MBSquared dba West Sound Winning Bid 03024.pdf

EXHIBIT A-2 – BIDDER’S PROFILE: 03024 – EXECUTIVE RECRUITMENT CONSULTING SERVICES PAGE 1 (Rev 2024-07-22)

EXHIBIT A-2 – BIDDER’S PROFILE

Competitive Solicitation:

No. 03024 - Executive Recruitment Consulting Services

Bidder: _MBSquared, Inc dba West Sound Workforce_____ Type/print full legal name of Bidder

BIDDER INFORMATION

BIDDER’S LEGAL NAME & ADDRESS

Provide Bidder’s legal name and address in the space provided:

Note: This information must match the information from Bidder’s Business License.

_MBSquared, Inc dba West Sound Workforce_ Business Name 5790 Soundview Dr, Suite 103___________ Address Gig Harbor, WA 98335_________________ City, State, Zip Code

BIDDER’S UNIFIED BUSINESS IDENTIFIER (“UBI”) NUMBER

Does Bidder have a Registration Number/Unified Business Identifier (“UBI”) Number issued by the Washington State Department of Revenue (check applicable box)?

Note: A nine digit UBI number is assigned to each registered business in Washington.

Yes No

If yes, provide Bidder’s UBI Number:

604-221-379

If no, state whether Bidder promptly will obtain a UBI Number issued by the Washington State Department of Revenue if designated as an Apparent Successful Bidder:

Yes No

Note: To be eligible for a Contract award, bidders must have a UBI Number issued by the Washington State Department of Revenue.

BIDDER’S TAXPAYER IDENTIFICATION NUMBER (“TIN”)

Provide Bidder’s TIN in the space provided:

Note: Bidder’s TIN will be either a number issued by the IRS (e.g., Employer Identification Number, Federal Tax Identification Number) or a number issued by the Social Security Administration (i.e., Bidder’s Social Security Number(“SSN”)). If Bidder’s TIN is a SSN, do NOT provide the SSN; simply state ‘TIN is Bidder’s SSN’ in the space provided.

82-4477563___________________

EXHIBIT A-2 – BIDDER’S PROFILE: 03024 – EXECUTIVE RECRUITMENT CONSULTING SERVICES PAGE 2

BIDDER INFORMATION

OMWBE CERTIFIED BUSINESS

Is Bidder certified as a minority or woman owned business with the Washington State Office of Minority & Women’s Business Enterprises (“OMWBE”) (check applicable box)?

Yes No

If yes, provide Bidder’s OMWBE certification no.: D2F0025967; W2F0025967____________

SELF-CERTIFIED WASHINGTON SMALL BUSINESS

Is Bidder a self-certified Washington Small Business (check applicable box)?

Note: See Exhibit A-1 – Bidder’s Certification for criteria to qualify as a Washington Small Business.

Note: Regardless of size, a qualifying business must be owned and operated independently from all other businesses. In regard to size, the gross revenue thresholds, as reported on Bidder’s tax returns, are as follows:

▪ Microbusiness: Annual gross revenue of less than one million dollars.

▪ Minibusiness: Annual gross revenue of more than one million dollars, but less than three million dollars.

▪ Small Business: Annual gross revenue of less than seven million dollars over each of the three prior consecutive years.

Yes No

If yes, provide the location for Bidder’s principal place of business:

5790 Soundview Dr, Suite 103____________ Street Address Gig Harbor, WA 98335___________________ City, State, Zip Code

If yes, what is Bidder’s size (based on annual gross revenue) (check applicable box)?

Microbusiness

Minibusiness

Small Business

Or

Bidder does NOT qualify as a Small Business based on annual gross revenue, but DOES qualify as a Small Business based on the number of Bidder’s employees (50 or fewer):

Small Business (50 or fewer employees)

CERTIFIED VETERAN-OWNED BUSINESS

Is Bidder certified as a Veteran-Owned Business with the Washington State Department of Veteran Affairs (“WDVA”) (check applicable box) ?

Note: See Exhibit A-1 – Bidder’s Certification for criteria to qualify as a Certified Veteran-Owned Business.

Yes No

If yes, provide Bidder’s WDVA certification no.:

CONTRACT MANAGEMENT POINTS OF CONTACT FOR BIDDER

Authorized Representative

Name: Monica Blackwood Email: monica@westsoundworkforce.com Phone: 253-853-3633

Contract Administrator

Name: Monica Blackwood Email: monica@westsoundworkforce.com Phone: 253-853-3633

EXHIBIT A-2 – BIDDER’S PROFILE: 03024 – EXECUTIVE RECRUITMENT CONSULTING SERVICES PAGE 3

CONTRACT MANAGEMENT POINTS OF CONTACT FOR BIDDER

Sales Reporting Representative

Name: Tiffany Kelchlin Email: tiffany@westsoundworkforce.com Phone: 253-853-3633

Sales Reporting Alternate

Name:

Email :

Phone:

Management Fee Representative

Name: George Unruh Email: george@westsoundworkforce.com Phone: 253-853-3633

Management Fee Contact Alternate

Name: Allyson Willoughby Email: allyson@westsoundworkforce.com Phone: 253-853-3633

Address for Enterprise Services to send management fee invoices:

Company name: MBSquared, Inc dba West Sound Workforce

Attn: George Address: 5790 Soundview Dr, Suite 103 City/State/Zip: Gig Harbor, WA 98335

Email: _accounting@westsoundworkforce.com__________

Address for Enterprise Services to send legal notices:

Company name: MBSquared, Inc dba West Sound Workforce

Attn: Monica Blackwood Address: 5790 Soundview Dr, Suite 103

City/State/Zip: Gig Habor, WA 98335

Email: ____________

Signature Authority (if awarded a contract)

Name: Monica Blackwood

Title: President & CEO

EXHIBIT A-2 – BIDDER’S PROFILE: 03024 – EXECUTIVE RECRUITMENT CONSULTING SERVICES PAGE 4

REFERENCES

Provide at least one (1) reference for each of three (3) different contracts for which bidder has provided/performed goods and/or services similar in scope to the goods/services described in the above-referenced Competitive Solicitation. Note: It is Bidder’s obligation to ensure that the contact information for Bidder’s references is accurate and current. Bidders should alert their references to respond promptly to reference checks.

REFERENCE 1

Company Name:

Contact:

Phone:

Email:

Holly Ridge Center

Deidra Miller

(360) 373-2636 dmiller@hollyridge.org

REFERENCE 2

Company Name:

Contact:

Phone:

Email:

Congressional Office (formerly)

Andrea Roper

(360) 272-3515

Andrea.roper@mail.house.gov

REFERENCE 3

Company Name:

Contact:

Phone:

Email:

Kitsap Public Facilities District

Russ Shiplett

(360) 698-1885 execdirector@kitsap-pfd.org

PURCHASE CARDS (I.E., CREDIT CARDS)

Please indicate which types of purchasing (credit) cards are accepted (note: any card fees must be included in the unit price of the bid):

Visa Master Card American Express Discover Other:

Return this Bidder’s Profile to Procurement Coordinator at:

DESContractsTeamApple@des.wa.gov

EXHIBIT B-2 – PERFORMANCE REQUIREMENTS PAGE 1

EXHIBIT B-2 – PERFORMANCE REQUIREMENTS

Competitive Solicitation: 03024 Executive Recruitment Consulting Services

Bidder: MBSquared, Inc dba West Sound Workforce_________________________________ Type/print full legal name of bidder company

Instructions:

Note: Bidders must follow the instructions outlined in this Exhibit. Unless Enterprise Services, at its discretion, determines that a bidder’s variance from these instructions is immaterial or timely corrected, Bids that do NOT follow these instructions will be deemed to be nonresponsive and rejected.

(a) Add bidder’s business name above and follow the instructions below.

(b) Provide a written response that addresses how the bidder meets or exceeds each requirement in the Written Response column.

a. Supporting Information. Please make sure to include references in Exhibit A-2 – Bidder Profile that align with the information provided in this exhibit. Enterprise Services may request additional information or references to help verify the information provided by the bidder in this exhibit. A bidder’s failure to provide requested information to Enterprise Services within five (5) business days may result in disqualification.

b. Bidder’s Commitments. Please note that, if bidder is awarded a contract, the bidder’s responses to some of the performance requirements below (e.g., customer service) will be incorporated to the resulting contract. Accordingly, bidder is cautioned to state only commitments that bidder can meet throughout the term of the contract. An awarded bidder (i.e., contractor) who is not able to meet such commitments throughout the contract term will be subject to contract termination for breach of contract and damages. Please see Exhibit D – Contract.

(c) Bidders written response to the Performance Requirements will be assessed as follows:

EXHIBIT B-2 – PERFORMANCE REQUIREMENTS PAGE 2

Score Rating Definition

100% Excellent added value Bidder’s response provides outstanding added value for the state across all aspects of the performance requirement. The response demonstrates clear and extraordinary technical or business efficiencies and advantages compared to the stated business need.

70% Significant added value

Bidder’s response provides major added value across all aspects of the performance requirement or provides outstanding added value in some aspects of the stated business need. The response demonstrates clear and substantial technical or business efficiencies and advantages as compared to the stated business need.

30% Sufficient added value Bidder’s response provides minor added value across all aspects of the performance requirement or significant added value in some aspects of the stated business need. The response demonstrates vague or limited technical or business efficiencies and advantages as compared to the stated business need.

0% Meets minimum acceptable standard

Bidder’s response meets the specified minimum acceptable standard for each performance requirement. Note: Bidder must meet the minimum acceptable standard to provide a responsive bid.

(d) Submit the exhibit as a Microsoft Word without modifying the formatting. If you need to print out this document for any reason, please note that it is Legal 8.5” x 14”.

REQ

ID

Performance Requirement and Stated Business Need

Available Points

Written Response

1. Bidder’s Key Personnel Experience. The State is seeking to award contracts to bidders with extensive industry knowledge and experience in executive recruitment services.

To meet the minimum acceptable standard [0%]: Each of the Bidder’s key personnel who will be performing service on the contract, if awarded, must possess:

(a) Five (5) Years of Industry Experience

Bidders who do not meet this minimum acceptable standard will be disqualified from further consideration.

Added value: In the written response, demonstrate added value to the state by listing years of experience, education, professional certifications, or other relevant industry recognition for each key personnel that exceeds the minimum acceptable standard above.

50 Points Written Response Required. Provide as much information as needed to address the Performance Requirement and Stated Business Need. Add/delete personnel as applicable.

Key Personnel 1 Role/Title: Monica Blackwood, Team Lead/Oversight

(a) Years of industry experience: 20 years

(b) Education or professional training: Bachelor’s in Communications, University of Washington; MBA with emphasis in Strategic Leadership, Amberton University

(c) Professional certifications: Certified Staffing Professional (CSP), American Staffing Association; SHRM-

SCP; SPHR; Veterans @ Work Certified and Employing Abilities @ Work Certified (both from SHRM)

Key Personnel 2 Role/Title: Crystal Nixon, Senior Recruiter

(a) Years of industry experience: 10 years

(b) Education or professional training: Bachelor of Science in Business, concentration in Human Resource

Management, University of Phoenix

(c) Professional certifications: Certified Staffing Professional, American Staffing Association; Veterans @

Work Certified and Employing Abilities @ Work Certified (SHRM)

Key Personnel 3 Role/Title: Lynnea Tweed, Senior Recruiter

(a) Years of industry experience: over 20 years

(b) Education or professional training: Associate of Arts, Olympic College

EXHIBIT B-2 – PERFORMANCE REQUIREMENTS PAGE 3

Performance Requirement and Stated Business Need

Available Points

Written Response

2. Bidder Experience. The State is seeking to award contracts to bidder’s extensive industry knowledge and experience in executive recruitment services.

To meet the minimum acceptable standard [0%]: Bidder must have completed at least three (3) projects that are similar in scope to this procurement in the last three (3) years. Bidder must select three (3) examples from the above projects and for each of these provide customer organization type (private, local government, etc.), scope overview*, and cost information.

*For the scope overview of each project should demonstrate that the scope was similar to the services being procured on this contract, and provide a description of tasks completed, end products/deliverables, results, and any metrics used. The scope statement for each project should not exceed 500 words. Reminder: References provided in Exhibit A-2 should align with the provided examples.

Bidders who do not meet this minimum acceptable standard will be disqualified from further consideration.

Added value: In the written response, demonstrate added value to the state that exceeds the minimum acceptable standard above by:

(a) listing project examples that more closely align to the scope/value of this contract, and/or type of customers served,

(b) demonstrating retention results of placed candidates, and other positive recruitment results for the organization served (efficient lead times, diversity, and inclusion impacts, etc.)

75 Points Written Response Required. Provide as much information as needed to address the Performance Requirement and Stated Business Need.

How many projects similar in scope completed in the last 3 years: 20

Project 1 Title: Business & Finance Director

(a) Customer Organization Type and/or Name: Nonprofit/ Holly Ridge Center

(b) Scope Overview:

In late August 2023, Holly Ridge Center, a longstanding nonprofit client of West Sound Workforce, reached out for urgent assistance after unexpectedly losing their in-house accounting professional. The role required a skilled individual to plan, organize, and manage the organization’s business and financial operations, ensuring compliance with GAAP in all accounting functions. Additionally, the candidate needed strong hands-on management abilities to lead a team of eager learners seeking more direction.

Crystal Nixon ran point as the recruiter assigned to this search, and stepped in to assist Holly Ridge Center by:

• Crafting and advertising the job to attract qualified candidates

• Proactively sourcing candidates and vetting applications

• Providing the hiring team with a selection of qualified resumes

• Guiding the selection process and coordinating two rounds of interviews

• Managing final offer negotiations with the selected candidate

By January 2024, Holly Ridge Center welcomed a new accounting professional to the team, ensuring continuity in their financial operations and leadership for their growing staff.

(c) Cost: $18,090

Project 2 Title: District Representative

(a) Customer Organization Type and/or Name: Government/Federal Representative’s Office

(b) Scope Overview:

Filling representative roles in political offices can be particularly challenging, given the unique demands of the position. The role requires significant travel, a deep understanding of political processes, a packed schedule of meetings and events, the ability to handle sometimes intense conversations with constituents, and a strong

EXHIBIT B-2 – PERFORMANCE REQUIREMENTS PAGE 4

Performance Requirement and Stated Business Need

Available Points

Written Response capacity to read a crowd and adapt quickly. As the liaison between an elected official and various federal, district, and local agencies, as well as constituents, the individual must be highly skilled and versatile.

In June 2022, West Sound Workforce was tasked with recruiting for this specialized position. Lynnea Tweed took the lead and provided services, including:

• Crafting a tailored job advertisement to highlight the specific requirements of the role

• Applying SEO strategies and outreach keywords to maximize visibility on job boards

• Screening and vetting applications to identify top candidates

• Assisting the client hiring team with resume reviews

• Coordinating interviews and offering insights throughout the process

• Managing offer negotiations to secure the best candidate

Through our thorough process, we successfully filled the position by August of that year. The selected candidate remained in the role for almost two years, up until the elected official announced his upcoming retirement, and began winding down his staff.

(c) Cost : $9,720

Project 3 Title: Executive Director

(a) Customer Organization Type and/or Name: Government/Kitsap Public Facilities District

(b) Scope Overview:

The Kitsap Public Facilities District (KPFD), a public-sector organization under Kitsap County, plays a pivotal role in overseeing public-private partnerships that invest in recreational areas throughout the county. From developing walking trails to re-turfing soccer fields and managing large-scale projects like the Kitsap Conference Center and Harborside Hotel, the KPFD is involved in a wide range of initiatives.

In 2021, the KPFD Board of Directors reached out to Monica Blackwood for guidance in hiring a new Executive Director. Monica worked closely with the board to develop a clear job description and define the key attributes necessary for success in the role. She then crafted a strategic job advertisement and designed a regional recruitment strategy.

EXHIBIT B-2 – PERFORMANCE REQUIREMENTS PAGE 5

Performance Requirement and Stated Business Need

Available Points

Written Response

Crystal Nixon and Lynnea Tweed joined the effort after the job posting went live, handling:

• Sourcing, screening, and vetting candidates

• Presenting a shortlist to the selection committee

• Providing counsel on interview tactics and approaches

• Coordinating interviews and facilitating post-interview discussions, including an assessment of each candidate’s capabilities

Throughout the process, West Sound Workforce guided the hiring committee to their final candidate, managing negotiations and conducting thorough background and reference checks. The entire process took just over three months, and the selected candidate began the role in November 2021. Nearly three years later, that individual continues to serve as Executive Director, contributing to the ongoing success of the

KPFD.

(c) Cost : $20,250

3. Cultural Competency. The State is seeking to award contracts to bidders who possess cultural competency and the ability to understand and be sensitive to the cultural differences that exist between people from different demographic backgrounds, including racial, ethnic, gender, and language differences.

To meet the minimum acceptable standard [0%] Bidder’s key personnel who will be performing service under the contract if awarded, must demonstrate some prior experience or training in successfully working with stakeholders from different demographic backgrounds, including racial, ethnic, gender, and language differences.

(a) list and briefly describe an example of a project similar in scope to this procurement that was performed in collaboration with stakeholders from different demographic backgrounds, including racial, ethnic, gender, and language differences. communities, and/or training, lived experience; or

(b) list similar information that demonstrates the personnel’s cultural competency gained through training or lived experiences.

25 Points Written Response Required. Provide as much information as needed to address the Performance Requirement and Stated Business Need. Add/delete personnel as applicable.

(a) Key Personnel 1 Role/Title: Executive Director/Prison Pet Partnership

(b) Project example details:

Prison Pet Partnership is a unique nonprofit organization located within the Purdy Women’s Prison, dedicated to providing women inmates with valuable skills in pet care and grooming. The program also trains dogs to become service animals, which are then placed with members of the Western Washington community who benefit from their support. This program offers a second chance to the inmates, empowering them through training and giving back to the community.

In the midst of the pandemic, the chair of the Prison Pet Partnership board reached out to Monica Blackwood for assistance in recruiting a new Executive Director and addressing staff culture concerns. The pandemic had severely impacted their service model, necessitating a leader who could navigate these challenges while also fostering a more inclusive and supportive organizational culture.

EXHIBIT B-2 – PERFORMANCE REQUIREMENTS PAGE 6

Performance Requirement and Stated Business Need

Available Points

Written Response

Bidders who do not meet this minimum acceptable standard will be disqualified from further consideration.

Added value: In the written response, demonstrate added value to the state that exceeds the minimum acceptable standard above by:

(a) addressing impactful diversity and inclusion recruitment strategies and results achieved in previous customer project examples; or

(b) listing advanced experience or training related to working with stakeholders from different demographic backgrounds, including racial, ethnic, gender, and language differences.

Monica collaborated with the selection team to:

• Develop a comprehensive job description for the Executive Director role

• Define the leadership attributes needed to guide cultural change and adapt the service model

• Emphasize the importance of diversity, equity, and inclusion in the role, understanding the unique experiences of the women inmates who are being trained and the impact of the service K-9s on the community

• Ensure the search focused on a candidate who could balance the complexities of prison-based training with the larger mission of the nonprofit

Monica’s insights into diversity, inclusion, and the transformative nature of the program helped shape the search for a successful leader, someone capable of leading the organization forward while understanding the unique needs of its participants and the broader community it serves.

(c) Training or other applicable cultural experience:

At West Sound Workforce, we believe that continuous learning about diverse backgrounds, ethnicities, cultures, and more is essential to making our recruitment efforts more inclusive. Monica, Lynnea, and Crystal actively attend trainings through SHRM and the American Staffing Association to deepen our insights into inclusive hiring practices. Additionally, Monica and Crystal hold Employing Abilities @ Work and Veterans @ Work certifications from the SHRM Foundation, enhancing our expertise in supporting these communities. As programming chair of the local SHRM chapter, Monica seeks out speakers to provide guidance to local HR professionals on these important topics. Furthermore, she coordinated a month-long initiative at the local community college, assisting justice-involved individuals through resume reviews and mock interviews, culminating in a large, community-wide job fair.

(a) Key Personnel 2: Role/Title: Executive Director

(b) Project example details:

When the long-serving Executive Director of the Washington State Developmental Disabilities Council announced their retirement after 30 years, the Board Chair reached out to West Sound Workforce for assistance in finding a successor. This leadership role required a deep understanding of advocacy for

EXHIBIT B-2 – PERFORMANCE REQUIREMENTS PAGE 7

Performance Requirement and Stated Business Need

Available Points

Written Response individuals with developmental disabilities across the state, and the Council sought a national search to identify the best candidate.

Monica Blackwood led the recruitment effort, focusing on inclusion and the need to honor the role’s advocacy responsibilities. Key actions included:

• Co-crafting a comprehensive job description and advertisement, ensuring that the language highlighted the values of inclusion and advocacy

• Implementing a national search strategy, with a focus on reaching a diverse candidate pool

• Coordinating both phone and on-site interviews, ensuring the process was inclusive and accessible

• Facilitating discussions among the hiring team, ensuring every candidate was considered through the lens of their ability to advocate for and support an underserved population

• Managing the final selection process, offer negotiations, and conducting thorough background and reference checks

Monica ensured that the recruitment process aligned with the Council’s mission of advocating for individuals with developmental disabilities, emphasizing the importance of inclusion and honoring the lived experiences of those the organization serves. The result was the successful identification of a leader ready to take the helm and continue the Council’s impactful work.

(c) Training or other applicable cultural experience: Monica Blackwood is a parent of a child with disabilities, and her experience related well to the work for this position search.

(a) Key Personnel 3 Role/Title: Diversity & Community Engagement Manager

(b) Project example details:

The City of Bremerton has taken a significant step toward fostering diversity, equity, and inclusion both within its organization and throughout the community by creating a new role: Diversity & Community Engagement Manager. This key position will play a crucial role in promoting equity, diversity, and meaningful community involvement, ensuring that city services, policies, and programs meet the needs of all community members.

West Sound Workforce, led by Monica Blackwood and Lynnea Tweed, has partnered with the City to conduct a robust recruitment effort for this important role. The team is focused on attracting candidates who are

EXHIBIT B-2 – PERFORMANCE REQUIREMENTS PAGE 8

Performance Requirement and Stated Business Need

Available Points

Written Response passionate about advancing equity and fostering inclusive community engagement. The position is currently open and accepting applications.

(c) Training or other applicable cultural experience: Monica and Lynnea are working with community leaders from underserved communities within the City to create a more inclusive recruiting process for this position.

4. Recruitment and Retention. The State is seeking to award contracts to bidders who demonstrate results through recruiting, vetting, and retention processes to hire and retain qualified candidates for the purpose of recruitment.

To meet minimum acceptable standard [0%]: Bidders who will be performing service under the contract, if awarded, must demonstrate some prior experience to successfully place qualified candidates from different demographic backgrounds, including racial, ethnic, gender, and language differences. Bidders who do not meet this minimum acceptable standard will be disqualified from further consideration.

Added value considerations: In the written response, demonstrate added value to the state by providing the following information:

(a) retention data for the last 3 years to include: average length of employment; turnover rate of candidates.

(b) bidder’s recruiting process to find qualified and diverse candidates

(c) vetting process of candidates (e.g. interviewing, checking references and samples of work, etc.) to verify their qualifications

50 Points Written Response Required.

(a) Retention data for the last 3 years:

At West Sound Workforce, we believe that strong recruitment and retention practices are the foundation of long-term success for any organization. That's why we take the time to discuss important aspects such as company culture, the value of the work, and the level of support offered to employees with our clients from the very beginning. This allows us to gain a thorough understanding of the position and the organization, enabling us to accurately represent the opportunity to candidates and provide insights when retention issues arise. Our commitment to these practices has resulted in a retention rate of just over two years for executive and managerial placements in the last three years. Notably, of the 17 positions we've filled during that period, many were filled in 2022 and beyond, showcasing our ability to attract candidates who stay and thrive within their roles.

(b) Bidder’s recruiting process to find qualified and diverse candidates:

Having a workforce that is diverse in backgrounds, perspectives, and skills is vital. It strengthens our community, enriches workplace culture, and enhances overall experiences. With these beliefs in mind, we are committed to recruiting from a wide range of job seekers.

One way we support this commitment is by being an active YesVets employer, demonstrating our dedication to hiring veterans, their spouses/partners, and military dependents. These individuals bring a wealth of knowledge and abilities gained through their service and sacrifice, enriching our workplaces. We also proudly serve as a second-chance employer, promoting employment opportunities to justice-impacted individuals.

We speak on this topic through various presentations and partner with the Welcome Home Project to reach this population of job seekers.

EXHIBIT B-2 – PERFORMANCE REQUIREMENTS PAGE 9

Performance Requirement and Stated Business Need

Available Points

Written Response

To further broaden our outreach, we advertise job positions in Spanish, thanks to the translation assistance from a former recruiting team member of Cuban descent who speaks fluent Spanish. This helps us better share opportunities with Spanish-speaking communities.

Beyond these activities, we pay close attention to the language we use in our job descriptions and advertisements. Words create the first impression of a position and need to allow individuals to see themselves in the role, encouraging them to apply. Language can unintentionally shape the diversity of an applicant pool. For example, using terms associated with “masculine traits” can deter female applicants.

Cultural differences also influence how words are interpreted, potentially encouraging or discouraging applications. Even geographic preferences matter—those on the East Coast may prefer more formal job postings, while West Coast candidates might respond better to informal language. By being mindful of these factors, we create a recruitment strategy that truly reflects and reaches a diverse range of individuals.

(c) Vetting process of candidates:

Our recruitment process is built on thorough vetting of applicants at every stage. From the moment an application packet is submitted, our team carefully reviews all materials, paying close attention to inconsistencies or unusual details. We often begin spot-checking certain aspects of a candidate's information as early as the initial screening phase. For leadership positions, we frequently incorporate a supplemental questionnaire to assess the validity of a candidate’s experience and approach to the role.

The vetting process continues throughout the interview stages, ensuring we fully understand each candidate’s qualifications and fit for the position. Before a candidate is officially hired, our team conducts reference checks, background checks where appropriate, and takes additional steps to validate the information candidates provide. This comprehensive approach ensures we present our clients with thoroughly vetted candidates who meet their needs and expectations.

Return this exhibit to Procurement Coordinator at:

DESContractsTeamApple@des.wa.gov

Bidder Name:

Percentage of Base Salary

NTE Hourly Rate $0.00

MBSquared, Inc dba West Sound Workforce

Executive Recruitment Consulting Services

Commission Based Rate

Hourly Based Rate

20%

Bidder Name:

Percentage of Base Salary

NTE Hourly Rate $0.00

MBSquared, Inc dba West Sound Workforce Executive Recruitment Consulting Services

Commission Based Rate

Hourly Based Rate

20%