FINDING THE BEST FOR THE BEST

1. FINDING THE BEST FOR THE BEST Our commitment to both the employer and the employee

2. Finding the Best for the Best • We have a strong commitment and genuine passion for providing our clients with the absolute best available and most suitable candidates for each assignment • In parallel we have the same commitment and passion to ensure that each individual candidate gets the best possible professional challenge

3. Finding the Best for the Best • Our target is always to be the perfect match-maker leading to win-win recruitments for both employer and employee • This is done by classic headhunting through modern methods and tools

4. The recruitment process 1. Analysis and description of position 2. Identifying candidates 8. Continued relation 7. Follow-up 3. Interviews The recruitment process 6. Employment 4.Presentation 5. References

5. A recruitment process is successful when • The candidate’s experience and competence match the role and responsibilities of the position • Employer and employee will satisfy each others needs for fresh knowledge and competence • The potential exists for the candidate and his/her future colleagues and managers to understand each other on a professional and personal level and work well together

6. Core Competence • We specialize in narrow and hard-to-find profiles, both specialists and managers • We identify and attract high performers with solid experience and track record in their field of work

7. Experience Excellence Ethics • We always perform a far reaching fresh and genuinely active search for each single recruitment in order to find absolutely the best people available • We never just rely on advertisements, database search or historical contacts • We believe that a successful recruitment cosultant needs substantial professional line/staff experience in a senior position in order to understand the complexity and volatility of corporate citizenship

8. Experience Excellence Ethics • Ethics is a key-word in all our processes • Our responsibility is to minimize risks in the human capital of our clients • Intense checking of candidates background and values is crucial

9. Ethical conduct • Client and candidate information is treated in strict confidence, and is used only in order to secure a successful recruitment process • We are striving, at all times, in a professional way, to guarantee an ethically correct treatment of client and candidate • We work in a non-discriminatory manner

10. Search Alliance • Established 1999 • Assignments mainly in • Scandinavia • UK • France and • Germany • Special competence in Banking/Finance and Telecom

11. www.searchalliance.se/ mobil.searchalliance.se Our website has 2 000 — 4 000 unique visitors per week, and approximately 200 new CV:s are entered each month by highly qualified professionals.

12. Clients • Our clients are both global corporations and smaller companies • Our client list is a sign of trust and a proof of our professionalism

13. ABN-AMRO Bank Alfred Berg Fondkommission Assi Domän/Sveaskog Finance Atlas Copco Internal Bank Automat annonsbyrå AWAPatent Axcom Åkerlund & Rausing Bambino MAM Banque Invik Basisbank A/S, Cph Bredbandsbolaget Brummer & Partners Kapitalförvaltning Buena Vista Home Entertainment Carnegie Kapitalförvaltning Cellstar Intercall Citibank, Stockholm Citigroup, London Credit Locale de France Custos Elekta Electrolux Enskilda Securities Enskilda Juridik EQT Folksam Kapitalförvaltning Regeringskansliet – Näringsdepartementet Samsung Electronics SBAB SCA SCA Finance SEB Merchant Bank Siemens Skanska Financial Services Skandiabanken Softronics Svensk Exportkredit, SEK Svolder Swedish Match Treasur Syntell AB (tid. LSC Int’l) Sörab Tilgin AB Toshiba Triton Advisers Trr (Trygghetsrådet) Utfors UBS Global Volvo Aero Vodafone AB Client List • Fujitsu Siemens • Föreningssparbanken • Grey Momentum • ICA Ahold • Industri Kapital • Intermediate Capital Nordic • i3microsystems • KOMREV • KPMG • Lazard Sverige • LG Electronics • Leimdörfer & Partners • Länsförsäkringar Liv/Bank • Merrill Lynch Luxembourg • Morgan Stanley Dean Witter, Sth • Morgan Stanley Dean Witter, Ldn • Moulinex • Nextlink • Nordea FSS • Nordea Markets • OKQ8 • Optiroc AB • Procuritas • PWC PricewaterhouseCoopers • Rydin & Carlsten Advokatbyrå

14. Katarina Ericsson has worked as a specialist and consultant within recruitment and resource planning since 1988. Katarina’s previous profession was as HR Manager at Citigroup. Main tasks were i.a. recruitment processes, resource planning, compensation, education and redundancy issues. Katarina has studied behavioural science and psychology at Stockholm University. She is a hired consultant at Trygghetsrådet (redundancy body of Sweden’s employers’ federation), to perform interview coaching and reviews of individual job applications. Lars Lundgren has a deep experience in establishing and managing sales and marketing organisations on a Scandinavian and Pan-European level. During the period 1991–1999 Lars worked as Nordic Sales Director at Nokia Mobile Phones Scandinavia AB and as General Manager Marketing & Sales at Sony International GmbH in Germany. Lars has been a hired speaker at Uppsala University, teacher at IHM and a consultant at Trygghetsradet (redundancy body of Sweden’s employers’ federation) to perform interview coaching and reviews of individual job applications. Lars has a MBA from Uppsala University. Co-founders and partners Katarina and Lars

15. FINDING THE BEST FOR THE BEST Through high standards of Experience Excellence and Ethics