2  

Who are Xpand? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Getting started _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Ø  Your first day _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Ø  Settling in _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Ø  Why specialisation and what’s ‘Candidate First?’ _ _ _   Expectations _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _    The Xpand Philosophy _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _     What do I get? _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _   Our Values & Culture _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _    Glossary of Terms _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _

Contents CONTENTS

2  

3 5 6 7 8 10 17 22 26 30

WHO ARE XPAND?

3  

To be Asia Pacific's most respected and admired specialist recruitment firm, achieved through our commitment to first class quality, service, ethics and an unmatched ability to deliver. We help businesses grow, lead and innovate by identifying exceptional Digital, Technology, Media & Communications talent around the world. We find talent that help transform companies; many of them change the world, that's pretty cool. That’s why we love what we do.

In other words, we’re building a company that is the pinnacle of the industry, a company we’re proud to put our names to. To do this we need to hold ourselves to a higher standard, both internally and externally.

“ ”

At Xpand we are extremely proud of our history and that we can trace our roots back to 1993. Along the way the business has evolved significantly and will continue to do so. We embrace change and expect everyone to constantly be challenging the status quo.   We do not compare ourselves to anyone else in the market, instead we look to lead the market. To be successful in recruitment we need to be ahead of the curve and highly innovative and that starts with you!   At Xpand you do not need to earn trust, it is a given. By successfully completing our interview process you have already proven that you are someone we believe in and has the right skills to become a star…our goal is for you to achieve your full potential and in order for you to do that we need your help:   We will give you the tools, advice and freedom to create your very own successful business in return you need to be feeding back your experiences learned and asking for what you need. The only people that fail at Xpand are the ones that expect to be told what to do – here we expect you to know what to do or to ask for help if you do not.

OUR MISSION

4  

GETTING STARTED

(You’re here, now what do you do?)

5  

Welcome on board and congratulations, less than 10% of the people we interview make it through our doors – so well done!   Your first day at Xpand is incredibly important to us and we hope it will be a day to remember.   Once you have done the boring bits, filled in your forms, worked out how to escape if there is an inferno and been introduced to the mythical biscuit jar, you will have already noticed some other people knocking around. These my friend are your fellow Xpanders and you will be pleased to hear they are not only a friendly bunch but also some of the most talented people you will ever meet. No matter how much or how little experience you have you are going to be able to learn something from all of them, so make sure you introduce yourself.   Xpand celebrates individuality and diversity and we believe there are many different ways to do our job. Today is the first step in you defining your way of being an Xpander, so be as present and receptive as possible and don’t be afraid to challenge what you see. Feedback at Xpand will always be a gift.   To help you on your way you will be assigned a x:buddy, this person is there to help you settle in, to help mentor and guide you and to get you up to speed.   Your Manager will guide you through the day and work with you to set your induction plan for the coming weeks. Throughout the day you will receive calls from Xpanders from other locations to share in the excitement of having you onboard.   By now you will have also become aware of the non-human member of our team; our brand Xpand – we are all very proud of our brand, what it represents and its value in the market. Once an Xpander you will always be an Xpander, be passionate about it as you are now a flag bearer for its success. By the end of your first day it is essential you understand what our brand represents and our values. When you catch up with your manager at the end of the day please be ready to give your interpretation from what you have experienced.

YOUR FIRST DAY

6  

Your first month at Xpand is your time to set the platform for your desk by building relationships both internally and externally. You need to be sponge like in your hunger to learn. Take every opportunity you can to spend time with others in the team, both in your region and speaking to people in other locations.   Your number one priority is to meet face to face as many leading candidates in your space as possible. Why is this the most important thing? First off you need to learn and understand how we go to market:  

How We Position Ourselves…   Xpand is a specialist Digital, Technology, Media and Communications agency that delivers recruitment, executive search & managed solutions. We have offices in Sydney, Melbourne, Singapore and Hong Kong, servicing customers across APAC and UK. Our Technology clients include vendors (such as Microsoft and Apple), telcos (such as Telstra and SingTel), and large corporate IT teams (such as ServiceNow and ANZ Bank). Our Digital Media clients include publishers (such as Yahoo! and Fairfax Digital), ecommerce businesses (such as eBay and Shopping.com) and large corporate marketing teams and global agencies such as Publicis Groupe and Interpublic Group (IPG Media brands.) Our communications clients range from global PR consultancies such as H&K and Newgate through to in-house teams for luxury brands like Louis Vuitton (LVMH) & Chanel.   To do the above successfully we have two key strategies that differentiate us in the market:   1. Everyone is a true specialist SME in their field 2. Candidate First

SETTLING IN…

7  

What do these mean?   Why specialists?   The recruitment industry, like many others, is moving at extraordinary pace. To stay ahead of the curve therefore is the key, and with the growth of internal recruitment and recruitment technology solutions we believe specialisation is the way to do this. No internal team or technology will ever be able to replace subject matter experts with deep networks in a hard to find skillset.   How to choose your specialisation? Making the right choice will make or break your success with Xpand, but do not fear we are here to help you with this. However as you are going to be an expert in your field it is essential that you learn from research and speak to people in your chosen space; constantly assessing and challenging what you are doing. You will quite quickly know more about your space than your manager and colleagues, so you need to be educating them.   What you are looking for is HIGH CANDIDATE DEMAND + LOW CANDIDATE SUPPLY… Simple, not easy!   To break this down - you need to find an area of recruitment where a skillset is either relatively new or going through significant change. It may be a job which did not exist a few years ago such as Community Management, Programmatic Ad Buying or Cloud Consulting. Or it could be a rapidly growing market such as Data Analytics, Mobile Development or User Experience (UX) Design.   Some questions you need to ask yourself:   Ø  Are clients/agencies able to attract good talent just through advertising? – Should be NO Ø  Are there enough candidates in the market for me to make in excess of 30 placements per

year? – Needs to be YES, do not pick an area that is too rare Ø  Is this skillset going to be in demand for at least the next 5 years? – Should be a YES Ø  Does this skillset fit with what my colleagues are recruiting? Ø  Where am I going to find the candidates? Ø  What type of clients employ these people? Do they have the money to spend on my services? Ø  Do they already have suppliers or internal people covering this space? Ø  Who will be my competition? How can I provide a better service than them? Ø  Am I interested in this area? - As a specialist you are going to be spending a lot of time

researching, speaking to people and attending events – so ensure you are going to enjoy this!   Once you have agreed your area(s) of focus, it does not stop there… You need to constantly be assessing based on the above criteria and keeping your eyes open for other potential markets for your future… If you decide on one job family and you think you have made a mistake, speak to us and lets change to another – do not persevere with something that is not going to work. If your desk is going really well, don’t get complacent, every market eventually hits its peak – what is going to be the next big thing?

SPECIALISATION

8  

What is Candidate First?   OK so you are now a specialist and an SME in your chosen niche…you still are of limited value to your clients. In order to add that value you are going to need to be able to supply them the very best candidates in the market and fast!   The markets you are working in are small, so it is essential that you ensure you have the best reputation in your market so that the best want to work with you.   How do you do this? You need to be part of your sector (not just a supplier to it). This means you need to give back by hosting events, writing community blogs, attending out of hours events and most importantly building deep and real relationships with your candidates.   As a result of this you will build talent pools of the best 5 candidates in the market for each of the 3-5 job roles within your area of specialisation by the end of your 1st month, this needs to increase to the top 15 by the end of your 2nd month and up to 25 per job role after your 3rd month. Maintaining these talent pools is going to be a key indicator of your success at Xpand.  

Candidate First for Candidates   1. Our focus is building strong, long-term and trusted relationships with a core group of exceptional candidates within tightly defined niches.   2. We’re very clear on exactly where we can assist and if we can’t, we’ll tell you.   3. You can expect a much higher level of service and a much deeper level of domain expertise.

  Candidate First for Employers   1. While access to information through tools like LinkedIn is great, we feel strongly that being on first name basis with top talent is much more powerful than a social media connection with someone you’ve never spoken with.   2. We focus on developing very deep pools of talent within tightly defined niche communities and providing strong value to those communities (information sharing, career advice, net- working events, mentoring opportunities with senior members of the community and more).   3. While this means we can’t help with every role, it has a huge impact on both our speed of response and quality of candidates.

CANDIDATE FIRST

9  

EXPECTATIONS (Do all of this and more, and we will call you a

star!)

10  

Our Expectations    At Xpand we believe in honest & open communication all the way through the business. We are all here to achieve our goals and to help our fellow Xpanders reach theirs.   In order to achieve these as a team we have developed a set of expectations and support processes to help guide you along the way.   It is also really important that you also let us know your expectations.

Individual Growth Part of our responsibility to you (and your responsibility to yourself) is to help you develop and grow. One of the most important life skills to learn is goal setting, so we suggest that you set Personal Goals each quarter. These could include overcoming challenges, learning or even material goals.   Increase your value and educate yourself. Set up news alerts in your niche area and read books that help you develop. It is research and investment of your time to become an SME which will make you succeed.

Planning Planning is essential in business and life, you may think it the boring bit but it is actually what is going to make your life easier.   You will have been instructed to build out a 90-day plan in a structured format, look at it, bring it to life and review it with your manager. Without a plan you’re like a canoeist without a paddle – you have no control and are completely at the mercy of the current! Stop, redirect your focus, make a plan and then create action in the right direction. If you ever feel out of control, it’s a good sign you need to stop and update or reflect on your plan.   You should plan your next day at the end of every day. The plan, once complete will give you the ability to backward plan your activity to outcome ratio – for example if you have an average fee of 14k per placement and your target is 350k then you need to make 25 placements per year – your plan will then drill into this by way of activity to get you there. All staff need to do an Annual Business Plan. It should be succinct and something you refer to each week in your “links” with your manager. It should define your goals as well as your action plan to get there including the baseline activity levels that are required to generate opportunities.

EXPECTATIONS

11  

REMEMBER – if you fail to plan,

you plan to fail…

12  

Financial Expectations Each year we set a minimum expectation per consultant based on the market and our budget. This will be discussed between you and your manager in terms of the monthly minimum and then your yearly quota or target will be set. Your target is set higher than this minimum and we manage to these targets.

Performance Management If you’re unable to achieve the results you need by yourself, it’s our joint responsibility to get you back on track. If you need performance management your manager will design a plan in conjunction with you that will be structured and prescriptive to ensure you get back on track as quickly as possible and to ensure that the right performance metrics and activities are being done and executed well.

Business Development Business Development is on ongoing process for all consultants regardless of how much business you have on. This is because a) things change - FAST, b) this is how we continue to grow the business and new accounts, c) this is how you continue to challenge yourself and build new relationships, d) you want to be always increasing the quality and quantity of your accounts, it’s easy to fall into a reactive mode of operating when lots of jobs are coming through from the same 3 or 4 clients – this is not enough of a portfolio for it to be sustainable in the long term.   All consultants are required to do a Business Development plan (this is part of the Annual Business Plan and you will map out your target market). Each team member should have a defined niche or vertical that they are responsible for. You should set weekly Business Development goals (e.g. who are the clients you’re focusing on this week and what’s your action plan to get there): Ø  Put all contacts you’re targeting into a folder called ‘My Prospects’ in the database Ø  Put all contacts you reverse market or float to into relevant folders in the database Ø  Develop business through referrals and reverse marketing rather than cold calling (where

possible). Remember to ask for referrals from your clients and candidates Ø  Set-up job alerts for all your prospects (ideally through their careers portal or if not through a

job board)

Set up alerts on Indeed.com for your specialisation – you will quickly gain a view of which companies hire the skills you take to market and then in turn create a target float list of clients. Save the careers pages of all your prospects (create a folder in your bookmark bar). Business Development is measured by the number of referrals or contacts you make that result in a role, meeting or placement + the number of placements with new businesses per quarter. This is a strong measurement for a successful business developer.

EXPECTATIONS

13  

Account Development Account Development is an essential part of your responsibilities. Any account that you are assigned is your responsibility to proactively develop and grow. This means meeting with ALL relevant people and parts of that business. Please remember that no one “owns” accounts. We, as a team own accounts and as a team we decide the best person to manage a relationship. This means that things can and will change, particularly if you’re not making the most of the opportunity within the assigned clients.   All consultants need to do a quarterly Account Development plan for assigned accounts and set their own goals for growing the account and relationships within them. These goals will be measured and discussed with your manager. Consultants should set weekly Account Development goals (e.g. who are the clients you’re focusing on this week and what’s your action plan to get there). Save the careers pages of all your accounts (create a folder in your bookmark bar) Account Development is measured by an increase in NDR $ from the previous quarter and contractor growth (where applicable)

Internal measures Each consultant will review his or her teammates quarterly. This will be conducted via survey (July, October, January & April). This will be linked to company values, feedback, performance All staff are to have a formal, bi-annual review with their direct manager. Following this review (within 2 weeks), your manager will conduct an informal follow-up with the Consultant to ensure any action items are being addressed. If not, the consultant can bring this to the Regional Director or the MD to be addressed. These reviews are followed up informally quarterly.

External Each consultant will be given feedback from clients and candidates via an online survey sent out quarterly (June, Dec, Sept, Mar) This is a quality survey where we will ask 3 to 4 questions about the interaction they have had with an Xpander during this period. You need to receive a minimum of 10 responses from both clients and candidates (20 in total) We request that you get at least 1 testimonial on your LinkedIn profile and emailed to Xpand from a client and 1 from a candidate per quarter. We will then use these endorsements and pieces of feedback quotes in on-going client pitching and tenders for new business. One of the best measures of a good external experience is fill rate. You should be aiming for a fill rate of;

Ø  >50% contingent Ø  60% on panel accounts Ø  95% exclusive Ø  100% retained

EXPECTATIONS

14  

Client Meetings We don’t go straight into talking about the job spec, we talk about their industry, their business, their role, their team and then finally the role and how it fits into the bigger picture. This type of funneling questions from broad to narrow is very important, it helps you keep on track and get all the information you’ll need.   Always spend at least 15 min preparing for any 1 hour meeting. Check out their website, read any news articles, check their share price where applicable, look at their LinkedIn profile. Print all of this and take it with you. Ask educated questions, e.g. rather than “are you growing this year?” it’s much more impressive to ask “I noticed you’ve bought XYZ recently, are you planning on any more acquisitions this year or are you looking for organic growth?” Always follow up with an email thanking them for their time on the day or by the next day. Make sure you CC anyone else that was in the meeting with you.

Client Management Good client management is good expectation management. Under promise and over deliver, e.g. if you say I’ll get back to you by Friday, get back to them on Thursday. If we don’t know what’s going on, it’s human nature to assume the worst! Update your clients regularly (every few days) with a call, email or text message even if you haven’t found any one for them yet. They don’t have to reply, but it keeps them in the loop, goes a long way to engaging them in the process (which means they’re more likely to call you back) and makes you look very professional, and also sets the tone for how you expect to be treated. Be direct, honest, tough and fair. If you can’t help, say so! If a client is letting down the team, call them on it! You get what you tolerate. Think about the most respected consultant (doesn’t have to be in recruitment) that you’ve ever worked with… chances are they were pretty tough, but you knew they were honest and you could trust what they said. Respect is more about getting your job done then them thinking you’re nice.

Price Discussions and Negotiation One of the issues facing the recruitment industry is its inability to see that if you place value on service, delivery, experience, capability the only thing that we don’t need to negotiate on is price. Its what it costs to buy the service we deliver.   We need to ensure that we lead with the belief that clients want to work with us on the basis of the above characteristics and not based on the fact that we offer them a cheap or lower rate. If you enter into a sales call knowing that the only thing that is going to win you the business is price, you need to ask the question “do you want to be working with them?” is this commoditization? “do they value the relationship and what you can do for them?” Build value, experience and solutions into what we deliver, your time and effort and your knowledge is valuable, that’s why we pay you to do this role with our company. Go into a sales visit or call with this in mind knowing our terms are 25% and for you to offer a fee reduction in the first conversation, they have the upper hand. How valuable do you believe your service is and how much do you think your time is worth, ask yourself – now put a number on it?    

EXPECTATIONS

15  

We have a firm view that any CEO when asked about the most important people in their life and in business it would read something like this:  

CEO’S MOST IMPORTANT PEOPLE (in no particular order) Ø  Immediate family & friends Ø  Doctor Ø  Recruiter Ø  Dentist Ø  Accountant / CFO Ø  Lawyer Ø  Gym or PT Instructor   Call us deluded but, we challenge you… research any publication or blog or site where a CEO is talking about their business and its challenges and 99.9% “their people and talent” rank in the top 5 every time.   Think about it… we deliver value to people – we find them a job and we find companies exceptional talent, this is not to be undervalued, belief is a powerful thing.

Advertising We are judged by the quality and quantity of jobs we advertise. We need to make sure we advertise most roles (definitely those we want to be known for) and that our grammar and spelling is perfect. Non-negotiable. The best candidates only apply for the best ads, make sure yours STANDS OUT! Be creative, be innovative, avoid cut paste of job descriptions – you can spot it a mile away and its dull, below average and not what we do. Focus on the Company, Manager, Team, Culture and Benefits to sell your opportunity. This is what will differentiate it from the rest (a good thought to get the creativity flowing is, “Why did I join Xpand? To be a Recruitment Consultant responsible for XYZ… or to join a Company/Manager/Team/Culture that is…?”) Remember the little things like office fit out, perks of the firm, free food, “probably the most exciting company in xyz city / sector / country” OR “2 min walk from the train station”, “lots of lunchtime shopping!” or “right next to the gym”. Tell a story, outline the day in the life of the person in this role, write it as a narrative and put in the key deliverables of the job role, give it a go. All of the above is useless if your advert does not appear until the 5th page of search results as no one will see it! When writing your ad, think what key words a prospective candidate is going to search for – then make sure you maximize the use of those key words in your ad. For more tips on SEO of your ad, speak to your manager. Don’t be limited to advertising on the same old job boards, constantly be looking for new places to advertise and speak to your candidates about where they look.  

EXPECTATIONS

16  

THE XPAND PHILISOPHY

(Tips on what to do or how to think when you get

stuck, or if you are having a bad day)

17  

The 80:20 Rule Usually, 80% of our results come from 20% of our efforts. Apply this across your clients, candidates, jobs you work, time you spend and you’ll see the principle is true. What does this mean for you? Focus on the 20%! You need to be comfortable that you’ll never get everything done, BUT you can choose what you do get done. Step 1, define the 20% clients, candidates, jobs and activities.    

Minimising Risk  Recruitment is a numbers game, it works on the law of averages. Just like a game of poker, if you know how to minimise risk and focus your time on those parts of the game where you’re more likely to win, then you’ll come out on top. Remember recruitment doesn’t happen if you do not send qualified and quality CV’s to clients. FACT. Clients interviewing candidates that you are representing is one of the top 3 metrics that any recruiter in any market in any part of the world need to track. If interviews are not happening, fees don’t come in and the desk fails quickly. No one wants this to happen.   How do you minimise risk? The biggest risk in recruitment is wasting your time on something that won’t get you a result. Working with a candidate that was never going to leave their current job. Working with a client who was just kicking tyres to make sure their internal hire was justified. Working on a job that every other recruiter in town was /is / has been working on. To battle against this you need to qualify, re-qualify and re-qualify again. Slow down to speed up… take your time to pick what you’re going to spend your time on. Be tough and disciplined about where you invest your time, we will, as a company ensure that this is set up for you in the beginning but then, its up to you.   Once you’ve decided what work and activity you’re going to spend your time on, then move with urgency. If it takes you 5 weeks to fill a job versus 2 weeks, the law of averages says that there’s a much greater chance that something will go wrong, e.g. the candidate gets another offer, the client finds someone else, a competitor finds someone else, hiring goes on hold, etc.    

Leveraging Time If wasting your time is your biggest risk, then leveraging your time is your biggest opportunity. If you’ve spent 1 hour interviewing a candidate, why send them out for 1 job when by spending an additional hour you can send them out for 5 or even10? Your chances of placing them have gone up dramatically for a very small additional investment of time you put into thinking, researching, asking where else would this candidate be suitable? Over the course of a year your ROI (return on investment) for time spent interviewing will be a lot higher.   Every candidate that you are going to invest time into and take through your process should be either:   Ø  Referred - to an open opportunity Ø  Floated (marketed) – to a prospect client / contact that hires these skills Ø  Pooled in your hot list of talent on The database & used as a referral source or market

intelligence Ø  Placed into one of the activity opportunities you are working on Why else would you waste your time meeting them if you cant do any of the above? You have to be brutal with your time management.  

OUR PHILOSOPHY

18  

Where Else Can You Leverage Your Time? Putting comprehensive notes into the database and keeping statuses up to date means that we don’t replicate work. It takes a little more effort now, but saves an enormous amount in the future. It also means we progressively speed up, because we’re building intelligence. When you are talking to clients and candidates on the phone, open the record card for that person, be typing as you go, input relevant information, names referred to in the conversation for future follow ups, important data etc. We need to keep a digital record of all of our interactions with clients and candidates, not a mental one in your head. ***THIS IS A NON-NEGOTIABLE***

Success Metrics At Xpand we are not micro managers, we don’t subscribe to one way fits all. However, we have been at this for a long time and as such we understand that there is a consistent formula to what needs to be done to become successful. It’s a very simple equation:   A+TM+Q=S – Activity, Target Market plus Quality equals Success. So, what is this?   There are baseline productivity measures that need to happen in recruitment for outcomes to occur. ACTIVITY is the primary one. It is the start of any process in any sales related role.   Candidate calls: sourcing information about them, their needs and wants, the companies that they have been interviewing with, the people they have met. This enables a recruiter to understand what the demand is in a particular client without even having to make a cold call. Always ask these basic questions, where have you been, how did it go, who did you meet, how did you feel about the role etc etc. You may have a perfect candidate to market into the opportunity?   Activity around clients is very important, but at Xpand we have a candidate first approach as we recruit skills in the market, then engage and sell them into great opportunities. This is a point of difference. Client based activity is just as important but the emphasis on phone based activity to generate leads, opportunity and market insights comes from our ability to get deep into our candidate markets. This is also where the majority of our clients are too!   Baseline weekly ACTIVITY we measure: Ø  CV’s out to open roles Ø  Number of floats or proactive marketing specs of place-able candidates to clients Ø  Number of new roles secured this week Ø  Number of interviews your clients are having with your candidates Ø  Number of new and existing client meetings booked this week  

OUR PHILOSOPHY

19  

Target Market(s) Based on our strategy each recruiter is a specialist – this means that we will support you to develop your personal brand in your market as much as we develop the brand of our company. Its important to us that you 1. Believe you are a specialist and 2. That the candidates and clients you interact with think and believe this too.   Knowing your target market is imperative to success. It’s knowing, who to call, why to call them, what you are going to say because it’s relevant. It’s having an opinion, view point and insights into what’s going on in their sector, why a role may have come to light due to market shifts, people moving on and an opportunity presenting itself, you need to know this. What we don’t do is call HR and ask if they have any vacancies you can fill.   We want you to be a specialist in your market with both domain experience and specialist job family specialisation – this again is a point of difference.   As part of your Annual Business Plan, you will be asked to map out your target market and also offer an insight into the types of roles and people they will need that are going to generate outcomes and revenue for you and the company. This takes time but it is fed by your candidate insights and conversations.   We will work with you to align you to the right industry or specialist based meet up groups, highlight the right websites for news feeds relevant for your area. You will have your own ideas but we will guide you in this space too.

Quality This should go without saying but for the avoidance of doubt, all interactions both internally with your colleagues and externally with your clients and candidates need to be of the highest quality. We are not saying that you have to be robotic and stale – we want your individuality to shine through and your personality to be present but remember quality interactions people always remember for the right reasons and the not so great experiences spread like wild fire. Always be on but always be yourself. You would not have been hired if we felt that you didn’t get this nor have the capability to deliver a quality experience. If you do this on each of the above to areas of activity and target market interactions, you will be successful.  

Success In most sales and services based companies, success as a metric is the dollar. At Xpand it’s no different but… we do not only measure your billings but also your contribution to the company by way of values alignment, engagement, teamwork, presence and feedback. Success can and should be measured in many different ways. Yes, your billing success is directly linked to your paycheck and for many this is the main driver. We want everyone in the company to be successful and share in the overall company success. If you apply the mindset as laid out on these pages and have the desire, hunger, passion and knowledge to win and be successful, you will unlock your full potential earnings, experiences and opportunity at Xpand. “If it is to be, its up to me”.

OUR PHILOSOPHY

20  

Team Work We believe that working as a team will achieve better results than working as individuals and so teamwork is an essential part of our approach. Sharing candidates, clients, jobs and information is the best thing for the candidate, the client, Xpand and therefore each of us individually. Individuals who team well win, it’s part of our high performance winning culture framework.   No one owns candidates, industry segments or clients… we own them as a team. We need to make decisions about how to leverage these in the best interests of the company. If someone is working hard and getting good results, why would we make a change? If someone isn’t, why wouldn’t we make a change?   Our culture is very much one of “what comes around goes around”, in a positive way. This means that we help our team-mates without expecting anything in return. When everyone subscribes to this, we have a highly supportive and effective culture. Everything evens out at the end of the day and doing it as a team is a lot more enjoyable.  

Ethics Ethical behavior is pretty easy to figure out. Simply ask yourself if it would be ok if everyone knew what you’re about to do, e.g. the client, the candidate, your colleague, your manager, etc. If the answer is “no” then don’t do it. Figuring out an ethical way around the problem is tougher in the short-term, but much easier in the long-term. Respect is critical to a good set of strong beliefs that ethics form part of.   We don’t hire dick heads or princesses. Period. There is no room for it in Xpand nor do we tolerate politics.  

Change We need to constantly evolve or become extinct. Change is an inevitable part of our world and business environment so we can’t cling to the past, we need to embrace change. Change is good 99.9% of the time, but if change happens and its relating to something that you don’t agree with, speak to your manager, do not accept the status quo, understand the platform and reason for change.   Typically change can happen when the majority didn’t even notice the need for it, take in your stride that if things are happening in the business that have an impact on you, you will be informed and spoken to as much as is possible to minimize the impact.

OUR PHILOSOPHY

21  

WHAT DO I GET? (Pats on the back, cash, holidays and nice stuff)

22  

What Are Xpand’s Company Benefits?   We believe that your personal time is as important to us as your working commitment to the business. “Find a job you love and you will never work a day in your life” as Confucius said.   Birthday Leave After 6 month service with the business you will be entitled to take off your birthday in full as an added extra days leave – something from us to you. Happy birthday, have some fun. This will be managed in consultation with your manager   Annual Leave & Xpand Day Vouchers We want our people to be fresh and up for the challenge, the cut and thrust of recruitment can be a hard slog. You will receive 2 additional days over and above your annual leave (that’s a cool 22 days off throughout the year) Again, this will be managed through your manager and the finance team.   Community Day Its important to us to give back to the community that we live in. Helping and supporting those less fortunate than us. With this in mind we have chosen to support our charity with a community day off to support this charity with events, manpower and activities.   X:TEP Xpand Talent Exchange Program – International & domestic work placement – opportunity to live and work with our colleagues in other office locations – share ideas and gain exposure to new environments – based on performance achievements & engagement – nominated and selected by the management team.  

Rewarding Greatness and Goodness   Bean Counters Awards 1. Highest Biller in the company – above baseline target, voucher of your choice to the value of; 1st = $2500 2nd = $1500 3rd = $1000   2. Individual contractor growth award $1500 cash in used $5 bills Measured by volume of new contractor placements over the financial year - not payroll contractors   3. $500k club Any individual who reaches and exceeds this billing target will receive an additional $2000 incentive + the highest biller above $500k will also win a trip to an overseas location! Flights & accommodation* *you will be informed early to minimize business impact as much as possible 4. Office of the year Measured by YoY NDR improvement, contractor and client growth

WHAT DO I GET?

23  

Living the values – “Xpander of the Month Award” Each month in every location we will hold a “Living the Values Award” for your office – Nominated and selected by your Manager – The big cheese can win this too by the way! - These winners each month will receive either a $70 gift voucher, 2 x Gold Class Movie tickets, bottle of wine or champagne to the value of $70 At year end – the employee(s) who have received the most amount of “Xpander awards” will have a weekend away for 2 within the country where they are located.   Xceptional Contribution Peoples choice award – As nominated by our colleagues over the course of the year and awarded to the individual in any role that goes over an above the call of duty, lives the values and does it with a smile on their dial! - see someone doing something great, don’t tell them…. Tell us – peopleschoice@xpand.com.au Keeping you on the track to success   Technical & Phone Support: To ensure a timely and accurate approach to all IT Helpdesk enquiries, Rubicor IT prefer that all staff utilise the email ticketing system:   Ø  Email issue to helpdesk email address (outlined below) Ø  Helpdesk system will reply to you with your ticket number Ø  For any further correspondence on the issue, reply to the helpdesk ticket email, or, any replies

by support. This ensures your email is attached to the same ticket Ø  On resolution of the issue, support resolve the ticket and you receive a resolution email of your

issue from the helpdesk system   General IT Helpdesk – ithelp@support.rubicor.com.au Shoretel Helpdesk – shoretelhelp@support.rubicor.com.au For minor queries and issues, don’t hesitate to ask your Office Manager if they can help.   Staying Connected We understand that most people have their own mobile phone, so to make things easier for everyone, Xpand have a policy where consultants can expense up to $50 per month on their mobile phone bill. All you need to do is submit your phone bill with your monthly expense.   When are Expenses Paid? Expenses are paid weekly and are processed on a Thursday.   You will find the expense form on the intranet under HR forms. Fill in the expense form, print and attached original receipts and hand this to your manager to approve. Once approved, hand this into your Office Manager, who will ensure this gets to the Finance team for payment.

WHAT DO I GET?

24  

And When Do I Get Paid? This has to be one of the most common questions for new starters. And we can all understand why!   Pay day is always on the 15th of each month. The payment covers you for the entire months salary.   Eg: July 15th is pay day, this payment covers you from July 1st to July 31st.   **Don’t forget to hand send your completed documents to the National Operations Manager to ensure there is no payment delay.   How Do I book leave? One thing that you need to do first is have a chat with your Manager, once it has been verbally agreed, fill in leave form, email to your Manager and copy in the Finance Director.   You will find the leave form on the intranet under HR Forms.

WHAT DO I GET?

25  

XPAND VALUES AND CULTURE

(Who we are and what we care about)

26  

OUR VALUES Wall Design Concept (on blackboard paint)

Xpand’s values are at the core of who we are. We came up with them as a team as what defines our shared belief system. We use these values as part of the selection process when recruiting, so if we have done our job right these should also be who you are too!   You will see and hear about these values everyday - displayed at all of our offices, talked about in meetings & links and even discussed with our clients. Please take the time to fully understand them and talk to your fellow Xpanders about what they mean to them.

27  

OUR VALUES Our Culture   It’s our people that make Xpand the kind of company it is. We hire people who are personable, intelligent, smart and driven. We favour enthusiasm and a winning attitude over a very long CV.   While we are all here with the same end goal in mind, our individual journeys to get here are very different, and that’s what makes our approach so unique. There is no blue print for an Xpander, it’s these differences that allow us to challenge the norm and constantly look to deliver the best outcome in the most enjoyable way.   We value diversity, passion and personality. Most of all we value integrity.   We always want to be at the top of our game, and will never get too big for ourselves. We know the industry we work in is highly competitive, but we all love it. We will do what it takes to be the best and ensure we can keep doing what we love – matching the best talent to the best jobs – so we can continue doing this forever….   And when we get the chance to enjoy some downtime, much of that time will still be spent as a team – queue embarrassing shots from x:events.

28  

OUR VALUES

29  

GLOSSARY OF TERMS

30  

GLOSSARY NDR Is what we call gross profit or GP, its what keeps us running as a business, enables us to grow and is something we all love. Profit is not a dirty word!   Links Links are where you get together with your manager and take them through how your desk is performing, agree objectives and reflect on your successes and failures. Otherwise known as 1-2-1’s.   Wrap Ups At the end of each week and/or month we get together as a team and discuss how we are going and what we need to do. These are relaxed affairs where we can let our hair down and enjoy a few glasses of wine.   Xpander What we call ourselves.   BHAG Big Hairy Audacious Goal – what we call our medium-long term goals which underpin our strategy. Ask your manager what it is currently.   Xpand Beard We seem to attract a number of aspiring hipsters and tend to be a hirsute bunch. Growing of beards is actively encouraged if you are able too. Don’t worry its only for the men!   Social Club The majority of the team contribute to the Xpand Social Club. We have quarterly or 6 monthly events where we do things such as trampolining, boating, BBQs or go-karting.   WIP Work In Progress – what roles you have on, where they are at and what you are doing to get them across the line.   Billing vs New Business We measure performance based on new business i.e. the value of permanent & contract placements made each month. Your billings are what you invoice each month.

31  

GLOSSARY Ireland A place that’s either very near or is the UK where a large part of the digital team were born. Reverse Marketing Gemtec’s way of doing recruitment, still a sound way of doing business. Rubicor The Mothership. Meet-up Industry related networking events… something about beer and pizza. Flamboyance/Fromage Mr Happy aka Ian Tyler (The Guvnor, big cheese).  Bike The second most favoured form getting into the office and the most expensive. The Sydney Look Jeans, shirt, blazer, brown/tan shoes and a pocket square (beard optional). Kick Off Yearly Xpand group wide conference normally the last week or so of Autumn. Xpand Xpress Where Xpand’s blog articles live. Fat Pink Tie An expression to describe how traditional recruiters dress. 100 Club A lunch date for all those who have hit $100k NDR in a quarter. Coffee The second best start to the day. What Do I Get? An international joke adopted from an Ian Tyler complaint. Beehoon Fried noodles which half of the Singapore office eat for breakfast despite being on an eternal diet. “I Nominate Jack” Something that happens during company emails… normally on a Friday afternoon. Can The Singapore way of agreeing to/confirming a statement.

32  

Welcome to Xpand