Professional Diversity Network provides a technology-driven solution for building a diverse workforce. It operates a diversity recruitment ecosystem including online networking sites, career fairs, and targeted outreach. As of June 2015, PDN had over 5.7 million registered users and was serving over 500 employer customers. The company aims to capitalize on the growing need for diversity recruitment services to help employers comply with regulations and build diverse workforces that reflect societal changes.
Professional Diversity Network, Inc. (“IPDN”) is an Internet software and services company that develops and operates online professional networking communities which help diverse professionals find jobs, while helping employers hire the diverse candidates they desire. IPDN’s subsidiary, National Association of Professional Women (NAPW), has over 700,000 members representing more than 200 industries and professions, many of whom network not only online but face to face at one or more of the company’s approximately 200 Local Chapters nationwide. Through an online platform and the Company’s relationship recruitment affinity groups, IPDN provides its employer clients a means to identify and acquire diverse talent and assist them with their efforts to comply with federal OFCCP mandates. The Company’s mission is to utilize the collective strength of its affiliate companies, members, partners, and unique proprietary platform to be the standard in business diversity recruiting, networking, and professional development for women, minorities, veterans, LGBT and disabled persons globally.
Professional Diversity Network provides concise summaries of documents in 3 sentences or less. The document discusses Professional Diversity Network, a company that operates online professional networking communities for diverse groups. It notes that diversity recruitment is growing and PDN has over 2.5 million registered users across its eight sites. The document highlights factors that position PDN for growth in the diversity recruitment market.
Inclusion And Diversity Maturity Benchmark – Creating An Inclusive Workplace ...Zinnov
This document provides an executive summary and agenda for a study on inclusion and diversity maturity benchmarks. It discusses the current state of inclusion and diversity in India, key trends, and the inclusion and diversity maturity landscape. While India has a richly diverse population, its companies still have progress to make in achieving true inclusion and representation. Barriers like biases, lack of awareness, and fatigue need to be addressed. However, inclusion is becoming a strategic priority for companies and has benefits like improved performance, decision-making, and retention. The road toward inclusion in India looks promising if companies play a role in partnership with the government and communities.
Diversity as a Revenue Engine: What 16+ Studies RevealCenterfor HCI
Investing in diversity, equity and inclusion (DEI) leads to cost savings through reduced attrition and absenteeism, and faster, less expensive recruiting; it also contributes to the top line as well.
Canadian employers across all regions, sectors, and industries are finding it increasingly difficult to recruit, retain, and train big data and analytics professionals, according to a new white paper published by Canada’s Big Data Consortium, Closing Canada’s Big Data Talent Gap.
Through a first-of-its-kind national, multi-sector study, the Consortium found that Canada’s Big Data Talent Gap is estimated between 10,500 and 19,000 professionals with deep data and analytical skills, such as those required for roles like Chief Data Officer, Data Scientist, and Data Solutions Architect. The gap for professionals with solid data and analytical literacy to make better decisions is estimated at a further 150,000, such as those required for roles like Business Manager and Business Analyst.
Even when the overall gap is narrowed, a shortage of talent with the right skills will persist unless existing academic and training curriculum are expanded to better meet employers’ needs. The Consortium believes that the talent gap is constraining Canada’s ability to innovate, compete, and grow the economy, and advises that industry, government, and academia must collaborate and start taking action now.
Working with senior information technology and information management leaders in Canada, the Consortium has developed six strategies, presented in this paper, to help close the country’s big data and analytics talent gap.
The Affluent Millenial Opportunity Study - India LinkedIn India
The document discusses a study of 800 Indian millennials conducted by LinkedIn and Ipsos to understand how affluent millennials are reshaping the finance industry. Some key findings include:
- Affluent millennials are optimistic about their financial future and confident in India's economic growth, despite concerns about potential financial crises.
- They expect to be successful and are open to overseas opportunities. Independence, freedom, and traveling are priorities for them in defining success.
- While they conduct independent research, affluent millennials still value financial advisors for validating decisions. They are more open to debt and diverse sources of wealth than previous generations.
- Social networks are important for affluent millennials'
'A new frontier', the first edition of a quarterly exclusive issue with curated and original content about Information technology and resourcing trends.
Global mobility map, download to http://www.pwc.com/gx/en/managing-tomorrows-people/future-of-work/global-mobility-map.jhtml?WT.mc_id=webtile_04-2010_pwccom-sitewide-promo_gx-mobility
Professional Diversity Network, Inc. (“IPDN”) is an Internet software and services company that develops and operates online professional networking communities which help diverse professionals find jobs, while helping employers hire the diverse candidates they desire. IPDN’s subsidiary, National Association of Professional Women (NAPW), has over 700,000 members representing more than 200 industries and professions, many of whom network not only online but face to face at one or more of the company’s approximately 200 Local Chapters nationwide. Through an online platform and the Company’s relationship recruitment affinity groups, IPDN provides its employer clients a means to identify and acquire diverse talent and assist them with their efforts to comply with federal OFCCP mandates. The Company’s mission is to utilize the collective strength of its affiliate companies, members, partners, and unique proprietary platform to be the standard in business diversity recruiting, networking, and professional development for women, minorities, veterans, LGBT and disabled persons globally.
Professional Diversity Network provides concise summaries of documents in 3 sentences or less. The document discusses Professional Diversity Network, a company that operates online professional networking communities for diverse groups. It notes that diversity recruitment is growing and PDN has over 2.5 million registered users across its eight sites. The document highlights factors that position PDN for growth in the diversity recruitment market.
Inclusion And Diversity Maturity Benchmark – Creating An Inclusive Workplace ...Zinnov
This document provides an executive summary and agenda for a study on inclusion and diversity maturity benchmarks. It discusses the current state of inclusion and diversity in India, key trends, and the inclusion and diversity maturity landscape. While India has a richly diverse population, its companies still have progress to make in achieving true inclusion and representation. Barriers like biases, lack of awareness, and fatigue need to be addressed. However, inclusion is becoming a strategic priority for companies and has benefits like improved performance, decision-making, and retention. The road toward inclusion in India looks promising if companies play a role in partnership with the government and communities.
Diversity as a Revenue Engine: What 16+ Studies RevealCenterfor HCI
Investing in diversity, equity and inclusion (DEI) leads to cost savings through reduced attrition and absenteeism, and faster, less expensive recruiting; it also contributes to the top line as well.
Canadian employers across all regions, sectors, and industries are finding it increasingly difficult to recruit, retain, and train big data and analytics professionals, according to a new white paper published by Canada’s Big Data Consortium, Closing Canada’s Big Data Talent Gap.
Through a first-of-its-kind national, multi-sector study, the Consortium found that Canada’s Big Data Talent Gap is estimated between 10,500 and 19,000 professionals with deep data and analytical skills, such as those required for roles like Chief Data Officer, Data Scientist, and Data Solutions Architect. The gap for professionals with solid data and analytical literacy to make better decisions is estimated at a further 150,000, such as those required for roles like Business Manager and Business Analyst.
Even when the overall gap is narrowed, a shortage of talent with the right skills will persist unless existing academic and training curriculum are expanded to better meet employers’ needs. The Consortium believes that the talent gap is constraining Canada’s ability to innovate, compete, and grow the economy, and advises that industry, government, and academia must collaborate and start taking action now.
Working with senior information technology and information management leaders in Canada, the Consortium has developed six strategies, presented in this paper, to help close the country’s big data and analytics talent gap.
The Affluent Millenial Opportunity Study - India LinkedIn India
The document discusses a study of 800 Indian millennials conducted by LinkedIn and Ipsos to understand how affluent millennials are reshaping the finance industry. Some key findings include:
- Affluent millennials are optimistic about their financial future and confident in India's economic growth, despite concerns about potential financial crises.
- They expect to be successful and are open to overseas opportunities. Independence, freedom, and traveling are priorities for them in defining success.
- While they conduct independent research, affluent millennials still value financial advisors for validating decisions. They are more open to debt and diverse sources of wealth than previous generations.
- Social networks are important for affluent millennials'
'A new frontier', the first edition of a quarterly exclusive issue with curated and original content about Information technology and resourcing trends.
Global mobility map, download to http://www.pwc.com/gx/en/managing-tomorrows-people/future-of-work/global-mobility-map.jhtml?WT.mc_id=webtile_04-2010_pwccom-sitewide-promo_gx-mobility
This document provides an overview of the high-technology office market in Canada in 2013. It finds that clustering continues in downtown submarkets which support collaboration and innovation. In 2012, venture capital investment in the Canadian high-tech sector totaled $719.0 million. Existing and emerging high-tech clusters will drive continued economic growth and reshape the commercial office landscape. The document then provides more detailed analyses of the high-tech office markets in Vancouver, Calgary, Montreal, Ottawa, and Toronto.
Next Group Holdings provides banking and telecom services to underserved Latinos in the US. It offers cash-to-plastic loading of funds onto prepaid cards, direct deposit, bill payments, international remittances, and prepaid mobile plans. It partners with major retailers and has strategic partnerships that provide access to over 210,000 retail locations. It seeks $3 million in funding to launch its first mile banking solution, repay debt, and cover launch costs. The investment offers exposure to the large unbanked Latino market in the US through an early-stage company.
The document provides an overview of job market trends in Asia based on a survey of over 4,500 professionals. Some key findings include:
- Job mobility decreased in 2014 across markets like China, Hong Kong, and Singapore, with fewer professionals changing jobs and more accepting counteroffers to stay put.
- Compensation increases were more modest overall in 2014 compared to previous years, though some markets like China still saw sizable increases, especially in consumer sectors.
- Sentiment about the 2015 economic and job market outlook was cautiously optimistic in China but more pessimistic in Hong Kong and Taiwan. Singapore stood out as being more confident.
- By sector, professionals in life sciences felt most positive while consumer/re
1) The document provides an overview of the emerging family office industry in Singapore and compares it to the model in the US. It discusses the evolution of family offices, potential clients in Asia, common service offerings, and challenges facing growth of the industry in Singapore.
2) Current family office models in Singapore prefer the single family office structure and focus on investment and philanthropic services, in contrast to the more mature US market that offers additional services like estate planning.
3) Growing wealth in Asia from economic development in countries like India and China is expanding the client base and potential for further growth of the family office industry in Singapore.
Ben Wright, Atlas CEO & Guillermo Mazier, Atlas’ Director of Strategic Accounts, cover the latest theories, metrics and best practices to prove that economic development makes a difference for communities.
Human capital reporting 2014 sustainable growthREITER LEGAL
This document summarizes a report on human capital reporting. It finds that while intangible assets like human capital are increasingly important for companies, reporting on human capital management strategies and metrics is still lacking. The report explores investor views on human capital information and barriers to better reporting. It recommends that companies provide clearer human capital narratives and metrics in their reports. It also recommends that investors demand this data to make more informed decisions. Overall, the report argues both companies and investors could benefit from improved human capital reporting.
The document discusses strategies for increasing participation of women and minority entrepreneurs in business incubators and accelerators, especially in the high-tech sector. It finds that while incubators and accelerators aim to support all entrepreneurs, women and minorities are underrepresented in participating and receiving support. The document outlines several barriers that prevent greater participation, such as a lack of role models and mentors, unconscious bias, cultural differences in networking and pitching, and a lack of childcare support. It provides recommendations for strategies incubators and accelerators can implement to become more inclusive and engage more women and minority entrepreneurs.
- The survey of 136 Czech CEOs found growing optimism about the economy and industrial production seen as the highest growth area. 82% reported a positive company atmosphere, up from previous years.
- The biggest challenges in human resources were a lack of leadership, vision and strategic thinking abilities. It remains difficult to find qualified candidates, especially for senior management roles.
- Most respondents had been CEO for over 5 years, were male, and between 40-49 years old, consistent with previous years. The majority represented manufacturing, IT and telecommunications industries.
The document provides the results of a survey of 253 professionals in the facilities management industry in the Middle East. Some key findings from the survey include:
- Respondents were optimistic about business prospects, with a majority expecting increases in turnover, budgets, and workforce size over the next 12 months.
- Demand for facilities management services is expected to grow as more functions are outsourced. However, attracting and retaining skilled staff is seen as a major challenge due to competition.
- Most respondents saw opportunities to expand their business in areas like training and adopting new technologies, though views on how technology is currently being utilized differed.
- Overall the survey indicates positive confidence in the facilities management industry across the Middle East region
Mobility Adoption in Asian Wealth Management Firms: A Way ForwardCognizant
Wealth management firms in Asia are facing challenges in adopting mobility solutions to engage younger clients. Younger investors expect mobile access to financial services, but many traditional firms have been slow to implement mobile strategies due to concerns about costs, security, and impact on revenue. Embracing mobility could help firms improve client relationships and advisor productivity to gain market share from new competitors. Firms should develop holistic mobile strategies aligned with business goals to provide engaging client experiences and tools that enhance the advisor role.
This document provides information about Deloitte and their technology integration internship. It summarizes that Deloitte is one of the Big Four professional services firms, founded in 1845 in London. As of 2011, it has over 182,000 employees operating in over 150 countries. The internship focuses on technology integration services including business intelligence, IFRS implementation support, IT advisory, and management information systems with the goal of providing the intern learning opportunities in client management, industry knowledge, and technical skills.
The Role of Financial Technologies in the Global Economyijtsrd
The article analyses the global trends in the development of financial technologies, and their role in the development of global economy. We tried to research the existing trends in the development of financial sector and highlight the nature of the new coming innovations. Taniev A. B "The Role of Financial Technologies in the Global Economy" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Special Issue | Modern Trends in Scientific Research and Development, Case of Asia , October 2020, URL: https://www.ijtsrd.com/papers/ijtsrd35768.pdf Paper Url :https://www.ijtsrd.com/economics/financial-economics/35768/the-role-of-financial-technologies-in-the-global-economy/taniev-a-b
Analytics India Salary Study 2019 – by AIM & AnalytixLabsRicha Bhatia
Our annual Analytics India Salary Study presented by AIM and AnalytixLabs looks at the distribution of average salaries across years of experience, job category, region, industry, education, gender and tools and skills.
This document analyzes investment trends in Asia's technology sector based on data from CB Insights. Some key findings include:
- 500 Startups has been the most active venture capital investor in Asia since Q1 2016.
- Mega-rounds (financings over $50M) to Asian tech startups increased in Q1 2017 after declining in 2016.
- Unicorn creation (private companies valued over $1B) has declined from its 2015 peak but could rebound in 2017.
- Tencent and Sequoia Capital China have invested in the most Asian unicorns, with over 10 each in their portfolios.
- Demand Media provides concise summaries in 3 sentences or less that provide the high level and essential information from the document.
- The document is a company overview and Q2 2016 report from Demand Media that discusses their content platforms, marketplaces, financial metrics, and the recent sale of their Cracked business.
- Key details include Demand Media having 59 million monthly unique visitors across properties, $126 million in revenue for 2015, a diversified revenue mix between content/media and marketplaces, and the sale of Cracked to E.W. Scripps for $39 million in cash.
Addressing India's Reskilling Challenge - A Report By AIMRicha Bhatia
In our report, we dig into the educational stakeholder
landscape to see how they are transforming the skills market by
developing training courses and certification programmes that
correspond to in-demand skills required today. We look at the
type of educational institutions offering data and analytics
programs; how the educational landscape is changing in
response to the heightened demand for analytics skills and
what needs to be done to fill the skill gap.
The presentation provided key findings from a report on the future of audit conducted by ACCA and Grant Thornton. It summarized feedback from roundtables in several countries. Singapore participants felt audit needs to better meet different user needs, provide early warning signals, and evolve with increasing business complexity. They also emphasized the importance of auditors gaining management insights and using technology. The presentation then discussed how cognitive computing is changing audit through capabilities like learning, understanding unstructured data, and automating processes while improving cost and value. It provided examples of IBM tools and capabilities that bring these benefits.
GT Events and Program Guide is a look ahead at the latest knowledge and insights available from Grant Thornton LLP. It includes a collection of our research, thought leadership and a schedule of upcoming webcasts and events.
This leaflet is about us at Grant Thornton and how we help our clients. For more information about our services, publications and surveys as well as current figures regarding turnover, number of employees, etc, visit www.grantthornton.se/english.
The document discusses Professional Diversity Network (PDN), a company that provides online professional networking platforms focused on diversity recruitment. It notes that PDN operates 10 distinct diversity recruitment sites with over 3 million total registered users. It also highlights PDN's growth, including a 33% increase in registered users in 2013 to over 2.6 million users. Finally, it provides an overview of PDN's sources of income, technology platforms, events and partnerships to engage diverse professionals and connect them with employers.
Professional Diversity Network provides a technology-driven solution for building a diverse workforce. It operates a professional networking platform with over 12.6 million users. The platform allows employers to post jobs and recruit diverse talent, while providing online networking and affinity groups for job seekers. PDN recently acquired the National Association of Professional Women, adding over 700,000 members. PDN is focused on growing its revenue through expanding employer recruiting services and paid membership programs on its platform.
This document provides an overview of the high-technology office market in Canada in 2013. It finds that clustering continues in downtown submarkets which support collaboration and innovation. In 2012, venture capital investment in the Canadian high-tech sector totaled $719.0 million. Existing and emerging high-tech clusters will drive continued economic growth and reshape the commercial office landscape. The document then provides more detailed analyses of the high-tech office markets in Vancouver, Calgary, Montreal, Ottawa, and Toronto.
Next Group Holdings provides banking and telecom services to underserved Latinos in the US. It offers cash-to-plastic loading of funds onto prepaid cards, direct deposit, bill payments, international remittances, and prepaid mobile plans. It partners with major retailers and has strategic partnerships that provide access to over 210,000 retail locations. It seeks $3 million in funding to launch its first mile banking solution, repay debt, and cover launch costs. The investment offers exposure to the large unbanked Latino market in the US through an early-stage company.
The document provides an overview of job market trends in Asia based on a survey of over 4,500 professionals. Some key findings include:
- Job mobility decreased in 2014 across markets like China, Hong Kong, and Singapore, with fewer professionals changing jobs and more accepting counteroffers to stay put.
- Compensation increases were more modest overall in 2014 compared to previous years, though some markets like China still saw sizable increases, especially in consumer sectors.
- Sentiment about the 2015 economic and job market outlook was cautiously optimistic in China but more pessimistic in Hong Kong and Taiwan. Singapore stood out as being more confident.
- By sector, professionals in life sciences felt most positive while consumer/re
1) The document provides an overview of the emerging family office industry in Singapore and compares it to the model in the US. It discusses the evolution of family offices, potential clients in Asia, common service offerings, and challenges facing growth of the industry in Singapore.
2) Current family office models in Singapore prefer the single family office structure and focus on investment and philanthropic services, in contrast to the more mature US market that offers additional services like estate planning.
3) Growing wealth in Asia from economic development in countries like India and China is expanding the client base and potential for further growth of the family office industry in Singapore.
Ben Wright, Atlas CEO & Guillermo Mazier, Atlas’ Director of Strategic Accounts, cover the latest theories, metrics and best practices to prove that economic development makes a difference for communities.
Human capital reporting 2014 sustainable growthREITER LEGAL
This document summarizes a report on human capital reporting. It finds that while intangible assets like human capital are increasingly important for companies, reporting on human capital management strategies and metrics is still lacking. The report explores investor views on human capital information and barriers to better reporting. It recommends that companies provide clearer human capital narratives and metrics in their reports. It also recommends that investors demand this data to make more informed decisions. Overall, the report argues both companies and investors could benefit from improved human capital reporting.
The document discusses strategies for increasing participation of women and minority entrepreneurs in business incubators and accelerators, especially in the high-tech sector. It finds that while incubators and accelerators aim to support all entrepreneurs, women and minorities are underrepresented in participating and receiving support. The document outlines several barriers that prevent greater participation, such as a lack of role models and mentors, unconscious bias, cultural differences in networking and pitching, and a lack of childcare support. It provides recommendations for strategies incubators and accelerators can implement to become more inclusive and engage more women and minority entrepreneurs.
- The survey of 136 Czech CEOs found growing optimism about the economy and industrial production seen as the highest growth area. 82% reported a positive company atmosphere, up from previous years.
- The biggest challenges in human resources were a lack of leadership, vision and strategic thinking abilities. It remains difficult to find qualified candidates, especially for senior management roles.
- Most respondents had been CEO for over 5 years, were male, and between 40-49 years old, consistent with previous years. The majority represented manufacturing, IT and telecommunications industries.
The document provides the results of a survey of 253 professionals in the facilities management industry in the Middle East. Some key findings from the survey include:
- Respondents were optimistic about business prospects, with a majority expecting increases in turnover, budgets, and workforce size over the next 12 months.
- Demand for facilities management services is expected to grow as more functions are outsourced. However, attracting and retaining skilled staff is seen as a major challenge due to competition.
- Most respondents saw opportunities to expand their business in areas like training and adopting new technologies, though views on how technology is currently being utilized differed.
- Overall the survey indicates positive confidence in the facilities management industry across the Middle East region
Mobility Adoption in Asian Wealth Management Firms: A Way ForwardCognizant
Wealth management firms in Asia are facing challenges in adopting mobility solutions to engage younger clients. Younger investors expect mobile access to financial services, but many traditional firms have been slow to implement mobile strategies due to concerns about costs, security, and impact on revenue. Embracing mobility could help firms improve client relationships and advisor productivity to gain market share from new competitors. Firms should develop holistic mobile strategies aligned with business goals to provide engaging client experiences and tools that enhance the advisor role.
This document provides information about Deloitte and their technology integration internship. It summarizes that Deloitte is one of the Big Four professional services firms, founded in 1845 in London. As of 2011, it has over 182,000 employees operating in over 150 countries. The internship focuses on technology integration services including business intelligence, IFRS implementation support, IT advisory, and management information systems with the goal of providing the intern learning opportunities in client management, industry knowledge, and technical skills.
The Role of Financial Technologies in the Global Economyijtsrd
The article analyses the global trends in the development of financial technologies, and their role in the development of global economy. We tried to research the existing trends in the development of financial sector and highlight the nature of the new coming innovations. Taniev A. B "The Role of Financial Technologies in the Global Economy" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Special Issue | Modern Trends in Scientific Research and Development, Case of Asia , October 2020, URL: https://www.ijtsrd.com/papers/ijtsrd35768.pdf Paper Url :https://www.ijtsrd.com/economics/financial-economics/35768/the-role-of-financial-technologies-in-the-global-economy/taniev-a-b
Analytics India Salary Study 2019 – by AIM & AnalytixLabsRicha Bhatia
Our annual Analytics India Salary Study presented by AIM and AnalytixLabs looks at the distribution of average salaries across years of experience, job category, region, industry, education, gender and tools and skills.
This document analyzes investment trends in Asia's technology sector based on data from CB Insights. Some key findings include:
- 500 Startups has been the most active venture capital investor in Asia since Q1 2016.
- Mega-rounds (financings over $50M) to Asian tech startups increased in Q1 2017 after declining in 2016.
- Unicorn creation (private companies valued over $1B) has declined from its 2015 peak but could rebound in 2017.
- Tencent and Sequoia Capital China have invested in the most Asian unicorns, with over 10 each in their portfolios.
- Demand Media provides concise summaries in 3 sentences or less that provide the high level and essential information from the document.
- The document is a company overview and Q2 2016 report from Demand Media that discusses their content platforms, marketplaces, financial metrics, and the recent sale of their Cracked business.
- Key details include Demand Media having 59 million monthly unique visitors across properties, $126 million in revenue for 2015, a diversified revenue mix between content/media and marketplaces, and the sale of Cracked to E.W. Scripps for $39 million in cash.
Addressing India's Reskilling Challenge - A Report By AIMRicha Bhatia
In our report, we dig into the educational stakeholder
landscape to see how they are transforming the skills market by
developing training courses and certification programmes that
correspond to in-demand skills required today. We look at the
type of educational institutions offering data and analytics
programs; how the educational landscape is changing in
response to the heightened demand for analytics skills and
what needs to be done to fill the skill gap.
The presentation provided key findings from a report on the future of audit conducted by ACCA and Grant Thornton. It summarized feedback from roundtables in several countries. Singapore participants felt audit needs to better meet different user needs, provide early warning signals, and evolve with increasing business complexity. They also emphasized the importance of auditors gaining management insights and using technology. The presentation then discussed how cognitive computing is changing audit through capabilities like learning, understanding unstructured data, and automating processes while improving cost and value. It provided examples of IBM tools and capabilities that bring these benefits.
GT Events and Program Guide is a look ahead at the latest knowledge and insights available from Grant Thornton LLP. It includes a collection of our research, thought leadership and a schedule of upcoming webcasts and events.
This leaflet is about us at Grant Thornton and how we help our clients. For more information about our services, publications and surveys as well as current figures regarding turnover, number of employees, etc, visit www.grantthornton.se/english.
The document discusses Professional Diversity Network (PDN), a company that provides online professional networking platforms focused on diversity recruitment. It notes that PDN operates 10 distinct diversity recruitment sites with over 3 million total registered users. It also highlights PDN's growth, including a 33% increase in registered users in 2013 to over 2.6 million users. Finally, it provides an overview of PDN's sources of income, technology platforms, events and partnerships to engage diverse professionals and connect them with employers.
Professional Diversity Network provides a technology-driven solution for building a diverse workforce. It operates a professional networking platform with over 12.6 million users. The platform allows employers to post jobs and recruit diverse talent, while providing online networking and affinity groups for job seekers. PDN recently acquired the National Association of Professional Women, adding over 700,000 members. PDN is focused on growing its revenue through expanding employer recruiting services and paid membership programs on its platform.
Professional Diversity Network provides an online platform and network for diversity recruitment and professional networking. It has over 9.9 million users and focuses on connecting employers to diverse talent pools. The company has seen significant growth in revenue bookings and registered users. It aims to further accelerate growth through expanding its client base, launching new products and services, improving operations, and pursuing organic and acquisition opportunities.
FutureWorks Career Center is a nonprofit One-Stop Career Center located in Springfield, MA that serves job seekers and businesses. Their 3-year strategic plan aims to: 1) align their performance to a demand-driven business model; 2) increase visibility and usage among businesses and job seekers; and 3) empower staff to deliver innovative services. Their 'Big 4' goals are to increase placements, business services performance, and staff development. Key objectives include increasing job seeker participation, skills assessments, unemployment claimant membership, business contacts, marketing, and job postings.
This document discusses trends in global talent mobility and how companies are adapting their mobility programs. Some key points:
- Demand for mobility is increasing as companies expand into new markets and look to develop a more global workforce. Short-term assignments and business travel will see the biggest increases.
- Mobility types are diversifying to include more talent-focused moves like talent swaps and developmental assignments. Companies are also moving toward more localized reward packages instead of tax-equalized home-based assignments.
- Managing global talent and mobility is becoming more complex as the typical assignee profile changes. Companies must tap into growing talent pools in emerging markets and develop a strong global employer brand to attract top talent.
PwC Global Mobility Insights -Moving People with Purpose - Modern Mobility Su...Peter Clarke
This document discusses trends in global talent mobility and how companies are adapting their mobility programs. Some key points:
- Demand for mobility is increasing as companies expand into new markets and need to access talent pools globally. Short-term assignments and business travel will see the biggest increases.
- Mobility is being used not just for tactical deployment but also for strategic talent development. There is a growing use of moves like talent swaps and developmental assignments.
- Reward structures are becoming more varied and global. While tax-equalized assignments still have a role, there is a shift to local-plus moves and permanent transfers, as well as more global pay packages.
- Managing the mix of local and mobile
Recruiter.com is a hiring platform for the world’s largest network of recruiters. Recruiter.com empowers businesses to recruit specialized talent faster with virtual teams of recruiters and AI job-matching technology.
The Recruiter.com network of over 25,000 small and independent recruiters utilize an innovative web platform, complete with AI-driven job matching, screening and video interviewing (Summer 2020) to recruit talent faster. Recruiter.com's Recruiters On Demand provides businesses of all sizes access to virtual recruiters specialized by vertical industries to source, engage, and hire talent on an as-needed basis.
This document is Cititec's annual report on equality, diversity and inclusion for 2013-2014. Some key points:
1) Cititec has been working with consultants to implement an equality program and has met or exceeded requirements in areas like leadership, policies, recruitment, and monitoring.
2) Achievements in 2013-2014 include training staff on equality law, improving diversity monitoring, and launching an internal network.
3) Interviews with staff found a supportive culture where people feel trusted to do their jobs and work flexibly, and where diversity is reflected in teams.
4) The report discusses trends in the business case for diversity like the global talent shortage, growing minority consumer markets, and
The CPA of the (not too distant) future looks different that today’s CPA. Tax preparation is not a core CPA service. Increased specialization and collaboration among specialists will be necessary to service clients and work on internal organizational issues. Scared yet? Get yourself ready for this change through a glimpse of how the CPA profession is expected to evolve as we share with you the results of the AICPA’s CPA Horizons 2025 research study and key insights from thought leaders in the profession.
- The document discusses Intuit's transition to a cloud and platform business model between FY12-FY16 which successfully increased connected services revenue and global customers. Intuit executed its "Focus & Accelerate" strategy to shift to a product and platform company.
- In FY16, Intuit exceeded financial targets and saw continued momentum with 41% growth in QuickBooks Online subscribers. The CEO reflected that while progress was made, more work is needed in areas like speed, customer delight, and data-driven innovation.
- Looking ahead, Intuit will focus on priorities like delivering awesome product experiences, enabling network effects through contributions from others, using data to create delight, and technology to accelerate growth. The strategy
Brad Smith, President and CEO of Intuit, presented at the annual shareholder meeting in January 2016. He reflected on Intuit's strong fiscal year 2015 financial results, which exceeded guidance across key metrics such as revenue, operating income, and QuickBooks Online subscribers. However, he noted areas for improvement around core growth, multi-year outlook, and inorganic growth integration. Smith also discussed external market shifts towards open ecosystems, mobile experiences, and data privacy, and how Intuit is transforming its business model to address these changes.
GT Events and Program Guide is a look ahead at the latest knowledge and insights available from Grant Thornton LLP. It includes a collection of our research, thought leadership and a schedule of upcoming webcasts and events.
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in Finance want.
Financial and Insurance Services workers use multiple channels to access job information, preferring online job boards the most. They secured their most recent jobs through recruitment companies or headhunters more than the global average. Fewer workers secured recent jobs through word of mouth compared to globally. Companies should take advantage of the range of digital and analog resources workers use to engage talent and find qualified candidates.
A skills-based approach to employment creates a more equitable job market for all. In this deck, learn how your organization can become a skills-based employer by posting positions that reflect the skills you need, selecting candidates based on their skills, and helping incumbent employees develop new skills.
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Based in Ann Arbor, Michigan, Zomedica is a veterinary health company creating diagnostic and therapeutic products for horses, dogs, and cats by focusing on the unmet needs of clinical veterinarians. With modest cash burn and a strong balance sheet, including $142.4 million cash and cash equivalents as of June 30, 2023, Zomedica is well-positioned to fund both organic growth and acquisitions.
Docola has developed a healthcare communication platform that utilizes asynchronous telehealth to deliver patient education and support. Their proprietary platform currently has over 55,000 patient users and over 1,100 clinician users. Docola seeks to raise up to $500,000 through a convertible note to fund working capital, research and development, and costs associated with an upcoming IPO.
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ASP Isotope is an isotope enrichment company utilizing technology developed in South Africa over the past 20 years to enrich isotopes of elements or molecules with low atomic masses. Many of these elements are unsuitable for enrichment using traditional methods such as centrifuges. The Company’s initial focus is on producing and commercializing highly enriched isotopes for the healthcare and technology industries.
MDNA Life Sciences is a pioneer in the science of mitochondrial DNA. It’s our mission to create an extensive portfolio of proprietary tests that dramatically improve diagnosis, treatment, prognosis and monitoring. Putting an end to the unnecessary surgical procedures, pain and uncertainty that affect patients across the world.
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Aditxt is a biotech company developing immune monitoring and immune modulation platforms. Its AditxtScore platform can provide comprehensive immune profiles to monitor responses to pathogens, vaccines, drugs and transplants. Its Adimune platform aims to modulate the immune system to treat conditions like psoriasis, type 1 diabetes, and increase skin allograft survival. The company is working to develop, operate and commercialize these platforms. It currently generates revenue from immune monitoring tests and expects revenue from licensing deals for immune modulation programs as they advance in clinical trials towards commercialization.
1847 Holdings LLC, a publicly traded diversified acquisition holding company, was founded by Ellery W. Roberts, a former partner of Parallel Investment Partners, Saunders Karp & Megrue and Principal of Lazard Freres Strategic Realty Investors. EFSH's investment thesis is that capital market inefficiencies have left the founders and/or stakeholders of many small business enterprises and lower-middle market businesses with limited exit options, despite the intrinsic value of their business. Given this dynamic, EFSH can consistently acquire "solid" businesses for reasonable multiples of cash flow and then deploy resources to strengthen the infrastructure and systems to improve operations. These improvements may lead to a sale or IPO of an operating subsidiary at considerably higher valuations than the purchase price (as successfully demonstrated with the mid-2020 IPO of 1847 Goedeker on the NYSE American) and/or alternatively, an operating subsidiary may be held in perpetuity and contribute to EFSH's ability to pay regular and special dividends to shareholders.
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SPI Energy is a global renewable energy company and provider of solar storage and electric vehicle (EV) solutions that was founded in 2006 in Roseville, California and is headquartered in McClellan Park, California. The Company has three core divisions: SolarJuice which has solar wholesale distribution, as well as residential solar and roofing installation and solar module manufacturing (Solar4America & SEM Wafertech), SPI Solar and Orange Power which operates a commercial & utility solar division, and the EdisonFuture/Phoenix Motor EV division. SolarJuice is the leader in renewable energy system solutions for residential and small commercial markets and has extensive operations in the Asia Pacific and North America markets. The SPI Solar commercial & utility solar division provides a full spectrum of EPC services to third party project developers, and develops, owns and operates solar projects that sell electricity to the grid in multiple regions, including the U.S., U.K., and Europe. Phoenix Motor is a leader in medium-duty commercial electric vehicles, and is developing EV charger solutions, electric pickup trucks, electric forklifts, and other EV products. SPI maintains global operations in North America, Australia, Asia and Europe and is also targeting strategic investment opportunities in fast growing green energy industries such as battery storage, charging stations, and other EVs which leverage the Company's expertise and substantial solar cash flow.
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BullFrog AI is a technology enabled drug development company using machine learning to usher in a new era of precision medicine. Through its collaborations with leading research institutions, including Johns Hopkins University and J. Craig Venter Institute, BullFrog AI is at the forefront of AI-driven drug development. Using its proprietary bfLEAP™ artificial intelligence platform, BullFrog AI aims to enable the successful development of pharmaceuticals and biologics by predicting which patients will respond to therapies in development. BullFrog AI is deploying bfLEAP™ for use at several critical stages of development with the intention of streamlining data analytics in therapeutics development, decreasing the overall development costs by decreasing failure rates for new therapeutics, and impacting the lives of countless patients that may have otherwise not received the therapies they need.
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Genetic Technologies is a diversified molecular diagnostics company. A global leader in genomics-based tests in health, wellness and serious disease through its geneType and EasyDNA brands. GENE offers cancer predictive testing and assessment tools to help physicians to improve health outcomes for people around the world. The Company has a proprietary risk stratification platform that has been developed over the past decade and integrates clinical and genetic risk to deliver actionable outcomes to physicians and individuals. Leading the world in risk prediction in oncology, cardiovascular and metabolic diseases, Genetic Technologies continues to develop risk assessment products.
Splash Beverage Group, an innovator in the beverage industry, owns a growing portfolio of alcoholic and non-alcoholic beverage brands including Copa di Vino wines by the glass, SALT naturally flavored tequilas, Pulpoloco Sangria, and TapouT performance hydration and recovery drinks and TapouT Cognitive Energy Drink. Splash’s strategy is to rapidly develop early-stage brands already in its portfolio as well as acquire and then accelerate brands that have high visibility or are innovators in their categories. Led by a management team that has built and managed some of the top brands in the beverage industry and led sales from product launch into the billions, Splash is rapidly expanding its brand portfolio and global distribution.
Splash Beverage Group, an innovator in the beverage industry, owns a growing portfolio of alcoholic and non-alcoholic beverage brands including Copa di Vino wines by the glass, SALT naturally flavored tequilas, Pulpoloco Sangria, and TapouT performance hydration and recovery drinks and TapouT Cognitive Energy Drink. Splash’s strategy is to rapidly develop early-stage brands already in its portfolio as well as acquire and then accelerate brands that have high visibility or are innovators in their categories. Led by a management team that has built and managed some of the top brands in the beverage industry and led sales from product launch into the billions, Splash is rapidly expanding its brand portfolio and global distribution.
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🔥🔥🔥🔥🔥🔥🔥🔥🔥
إضغ بين إيديكم من أقوى الملازم التي صممتها
ملزمة تشريح الجهاز الهيكلي (نظري 3)
💀💀💀💀💀💀💀💀💀💀
تتميز هذهِ الملزمة بعِدة مُميزات :
1- مُترجمة ترجمة تُناسب جميع المستويات
2- تحتوي على 78 رسم توضيحي لكل كلمة موجودة بالملزمة (لكل كلمة !!!!)
#فهم_ماكو_درخ
3- دقة الكتابة والصور عالية جداً جداً جداً
4- هُنالك بعض المعلومات تم توضيحها بشكل تفصيلي جداً (تُعتبر لدى الطالب أو الطالبة بإنها معلومات مُبهمة ومع ذلك تم توضيح هذهِ المعلومات المُبهمة بشكل تفصيلي جداً
5- الملزمة تشرح نفسها ب نفسها بس تكلك تعال اقراني
6- تحتوي الملزمة في اول سلايد على خارطة تتضمن جميع تفرُعات معلومات الجهاز الهيكلي المذكورة في هذهِ الملزمة
واخيراً هذهِ الملزمة حلالٌ عليكم وإتمنى منكم إن تدعولي بالخير والصحة والعافية فقط
كل التوفيق زملائي وزميلاتي ، زميلكم محمد الذهبي 💊💊
🔥🔥🔥🔥🔥🔥🔥🔥🔥
How to Manage Reception Report in Odoo 17Celine George
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How to Create a Stage or a Pipeline in Odoo 17 CRMCeline George
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2. SAFE H AR BOR
Notice Regarding Forward-Looking Statements
This presentation contains forward-looking statements within the meaning of the Private Securities Litigation
Reform Act of 1995. All statements regarding Professional Diversity Network’s (“PDN” or the “Company”)
expected future financial position, results of operations, cash flows, business strategy, budgets, projected
costs, capital expenditures, products, competitive positions, growth opportunities, plans and objectives of
management for future operations, as well as statements that include the words such as “expects,” “reaffirms,”
“intends,” “anticipates,” “plans,” “believes,” “seeks,” “estimates,” “optimistic,” or variations of such words and
similar expressions, are forward-looking statements. These forward-looking statements are subject to a number
of risks, uncertainties and assumptions, including those described under the heading “Risk Factors” in the
Company’s Annual Report on Form 10K and filings with the Securities and Exchange Commission (the “SEC”).
Moreover, the Company operates in a very competitive and rapidly changing environment. New risks emerge
from time to time. It is not possible for Company management to predict all risks, nor can the Company assess
the impact of all factors on its business or the extent to which any factor, or combination of factors, may cause
actual results to differ materially from those contained in any forward-looking statements the Company may
make. In light of these risks, uncertainties and assumptions, the forward-looking events and circumstances
discussed in this presentation may not occur and actual results could differ materially and adversely from those
anticipated or implied in the forward-looking statements. These risk factors are listed from time to time in PDN’s
SEC filings, including but not limited to its Annual Report on Form 10-K filed on March 31, 2015. Forward
looking statements speak only as of the date they were made, and PDN does not assume any obligation to
publicly update or revise any forward-looking statements for any reason.
2
3. • Founded in 2003, headquartered in Chicago
• Diversity Recruitment and Compliance
Resource providing online relationship
recruitment and affinity networking
• 12.6 million users with 530,000 new
registered users in June 2015
W H O W E AR E
Financial Data As of June 30, 2015
3
Ticker: NASDAQ:
IPDN
Shares Outstanding 14.7 million
Key Management
Ownership
54.4%
4. OU R D IVER SITY R EC R U ITIN G EC OSYSTEM
4
Nationwide
Networking
Conferences,
Events &
Career Fairs
Compliance
Suite
Targeted
Email Campaigns
Employer
Dashboard Patented Smart
Online Resume
Builder
Recruitment
Media Campaigns
Social Media
Platforms
Talent
Communities
Sourcing + Text Message Jobs + Applies
5. MOBILE AND TABLET FRIENDLY
• One site for every screen provides a
consistent experience
GEOGRAPHICALLY AND
OCCUPATIONALLY TARGETED
• Culturally relevant recruitment for active and
passive candidates
• Promotion of corporate culture of diversity
and inclusion
• Connect and network with recruiters and
diverse talent
SEMANTIC SEARCHING (EMPLOYER OR
SEEKER)
• Advanced analytics to match diverse talent
to career opportunities
• Incorporation of location, current trends,
word variations and other natural language
elements
PR OFESSION AL
D IVER SITY N ETW OR K
AFFIN ITIES
LGBT Professionals
Asian Professionals
Veteran Professionals
Latino Professionals
Female Professionals
Disabled Professionals
African American Professionals
6. MU LTIC U LTU R AL AMER IC A
Non-Hispanic white
64%
Hispanic
16%
African American
12%
Asian
5% Did not identify racially or
ethnically
3%
Non-Hispanic white
Hispanic
African American
Asian
Did not identify racially or
ethnically
Source: Bureau of Labor Statistics’ “The Employment Situation—June 2012”
U.S. Census data estimates that by 2050, 83% of the growth in the working age population
will be comprised of new immigrants and their children.
Continuing Population Shift Is
Changing The Professional
Workforce
6
7. 7
WOMEN’S
MEDIAN EARNINGS
80% OF MEN’S
78MM
WOMEN IN
LABOR FORCE
BY 2018
73%
WHITE COLLAR
IN 2013
8.6MM
WOMEN-
OWNED
BUSINESSES
NAPW Online
Networking Site
Connecting Emerging
Business Owners and
New Customers
Women are projected to make up
51% of the increase in the
workforce through 2018 and make
the purchasing decisions for
themselves and their families
Source: Catalyst.org
NATIONAL ASSOCIATION OF PROFESSIONAL WOMEN
8. STAR JONES
President
A well-respected, sought-after commentator and women’s
and diversity advocate, Star is a highly accomplished
attorney, former NYC prosecutor, entrepreneur,
businesswoman, philanthropist, best-selling author and
PDN/NAPW President.
Star’s guest commentator appearances provide national
exposure, promotion and credibility for PDN/NAPW in major
broadcast markets and online -- raising awareness of PDN
products and services, and creating new demand from
potential clients.
As the National Volunteer for the American Heart
Association, Star positively impacts the lives of all women by
empowering them to take action, stand stronger and join the
fight against heart disease.
PD N AN D N APW “ STAR ” POW ER
STAR J ON ES, PR ESID EN T
8
9. Professional Diversity Network has over 50 Diversity Organizations,
Not-for-Profits and Media Partners
STR ATEGIC PARTN ER SH IPS
ACCESSIBLE.ORG
10. PR OVEN R ESU LTS
“The McGraw-Hill companies have worked with iHispano
since 2005 to increase their diversity talent pipeline of
candidates, and Professional Diversity Network is our
go-to solution to build a diverse work environment.”
-Peter Castillo
Senior Director, Talent Acquisition
Inclusion & Diversity at The McGraw-Hill Companies
“Diversity is a core value of The McGraw-Hill Companies, and our
commitment to a diverse work environment spans generations. Today,
our reputation for integrity, quality and innovation depends on our
ability to transform the diverse experiences, perspectives and ideas of
our employees into outstanding information services and analysis that
meet the financial, education and business needs of our customers
worldwide.
I believe that we are at our best when the men and women of The
McGraw-Hill Companies work and thrive in a dynamic environment
where inclusion is encouraged, differences are respected, and diversity
is of paramount importance.“
Harold McGraw III
Chairman, President and CEO
10
11. D I V E R S I T Y R E C R U I T M E N T K E Y P E R F O R M A N C E I N D I C AT O R S
11
• 5.7 Million Professional Diversity Network
Users
• 7 million TCPA Opt-In Job Seekers
• Over 700,000 NAPW members
• Over 35,000 in-bound calls from jobs seekers
conducted weekly
• Eight affinity networking communities
• Extensive and growing diverse talent pool
• Premiere diversity recruitment resource to
leading employers
• Serving employers who are subject to EEOC,
Affirmative Action and OFCCP Regulations
mandating a diverse workforce
12. W H Y IN VEST IN PD N
• Balance sheet supported by $6.4 million in cash and short-term investments and over $56.1 million of
stockholders’ equity, gross profit margins of over 84% as of June 30, 2015
• We believe PDN is uniquely positioned to be the leading resource to reach and recruit diverse talent
among the audience of almost 72MM women and 55MM diverse Americans in the US workforce*
• Intensifying regulations to hire diverse candidates have increased employers’ need for diversity
recruitment outreach and hiring
• Increasing momentum: $10.3 million in unaudited sales bookings in the second quarter of 2015,
versus $1.2 million during the second quarter of 2014
• Registered users during in the first half of 2015 increased 44%, with over 5.7MM users in our user
base and over 700,000 in our NAPW database
• Proprietary technology now increasing web traffic, job seeker applications and operating efficiencies
• Currently providing diversity recruitment services for some of the nation’s largest employers
12* Source: Catalyst.org
13. 84% GR OSS PR OFIT MAR GIN Thr ough J une 30, 2015
ONLINE DIVERSITY RECRUITMENT
• Job Postings
• Online Recruitment Advertising
• Diversity Recruitment Compliance Services
• Career Fairs
NAPW MEMBERSHIP SALES
• Premium NAPW Membership Sales
• NAPW Promotional Services
• NAPW Corporate Sales
• NAPW Events
CAREER ADVISORY SERVICES
• Higher Education Lead Sales
• Data Sales
• Online Advertising
HIRE ADVANTEDGE
• Cost Per Qualified Applicant
• Additional Output of Career Consultation
• More Efficient Than Job Postings
14. 0
1,000,000
2,000,000
3,000,000
4,000,000
5,000,000
6,000,000
2008 2009 2010 2011 2012 2013 2014 2015
97,000
315,000
1,007,000
1,742,000
2,301,000
2,646,000
3,487,000
5,720,000
Registered Users Across PDN Network
1. Year ending December 31st of each year
2. 2015 data as of June 30
3. Does not include NAPW membership
4. Partner membership included beginning 2013
14
PD N R egis ter ed U s er Gr ow th
530,000 N ew R egis ter ed U s er s J une 2015
15. GR OW IN G D IVER SIFIED R EVEN U E C OMPON EN TS
OF PR OFESSION AL N ETW OR KIN G
• Digital Diversity Recruitment to Leading Fortune 1,000 Employers
o Leading diversity recruitment services for employers seeking to comply with regulations and build a
workforce reflective the nations multicultural plurality.
• Premium Memberships for National Association of Professional Women
o Over 60,000 members receive enhanced benefits for annual membership fee
• Education Referrals to Diverse Job Seekers
o Career counseling services to over 1 million job seekers annually, resulting in revenue from career
and education referrals
• Diversity Career Networking Events
o Producing 30 professional networking events held throughout the country, hosted and managed by
our recently acquired Events division
• Sales of Recruitment Services for Diverse Professional Organizations
o PDN operates job boards and distributes job postings and recruitment advertising for numerous
diverse professional organizations and websites
15
16. FIN AN C IAL H IGH LIGH TS
Through June 30, 2015
• Balance sheet supported by $6.4 million in cash and short-term investments over $56.1 million of
stockholders’ equity
• Gross profit margin of 84% in the first half of 2015
• Liquidity position provides resources to support long-term growth strategy
• Successfully completed two acquisitions in 2013 – adding technology strength, product offering
breadth, depth and growth of brand awareness
• Acquired NAPW in September 2014 and the assets of Global Outreach Ventures (Noble Voice) in
November 2014
• Unaudited booked revenues in the 2nd quarter of 2015 exceeded $10.3 million compared to $1.2
million in the same quarter of 2014
• Large and growing addressable market for diverse talent and professional networking
16
17. STATEMEN T OF OPER ATION S
17
Six Months Ended June 30,
(Thousands)
Change
(Dollars)
Change
(Percent)
2015 2014
Revenues
Recruitment services $1,603 $1,401 202 14.4%
Consumer advertising and consumer 136 869 (733) (84.3%)
Membership fees and related services 13,543 - 13,543 100.0%
Lead generation revenues 5,519 - 5,519 100.0%
Product sales and other revenue 300 - 300 100.0%
Total revenues 21,101 2,270 18,831 829.6%
Costs and expenses:
Cost of services 3,183 762 2,421 317.7%
Sales and marketing 12,095 1,560 10,535 675.3%
General and administrative 7,846 1,108 6,738 608.1%
Depreciation and amortization 1,805 184 1,621 881.0%
Total costs and expenses 24,929 3,614 21,315 589.8%
Loss from operations (3,828) (1,344) (2,484) (184.8%)
Other income (expense), net (52) 67 (119) (177.6%)
Change in fair value of warrant liability 92 13 79 607.7%
Income tax benefit 1,467 513 954 186.0%
Net Loss ($2,321) ($751) ($1,570) (209.1%)
18. BALAN C E SH EET
18
1. Other current assets include Incremental direct costs, prepaid license fee, and other prepaid expenses.
2. Other assets include goodwill and intangible assets net of accumulated amortization, merchant reserve, security deposits and other misc. assets.
Source: PDN
All Figures in Thousands
As of
June 30, 2015
As of
December 31, 2014
Assets $72,615 $74,592
Current Assets $10,972 $11,845
Cash and Short-Term Investments $6,426 $6,718
Account Receivables $2,780 $3,449
Other Current Assets(1) $1,766 $1,678
Fixed Assets $764 $875
Other Assets(2) $60,879 $61,872
Liabilities and Equity $72,615 $74,592
Liabilities $16,476 $20,950
Current Liabilities $14,815 $17,843
Long-Term Liabilities (Deferred taxes and rent) $1,661 $3,107
Equity $56,139 $53,642
Common Stock $145 $127
Paid in Capital $63,447 $58,646
Accumulated Deficit ($7,416) ($5,094)
Treasury Stock ($37) ($37)
19. GR OW TH STR ATEGY
Accelerating Revenue and Diversifying Client Base
• Grew revenue bookings from $1.2MM in Q2 2014 to $10.3MM in Q2 2015
• Diversified revenues in Q2 2015 with 497 customers utilizing our network and 320 in Q1
2015.
• Launched new products and services
- HireAdvantEDGE – Sourced and qualified candidate delivery product
- Corporate professional networking – Providing companies with an NAPW
membership for all their female professionals
- Paid premium memberships – NAPW premium memberships
Operational Excellence
• Implementing significant cost reductions by eliminating redundant functions and non-
recurring expenses related to acquisitions
• Recruited leading senior management, including Jorge Perez, recently Senior Vice
President of Manpower Group for the Americas
• Built and deployed new cloud-based CRM and networking site for NAPW
Continued Organic and Inorganic Growth
• Mature existing assets
• Leverage existing assets
• Seek additional value-added assets
19
21. BOAR D OF D IR EC TOR S
21
Donna Brazile
Managing Director of Brazile & Associates LLC
Donna Brazile is a veteran Democratic political strategist. She is the founder and managing director of
Brazile & Associates LLC, a general consulting, grassroots advocacy, and training firm based in
Washington, DC. Ms. Brazile also is an adjunct professor at Georgetown University, a syndicated
columnist for Universal Uclick, Ms. Magazine, and O, the Oprah Magazine, a television political
commentator on ABC and CNN, and the Vice Chair of Voter Registration and Participation at the
Democratic National Committee. Previously she served as interim National Chair of the Democratic
National Committee and former chair of the DNC’s Voting Rights Institute. In 2000, she was the first
African-American to manage a presidential campaign while working for Vice President Al Gore.
Randi Zuckerberg
CEO of Zuckerberg Media
Randi Zuckerberg is the founder and CEO of Zuckerberg Media, a digital and traditional media company,
and Editor-in-Chief of Dot Complicated, an online community helping us navigate and “untangle” our
wired, wonderful lives. Randi recently released her first books with HarperCollins, an adult non-fiction
book also titled Dot Complicated, which addresses the multifaceted complications of our socially
transparent world, and a children’s picture book, titled Dot. She also recently appeared on Broadway in
Rock Of Ages as Regina. As an early marketing executive at Facebook, Randi created and ran the social
media pioneer’s marketing programs. She led the company’s U.S. election and international politics
strategy and created Facebook’s live streaming initiatives during the 2008 Presidential Inauguration.
Randi was nominated for an Emmy Award in 2011 for her innovative coverage of the 2010 mid-term
elections that integrated online and TV coverage in unique formats.
22. BOAR D OF D IR EC TOR S
22
Daniel Marovitz
President of Europe, Earthport PLC
He is the President of Earthport, Europe and a member of the executive team of Earthport PLC, the
largest open network for cross border payments. He is a respected web entrepreneur, and banker. He
founded of Buzzumi, a software platform that helps consulting and advice-based businesses operate
online. From 2007 to 2011, he served as Head of Product Management and member of the board of
Deutsche Bank’s Global Transaction Bank. Previously, Daniel served as Chief Information Officer for
Investment Banking of Deutsche Bank and the Chief Operating Officer of technology from 2002 to 2007.
Mr. Marovitz joined Deutsche Bank in 2000 as Managing Director and Chief Operating Officer of the eGCI
group at Deutsche Bank. Previously, he was Vice President of Commerce at iVillage, an online women’s
network from 1998 to 2000. Mr. Marovitz also worked for Gateway 2000 where he served as the head of
Gateway.com from 1996 to 1998 and was the co-founder of Gateway’s Japanese subsidiary in Tokyo
from 1994 to 1996.
Star Jones
President and National Spokesperson – Professional Diversity Network
A former Senior Assistant District Attorney for the city of New York, Star Jones previously served as a
Legal Correspondent, Analyst and highly sought after Television Personality over the last two decades.
From 1997-2006, she was co-host of ABC’s hit daytime show The View. For her work in television, Ms.
Jones has received nine Emmy nominations. Also an accomplished author, Ms. Jones has written three
best-selling books and launched and supported numerous successful businesses. A prolific fundraiser for
philanthropic causes, since 2011, Ms. Jones has been the face of the American Heart Association's
(AHA) National Go Red efforts as a National Volunteer. Ms. Jones frequently lectures on a variety of
topics, including law, politics, race, gender equality, networking, women’s empowerment, pop culture,
fitness and heart health.
23. BOAR D OF D IR EC TOR S
23
Stephen Pemberton
VP & Chief Diversity Officer of Walgreens
Stephen Pemberton is a director. In 2011, he joined Walgreen Co., a retail pharmacy company, as
Divisional Vice-President and Chief Diversity Officer. From 2005 to 2010, Mr. Pemberton was Chief
Diversity Officer and Vice-President of Diversity and Inclusion at Monster Worldwide.com. Mr. Pemberton
is the author of the Best Selling Book, “A Chance In The World” and lectures across the nation on
Diversity and Inclusion in the workplace.
Andrea Sáenz
First Deputy Commissioner at Chicago Public Library
Andrea Sáenz is a director. Since May 2011, she has served as Chief of Staff for the Chicago Public
Schools. From August 2010 to May 2011, Ms. Sáenz was Board Resident at the U.S. Department of
Education. From July 2006 to August 2010, Ms. Sáenz was executive director for the Hispanic Alliance
for Career Enhancement, a nonprofit organization dedicated to the advancement of Latino professionals.
Prior to holding that position, she was a fellow at the University of Pennsylvania Fels Institute of
Government. Ms. Sáenz began her career at Congreso de Latinos Unidos, an organization focusing on
Latino-American communities.
24. BOAR D OF D IR EC TOR S
24
James Kirsch
Chief Executive Officer and Chairman of the Board – Professional Diversity Network
James Kirsch has served as our Chief Executive Officer and as a member of our management board
since 2008. Mr. Kirsch served as Chief Strategic Officer at AMightyRiver.com, a division of PDN from
2004 to 2008. From 1996 to 2001 Mr. Kirsch was the Chief Executive Officer of eSpecialty Brands, an
online retail company. Additionally, Mr. Kirsch served as Chief Executive Officer at iMaternity.com, the
ecommerce partner of iVillage.com from 1983 to 1996 and Manager, Vice President and Chief Operating
Officer at Dan Howard Industries, a vertically integrated retailer of apparel. Mr. Kirsch served as Mayor
Pro-Tem and City Councilman, Chairperson of the Finance Committee and Business Alliance in Highland
Park, Illinois from 2001 to 2013.
Barry Feierstein
Barry Feierstein is a business consultant who began his career at McKinsey and Company. In additional
to his consulting services he was employed at the University of Phoenix, an online institution of higher
learning and a wholly owned subsidiary of the Apollo Group from 2010 to 2014, serving as the Chief
Business Operating Officer. Prior to that, he served as Executive Vice President of Sales & Marketing for
Sallie Mae, a student loan service company, from December 2007 to November 2009, and Senior Vice
President of Private Credit Lending at Sallie Mae from January 2007 to December 2007.
25. SU MMARY C APITALIZATION TABLE
25
Shares Outstanding %
Common Stock 14,673,172 96%
Equity Awards1 358,857 2%
Warrants2 362,500 2%
Fully Diluted Shares Outstanding 15,394,529 100%
1 weighted average exercise price: $3.58
2 weighted average exercise price: $8.34
Data As of June 30, 2015