Short names: JD: Job descriptions PFA: Please find attachment ASAP: As soon as possible C2C: Corp to Corp

FYI: For your information LOL: laughing over laud YIM: Yahoo Instant massager Gtalk: Google talk DOE: Depends on experience Immd.: Immediate Exp.: Experience

Smart Words: Compensation Salary OR Rate per hour Accommodation Living expenses Recruiter As a Sourcer The sourcer will do all activities that will identify candidates to call for the new requirement. In addition the sourcer will work on a myriad of other tasks that include maintaining jobs, maintaining reqs, maintaining databases, submissions, Quality of resume etc. As a Interviewer: will interview candidates and submit them for submissions. Their main responsibility is to determine if the candidate is a good fit for the job and then interview the candidate. The Associate needs to have excellent communication skills, the ability to communicate with all levels of candidates (including very senior types) and build a rapport with them.

Account Manager Do interaction with the client, get requirement from the client. Submit resume to the client, Get missing information the requirement, Get feedback from the client on submitted candidates. Do paperwork with candidate and client. Will be responsible for overall delivery and quality of work. Will also manage the workforce.

2.4 TERMINOLOGY

Req (Requirement or Requisition) The Req (Job Requirement) is what we get from the Client. Our account manager will forward the requirement to us. We can also get this through the VMS. It is absolutely critical to read the Req in its entirety (completely). Sometime the important parts are scattered all over the req. This often happens with the required skills. Sometimes the important parts of the req are hidden within the req. It is very important to get a good understanding of the req. One is not expected to know what each technical terms means it is more important to understand what is really needed and what is desired. Other things like shift duty, call duty, need to work on weekends, lift stuff, ability to bend, being bilingual is important to note and to communicate to the candidate. Read 2 times carefully after getting the requirement and understand it before start working on it.

Consultant (Candidates) The consultant is the person we have placed with the client. They may be 1099 (we do not pay part of their taxes) or W2 (we not pay any benefits). In a W2 situation they become our employee. Once their contract ends, we let them go from our company if we cannot find any other work for them. Benefits A lot of large and other size companies like Microsoft, IBM, Capital One etc. provide benefits to their full time (permanent) employees. These include medical benefits,(Health insurance) 401K (which is like a

pension plan where the employers matches employee contribution), dental benefits, Vision benefits, yearly Bonus and paid vacation. Remember: Contact candidates are not eligible to get any benefits. Candidate A person who is actively looking for a job. It is very likely they have their job posted on job boards or they apply to our jobs (our client requirements) on the job boards. We need to interview these candidates for specific jobs. As these are active candidates (looking actively for jobs) we need to get to them quick. Passive Candidates Someone who is not actively looking we think so. Someone who is our database from the past (may still be looking or out of a contract). We will contact this person to find out if they are available. If they are not available (working on a current contract) we need to find out when their current contract will end, what type of work are they looking for when the contract ends, what locations, what rates. This way we can store these in cbiz and know to approach the candidate before the contract ends. Passive Candidates are MOST important. No one has access to them (they are not looking and so do not have their names out on job boards). Personal Hotlist Certain Reqs (requirements) are always repeated again and again. For example Java Developer with Cognizant for Plano, TX. So instead of trying to find a candidate when the req opens we should have a candidate ready before the req opens. This list of candidates should list the following:

Hotlist for Desktop Support Name John Smith Ann Adams Title Java Developer Java When available Oct 10, 2006 Oct 25, What location Plano Plano Rates $50-$60 $50

Developer Lou Singh Jaya Patel Java Developer Java Developer

2006 Nov 13, 2006 Nov 21, 2006 Plano Plano & Dallas $50 $50

So now if a new Req comes out in the month of October we have 2 potential candidates we can submit. We have already interviewed them. All we need to do is pick up the phone, tell them about the job and if interested quickly submit them. Candidate Rates These are the rates to the candidates. During the interview process we need to find out what rate they would like to work at and what is the minimum they will go. For example, $12- $15 means they would like to be submitted at $15 but will take $12 (minimum). Our motive should always be to give the candidate a higher rate than the lower rate. This way they will not go with a competitor. Of course this is only possible if the vendor rate/our client rate allows it. Bill Rates (Rate from the client) These are the rates we can bill to the vendor. The rates we submit candidates to the vendor. We get these rates from the vendor. For e.g. Perot System says they need a Desktop Support for Desired Bill Rate: 30-36 per Hour (see sample Req below). This means we can submit the candidate to the client anywhere between $30 to $36. What rate we submit will depend on what the candidate is asking. We have a Lookup table as a reference. We NEVER give out (disclose ) the bill rates to the candidate. So for $30 the candidate rate will be $21.4 (approx to $21). For $36 the candidate rate will be $25.7 (approx to $26). So we can offer the candidate any rate between $21 to $26. The exact amount will depend on what they want and how skilled they are.

Margin (Our company Income) The difference between bill rate (client rate) and pay rate (our rate to candidate) will be our margin/income.

For above req. our margin will be $30-$21 = $9 per hour , OR $36-$25 =$9 per hour Client The Client is the company that is requesting the resources. For example, Cognizant (CTS), Wipro, HCL America, etc. These company takes these resources and put them in end client projects. In general, we do not know who the end client is.

End Client Cognizant takes the resources we place and put them in end client projects. In general, we do not know who the end client is. When a candidate asks who the end client is? Sorry Sir, we do not know who the end client is. Cognizant (CTS) does not inform us of the end client. Direct Client:

Direct client is the company that is requesting the resources directly from us and we have direct contract with them like: American Airlines, IBM, Intel, Microsoft AT & T etc. in that case our account manager will directly submit candidate to the client hiring manager. Hiring manager the manager who take final interview of our candidates at the client site. It may be on phone or face to face/In person. Vendor Our company is called a Vendor. We as a vendor provide resources to the client who is Cognizant. Cognizant goes through VMS (web portal) to manage the vendors. VMS provides the same req to other vendors as well. These are our competitors. Competitors include: Volt, Matrix Resources, Teksystems and so may other companies. Vendors (Marketing the resume) : Some companies hire or sponsor H1bs candidates on their payroll and market these candidates to us. We can easily get these candidates from these type of vendoirs companies and we can submit them to our client. We work at corp to

corp (C2C) rates with these companies. We do not discuss the hourly rate with candidates in case of C2C. Vendors Hotlist: These Vendors companies market their candidates through hotlists. They send their available candidates hotlist to recruiter on daily basis. Competitor Vendors These are our competitors. VMS provides the same req to many vendors (including ourselves) to work on. It is important we work smarter than our competitors. One way is to make sure we get to the candidates before they do. The vendor who gets to the candidate first and submits them can be the only vendor to submit them for that req. If we submit the same candidate (even though we may have a lower rate) we will not be able to submit. So it is CRITICAL to get to the candidate before others. If we submit same candidate which our competitors has already submitted for the same. It will be Rejected by the client and it called duplicate submission. VMS (Vendor Management System) - Chimes Chimes is a company that vendors like Perot Systems and Sabre use to manage their vendors (like us and other Vendors). The Chimes system is also called the VMS (Vendor Management System). They also manage the contract labor force (candidates places as contractors) making it very easy on Perot Systems. They usually take a percentage of revenues from the vendor for their effort. We deal directly with Chimes only. We NEVER deal direct with Perot Systems. It is always through Chimes.

Subcontractor/Partner (Vendors) For certain req like State of TX reqs we can do 1099. That means we can go to other companies (subcontractor/partner) and see if we can submit their employees. State of TX says we can do 1099, while Perot Systems says we cannot. If we do place a subcontractor the majority of the revenue will go to the partner or subcontractor as the resource is theirs. For State of TX subcontract rates refer to the State of TX spreadsheet.

1099 When a contractor is 1099, we pay the contractor a amount that we do not tax. It is then the responsibility of the individual to file and pay the appropriate taxes. We do not pay necessary employer taxes which is their responsibility. So in general 1099 rates to the consultant will be higher than W2 rates. 1099 is also called Corp to Corp. Normally when we get a consultant from a subcontractor(Vendors). we will do 1099 (C2C). The consultant normally will be a employee of the subcontractor.

W2 When a contractor is on W2 we pay their income taxes (Income Tax, State Income Tax, and FICA (Social Security and Medicare). We also pay all of the necessary employer taxes. These taxes include: FICA (Social Security and Medicare), FUTA (Federal Unemployment Tax), and SUI (State Unemployment Tax). So in general W2 rate to the consultant will always be lower than 1099 as we are paying employer taxes.

Contract Companies need temporary workers. They work on certain parts of a project and when they are done with their part the company lets them go. Vendors like ourselves provide contractors. Companies like contractor for certain jobs as they do not have to bring them on a company employees, have to pay no benefits or bonuses to them. Also they are very easy to get rid of unlike employees. Contracts positions can range anywhere from 1 month to 12 months. Remember most contracts are extended as projects never finish on time. So when you say to a candidate the project is for 3 months make sure you say there is a strong possibility of it being extended. In fact for most projects Cognizant (CTS) has to put in 3 months as a standard.

Right-To-Hire (Contact to hire)

Means the company has the option of bringing the contract in as an employee on completion of contract. They have the right to hire the consultant. They hire directly to the candidate for full time after a few months of he contact.

Direct Hire These are full time positions. The client does a direct hire.

Full time These are full time positions. The client does a direct hire.