THE BOUNTYJOBS MARKETPLACE FOREWARD

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Briana Todd
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FOREWARD In 2015 we released the first edition of our annual agency recruiting benchmark report, in which we focused on big picture trends in fees and salaries over the past 5 years.

2 FOREWARD In 2015 we released the first edition of our annual agency recruiting benchmark report, in which we focused on big picture trends in fees and salaries over the past 5 years. As we shifted to the 2016 edition, we decided that - while valuable - the 2015 report focused on just one part of a larger, more complex landscape. While we understand that talent acquisition leaders care about cost, we also know that time to fill, good candidate experience, quality hires, and overall quality service to hiring managers are top priorities. Additionally, we recognize that going out to search is only one piece of a company s multi-faceted talent acquisition strategy. Because it is an expensive piece, talent acquisition leaders have to make critical decisions about when and how to send jobs out to search. We host the world s largest marketplace for employer and agency collaboration, and we work to find ways to help these two groups work better, together every day. Because of this, we are in a unique position as we have a wealth of data from our marketplace. So, in our 2016 benchmark report, we have shifted to share a greater breadth and depth of data to help talent acquisition leaders get a sense of the market at large, and an idea of how their strategy lines up with answers to questions like: ü What kinds of jobs go to search? ü What factors drive fees? (and what is appropriate and realistic in terms of fees?) ü Where is the most competition? How does this affect fees, time to fill and salaries? ü What are reasonable expectations in terms of sending jobs out to search? ü What can be done do to optimize chances of success? We hope that you find this information useful, we believe it is critical to navigating the current talent acquisition landscape. We are committed to furthering access to the data and information that is so critical to building winning talent acquisition strategies. Look for future editions of our benchmark report where we will expand our scope to include more vertical-specific data sets and surveys on what is working and what isn t from both sides of our marketplace and more. We are committed to furthering effective collaboration between employers and agencies with the goal of maximizing the results from critical 3rd party search activities within talent acquisition. Jerry Aubin CEO, BountyJobs THE BOUNTYJOBS MARKETPLACE

EXECUTIVE SUMMARY BountyJobs is the world s leading technology for employer and recruiting agency collaboration, focused on helping talent acquisition stakeholders work better together.

3 EXECUTIVE SUMMARY BountyJobs is the world s leading technology for employer and recruiting agency collaboration, focused on helping talent acquisition stakeholders work better together. Each year, we collect and share data from our expansive marketplace, where employers and agencies engage to fill critical, and difficult to source direct-hire positions via 3 rd party search. In this 2016 edition of our benchmark report, we ve focused on the data we believe talent acquisition leaders should have at their disposal as they develop their forward-looking recruitment strategies. WHY THIS DATA? Nearly 1 in 10 employees are hired through recruiting agencies, and that spend is often the largest portion of a company s recruiting budget. Sending jobs out to 3 rd party search is a necessary and expensive tool, and as such we believe our marketplace provides critical data, helpful to teams developing recruitment strategies. The 2016 edition of our benchmark report looks at data from hundreds of thousands of job postings over the past six years. As well as activity data related to engagement between employers and agencies in WHO SHOULD READ THIS REPORT The BountyJobs ecosystem includes both employers and agencies, and this report is designed to provide benchmark data useful to both sides of our marketplace. For employers, this report presents the factors that currently affect fees, salary and timelines as they make decisions about what goes out to search. For agencies, it provides insights useful in reaching new employers and keeping a competitive edge. WHO IS BOUNTYJOBS? We are the nation s leading technology for employer and agency collaboration. We are focused on equipping both sides of the talent acquisition market with the tools, support and data they need to work together efficiently and effectively. To learn more about BountyJobs click here to visit our website.

4 The Dataset

THE DATASET: AT A GLANCE B ountyjobs is the world s largest marketplace for

Our dynamic marketplace has over 10,000 active agencies who have submitted

This section takes a high-level look at the pieces of data tracked within our

From aggregate activity by employers and agencies to the geographic

the robust and relevant data we looked at when curating this report.

5 THE DATASET: AT A GLANCE B ountyjobs is the world s largest marketplace for employers and recruiting agencies. Our dynamic marketplace has over 10,000 active agencies who have submitted 750,000 highlyqualified candidates to jobs posted by our employers with $1.25B in posting fees. The results? Employers and agencies collaborating more effectively to secure the best talent for their hardest-to-fill positions. In 2015, the BountyJobs marketplace continued to bustle with activity. This section takes a high-level look at the pieces of data tracked within our marketplace. From aggregate activity by employers and agencies to the geographic disbursement of jobs across the country, this section helps give a picture of the robust and relevant data we looked at when curating this report. BOUNTYJOBS EMPLOYER ACTIVITY % Average # of years employers have been posting on BountyJobs of jobs are posted by employers with over 5000 employees Average # of jobs our employers post in a year Average # of jobs posted by our 10 most active employers Highest number of jobs posted by a single employer in 2015

preferred vendors The Right Job Strategy Every Time BountyJobs accommodates employers that want to measure and manage an existing group of

6 THE DATASET: AT A GLANCE PUBLIC OR PRIVATE? HOW DO OUR EMPLOYERS DETERMINE THE VISIBILITY OF THEIR JOB? 70% of jobs posted are visible to our marketplace of 10K+ agencies 30% of jobs are posted privately, visible only to an employer s preferred vendors The Right Job Strategy Every Time BountyJobs accommodates employers that want to measure and manage an existing group of preferred vendors, as well as those who wish to connect to new agencies. BY THE CALENDAR WHAT TIME OF THE YEAR DO EMPLOYERS GO TO EXTERNAL SEARCH? 8% 9% 9% 10% 8% 10% 9% 9% 8% 8% 7% 6%

7 THE DATASET: AT A GLANCE BY KEYWORD WHICH WORDS APPEAR MOST IN OUR JOB TITLES? account administrator analyst application architect assistant associate audit business care central clinical consultant control development director engineer executive financial global health home lead manager marketing medical number nurse occupational operations physical principal product project quality regional registered risk RN sales security senior services software specialist systems therapist BY EMPLOYER INDUSTRY WHAT DO OUR TOP TEN INDUSTRIES CONTRIBUTE TO OUR MARKETPLACE? Aerospace / Aviation / Defense Energy Telecommunications Services Insurance Manufacturing & Production Medical Equipment / Devices Information Technology Financial Services Pharmaceutical / Biotech Healthcare / Health Services 0% 5% 10% 15% 20% 25% 30% Don t see your industry listed here? BountyJobs serves over 144 industries, and we d love to talk more about yours. Click here to get started.

8 THE DATASET: AT A GLANCE BY GEOGRAPHIC DISTRIBUTION WHERE ARE JOBS GEOGRAPHICALLY LOCATED? 45% of of jobs were posted by employers in Texas, California and Illinois BY JOB CATEGORY WHICH JOB CATEGORIES HAVE THE MOST JOB POSTINGS? HR Management Miscellaneous 2% 3% Manufacturing 4% Research & Development 6% Materials Management 1% Medical / Health 25% Engineering 8% Sales / Marketing 17% Information Technology 17% 17% Finance / Accounting

9 THE DATASET: AT A GLANCE BY LEVEL OF EXPERIENCE WHAT SENIORITY LEVELS ARE GOING TO SEARCH? 35% 30% 25% 20% 15% 10% 5% 0% < 1 year 1+ to 2 years 2+ to 5 years 5+ to 7 years 7+ to 10 years 10+ to 15 years 15+ years BY SALARY OFFERED SALARY % OF JOBS $50 100K 44% $104,214 Average Salary Offered $ K 37% $ K 10% $ K 3% >$200K 1% Why are there so many jobs under $100K? Many of these positions include a commission component that is not reflected in the base salary. $650,000 Largest Salary Offered

10 Salaries & Fees

11 SALARIES & FEES YEAR-OVER-YEAR TRENDS At a macro level, salary and fee trends are the two most critical pieces of data required to understand the shifts over time in our marketplace. Building on the data we presented in our 2015 report, we begin this section by looking at salary and fee averages from our marketplace from 2010-present. SALARY AVERAGES YEAR-OVER-YEAR * HOW HAS THE AVERAGE SALARY CHANGED OVER TIME? 103, ,115 98,784 97,560 97,895 99, * Salary data has been adjusted for inflation

12 SALARIES & FEES: YEAR-OVER-YEAR TRENDS FEE AVERAGES YEAR-OVER-YEAR HOW HAVE AVERAGE AGENCY FEES CHANGED OVER TIME? 21.0% 21.2% 21.3% 20.6% 20.2% 19.8% Consistent with our projections from past reports, a review of average agency fees shows two things simultaneously that average fees in our marketplace are at an all-time high, and that those fees are apparently leveling off in recent years. While we might attribute this to an approaching equilibrium supply of employers and agencies, in reality, BountyJobs has always worked to ensure that we have the right balance in our marketplace. Other influencing factors may include the entrance of certain new employers and jobs into our marketplace, particularly in highly-competitive verticals and job categories with a heavy usage of premium fees as detailed later in the report. Interestingly, this flattening of fees does appear to show signs of correspondance with fluctuations in the unemployment rate*. We ll be keeping tabs in future reports to evaluate the correlation. * US Bureau of Labor and Statistics

SALARIES AND FEES 2015 SALARY DETAILS While year-over-year salary and fee data helps paint an overall picture of trends in our marketplace, a closer review of recent data helps talent acquisition

13 SALARIES AND FEES 2015 SALARY DETAILS While year-over-year salary and fee data helps paint an overall picture of trends in our marketplace, a closer review of recent data helps talent acquisition leaders take the pulse of the market in real time, helping identify and adjust for shifts that are emerging right now. We see a wide range of jobs in our marketplace and similarly, a wide range of salaries -- from low base salaries with a heavy commission component, to senior executive positions in our most competitive industries. Here we explore the breakdown of 2015 salaries in detail. SALARIES BY BAND WHAT WAS THE DISTRIBUTION OF SALARIES POSTED IN 2015? Why are there so many jobs under $100K? Many of these positions include a commission component that is not reflected in the base salary.

14 SALARIES AND FEES: 2015 SALARY DETAILS HIGHEST AVERAGE SALARIES BY INDUSTRY WHICH INDUSTRIES HAD THE HIGHEST AVERAGE SALARIES in 2015? RANK INDUSTRY AVERAGE SALARY 1 Legal $158,227 2 Retail / Wholesale $149,515 3 Fashion / Apparel $145,833 4 Semiconductors $138,890 5 High-Tech $128,370 6 Information Technology $128,225 7 Pharmaceutical / Biotech $127,377 8 Telecommunications Equipment $123,282 9 Business Information $123, Financial Services $115,599 TOP INDIVIDUAL SALARIES BY INDUSTRY WHAT WERE HIGHEST POSTED SALARIES BY INDUSTRY IN 2015? Healthcare / Health Services Pharmaceutical / Biotech Financial Services Insurance Information Technology Telecommunications Equipment Semiconductors Engineering Medical Equipment / Devices Consulting $650,000 $550,000 $387,500 $275,000 $262,500 $257,500 $255,000 $255,000 $237,500 $237,500

SALARIES AND FEES PREMIUM FEES Accepted wisdom in recruiting circles is that 20 percent is the accepted average fee for recruiting services, but premium fees of 25 percent or higher are

For this reason, while it s necessary to understand the movement and allocation of average fees in our marketplace, we think it s even more critical to inspect the portion of our market paying

15 SALARIES AND FEES PREMIUM FEES Accepted wisdom in recruiting circles is that 20 percent is the accepted average fee for recruiting services, but premium fees of 25 percent or higher are considered the bellwether for the hottest industries, jobs and candidates. For this reason, while it s necessary to understand the movement and allocation of average fees in our marketplace, we think it s even more critical to inspect the portion of our market paying premium fees and to understand the specific factors that increase competition in the labor market and drive the cost of hire upwards. JOB POSTINGS BY FEE CLASSIFICATION WHAT WAS THE DISTRIBUTION OF JOBS POSTED IN 2015 RELATIVE TO FEES? 12% DISCOUNT FEES BELOW 20% 55% MARKET FEES BETWEEN 20-25% 32% PREMIUM FEES OVER 25%

16 SALARIES AND FEES: 2015 PREMIUM FEES 38% Pharmaceutical/ Biotech PREMIUM FEES BY INDUSTRY WHICH INDUSTRIES HAD THE HIGHEST PERCENTAGE OF JOBS PAYING A PREMIUM FEE? 15% Financial Services 14% Healthcare/ Health Services & Medical Equipment/ Devices 10% Manufacturing/ Production & Energy 4% Insurance 3% IT 3% Aerospace/ Aviation/ Defense 2% Accounting /Auditing AVERAGE Premium fee PAID by industry What were the industries with the highest average premium fee paid? Information Technology 26.1% Healthcare/Health Services 26.0% Semiconductors 25.6% Financial Services 25.6% Building Materials 25.6% Food & Beverages 25.5% Consumer Goods/Cosmetics 25.5% Agriculture/ Forestry/ Fishing 25.5% Pharmaceutical/ Biotech 25.5% Accounting/ Auditing 25.4%

SALARIES AND FEES: 2015 PREMIUM FEES PREMIUM FEES BY TITLE WHAT WAS THE DISTRIBUTION OF PREMIUM FEES BY TITLE? PREMIUM FEES FOR NON-MANAGERIAL POSITIONS?

58% 22% 18% 4% NON MANAGERIAL MANAGER DIRECTOR VP OR C-SUITE PREMIUM FEES BY JOB CATEGORY WHAT WERE THE CATEGORIES WITH THE HIGHEST PREMIUM FEES PAID?

17 SALARIES AND FEES: 2015 PREMIUM FEES PREMIUM FEES BY TITLE WHAT WAS THE DISTRIBUTION OF PREMIUM FEES BY TITLE? PREMIUM FEES FOR NON-MANAGERIAL POSITIONS? 58% of premium fees went to nonmanagerial positions in These roles included lawyers, physicians, scientists and senior engineers. 58% 22% 18% 4% NON MANAGERIAL MANAGER DIRECTOR VP OR C-SUITE PREMIUM FEES BY JOB CATEGORY WHAT WERE THE CATEGORIES WITH THE HIGHEST PREMIUM FEES PAID? * TOP 5 CATEGORIES DISPLAYED 26.3% 26% 25.7% 25.6% 25.4% HEALTH/ MEDICAL EXECUTIVE HR MANAGEMENT IT & GENERAL MANAGEMENT SALES/ MARKETING LOOKING FOR TITLE-SPECIFIC OR JOB CATEGORY INFORMATION NOT INCLUDED HERE? Click here to contact us and discuss data for your specific jobs.

18 Performance

PERFORMANCE So far, we ve reviewed what types of jobs are in our marketplace, and the

It s also important to review what happens once a job is posted, and the factors that

BOUNTYJOBS RECRUITMENT TIMELINE FIRST AGENCY INTRODUCTION Median amount of time it takes

number of days until an approved agency begins their search FIRST RESUMES Average number of

number of days to set up first interview HOW DOES VENDOR SELECTION AFFECT TIMELINE?

19 PERFORMANCE So far, we ve reviewed what types of jobs are in our marketplace, and the breakdown of salaries and fees. It s also important to review what happens once a job is posted, and the factors that increase the probability of a job filling quickly, with a quality candidate. BOUNTYJOBS RECRUITMENT TIMELINE FIRST AGENCY INTRODUCTION Median amount of time it takes for an agency to introduce themselves for enagement on a role FIRST AGENCY ENGAGED Average number of days until an approved agency begins their search FIRST RESUMES Average number of days for an actively engaged agency to begin submitting candidates FIRST INTERVIEW Average number of days to set up first interview HOW DOES VENDOR SELECTION AFFECT TIMELINE? AVERAGE NUMBER OF RESUME SUBMISSIONS Preferred Agencies: 6.3 BountyJobs Marketplace: 13.4 INTERVIEW SPEED Average time to first interview is 7 days faster with jobs put out to the marketplace

PERFORMANCE: TIME TO FILL TIME TO FILL A variety of factors affect time to fill. Some examples include: title, salary, seniority level and scarcity of talent in a particular role.

20 PERFORMANCE: TIME TO FILL TIME TO FILL A variety of factors affect time to fill. Some examples include: title, salary, seniority level and scarcity of talent in a particular role. We ve selected a sample of real jobs filled on BountyJobs in SR. DIRECTOR REGULATORY AFFAIRS SALARY: $200K TIME TO FILL: 45 DAYS MEDICAL DIRECTOR SALARY: $275K TIME TO FILL: 20 DAYS ACCOUNT EXECUTIVE SALARY: $82K TIME TO FILL: 33 DAYS SR. COMPLIANCE AUDITOR SALARY: $78K TIME TO FILL: 32 DAYS SR. SOFTWARE ENGINEER SALARY: $140K TIME TO FILL: 22 DAYS VICE PRESIDENT, FINANCE SALARY: $190K TIME TO FILL: 62 DAYS 15% Time to fill increases by 15% for roles with C-suite, VP or Director in the job title. 41% Time to fill increases by 41% for roles with salaries of $150,000 or higher. The majority of candidates ultimately hired for the job were in the Hiring Manager s Inbox in under 3 weeks

21 PERFORMANCE: AGENCY & EMPLOYER STATS AGENCY PERFORMANCE STATS HOW DO OUR AGENCIES WORK WITH OUR JOBS? Average number of candidates submitted 2.5 Average number of agencies invited on a private job 8.7 Average number of agencies accepted on a public job Average 2015 revenue for the TOP 10 agencies $515,678 EMPLOYER PERFORMANCE STATS HOW DO OUR EMPLOYERS WORK WITH THEIR POSTED JOBS IN 2015? 3.8 days Average time it took employers to open candidates submitted by agencies 1320 sessions Number of intake sessions employers held with agency recruiters WHAT IS AN INTAKE SESSION? An Intake session is a conference call scheduled and hosted via BountyJobs between employers and the agencies working on their job. Intake sessions allow employers and agencies to meet and engage in live Q&A about desired candidate qualifications, job specifics and general expectations.

22 PERFORMANCE METRICS ELEMENTS OF IDEAL COLLABORATION Aside from salary and title, there are several components to a job search on BountyJobs that can help increase the effectiveness of employer/agency collaboration and shorten time-to-fill when approached the right way. Below are 5 elements that combined, or used individually can help create an ideal collaboration with maximized results for a job search on BountyJobs. Intake Session BEST PRACTICE: Holding an intake session to answer questions and build rapport between employers and agencies Right Number of Agencies BEST PRACTICE: Having at least 2-3 active agencies working to fill the position at any given time Hiring Manager Buy In BEST PRACTICE: Having the hiring manager on the intake call, allowing them to describe exactly what they are looking for directly to the engaged recruiters Right Fee for Industry BEST PRACTICE: Selecting a market fee appropriate to the industry of the position being filled Fast Employer Engagement BEST PRACTICE: Reviewing candidates between 3-5 days from the time of submission, keeping the talent search moving quickly Do you know the market rate for jobs you are currently working to fill? Click here to contact us and get detailed information for your job and industry.

determined by the employer, most are scheduled within a few days of the initial job posting Holding an intake session saves time answering questions down the road, increases the number candidates

23 PERFORMANCE METRICS AN INSIDE LOOK AT INTAKE SESSIONS WHAT? HOW? WHEN? WHY? A conference call facilitated by our technology and services team - between employers & the agencies working on their jobs Intake sessions are scheduled and hosted via BountyJobs technology Timing is determined by the employer, most are scheduled within a few days of the initial job posting Holding an intake session saves time answering questions down the road, increases the number candidates submitted, their quality, and the likelihood of filling the position THE IMPACT OF AN INTAKE SESSION Increase in 39% CANDIDATE Increase in 15% 16% SUBMSSIONS INTERVIEW RATE Increase in FILL RATE WHAT MAKES INTAKE SESSIONS EVEN MORE EFFECTIVE? Including the hiring manager. Their participation increases the fill rate of a position by an additional 21%. Looking for more information about BountyJobs or the data contained in our marketplace? Please feel free to contact us via info@bountyjobs.com or phone at AUSTIN 1114 Lost Creek Blvd, Suite 420 Austin, TX NEW YORK 230 West 41st Street, 14th Floor New York, NY

2017 AGENCY RECRUITING BENCHMARK REPORT

Recruit Better, Together 2017 AGENCY RECRUITING BENCHMARK REPORT Trends in Fees, Salaries, and Performance from the World s Largest Marketplace for Employers and Agencies 1 FOREWARD 2016 2017 We re dedicated