved employee work satisfaction
- 60% of millennials will leave a temp job in less than 1
year. The cost to replace each worker is between
$15,000 - $25,000. By 2025 projections are that
millennials will occupy 75% of the workforce
- 30% leave due to lack of immediate recognition for their
work
- 58% of executives believe temp employees are not
engaged
- Increase in conversion rates
- Employee satisfaction score improvements
- Reduced task completion times
FRUSTRATIONS / PAIN POINTS MOTIVATIONS / NEEDS SUCCESS FACTORS
“ ”

6. Bloom’s proposition:
Simplifying the Vendor’s workflow
1. Register on clients preferred VMS
2. Seek Jobs that fit on Multiple Platforms
3. Bid for matching jobs
4. Submit hours/rates to clients
5. Survey Clients for performance data
6. Manage Credentials for workforce for future bidding
7. Manage hiring based on market environment
8. Incentivizing employees to stay
• A single dashboard to integrate
with and manage multiple Client
VMS and bid. Syncs with any task
management software for
progress tracking.
• Intelligent pulse-based time-keeping for
workers.
• Sync with current time-keeping software
• Pulse based surveys for hiring manager
delivered via the VMS
• Business Intelligence to enable smart
workforce management

7. Bloom Touchpoints:
Impacting all 3 stakeholders
• A single dashboard to integrate
with and manage multiple Client
VMS and bid. Syncs with any task
management software for
progress tracking.
• Intelligent pulse-based time-keeping for
workers.
• Sync with current time-keeping software
• Pulse based surveys for hiring manager
delivered via the VMS
• Business Intelligence to enable smart
workforce management
Time Card
Integration
Employee
Survey
Project
Progress
Intelligence
Hiring
Intelligence
Credentials
and
Performance
History
SERVICE
PROVIDER
CLIENTS
CONTINGENT
WORKER

8. Bloom is an HR solution that serves all levels of management and contingent
workforce through smarter goal setting. With seamless integration into the daily routine
of the contractor, Bloom encourages greater visibility, and interaction with constant
and timely conversations.
A garden-based interface to set
goals and action steps, and
receive feedback from managers.
All stakeholders are notified when an
action step is completed, advancing the
company’s objectives.
To collect goal
completion information,
Bloom uses existing
APIs from services such
as Outlook.
Bloom makes informed, automated decisions about the
progress of an employee and compiles relevant statistics for
the employee’s manager and team.
Managers access the garden view to evaluate deficiencies
within their teams and balance the load appropriately.
Through Machine Learning Bloom makes recommendations of
the tasks needed to accomplish your project
EXPERIENCE FIRST SOLUTION

9. 9
FEATURE ROADMAP
Born
Growth
Stronger
Bigger Unbelivable
Performance & Timecard Recording
Analytics & Machine Learning
Portable Training Certifification
Introduction of new revenue
models (broker fees)
Value based offering to
recruiters.
Portable Insurance & Benefits
Consultant Marketplace

10. 10
DESIGNED TO BE PERPETUAL
SOLUTION LOOP PERFORMANCE ASSESMENT
ANALYTICS
TRAINING
BENEFITS
QUALITY
CANDIDATES
LONGER
ENGAGEMENTS HIGHER
MARGINGS
WORKER
VENDOR

11. 11
LARGEST MARKETS OUTSIDE USA
INTERNATION STRATEGY
Source: APPs that run the world: Jan 2017
https://www.appsruntheworld.com/hcm-top-
500/Contingent%20Labor%20Management/
CURRENT OPPORTUNITY
license, maintenance and subscription
revenues expected in 2020 by the
current contingent labor solutions$502M
IT SKILLED
LIFE SCIENCE & HEALTHCARE
BANKING & FINANCIAL
$31M
$41M
$31M
159M
UNITED STATES
2.7M
NEW ZEALAND
3.6M
SINGAPORE
497M
INDIA
Current skilled contingent workforce in each country and the likely
sustainability of that workforce based on
emerging and aging workforce trends

12. Bloom’s Bottomline
Financials
Assumptions
IRR @ 88%
• Investment: $2 million
• Stake: 20%
• Sale or IPO at 3x 2022 Revenue

13. DENNIS
ALEXANDER CMO
Dennis has a diverse
background having held
leadership roles in finance,
sales, operations and HR.
10+ years in the recruiting
and HR space
Professional background with
Fortune 500 companies
including Electronic Arts,
Google and Salesforce,
Pandora.
MICHAEL BROWN
CEO
Executive & leadership roles
at companies such as
Accenture, SAP, Amazon and
Intuit.
Internationally recognized
design thinking consultant for
Fortune 500 CIOs
Michael evolved Bloom at
Notre Dame with a goal to
reinvent software interaction
in the human resources
AJAY PRABHAKAR
CTO
Ajay is an MBA' 17 from the
University of Notre Dame
with experience in leading
technology teams to deliver
enterprise software in
healthcare.
Former Chief Engineer at
ImplementHIT
Ajay co-founded The Score
Magazine – A Leading Music
Magazine in India.

14. http://www.gobloom.c
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