Recruiting Pundits is an HR services company offering recruitment process outsourcing, contingency recruitment, cross-border recruitment, and executive search. It was founded in 2005 by experienced recruitment professionals and has offices in India, Australia, and the US. The company has a proprietary database and provides a full talent acquisition process including defining requirements, identifying candidates, evaluating them, facilitating interviews, negotiations, and post-hiring integration.

1. June 14, 2010 Information Technology IT Enabled Services LPO/KPO

2. June 14, 2010 Recruiting Pundits Recruiting Pundits is a Growth Stage HR Services Company with a comprehensive service offering in the Technology Space that includes RPO, Contingency Recruitment , Cross Border Recruitment and Executive Search. Thorough research and accurate mapping of interests of both, our clients, as well as, our candidates, is what sets us apart. As a corporate partner to clients, we source professionals with high intellectual capabilities to help enhance the client’s human capital on one hand, and on the other, we help individuals optimize their career choices. Creation Recruiting Pundits was created in 2005, following the coming together of like minded professionals with more than a decade of experience in the Recruitment Space. Investment Advisor Avinash Singh joined as Investor Advisor in year 2008. Avinash is venture capitalist and owns Excel- Ventures. Global Office Network Currently we are operating out of India, Australia and US. Global Client Base Working with diversified clients across multiple geographies.

3. June 14, 2010 …… ..Recruiting Pundits Consistent investments in Information Technology and infrastructure to upgrade service quality Global resources of Recruiting Pundits complement local intelligence and delivery ability Domain expertise across specific segments in the space. Service Offerings - Contingency Recruitment - RPO - Cross Border Recruitment - Executive Search. Offering verticals - Information Technology - IT Enabled Services - LPO - KPO - Consulting

4. Talent Acquisition Process June 14, 2010 PHASE – I: DEFINE OBJECTIVES & SPECIFICATIONS EXECUTION DELIVERABLES TIMEFRAME Details Client’s Business, Culture & Future Plans Obtain client consensus on position's scope and responsibilities, compensation package, reporting relationships and profile of the desired candidate Measures Competencies against Mission Critical Skills Position Description – A draft copy of the Position Description is prepared Develop Search Strategy Position Description & Search Strategy to be reviewed with the client within 04 days from receipt of Retainer Invoice (Start Date) PHASE – II: EXECUTION OF SEARCH STRATEGY EXECUTION DELIVERABLES TIMEFRAME Identify and confirm Target sources after brainstorming with the Research Team Networking of contacts from Known Industry Contacts as well as with Industry Thought Leaders Identify candidates using proprietary database both internal as well as external Screen and evaluate candidates Develop 1 st Search Status Report – Identifying the universe of potential candidates from the target sources Develop 2nd Search Status Report – Shortlist from the initial list to bring the list down to about 10 – 15 most relevant candidates 1 st Search Status Report to be reviewed with the client in 07 days from Start Date 2nd Search Status Report to be reviewed with the client in 15 days from Start Date

5. … .Talent Acquisition Process June 14, 2010 PHASE – III: EVALUATION & ASSESSMENT OF CANDIDATES EXECUTION DELIVERABLES TIMEFRAME Distributing the Position Description & speaking with interested individuals to assess their qualifications & interest in the assignment Refining the pool of potential candidates & creating target list of best candidates Interview & assess target list of best candidates for skills, cultural fit and functional & technical competencies Conducting preliminary Reference Checks Develop Interview Comment Sheet based on assessing the candidates on various parameters like personality and technical & functional competencies Presenting 3 / 4 best fit candidates for the final round interviews with the client company along with the detailed Candidate Report Interview Comment Sheet to be reviewed within 15 days after approval of the 2 nd Search Status Report Final shortlist of 3 / 4 best fit candidates along with the Candidate Report to be submitted to the client within 5 days of reviewing the Interview Comment Sheet PHASE – IV: FINAL INTERVIEWS EXECUTION DELIVERABLES TIMEFRAME Facilitate client interviews of candidate Obtain feedback from client and candidate Conduct discreet Reference Checks If necessary provide additional meetings of the final candidates with the client Prepare Interview Schedule and also provide logistical support to candidates for meeting the client company Perform discreet Reference Checks from two different sources to check professional accomplishments and style of functioning. Final Interviews of the candidates to be scheduled – Timeframe will depend on client and candidate convenience Reference Check Reports to be prepared within 03 days of completion of Final Interviews

6. … .Talent Acquisition Process June 14, 2010 PHASE – VI: POST HIRING INTEGRATION Obtain feedback from the client as well as from the candidate within 03 months’ of his/ her joining date PHASE – V: FINAL NEGOTIATION & OFFER EXECUTION DELIVERABLES TIMEFRAME Obtain feedback from the selected candidate about the Offer Negotiate salary and benefits Ensure smooth transition and assimilation for selected candidate Delivering preferred candidate on terms that are acceptable to both client and the candidate Obtaining verbal and written confirmation of the candidate about his joining date Final / Counter Offer to be made and accepted within 03 days of Issuance of Offer Letter Confirmation to be obtained within 03 days Handholding of candidate till the time he joins the Client Company

7. June 14, 2010 THANK YOU www.recruitingpundits.co.in