This document summarizes a project called HRValue.ru, which is developing a new talent management system based on complex competency analysis. The system will provide tools to help employers evaluate personnel and candidates, develop competencies, and detect talents. It will also offer professional orientation. The project aims to address current problems in talent evaluation and recruitment. It has a large target market and plans investments of $2 million, with a projected annual turnover of $468 million by 2018. The technology is based on multi-agent and ontology components.

1. Project «HRValue.ru»
Virtual Business Group , Ltd.*
*Project description in Skolkovo Community: http://community.sk.ru/net/1120311/

2. Project Overview
 Product description
HRValue – new-age Talent Management System
based on complex analysis of person’s
competences
HRValue perspectives:
 competences development (for personnel and
applicants)
 competences evaluation and talents detection
(inside and outside of company)
 knowledge management (development traction
diagrams)

3. Project Overview
 HRM Systems Market Share (RUS)
 0,5 billion$ in year 2012
 HRM Systems Market Growth (RUS)
 8,5% - average growth per year

4. Project Overview
 Investments
 2 mln.$
 Project turnover (planned)
 468 mln.$ in year 2018

5. Product
 Current problems
 Heavy expenses (time and costs) for personnel
evaluation and assessment
 Lack of tools for preliminary evaluation of candidates
 Lack of tools for assessment and development of
personal and professional competences
 Inefficiency of current services for company’s
personnel reserve formation
 Lack of professional orientation tools

6. Product
 HRValue solution- we propose online:
 System for independent evaluation of personnel and
applicants
 System for complex evaluation of person’s
competences
 Automatic system for competences profiles comparison
for employees and candidates
 Professional orientation system
 The system is based on new generation technologies (multi-
agents technology) that allows to organize the most effective
processing of external information (from social networks,
web, etc.)

7. Product
 HRValue for EMPLOYER :
General Needs Solution
To increase personnel Tools for personnel evaluation and
effectiveness assessment
To reduce personnel turnover Tools for quality preliminary evaluation of
To increase recruitment quality candidates and for personnel reserve
To save time and money for formation
recruitment and employees Tools for comparative analysis of
assessment competences profiles of candidates or
employees

8. Product
 HRValue for HR AGENCY:
General needs Solution
To increase companies' every Tools for quality recruitment
day activities, incl.: Tools for effective CV search and
•to reduce time for vacancies automatic vacancy composition
‘closure’ Tools for the first and preliminary
•to increase recruitment quality candidates evaluation
To extent the services range Tools for company’s employees
assessment

9. Product
 HRValue for CANDIDATE:
General needs Solution
To get independent Tools for complex and independent
competences evaluation competences evaluation
To inform about personal and Tools for effective job search, incl.
professional characteristics professional orientation, automatic
To have effective job search search based on competences
evaluation results, etc.

10. Product
 HRValue for NEWCOMERS:
General needs: Solution:
To get competences Tools for complex and independent
evaluation competences evaluation
To make right professional Tools for professional orientation
choice Tools for effective CV composition and
To get the most proper resulting job search
vacancies

11. Product
 Advantages for customers
 Reduce costs ($) and time for personnel evaluation and
assessment
 Help to arrange employers placement right
 Give the possibility to evaluate and compare candidates
before personal meeting
 Provide independent online assessment tools for individual
competences analysis and determine possibilities for
further professional, personal growth and development
 Process information from open sources to integrate it into
general evaluation
 Arrange individual professional diagrams for right
profession choice

12. Market overview
 Market segment and project niche
Market:
 Human Resources Management
Systems
Niche:
 Talent Management
 Online recruitment

13. Market Overview
 Customers:
 HR agencies
 Employers
 Candidates
 Freelancers
 Newcomers

14. Market Overview
 Market volume and dynamics (RUS)
$mln.
year
*based on online assessment & evaluation tools
Sources: Gartner, Inc., TADVISER, International Data Corporation (IDC), HeadHunter Analytic

15. Market trends
 Modern global trends
 HRMS market active growth
 Big players intensify their client bases and
keep the leadership
 The extension of ‘breed-of-breed’ decisions,
new players arrival
 M&A on secondary market
 Growth catalyst– solutions in Performance &
Talent Management segment

16. Market trends
 Growth: volume, growth rate
Global HRMS market:
 7,5 billions$ in 2011
 11 billions$ in 2016
 Average growth per year 8,1%
Talent management solutions:
 The most growing segment
 Average growth per year 16,5%
 4 billions$ in 2012

17. Benchmarking (Global)
Project Name CV/ Vacancy Competences Video- services (video- Testing and appraisal
Search Analysis CV, video-vacancy, tools for candidates and
video-interview) employees
Oracle Taleo + + - +
+ - - -
TalentPinATS + - - -
+ - - -
The + + - +
Assessment + - - -
Team
HRVALUE.RU + + + +
+ + + +
Grote Approach + + - -
+ - - -
BizX Suite + + - -
+ - - -
Project Name SaaS Competence Semantic analisys of Professional orientation
profiles open source data system
comparison tools

18. Benchmarking (RUS)
Project Name CV/ Vacancy Competences Video- services (video- Testing and appraisal
Search Analysis CV, video-vacancy, tools for candidates and
video-interview) employees
HeadHunter + - - -
+ - - -
Axes Pro + + - +
+ - - -
Superjob.ru + - - -
+ - - -
HRVALUE.RU + + + +
+ + + +
SHLTools - + - +
+ - - -
Ontarget.ru + + - +
+ - - -
Project Name SaaS Competence Semantic analisys of Professional orientation
profiles open source data system
comparison tools

19. Key Advantages
 Technology
3 key components:
 Multi-agent technology for evolvable model
arrangement (the usage of complicated intellectual
analytical and comparative tools, controllability of
events in real-time)
 Ontology for dynamic criteria addition (based on
semantic Web)
 Basic platform (Integration module for open source
data processing, scalability, reliability, stability,
confidentiality, rendering)

20. Key Advantages
 SWOT
 High experienced team  Need for Co-investments
 Unique approach for HR services  Fragmentation and various perspectives
 Huge range of target groups of evaluation and assessment methods
 Generated demand  Complicated technology
 Project support on government level (the  Long development process
participation in Skolkovo Project)
Слабые стороны
Weaknesses
Strengths
 The possibility of global and quality  Cost increase (time and money)
changes in talent management sphere  Key team players change
 The increase of competitiveness for  Technology copying
young specialist on labour market
 Growing market
 Fast scalability of product
 Product replication possibilities for other
sphere
Opportunities Threats

21. Key Advantages
 IP protection
 Patent application (RUS) in preparation
process (mathematical algorithm of
semantic search with ontology
application)
 Authority certificates (the application is in
preparation process)
 Know-How protection

22. Development model
 Business Model
 Non-exclusive licensing (payment for SaaS access)
 Subscription (modernization, updates, etc.)
 Pay as you go – freemium model- free basic services and
payments for advanced options (for employers and hr-
agencies chargeable access, for candidates- 95% services
are free)
 Partnership programs – “pay for performance” – motivation
for purchasing
 Integration with vendors and key BI & HRMS players in part
of Talent Management module

23. Development model
 Business model
Services Average price, $ Comments
Non-exclusive license ~850 per year System usage in separate
cloud
Subscription ~200 per year* by request
*per 1 license
Services for employers/ 650-1350 per Assessment, evaluation,
hr-agencies month recruitment, candidates base
Applicants/candidates/free free up to 95% of services
lancers/newcomers
Module integration ~17000 by request (price could be
changed)

24. Development model
 Marketing
Get customers Strategy: What to do:
(demad creation) Awareness, Interest, Websites, AppStore, SEM/SMO,
Acquire, Activate email, Blogs, Social Nets, PR,
Reviews, Free Trials + Earned and
Paid media (offline)
Keep customets Strategy: What to do:
Inteact, Retain Customization, User Groups, Blogs,
Online Help, Product tips, Affiliates,
Loyalty programms, product
updates, etc.
Grow customers Strategy: What to do:
New revenue, Refferals Upgrades, Contests, Upsell,
Cross/Next Sell, etc.

25. Project assets
Supercomputer * usage for system testing and
system algorithm check
*provided by National Research University
(named after Bauman N.E.)

26. Investments
 Investments structure
 The total project investments -2 million $
Referrals:
45% Product development
Platform development and upgrade, social и mobile Apps,
Mobile/Social Apps, integration with leading methodics in HR, etc.
35% Organizational and marketing:
Production capacity extension, Technology extension, Staff extension,
Partners extension, Abroad extension, IP protection
20% R&D works
Own R&D works in the field of IT technologies, Abroad competitive
market research and technology adaptation, The development of
own unique method based on international experience – the
extension of product and services range

27. Investments
 Investments proposal
 0,5 mln.$ - invested by shareholders
 1,5 mln.$ - required from co-investors*
(*Project share TBD)

28. Project safeguards
 Risks
 Priceand time growth
 Key team players change
 Technology copying
 Project safeguards
 Modern project management tools, terms
and conditions fixing (time, price, etc.)
 Motivation schemes (options for key players)
 IP protection

29. Key Team Members
Denis Klimatchev Igor Syromiatnikov
СТО Business Analytic
PhD, more then 10 Department
years in complicated IT doctor of psychological
projects development, Sciences, professor, more
has the number of then 100 science works in
authority certificates the field of HR and
psychology
Irina Rynda Aleksandr Raikov
СЕО Mentor, BI Systems Expert
Finance management, Director of Analytical Agency
Moscow University “New technologies”, author
OU Great Britain – of many scientific
Strategic and researches and published
Innovations works in the field of artificial
14 years in Project intellect, HR and corporate
Management management

30. Contacts
THANK YOU FOR ATTENTION!
Irina Rynda,CEO
www.hrvalue.ru
Email: ir@hrvalue.ru
Mobile: +79031022799
Skype schumi--