Client and candidate recruiting philosophy

1. Recruiting for Success Or Critical Hiring for Startups and Fast Growing Companies

2. Statement of Michael Jones Qualifications: Inc 500 sales and management experience 9 years – 4 years rated between 400 and 480 on the Inc. 500) Recruiting since 2003 Management Recruiters International Pacesetter (top 5% of 6,000 recruiters) 2004, 2005, 2007, 2008, 2009 Top 25 Recruiters (of all Pacesetters) 2007, 2008 or top 0.01%

3. Personal Statistics – 1 of every 2 candidates presented interviewed 1 of every 2 candidates interviewed receives and accepts an offer

4. Primary markets liquid and solid biofuels, solar, biochemical manufacturing (R & D to pilot to commercial) R & D Polymer membrane / Nanotechnology Water / Wastewater

5. Primary candidate focus for past four years: Engineers (Mechanical, Chemical, Electrical/Controls, Civil) Research and Development (Scientists and Directors – Polymers, Nanomaterials and Fermentation) Sales and Technical Sales Operations (Executive level, VP and higher)

6. Searchpath Information and Qualifications: Fastest growing recruiting and staffing firm in US, 63 franchises added in last two years. With their new strategic partner, Antal International www.antal.com, they have created a partnership with more than 139 offices globally with access to over 600 consultants, providing a solid network of offices internationally. SPI redefines the way clients do business with recruiters by combining proven industry best practices with revolutionary concepts. Our unique ClientCentric approach includes a variety of service options that enable our organization to stand alone against our competition.

7. Client Approach – Recruiting Strategy Have an informative conversation with clients about their needs in a definitive fashion. Ask questions and listen closely to the answers. This typically takes approximately 20 to 30 minutes. Our job is to not only find candidates that can do exceptional work; it’s to present the opportunity to those outstanding potential candidates that are not looking! In addition I promise clients that we will not waste their time. We are not a resume referral service. Communications throughout the process is two-way. We need for our clients to provide feedback on candidates as they are presented to refine search parameters and manage candidate expectations. Start local! We contact as many local candidates as possible through our extensive networks on Linkedin as well as our database and work out from there. Get to know the candidates and what’s important to them and their families (see personal recruiting philosophy). In other words, establish a relationship.

8. Client Approach – Recruiting Strategy (Cont.) Determine if there is a good match for both client and candidate Present candidate to the appropriate manager. Resumes have good information, but they are two dimensional at best. Managers need to know what we know. At this point candidates are qualified not only for the position, but also for the company and the overall opportunity. At the most we’ll present two to three candidates for each position. Schedule interviews and manage expectations. Provide client the feedback necessary after the interview to make appropriate next step decisions. If an offer is going to be made, make sure that professional references are in the hiring managers’ hands as well as degree verification and criminal background check. Present the offer and provide feedback. My placement ratio is what it is because we have managed expectations from both parties up to this point.

9. Candidate Approach – Recruiting Strategy / Philosophy I expect candidates to do what's in the best interest of their families and careers and I’m never disappointed. However, I do expect candidates to be honest with me. All candidate information is kept confidential until a candidate has expressed a sincere interest in pursuing a particular opportunity Success in the business of recruiting and staffing is based on making contacts and managing expectations. This translates as honesty and a realistic attitude about the firms I represent. In other words, genuinely seeking the best for candidates, their families and our clients.

10. Client Project / Recruiting Timeline Expectations The project is never complete until a candidate accepts the offer and completes the first week of work. Local candidates are generally three to five weeks from start. Relocations are generally six to eight weeks, although they can happen more quickly if coordinated correctly. We have a firm in place to assist with relocations.