1. The Horde
A Lifetime Community
Focused on Career Development
Business ModelCanvas
February 23, 2014

2. The Horde
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Business Model Canvas Hypothesis
Vision
The vision of The Horde is to build a cradle to grave career development and management
platform through its three (3) [companies] MyHuntPath, SearchPath and Ironwood. This will be
an inclusive global community to support and teach top performers the strategies for effective
career development and management. We will teach individuals to think and act like a
headhunter for their own careers by instilling core fundamentals of the industry.
We start by helping individuals choose the best educational path, and we support them in
securing internships and first jobs. As their experience develops, we continue to coach and assist
them in managing their careers through MyHuntPath. As the individual progresses in their
career, we may be able to place them with key clients through our management search firm,
SearchPath International. The top performers eventually grow in to leadership roles, and
SearchPath will become their partner in sourcing the top talent needed to advance and grow
their companies. As they continue to advance into upper level management, our executive
search firm, Ironwood, will partner with them to manage their careers until retirement. Along
the way, a select few will choose to join us as headhunters through SearchPath or Ironwood.
Key Activities
 Career Management – Coaching any person to manage their own long-term career through
MyHuntPath.
 Management Recruiting – Placing professionals in roles for a fee through SearchPath.
 Executive Search – Placing senior level executives in roles for a fee through Ironwood.
 Franchise/Partner Opportunities – Creating entrepreneurial opportunities for people who
want to do management or executive recruiting through the SearchPath franchise system
(RLLS) [what is RLLS?] or an Ironwood Partnership.

3. The Horde
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Business Model Canvas Hypothesis
Value Propositions
Each activity is tested and proven. Over 100 franchises have been sold and have generated
millions in franchise fees and royalties in recruiting efforts. The career management program has
over four years of program delivery. Revenue opportunities exist in each activity. All platforms
are disruptive and focused on creating a truly different model in each space. Each platform has
a recurring revenue model through membership fees and royalties offering a long-term revenue
stream
 Individual Career Management:
o The average college graduate will have 14-18 jobs in their lifetime. They need
to think and act like a headhunter in order to place themselves in roles they
want to enhance their career. Professional headhunters may be able to help a
few, but the majority will be individually responsible for reaching their career
goals. MyHuntPath will use internet-based technology to provide tools to
teach them how to think like a headhunter in order to manage their lifetime
career.
o Teaching individuals to be proactive job hunters verses reactive job seekers
will assistthemthrough each step of their careers toward reaching their goals.
MyHuntPath provides lifetime, self-directed individual career management
tools with professional support.
o Regardless of age or status, every individual should take control and manage
their career; MyHuntPath is a valuable tool for everyone in the workforce,
from hourly workers to CEOs.
 Management and Executive Search:
o SearchPath and Ironwood offer a client-centric approach to recruiting that
highlights the performance of both the search firm and the placed candidates.
We support an aggressive approach to overall growth, building a culture
where we support and develop our community (our key clients)at the expense
of the competition.
o We build lifetime relationships with Career Management participants along
with SearchPath clients and candidates to promote the opportunity to
cultivate careers and companies.
o SearchPath and Ironwood are loyal to their key clients building and mentoring
them through their growth in talent acquisition; they are relentless in their
pursuit to find top talent for those in their inner circle.
 Franchise/Partner Opportunities:
o Career management, whether it is through MyHuntPath, SearchPath or Ironwood,
develops a constant funnel of prospects that may select a career as a headhunter and
choose to join our team or become a franchisee.

4. The Horde
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Business Model Canvas Hypothesis
Customer Relationships
 Career Management internet portal
o Content developed by experts in the career management field
o Ability to manage contacts from college to retirement
o Personalized coaching sessions and group presentations
 Search professionals will develop relationships with top performers (clients and candidates)
in all industry segments and functions on a global scale.
 As a franchisor, franchisees operate with guidance as needed from franchisor.
Customer Segments
 Individuals from college (or even High School) to retirement who want to take charge of their
career journey throughout their lifetime. (MyHuntPath)
 Companies seeking industry impacting talent from entry level to executive suite and beyond.
(SearchPath/Ironwood)
 Individuals seeking new job opportunities from entry level to executive suite and beyond.
(SearchPath/Ironwood)
 Entrepreneurs seeking a business platform in the executive search industry. (SearchPath)
Channels
 Career Management:
o Partnering with various educational focused organizations such as high schools,
universities, Greek life (fraternities, sororities), career centers, alumni associations,
economic development organizations, sports teams, civic and non-profit
organizations.
o Growing to partner with professional organizations and national-level organizations
 Management/Executive Search:
o SearchPath and Ironwood headhunters directly reaching out to both the client and
candidate side
o Partnering with all other talent acquisition firms
 Franchise Opportunities:
o Career management participants who want to work in recruiting
o Direct sales and recruiting
o Specific franchise marketing organizations
 Increasing Social Media presence for all these companies

5. The Horde
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Business Model Canvas Hypothesis
Key Resources
 Experienced management team with extensive record of driving revenue and delivering
profits.
 Technology infrastructure for career management portal is 90% completed and launched.
 Existing distribution channels through search and recruitment.
 All concepts outlined in the overall Horde concept have been proven and validated and are
generating revenue
Cost Structure
 Career Management:
o Final development and maintaining online portal.
o Coaching sessions.
o Cost of acquiring participants through online marketing, social media, or direct sales
and promotion.
 Management and Executive Search, Franchise Opportunity:
o Identifying new prospects.
 Career management program will be leveraged.
 Establishing an industry leading referral program within the current franchise
system
 Development of programs to enable young entrepreneurs to launch careers in
search.
 Direct sales and promotion
o Services and training will be delivered via a one-to-many concept to minimize costs.
o Operational costs scale with number of franchises and search consultants.

6. The Horde
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Business Model Canvas Hypothesis
Revenue Streams
 MyHuntPath
o Membership fees
 Internet application
 Smartphone application
o Job Postings
o Events
o Referral fees
 SearchPath International
o Fees for services (placements)
o Franchise Fees
o Royalties
 Ironwood
o Fees for services (placements)
o Partnership member fees
o Management fee based on revenues

7. The Horde
I
Business Model Canvas
Key Partners
 Platform Developer
 Professional Firms –
Lawyers/Accountants/etc.
 PR/Marketing Firm
 Key Advisors
 Strategic Partners
 Investors – Equity/Debt
Financing
Key Activities
 Career Management
 Management Recruiting
 Executive Search
 Franchise Opportunities
Value Propositions
 Lifetime Career Manage-
ment & Coaching
 Superior and loyal client-
centric talent acquisition
services
 Relentless pursuit of talent
 Entrepreneurial
opportunities
Customer Relationships
 Lifetime relationships from
college to retirement
 Personalized coaching
 Contact management portal
 Long-term and loyal client
and candidate relationships
 Franchisor training and
support to franchisees
Customer Segments
 Individuals from college to
retirement
 Companies (Clients) seeking
talent
 People (Candidates) seeking
new job opportunities
 Entrepreneurs seeking a
business opportunity
Channels
 Educational focused
organizations
 Professional organizations
 Industry specific companies
 External recruiting firms
 Direct sales and recruiting
Franchise marketing
organizations
 Social Media
Key Resources
 Experienced management
team
 Technology portal
 Existing marketing channels
 Proven concepts generating
revenue
Cost Structure
 Completion of portal
 Coaching sessions
 Acquiring participants
through social media,
marketing
 Referral programs
 Direct sales and promotion
 One to many concept to
minimize expenditures
 Referral fees
 Fees for placements
 Franchise fees
 Royalties
 Partnership member fees
 Management fees
Revenue Streams
 Membership fees
 Job postings
 Events