Index:

1. How does your program differ from a traditional VOP (Vendor on Premise) program? What distinguishes your program from that of a staffing provider?
   
   
2. How does your contingent workforce management program drive savings for a client?
   
   
3. We need to consolidate and reduce paperwork, especially when it comes to the billing process. How does your program address this concern for us?
   
   
4. Does your firm actually subcontract with the suppliers, or does the client retain a direct relationship?
   
   
5. Who is responsible for qualifying the candidates (especially the technical candidates) Within the MAP contingent workforce management solution?
   
   
6. How are suppliers measured? How can you assure your clients that suppliers are providing quality candidates on a timely basis?
   
   
7. How do you track our contingent workforce data and what type of reports can you provide your client?
   
   
8. Why would staffing firms want to participate in your program?
   
   
9. Our managers have their favorite suppliers and will resist your solution. How do you address this?
   
   
10. We have already implemented an ERP solution and are trying to centralize our data and processes. Won't your solution require us to introduce another software package and process?
    
    
11. We are moving to a web environment. Is your program web-enabled?

1. How does your program differ from a traditional VOP (Vendor on Premise) program? What distinguishes your program from that of a staffing provider?
   Traditional "Vendor-on-Premise" staffing models focus on having one primary vendor fill the majority of a company's staffing orders. This primary vendor generally uses subcontractors only when they cannot fill a job order request themselves. This model generally leaves all secondary suppliers with a small amount of hard to fill orders and little incentive to funnel their best people through their competitors to fill them.
   
   In our Supplier-Neutral model, MAP-Managed Services acts as an unbiased facilitator of the process. As a non-staffing company, we impartially manage multiple, qualified staffing suppliers who compete equally to fill each job order. This approach encourages all staffing providers to submit their best candidates, at competitive rates, providing the best of all worlds for our clients.


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2. How does your contingent workforce management program drive savings for a client?
   
   Significant cost savings have been derived in no small part from the competitive environment our staffing model creates, which encourages suppliers to provide their services at the lowest possible mark-up in order to compete.
   
   In addition, our database allows our clients easy access to a database of qualified workers that have already provided services to their company. Re-engaging these workers either as independent contractors or payrollees provides significant savings over staffing agency markups.


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3. We need to consolidate and reduce paperwork, especially when it comes to the billing process. How does your program address this concern for us?
   
   As a standard part of our program, our clients receive one consolidated invoice for all labor provided by our Alliance Partners. This bill is electronically audited to assure billing accuracy.
   
   In addition, virtually all of the paperwork intensive processes involved with procuring temporary/contract workers are automated through our web based system, including online resume and order submittals, interview scheduling and electronic timecards. Furthermore, our consultant consolidation service offers clients the ability to consolidate hundreds of small suppliers into a single partner relationship with one consolidated invoice.


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4. Does your firm actually subcontract with the suppliers, or does the client retain a direct relationship?
   
   In most cases, we become a partner to the client with all staffing suppliers operating as sub-contractors to us. While this set-up is most common, it is always the client's choice as to how the relationship is set-up. Our program is designed to work with our clients as to what best meets their needs and corporate culture.


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5. Who is responsible for qualifying the candidates (especially the technical candidates) Within the MAP contingent workforce management solution?
   
   It is the job of our program managers to understand a manager's requirements and present only qualified resumes, the hiring managers then make the final decision when deciding to engage a candidate for a technical position. Our job is to facilitate the process by working with the managers and freeing them from time consuming conversations with numerous staffing suppliers.
   
   Our Program Managers in this role all have technical recruiting backgrounds that allow them to "talk the talk" when discussing technical positions with both managers and suppliers.
   
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6. How are suppliers measured? How can you assure your clients that suppliers are providing quality candidates on a timely basis?
   
   The suppliers are measured and monitored through a Total Quality Management (TQM) program that has been developed and tested in conjunction with some of the largest and most respected companies in America. Our entire program is predicated on assuring that your staffing suppliers are providing quality candidates on a timely basis at competitive rates.
   
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7. How do you track our contingent workforce data and what type of reports can you provide your client?
   
   Our State of the Art electronic system combines useful data on all components of a company's contingent workforce, including the use of temporaries, IT consultants, independent contractors, returning retirees and more. This consolidation of information provides our clients unique and highly useful trend data, consolidating billing, headcount and hours tracking, as well as hundreds of customized reports on a variety of valuable data.


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8. Why would staffing firms want to participate in your program?
   
   In general, staffing suppliers appreciate our program because of the fairness of the model. Since all orders are distributed evenly, all staffing companies have an equal shot of filling each order. This allows companies that are best able to recruit quality candidates in a short period of time to succeed. The need to constantly sell to hiring managers is also eliminated in our model, saving staffing companies both time and money.
   
   We receive extremely positive feedback from the staffing suppliers that participate in our program. In fact, we have numerous letters of recommendation from these companies and are often introduced to new client opportunities by the staffing firms themselves.


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9. Our managers have their favorite suppliers and will resist your solution. How do you address this?
   
   Our goal when implementing a new client is always to work within a client's corporate culture and provide as smooth of a transition for hiring managers as possible. To that end, we give all of our clients' managers' favorite suppliers the opportunity to participate in our program. If over time these suppliers prove to be providing you with qualified candidates at competitive rates, then they will continue to be part of the program.
   
   Our goal as always is to work with hiring managers and to avoid any push back issues. We have been extremely successful in achieving this goal with all of our clients, earning over time, the respect of even the most resistant managers.


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10. We have already implemented an ERP solution and are trying to centralize our data and processes. Won't your solution require us to introduce another software package and process?
    
    Not at all. In fact, virtually all of our clients have new ERP packages and our system interfaces with all the latest ERP systems.
    
    Typically, ERP packages do not address contingent workforce needs and MAP-Managed Services system was developed in response to the market need for data in this area. Data collected through our system is easily downloaded into a client's ERP system, and since our system is an internal package that is transparent to our client it is not necessary for the company to introduce another software package and/or process.


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11. We are moving to a web environment. Is your program web-enabled?
    
    Yes, as described throughout these pages all of MAP-Managed Service technology is fully web-enabled. Our development team has an ongoing commitment to stay one step ahead of the needs of our clients.