1. DISCUSSIONIntroductionThe situationOption pros & consRPO selection processSelection criteriaThe strategyHow it workedResults (I didnt expect)What I should have doneContact me 2

2. INTRODUCTIONMy background:Over 16 years of experience in both search firm and corporate settings leading high functioning recruiting teamsCurrent role: Director, Talent Acquisition for Republic Services, a 31,000 person recycling and waste collection, transfer & disposal company with over 800 local operations nationally and in Puerto Rico (5100 annual hires)Prior roles: Director, Talent Acquisition for a large global independent exploration and production company (hereinafter referred to as Company) (1200 annual hires) Owner, The Valentine Group, a boutique L.A. search firm (150 annual hires) 3

3. THE SITUATIONThe Company announced in November that it was splitting into two pure-play companies and had a large hiring goal with a short timeline Given 4 months to hire over 700 new critical talent employees for both companies Areas of recruitment included all corporate - IT, Accounting & Finance, HR, Legal, Procurement, etc., but the positions would not be disclosed until January (and by January I mean April in some cases) Additional challenges: did not know the name of the new company, which employees would be staying at the old company and which would be moved to the new company, which company the new hires would work for or who they would be reporting to 4

4. OPTION PROS & CONSOPTION 1 . Pros ConsAdd Easier work oversight Ramp up time to recruit and train:additional 3+weekscontractors Limited talent pool Training (internal resource drain) Equipment and space challenges Cost for software licenses, etc. Hiring managers not wanting to work with new recruiters 5

5. OPTION PROS & CONS, CONTINUEDOPTION 2 Pros ConsRPO Hit the ground Company had no running previous experience No equipment/office working with an space needed RPO Additional Quality of recruiters technology and unknown databases included Company culture with cost of recruiter not aligned for full Quick ramp up RPO model implementation 6

6. RPO SELECTION PROCESS Create RPO criteria and Invited 9 grading RPO firms scale for to respond RFP to RFP Selected Entire process RPO Received 8 completed in responses 3 weeks Interviewed top 3 Scored companies answers 7

7. SELECTION CRITERIA Flexibility Talent To scale teams quickly and end project withExperienced recruiters (10+ years) that can short notice; allow company to do it hit the ground running; certified military their way recruitment SUCCESS Expanded Reach/Sourcing DepthDatabases, advertising, marketing platform Superior Reporting Capabilitiesto conduct email blasts; targeted diversity Metrics/SLA deliverables and military experience 8

8. HOW IT WORKED THE STRATEGY Utilized my internal recruiters as account managers so no change of recruiters for hiring managers upon project roll-out Paired the RPO recruiters with internal recruiters Started with 5 RPO resources and ramped up to 15 at peak Used the RPO recruiters as sourcers and slowly gave several of them full life-cycle recruiting responsibility Created a new interview process and an internal scheduler team to handle the high candidate volume due to RPO sourcing 9

9. ALIGNMENT RPO Recruiters PM Director FTE FTEs & Partners Sourcers Contract Recruiters Support Staff 10

10. RESOURCE STRATEGY Resources RPO Resources Column1 Column2 0 4 10 0 15 0 12 0 0 9 0 5 0 3January February March April May June July 11

11. RESULTS I DIDNT EXPECT Met hiring goals Finished project under budget Developed candidate pipelines and more candidate pipelines! Even after the roll-off of half the RPO recruiters, the pipelines they built continued to generate numerous hires Agency hiring dropped to under 4% (previous year:12%) Hired more in the first 6 months of 2012 than the entire previous year Improved quality of hire (as per hiring manager satisfaction survey) Time to accept metrics improved by 15 days Employer Branding the company made LinkedIns 100 Most InDemand Companies list because of the RPOs strategic SEO and sourcing Recruiting team members developed strong partnerships with the RPO recruiters 12

12. WHAT I SHOULD HAVE DONE DIFFERENTLY TRUSTED earlier: I should have used more of the RPO recruiters on end-to-end recruiting Utilized the RPOs recruiting coordinators and schedulers instead of building a team of onsite contractors Set higher expectations on FTE staff to balance workload with RPO recruiters sooner 13

13. CONTACT MEDarlene Shoemake | Director, Talent AcquisitionRepublic Services | 18500 N. Allied Way | Phoenix, AZ O 480.627.2310 | M 480.225.7228 dshoemake@republicservices.comRepublic Services is one of the nations largest recycling companies. We actively pursue projects that improve the environment and help customers meet their sustainability goals. 14