This document provides an overview and summary of Maachu, a company that aims to improve hiring efficiency. Maachu sources and filters candidates for clients against clear job requirements more efficiently than existing providers. It brings greater efficiencies to hiring by reducing costs, reducing time to hire through more precise sourcing, and improving candidate quality. Maachu's approach involves building "Job Keys" based on client requirements, notifying qualified candidates of matches, and facilitating the interview process. It aims to streamline sourcing, screening, and hiring through innovative use of data and technology.

1. Helping to improve the efficiency of your hiring
process whilst reducing your hiring spend
December 2013 Confidential

2. 2

3. Maachu - What We Do
“Maachu works with clients to source and
filter candidates against clearly
parameterized job requirements more
efficiently than existing providers.”
3

4. Maachu - The Benefits We Deliver
“Maachu brings greater efficiencies to the talent
acquisition professional by reducing hiring costs,
reducing the time to hire through more precise
sourcing, and improving the quality of
candidates delivered.”
4

5. Maachu Value Chain
Employers
Maachu Job Keys
Candidate Match Notification
Employer name give-up
Interview confirmation
Candidates
Job
Key
Career
Pass
Maachu Career Pass
Job Match Notification
Candidate Name give-up
Interview Confirmation
Match
Notify
Candidate & Job Value Chain
Social Media Recruitment
Detailed Metrics
Marketing
Hiring
Dep’t
HR
Candidate
Extensive Job Key Library
Real Time Matching
Maachu Screener
Matching
5

6. WHY IS THE SCREENER SO IMPORTANT?
Maachu Screener – Fine Tuning the Candidate
Pool

7. Talent Sourcing - Declining Efficiency
Talent Pool
Information
“Pay to post” on job Little or no correlation of
employer role to
boards not generating
candidate skills (job
interest from high
description to CV)
quality talent
Top Talent have no
easy way of shopping
around
Top talent doesn’t
trust current online
technologies (privacy
concerns)
Hidden
Candidate
Processing
Human capital
intervention too high
Requires customization
for every job
CV format versus
technology mismatch
Inputs not always
complete,valid and
current
Workflows don‟t help to
reduce the
operational backlogs
Largely in unstructured
form and unwieldy to
process
Candidates complain
of poor candidate
experiences
Variable
Sub-Optimal
The Agents
External recruiters
restrict the free flow of
information
Talent Acquisition
professionals are
limited in the volume
of roles that can be
dealt with at one time
RPO‟s complain about
bad data
Difficult

8. Maachu Takes the Job to the Candidate
Candidates become Consumers
Employer supplies Maachu with the Job Description
Identify
core *
hiring
criteria
from JD
Work with
employer
to
configure
ad +
Maachu
Job Key™
to fit core
criteria
Use our
screener to
refine
candidate
pool
Advertise
the
opportunity
(branded
or not
branded)
using social
media
Analyse +
fine-tune to
optimize
ad
conversion
results **
Maachu supplies employer with an active pool
describing itself in the context of real jobs
Notes:
* Core criteria are those that can be quantified using data parameters
** See slide titled ‘ The Conversion Funnel‟

9. Five Core Pillars to Maachu‟s Electronic Sourcing
Defining jobs and marketing them
according to their core criteria
Pooling of real candidates wanting to be
found…who define themselves against
these core criteria
Anonymous electronic candidate
profiling and matching based off these
criteria
Smart screening capability to
identify trade-offs in certain criteria
Optimized for mobile for easy application

10. Candidates follow each step
towards the „Conversion’
Exposed to Ad
Candidates have NO option
to skew their CV to the JD
Clicked on Ad
Done in 5-8 minutes
Registered
Completed
Career Pass
Upload
CV
Our USP is that we WON‟T allow candidates
out of the tunnel until they complete their
CareerPass and upload their CV
PROFILE IS COMPLETE AND UNBIASED
Candidate Ad Conversion Funnel Workflow

11. Targeted Ad & Landing Page

12. Reuters FXAll Relationship Manager
Hong Kong Results (Actual)
Candidate Flow
November 2013
Sales Candidates in Hong
Kong
Minimum education: Bachelors
3-5 years of experience
Languages: English, Cantonese,
Mandarin
Strong matches >80%
123
69
8
4
3

13. •
Deeper parameterization of core criteria is critical to reducing the pool
before a recruiter‟s time is allocated!
•
Examples include:
Criteria Description
Captured in Career sites?
Job Boards? LinkedIn?
1
Identification of occupation being sought, then
specific position identification
No; Applications are
specific to a post
2
Work Permit – related questions; willing to
relocate
Rare in Asia-Pac
3
Salary; offered, current, sought
Rare; too confidential
4
Garden leave; notice period
No; comes later
5
Industry expertise
Assumed; not validated
6
Relevant Markets i.e. equities? India?
Rarely; leave it to the CV
7
Specific tasks required to perform
No; leave it to the CV
8
Specific skills / accreditations/ systems
No; leave it to the CV
9
Other skills or specialisms useful to have
No; leave it to the CV
DEEPER PARAMERIZATION IS CRITICAL
What‟s So Different about Maachu‟s Job Profiling?

14. REAL RESULT: Imagine 5 matched candidates within 1-14 days leading to 1 hire!
Faster
Cheaper
•
Go direct – cut
agent‟s fees
•
Reduce your LinkedIn
spend
•
Reduce your job
board spend
•
Cut retention fees
•
Stop spending on
systems to process
those that don‟t
matter to you
•
•
Faster sourcing
/screening/
response
turnaround times
means freeing up
internal recruiter to
do more hiring
Faster screening
decreases your
overall time to hire
which gets people
started, faster!
Better Quality
•
Less manual errors in
screening
•
Clean/normalized
job and candidate
data
•
Maachu = same
pool quality as
LinkedIn; but ours are
ready
•
Maachu layers in
matching to ensure
better fit
•
Maachu filters
imposters
MAACHU DELIVERS HARD AND SOFT BENEFITS
So What Effect Does “all of this Tech” Have?

15. Build
Identify
Pull
Store
•Build Maachu Job Keys™ for the roles in our platform
•You are in control of how long they are open for
•Maachu will continually conduct target advertising whilst
requistions are open
•Identify a portfolio of your “bread and butter” profiles
•These will be regular role types month-on-month, quarter- onquarter
•Once the role types start “populating” (pull), Maachu pushes
matches to you until you tell Maachu to stop
•Gaps are identified very quickly ie the “Purple Squirrels”?, too many
profiles (cut)
•Single database storing all your screening activity for planning.
reporting, audit, compliance purposes
•Maachu‟s pool is constantly growing – get high level stats on job
seekers
GETTING STARTED
How to use Maachu for Talent Pooling?

16. Social
• We benchmark ourselves against social media programs
• We verify that candidates profiles are real, complete and comparable
• We target to communities “direct” based on users habits and sites visited
Networks
Employer
Branding
Data
Hiring
Internally
Mobile
Recruiting
• The anonymity of our site ensures brands with poor rep‟ receive the best candidate in a fair
and equitable manner
• Higher profile brands can elect to be visible through Maachu website
• Unique structured data model
• Client can access and analyse candidate data through various online interfaces
• Client can get electronic downloads of the data
• Additional derived data sets can be created ie Maachu ValueMe™
• HR and TM teams more efficient and can process more hiring
• Reduces reliance on agencies
• Use Maachu to benchmark against the “live market” applying for jobs
• Designed from inception for optimal mobile experience
• Geo based advertising
• Candidates can build their profiles in 5 minutes
• Candidates get their match notifications through emails or SMS
AT THE FOREFRONT OF ELECTRONIFICATION
Maachu‟s Response?

17. Cost per
Sourcing
Cycle
Discounted Annualized
Fixed Fee with commit
to Level maximum
(USD)
N/A
Level
1
Annual Sourcing
Cycle Volume
Unlimited
$800
Base Annualized Fee
at Level maximum
(USD)
N/A
2
1101-2000
$900
$2,113,000
$1,690,,400
3
650-1100
$1000
$1,303,000
$1,042,,400
4
401-650
$1100
$853,000
$682,400
5
251-400
$1200
$578,000
$462,400
6
151-250
$1400
$398,000
$318,400
7
66-150
$1600
$258,000
$206,400
8
26-65
$1800
$122,000
$97,600
9
Up to 25
$2000
$50,000
$40,000
• You will receive matches for each Sourcing Cycle completed based on predetermined
requirements
• Pricing is based off bands to allow you to fix in fees but also qualify for discounts based off
incremental volumes
• Ability to lock in additional 20% discountif you pre-commit to a given level
• Pay up front or in arrears – up to you
• If Sourcing Cycle not completed, then you pay nothing
• If you exceed your initial level, then we invoice you at the new level
MAACHU‟S PRICING FRAMEWORK
Transaction-Based and Transparent Pricing

18. Implementation Considerations
We are compatible with all ATS platforms
Maachu‟s tech support team will work closely to integrate Maachu with your inhouse system, ATS and/or RPO solution
Integration process will be defined at the implementation stage
We will review all technology aspects – security, logins, disaster recovery

19. Maachu Trials
Trial universe – select several open job roles
Trial resource – assign internal contact to work with Maachu Customer
Service
Trial Guidelines – 30 days or 3 Sourcing Cycles
Technology Aspects – assign login(s), initial discussion on feed requirements
Legal – review by HR/legal
Training – Maachu will commit training resources during the trial