1.

About WLG
2. WLG in numbers - done
3. Clients about WLG - done
4. What makes WLG stand out in the Polish market
5. Case 1
6. Case 2
7. Case 3
8. Thank you slide with contact details

4 What makes WLG stand out in the Polish market

1. No conflict of interest between our clients /Go unlimited (we are missing funky title here to align
with the rest of titles

We carefully select the portfolio of clients, ensuring that there is no conflict of interest. By doing
so we are able to provide full access to the needed pool of candidates. When a recruitment
agency signs a new client, pitching their employees for another job offer is perceived as unethical
and can breach the contract.

More clients from similar niches mean more curved-out markets being available for them, which
doesn't give the company access to the best candidates, just those who are not yet off-limit.

IT IS GOING TO BE 2ND SLIDE WITH CASE STUDY, BUT THEY WILL GO ONE AFTER
ANOTHER Our client decided to expand their Calypso team to the Polish market and hire
multiple Calypso Developers and Business Analysts. Even though the client had 5 vendors in the
Polish market, no one besides WLG could support them.

Only 4 companies on the Polish market have Calypso specialists on board: Luxoft, Accenture,
UniCredit, and PKO BP. All of them were clients of other vendors; hence no candidates could be
provided due to being off-limit. WLG was able to source the best candidates from the whole
market for the client, and candidates were thrilled about the new opening and opportunity to
expand their careers outside of those 4 companies.

2. Full immersion

We become an extension of the client's HR department. Our method is to understand the needs of each
manager outside of just the job description to ensure the best ratio of CVs sent/hired. We learn about
soft skills, personality traits, and all the things which are not on paper.

Our recruiters dedicate their time to shadowing the interviews conducted by the client. It allows not just
matching the feedback on the candidate with his behavior but also learning the most about the project
and team. We use this information to make candidates interested and excited for the role by giving them
a deep dive. We can eliminate nonfit candidates for the team and the manager during the WLG
interview. It saves team time only by interviewing the most relevant candidates genuinely interested in
joining the team.

3. The world is our oyster.

WLG has a highly diverse team of people from different backgrounds and countries. It gives us
an opportunity to look at each challenge from different angles and explore the world of
candidates without bias. Once there are no skills or budget-matching candidates in the Polish
market, we map the world to our clients and hunt the best matching people in other countries;
 from Belarus to Brazil, we can identify, hunt, and relocate the right person. (world map with all
locations)

4. Turnkey service

IT is our specialty, but we ensure our clients can have it all. We help to hire for all office support
functioning roles: office manager, recruiter, and account payable. We also assist with relocation
and obtaining the appropriate permits for foreign candidates. WLG provides clients with all
necessary market insights, mapping, and salary reports.

5. No 9 to 5 mentality

We are here when our clients and candidates need us. Being ‘quick out of the blocks’ is ingrained
in our culture. It doesn’t matter if it’s the last thing on a Sunday night or 6.30 am on a Friday
morning; if it needs to be done, we’ll be available and get cracking.

6. Nonconformist sourcing

We are closely working with an IT community to bring on board IT specialists who are not on the
radar of other recruiters. 32% of hires we make are done via the IT community; it is specialists
who have very little or no social media presence. They do not apply for jobs or are actively
present on Linkedin (not filed profiles with less than 100 connections).

GitHub, AngelList, Stack Overflow, Followerwonk in many other tools our recruiters are trained
and actively using for the right candidate hunting.

Case study 1: Hire top 1% of Machine learning engineers.

AI lab for Bytedance (Chinese parent company of TikTok)

Decided to open their AI lab in Warsaw, Poland. Two agencies have been chosen to support them. We
introduced the client to Polish Investment and Trade Agency (PAIH) to get support with the most suitable
government tax advantage program.

Bytedance only hires 1% of top candidates from the market. We were focusing on finding the best
Machine Learning and Cloud specialists. We needed to map the market and identify the most relevant
companies to hunt from, like Google, Amazon (Alexa), Yandex, and Spotify.

Lengthy 6 steps interview process with challenging whiteboard tasks. We closed over 70% of opened
positions, with 23 successfully hired within 8 months.

Case study 2: Quick acceleration and scaling of the operation

Equinix R&D center - The company is a leader in global colocation data center market share and
specializes in Internet connection and data centers.

Equinix opened its R&D center in Warsaw with the plan to hire 150 IT specialists within the first 18
months. WLG has been chosen together with one more recruitment company. 68% of roles have been
closed by our agency, with no candidates leaving within the first 18 months of their employment.

We helped client also with all non IT hires related to office function roles.
Because of the success, the contract has also been expanded to support their Data Center recruitment
needs.

Case study 3: Rapid growth with high candidate retention rate

BEC Financial Technologies is a full-service Danish IT house that supports 55 Danish banks.

We have been cooperating together since 2018. From the beginning of our cooperation, the company
had 120 IT specialists in Poland. As of this year it has grown to over 600 people. The client has 5
vendors simultaneously, eliminating the 2 lowest performances every year. WLG has had the highest
number of successfully closed roles within the last 1,5 years. We support clients with permanent
recruitment and staff augmentations at the same time.

116 active contractors (100% prolongation of all agreements in 2022)

55 placements in 2022 (9 of them with relocation from a different country with the support of paperwork
from our side)