1. REQUEST FOR PROPOSAL
FEBRUARY 2009
FOR MARK CUBAN
Healthcare Recruitment Services
Offered By:
Healthcare Recruitment Company (HRC)
Dallas, TX
herihudson@aol.com

2. Dear Mr. Cuban,
We would like to take a moment and thank you in advance for reviewing our
proposal.
Your idea is an incredible one, and a remarkable show of character. It does
not matter what company(s) you choose to invest in, (Even though I would
love it if it were ours!), what matters is that you are choosing to do
something.
I appreciate your random act of kindness, and I hope it inspires others to do
the same and pass it forward.
On a side note, this proposal is for an existing company. For our clients’
confidentiality, we have changed the name to a generic name. We have put
everything else in the open for all to see, as only our name was changed.
Although this is an existing company, we are a small company. We have
gone through all of the start up headaches, and are in a position to expand.
What we are lacking is the funding to do so. The opportunity presented here
is outstanding, but unfortunately we do not have the means to put the plan
into action. As you will see in this proposal, by investing in us and our
company, your risk will be minimal and your reward great.
Thank you again for your time and generosity. Good luck on your search!
Now, please turn the page to see an incredible proposal and an outstanding
business plan!
Thank you,
Amanda (one of the two owners)
herihudson@aol.com

3. Mark Cuban
Request For Proposal February 2009
TABLE OF CONTENTS
1. Why Invest in Healthcare Recruitment Company
2. Summary of Qualifications
3. Methodology to Prospective Clients
4. Summary to Prospective Clients
5. Cost Breakdown
6. What We Offer Our Employees
7. Projected Owner Revenue
Healthcare Recruitment Company Page 1

4. SECTION 1
WHY INVEST
IN HEALTHCARE
RECRUITMENT COMPANY

5. Mark Cuban
Request For Proposal February 2009
WHY INVEST IN HEALTHCARE RCRUITMENT
COMPANY
Why invest in Healthcare Recruitment Company? Why not?!
This is an industry that is recession proof, and actually has more business during an
economic crisis, but at the same time has a huge shortage of professionals. HRC will
create jobs nationally on multiple levels, which will help boost the economy. This is an
existing business where the owner has years of experience, and is one of the best in the
country. HRC already has existing clients nationally and national connections, so with the
right funding, this company can hit the ground running and produce quickly and in high
volume. This is not a company that needs to grow by advertising. Actually, this business
does best on word of mouth and referrals.
There is little overhead, as this company is run virtually. With an excellent tracking
database, and daily goal and production calls, we can monitor the production of all
employees. Going virtual opens the door to more money in the owners’ pockets, more
money for the employees, more money in the clients’ pockets, and gives us a national
opportunity for employment.
During hard economic times, the healthcare industry suffers. When times are tough, more
people go to see the doctor. This would be okay and would actually help the healthcare
industry, but currently there is a major shortage in healthcare personnel. As the Baby
Boomers continue to age, there is even more of a demand on healthcare professionals. For
instance, Baby Boomers visit a hospital on average four times more than all other patients.
Hospitals are understaffed and patients are not getting the care they deserve or need. Wait
times are long, doctors are unavailable, and allied staff is overworked. That is where HRC
comes into play. Our marketers find needs at healthcare facilities, get a detailed profile of
the positions, offer them an incredible low price to fill those positions, and work closely
with recruiters to fill those positions. We are changing the lives of all levels of staff and
patients every time we fill a position. We help alleviate the stress put on the allied staff,
the facility, and we are giving that facility the opportunity to take care of the patients the
right way. Patients are not just a number anymore; they are actual people who have
doctors and staff who can now give them one on one attention.
HRC is also creating jobs nationally by the staff we employee. We will continually have
new positions available for recruiters and marketers as the company expands each month.
This is also a company that can expand into other fields as well. This will open up even
more employment opportunities, and will put more money into the economy and the
owners’ pockets. There are other medical recruiting fields that can be added, and we can
even add other professional fields. This is a company that can always be expanding.
Healthcare Recruitment Company Page 3

6. Mark Cuban
Request For Proposal February 2009
WHY INVEST IN HEALTHCARE RCRUITMENT
COMPANY
As everyone knows, there is a nursing shortage that has been growing for the last decade.
It is predicted that by the year 2014, there will be a shortage of 1.2 million nurses. As huge
as this is, that is only part of the allied health shortage. By the year 2020, it is predicted
that there will be a shortage of allied health professionals that will equal 1.6 million to 2.5
million. Out of the 30 fastest growing occupations, more than half are allied health. The
professionals are there, the medical facilities are in need, and HRC is the way to put them
together and fill the shortage.
Healthcare Recruitment Company Page 4

7. SECTION 2
SUMMARY OF
QUALIFICATIONS

8. Mark Cuban
Request For Proposal February 2009
SUMMARY OF QUALIFICATIONS
What sets our Healthcare Services apart from other sources is that we understand that no
two facilities are exactly alike. We work to ensure that your needs are fulfilled by pairing
up our internal staff to focus on your specific individual needs. By pairing a dedicated team
of recruiters and account manger(s) with you and your facility, you experience a consistent
level of quality and quantity to each and every need that you have. Prior to submitting a
candidate to you for consideration, they are thoroughly reviewed and discussed by the team
of account managers and recruiters that are assigned to your particular facility. By
reviewing each employee’s qualities, skills and personalities, we work to create a tailored
match to your facility’s requirements and specifications. We also realize that each
department within a facility has a personality of its own and that, coupled with the
technical skills of the prospective employee is what makes the difference between a short
term fix and a long term solution to your staffing needs.
At HRC, our strategy in recruiting focuses on the ability to find quality candidates in the
most effective way possible. We realize different modalities require different methods of
recruitment; however, the basic model of recruiting does not change. Therefore, we are
able to offer a low flat rate without disturbing the quality of candidate that we provide to
the facility. You will never incur any additional recruiting costs other than that of the
contingent flat fee of $10,000.
Healthcare Recruitment Company Page 6

9. SECTION 3
METHODOLOGY TO
PROSPECTIVE CLIENTS

10. Mark Cuban
Request For Proposal February 2009
METHODOLOGY TO PROSPECTIVE CLIENTS
Once a need has been identified our Marketers spend time with your facilities hiring
managers to identify the exact type of individual for your facility. This includes not only
identifying the skills required but also the personality necessary to fit into your already
existing team of professionals. Our thorough attention to detail is only one of the reasons
that our clients are glad to have us serving them. Our four-tier approach describes how we
have been successful at recruiting healthcare individuals 97% of the time.
Four-Tier Approach: HRC energetically seeks out and attracts superlative people
and then methodically evaluates them thoroughly for client suitability.
Tier One: Identification, Qualification and Behavioral Interview
Our Sourcing department identifies candidates via several methods to include: online
searches, cold calling into top competitors, candidate call-ins, referrals, direct mail outs
and multiple internet job postings sites. Once our Sourcing department has completed the
Candidate Behavioral Interview which identifies personality traits, skill level, money
verification, geographic preference and availability they are handed over to the Recruiters
who are assigned to your specific department or area within the facility.
Tier Two: Skill Assessment and Career Opportunities
Our Recruiters examine the candidates, qualifications in detail, and review the Behavioral
interviews answers and comments. In further conversations, our recruiters examine work
history, interpersonal skills, career goals, work habits and explain career opportunities. At
this stage references are checked
Tier Three: Credentialing and Background Checks
Our Credentialing Department validates all credentials, licensure verification and
certifications along with expiration dates. Once the official offer is made by the client to
our candidate a criminal background check is run. Our applicants’ references are checked
and credentials validated prior to submitting to your positions.
Tier Four: Client and Candidate Personality Profiling
Our Marketer reviews all documentation from steps 1-3 and talks to the candidate about
our client, the working environment, expectations and opportunity. Once approved at this
stage, the candidate’s professional profile which outlines his or her educational
background, work experience, skill levels and all licenses and certifications they hold,
including expiration dates is submitted to our client for consideration.
Healthcare Recruitment Company Page 8

11. Mark Cuban
Request For Proposal February 2009
METHODOLOGY TO PROSPECTIVE CLIENTS
Attention to detail:
HRC utilizes spreadsheets for applicant and job order tracking, interviews, offers, salary
and start dates. Theses are monitored and updated daily and weekly to ensure complete
coverage and accountability.
Once the interview has taken place and an offer has been made and accepted our candidate,
now your employee if he/she so desires, works with our housing and relocations specialist
who assists them with referrals for movers, apt/house hunting, pertinent information for the
area, travel coordination, and transition.
Healthcare Recruitment Company Page 9

12. SECTION 4
SUMMARY TO
PROSPECTIVE CLIETNS

13. Mark Cuban
Request For Proposal February 2009
SUMMARY TO PROSPECTIVE CLIENTS
Healthcare Recruitment Company provides permanent placement services for all levels of
Healthcare professionals from the CEO, Director and staff level in all areas of your facility
including Nursing, Allied, Design and Construction, Nutrition and Food Service, IT,
Clinical Applications, and Scientists, just to name a few. Our Staffing Consultants work
one-on-one with our clients to evaluate their needs and offer the most appropriate
solutions. No one will fill your needs more timely and accurately.
Teaming approach: What sets HRC apart from our competitors is our dedicated approach
to each position. Explained further, Healthcare Recruitment Company uses a micro to
macro approach. We realize that facilities exhaust their resources in the local market, so we
target regionally and move out nationally. HRC is one of the few organizations that
incorporate a retained search approach at a contingent flat fee. Our methods of finding the
right candidate for the right position consist of using database advertising on job boards as
well as sourcing directly from a number of lists. The benefits of our years in a retained
environment allow easy market penetration and a time to fill at less than 30 days.
Pricing: In the truest sense of the word partner, HRC believes that price gouging does not
foster a win-win, long term solution to your facility’s on going staffing needs; therefore,
we offer the best price in the market place.
HRC believes that our unique culture has been and continues to be the foundation of our
growth. This culture can be defined as the organization of a team of individuals that
possess the character, work ethic, heart and desire to learn and to achieve. HRC’s teams
work together toward a common goal: Your total satisfaction.
Healthcare Recruitment Company Page 11

14. SECTION 5
COST BREAKDOWN

15. Mark Cuban
Request For Proposal February 2009
COST BREAKDOWN
Cost Analysis: Healthcare Recruitment Company versus Competitors
Healthcare Competitor Competitor Competitor Competitor Competitor
Recruitment #1 #2 #3 #4 #5
Company Washington, Dallas, TX Dallas, TX St. Louis, Dallas, TX
MO MO
Nurses
Medical $10,000 $14,000 $14,000 $14,000 $13,000 $13,000
PACU $10,000 $14,000 $14,000 $14,000 $13,000 $13,000
Short Stay $10,000 $14,000 $14,000 $14,000 $13,000 $13,000
Emergency Room $10,000 $14,000 $14,000 $14,000 $13,000 $13,000
Operating Room $10,000 $14,000 $14,000 $14,000 $13,000 $13,000
ICU/CCU $10,000 $14,000 $14,000 $14,000 $13,000 $13,000
OB/Gyn & Labor $10,000 $14,000 $14,000 $14,000 $13,000 $13,000
and Delivery
Long Term Care $10,000 $14,000 $14,000 $14,000 $13,000 $13,000
Psychiatric $10,000 $14,000 $14,000 $14,000 $13,000 $13,000
Infection Control $10,000 $14,000 $14,000 $14,000 $13,000 $13,000
Imaging and
Radiation
Therapy
Cardiovascular $10,000 $14,000 $14,000 $14,000 $14,000 $14,000
Technologist
Nuclear Medicine $10,000 $15,000 $14,000 $14,000 $14,000 $14,000
Technologist
Ultrasonographer $10,000 $14,000 $14,000 $14,000 $14,000 $14,000
Cath Lab $10,000 $14,000 $14,000 $14,000 $14,000 $14,000
Technologist
CT Technologist $10,000 $14,000 $14,000 $14,000 $14,000 $14,000
Mammographer $10,000 $13,000 $14,000 $14,000 $14,000 $14,000
Echocardiographer $10,000 $14,000 $14,000 $14,000 $14,000 $14,000
MRI Technologist $10,000 $14,000 $14,000 $14,000 $14,000 $14,000
Special Procedures $10,000 $14,000 $14,000 $14,000 $14,000 $14,000
Technician
Radiology $10,000 $13,000 $14,000 $14,000 $14,000 $12,000
Technologist
Radiation $10,000 $16,000 $15,000 $16,000 $14,000 $16,000
Therapist
Radiology $10,000 $18,000 $17,000 $21,000 $16,000 $20,000
Management
Rehabilitation
Therapy
Occupational $10,000 $16,000 $16,000 $16,000 $16,000 $16,000
Therapist
Physical Therapist $10,000 $16,000 $16,000 $16,000 $16,000 $16,000
Audiologist $10,000 $14,000 $14,000 $14,000 $14,000 $14,000
Speech Language $10,000 $14,000 $14,000 $14,000 $14,000 $14,000
Pathologist
Certified $10,000 $13,000 $13,000 $13,000 $13,000 $13,000
Occupational
Therapy Assistant
Physical Therapy $10,000 $13,000 $13,000 $13,000 $13,000 $13,000
Assistant
Respiratory
Therapy
Respiratory $10,000 $13,000 $13,000 $13,000 $13,000 $13,000
Therapist
Polysomnographer $10,000 $13,000 $13,000 $13,000 $13,000 $13,000
Healthcare Recruitment Company Page 13

16. Mark Cuban
Request For Proposal February 2009
COST BREAKDOWN
Cost Analysis: Healthcare Recruitment Company versus Competitors
Healthcare Competitor Competitor Competitor Competitor Competitor
Recruitment #1 #2 #3 #4 #5
Company Washington, Dallas, TX Dallas, TX St. Louis, Dallas, TX
MO MO
Director/
Management
Director of $10,000 $20,000 $20,000 $20,000 $20,000 $20,000
Radiology
Director of $10,000 $20,000 $20,000 $20,000 $20,000 $20,000
Pharmacy
Director of $10,000 $20,000 $20,000 $20,000 $20,000 $20,000
Anesthesia
Director of $10,000 $20,000 $20,000 $20,000 $20,000 $20,000
Nursing
Director of $10,000 $20,000 $20,000 $20,000 $20,000 $20,000
Surgery
Director of Human $10,000 $20,000 $20,000 $20,000 $20,000 $20,000
Resources
Director of $10,000 $20,000 $20,000 $20,000 $20,000 $20,000
Emergency
Department
Director of $10,000 $20,000 $20,000 $20,000 $20,000 $20,000
Rehabilitation
Services
Director of $10,000 $20,000 $20,000 $20,000 $20,000 $20,000
Respiratory
Therapy
Pharmacy
Staff Pharmacist $10,000 $18,000 $18,000 $22,000 $18,000 $23,000
Clinical $10,000 $18,000 $18,000 $22,000 $18,000 $23,000
Pharmacist
Pharmacy $10,000 N/A N/A N/A N/A N/A
Technician
Healthcare Recruitment Company Page 14

17. SECTION 6
WHAT WE OFFER OUR
EMPLOYEES

18. Mark Cuban
Request For Proposal February 2009
WHAT WE OFFER OUR EMPLOYEES
SALARY AND COMMISSION STRUCTURE
Recruiter
$10,000 x 20% Commission = $2,000
Five placements a month = $10,000
Each recruiter will start with a base salary of $35,000 annually.
Projected monthly income = $12,692.32
Marketer
Commission per placement filled $600
Average of 12.5 placements per recruiter = $7,500
Each marketer will start with a base salary of $55,000 annually.
Projected monthly income = $12,230.76
Healthcare Recruitment Company Page 16

19. SECTION 7
PROJECTED OWNER
REVENUE

20. Mark Cuban
Request For Proposal February 2009
PROJECTED OWNER REVENUE
Month 1:
Production
Five Recruiters and two marketers
Marketers bring in placements and recruiters fill five placements each a month
This equals 25 placements and $250,000 a month.
Overhead per Month
Salaries:
Recruiters - $2,692.32 x’s 5 = $13,461.60
Marketers - $4230.76 x’s 2 = $8,461.52
Commissions at 5 placements filled each:
Recruiters - $2,000 x’s 5 placements = $10,000 x’s 5 = $50,000
Marketers - $600 x’s 25 placements = $15,000
Total Salaries and commission paid out per month = $86,923.12
Other overhead:
Search Engines (Monster & Career Builder)
(Used for finding candidates, not advertising)
$7,000/year each = $14,000/year = $1,166.67 per month
Tracking database (Used to track production and candidates)
$6,000/year = $500 per month
Total overhead per month = $88,589.79
$250,000 minus taxes = $200,000
$200,000 minus monthly overhead = $111,410.21 Revenue
Healthcare Recruitment Company Page 18

21. Mark Cuban
Request For Proposal February 2009
PROJECTED OWNER REVENUE
Month 2:
Production
Add three recruiters = Eight recruiters and two marketers
Marketers bring in placements and recruiters fill five placements each a month
This equals 40 placements and $400,000 a month.
Overhead per Month
Salaries:
Recruiters - $2,692.32 x’s 8 = $21,538.56
Marketers - $4230.76 x’s 2 = $8,461.52
Commissions at 5 placements filled each:
Recruiters - $2,000 x’s 5 placements = $10,000 x’s 8 = $80,000
Marketers - $600 x’s 40 placements = $24,000
Total Salaries and commission paid out per month = $134,000.08
Other overhead:
Search Engines (Monster & Career Builder)
(Used for finding candidates, not advertising)
$7,000/year each = $14,000/year = $1,166.67 per month
Tracking database (Used to track production and candidates)
$6,000/year = $500 per month
Total overhead per month = $135,666.75
$400,000 minus taxes = $320,000
$320,000 minus monthly overhead = $184,333.25 Revenue
Healthcare Recruitment Company Page 19

22. Mark Cuban
Request For Proposal February 2009
PROJECTED OWNER REVENUE
Month 3:
Production
Add two recruiters = Ten recruiters and two marketers
Marketers bring in placements and recruiters fill five placements each a month
This equals 50 placements and $500,000 a month.
Overhead per Month
Salaries:
Recruiters - $2,692.32 x’s 10 = $26,923.20
Marketers - $4230.76 x’s 2 = $8,461.52
Commissions at 5 placements filled each:
Recruiters - $2,000 x’s 5 placements = $10,000 x’s 10 =
$100,000
Marketers - $600 x’s 50 placements = $30,000
Total Salaries and commission paid out per month = $165,384.72
Other overhead:
Search Engines (Monster & Career Builder)
(Used for finding candidates, not advertising)
$7,000/year each = $14,000/year = $1,166.67 per month
Tracking database (Used to track production and candidates)
$6,000/year = $500 per month
Total overhead per month = $167,051.39
$500,000 minus taxes = $400,000
$400,000 minus monthly overhead = $232,948.61 Revenue
Healthcare Recruitment Company Page 20