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seeking executive and professional positions. Two sample brochures are included in this proposal package for your reference. Ms. Beers, Ms. Stevenson, or Mr. Lewis will also design an effective advertising campaign appropriate for a General Executive Recruitment. Our broadest outreach comes through our active social media involvement on Facebook, L.inkedln, and Twitter, where upcoming and current positions are posted. Sources such as lVestem City Magazine, PublicCEO, and the Careers in Government website will be used to reach an extensive local government audience, while position -specific postings will be chosen to attract candidates who have built their careers in and are committed to the General Executive Recruitment field. Bob Murray & Associates does not typically place ads with job aggregators or general job posting sites such as CareerBuilder, Monster, or Indeed, as we have found that the broad reach of these sites does not necessarily lead to quality candidates for executive and professional positions. Reathint; Dioerre CanAuiate.i Bob Murray & Associates, a woman- and minority -owned business, is proud of its commitment to attracting and placing diverse candidates. Not only do we place advertisements with websites designed to attract minority and female candidates, but our President, Valerie Phillips, is a member herself of many diversity -focused organizations including the Local Government Hispanic Network, the League of Women in Government, the Professional Women's Network, Mexican Professionals, and Women Leading Government. She networks frequently with fellow members to gain insight into which potential candidates are leaders in their field. Ms. Beers, Ms. Stevenson, or Mr. Lewis will seek to reach candidates in communities and organizations with demographic profiles and populations served like that of the City of Santa Ana, to maximize the potential for individuals from a wide variety of backgrounds, cultures, and life experiences to be considered for a General Executive Recruitment position. STEP 3 RECRUIT CANDIDATES The strongest candidates are often those who are successful and content in their current positions and need to be sold on a new opportunity. Out extensive network of contacts, developed through over 1,400 successful placements, is a primary source for identifying and obtaining referrals for these candidates. Our in-house database of 40,000 current and former executive and professional candidates is a valuable resource that can only be built over time —time that we have invested into perfecting our process for finding the right candidates fox our clients. Our aggressive outreach efforts are focused on phone calls to personally invite potential applicants, answer questions, and allay any reservations, and these efforts are essential to the success of a General Executive Recruitments recruitment. STEP 4 SCREEN CANDIDATES Following the closing date for the recruitment, Ms. Beers, Ms. Stevenson, or Mr. Lewis will screen all resumes we have received, using the criteria established in the candidate profile as a basis upon which to narrow the field of candidates. Internal candidates receive sensitive consideration, and Bob Murrm & Associates Proposal for the Ory of smiul Ana Page 3