Staff Augmentation Xtream Methodology The current broken system is as follows: Tier I, II, and III vendors are posting the exact same requirement on various job boards. Tier I, II and III vendors are soliciting the same candidate for 1 requirement. Multiple layers are created between the candidate and the client. Thus, Candidates are embellishing resumes in order to maximize rates due to the layering. In contingent workforce, we run into 3 types of people. The extremely talented professionals with strong entrepreneurial spirits and work on 1099. The veterans or youngster who go into consulting only to have ½ their rate taken. by a placement firm who got onto a vendor list during the "automation" of the supplier chain process. The full time talent that has always been intrigued by the idea of consulting, but has never really taken the plunge. Our Solution: - "SIMPLE" Strategically recruit the latter two types of individuals Invest time, energy, and resources on behalf of the consultants Maximize their earnings Procure ideal projects and contracts that will best maximize their growth, development, and skill set. Logistics that take care of the consultants needs in order to be productive from Day 1. End Result – Client Satisfaction At Xtream, Our philosophy is SIMPLE. It’s the consultant that truly delivers, so find the best, keep them happy, and they will take care of the rest. Current Challenges: Recruiters hired to do Keyword searches on commission, thus emphasis on volume, not quality. Recruiter Training based on Alphabet Soup within Requirements. Requirements issued based on Contract Labor Matrices that categorize based on years of experience, job title & function Recruiters trained on all technologies, without real knowledge and understanding of niche requirements. Xtream Solution: Recruiters hired, compensated, and trained for long term growth within Xtream IT, thus focus is on quality. Recruiter training based on understanding of utilized technologies. Xtream recruiters search within networks, internal databases and job portals after re-analyzing the requirement in order to understand the need of the hiring manager while complying with Supply Chain Management Standards Recruiters with sub-specialties in finding talent for the next generation of technology