Improper Managemenr - Sourcing Team Member iPlace Employee Review

Thank you for your feedback. Let me clarify your points from our perspective. 1. Let’s say your candidate started work in September. iPlace needs the candidate to complete 30 calendar days before the placement can be billed to the client. This means that iPlace will invoice this placement to the client at the end of October 2015. Payout of incentives will only happen once the client pays the October invoices to iPlace. iPlace also follows a one month deferred pay-out for all incentives. Therefore, if iPlace receives the payment from the client in the month of November, this incentive will be paid out to you with December’s salary which you will receive on January 1, 2016. 2. Clients leave because they are not getting return on their investment. If a client were unhappy with their interaction with a new leader, they would escalate the issue to senior management. All managers start off green. They learn their skills just like any other new position. They are bound to make a few mistakes – we’re all human. If you can detail a time when a client has fired us due to a new leader’s interaction, please share. We have more issues with ensuring placements. Our clients want great people hired for great jobs with their end clients and they can excuse a few hiccups with a new manager. Clients leave due to underperformance of the team. If you were on a team that a client fired, you may want to look internally at whether you produced a minimum 2xCTC yourself. 2xCTC only keeps a client satisfied with the investment. Delivering 4xCTC grows a team – the client will only add more members to the team if it makes financial sense to do so. 3. Not sure what you mean by this, but our management has all been promoted from within, and are supported by senior management and the iLead Leadership Development Program. Managers and above need to commit to working longer shifts on many occasions to accommodate client work, along with long range planning, training and development, and more. On more than one occasion, the company has been delighted to watch many of the new leaders in our company grow as business professionals. 4. We absolutely do. Both the client and iPlace pay for performance. We pass on these incentives directly to you whenever you make placements. If you don’t make placements, you don’t earn incentives. Results matter - to iPlace and the client, which is why we pay the highest incentives in India. 5. We NEVER promote due to longevity. Our LaunchPad program in Operations makes it very visible who is performing and those who are able to develop their team members, deliver placements, exemplifies iPlace’s core values of integrity, respect, professionalism, knowledge, creativity and partnership in a performance-based culture, are promoted. During our initial LaunchPad launch, we were excited to see natural leaders that were previously not noticed by senior management. It has to do with your abilities, talents, desire to transform and potential. If you weren’t selected, perhaps you should look at what you could do differently to make this happen for yourself. 6. We are a fast growing company that listens to their employees. When we find different solutions to address internal issues, we’re going to try them. We make no excuses for that as experimentation is the best way to improve. 6 (#2). Nope. Nada. Absolutely incorrect. Management has nothing to do with changes in policy. Senior management, in cooperation with HR and Shared Services make changes to policy, something you had an issue with in Point 6. If employees share solutions which create change to policy, the policy is changed for all staff, not just that one person. 7. Actually one of the V.P.s has been with the company only three years. Our COO is 28 years old. Many of our staff are very young, many their first job out of college. We promote those who show natural leadership ability, performance, team development, attitude and behaviors. Without these abilities, you cannot achieve placements and grow your team. Growing your team gets you promoted. V.P.s spend long hours refining LaunchPad, dealing with clients, dealing with employees, addressing training, performing forecasting and long range planning. They are responsible for getting us to 10,000 employees by 2025, and I am very pleased to say we are on target to achieving that goal.