Launchpad

LaunchPad Staffing Solutions i
LaunchPad
Staffing Solutions
Seattle Pacific University Social Venture Plan
Rajyasree Banerjee, Riley Burden, Ami Case & Tiffany Lumley

LaunchPad Staffing Solutions ii

LaunchPad Staffing Solutions
Executive Summary
The Issue
On average, an individual rescued from the sex trade will be forced back into the trade seven
times, primarily due to a lack of available resources for aftercare facilities and viable
employment alternatives.

Our Mission & Vision
LaunchPad is a specialized staffing agency with a purpose of providing a social good, also
committed to empowering former victims of the sex trade through gainful employment.

The success of our organization hinges on the development of strong relationships with NGOs
and business clients. This will be embedded into our operations, working towards the
satisfaction of all parties by ensuring the work readiness (professional development) of our
associates through tailored trainings, and in turn, providing competent, hard-working employees
to our client companies.

Our Goals
Our focus lies in our social impact and building of successful relationship with partners and
clients alike. We are motivated by the desire to provide job opportunities for underserved
individuals in the Greater Seattle area, simultaneously alleviating the financial pressures of local
sex trafficking aftercare organizations by taking over the employment piece of the recovery
process. We aim to employ 10+ formerly trafficked individuals within our first year, with hopes
of growing the number of survivors served each year. We strive to increase our associate
(employees) and client (placement businesses) bases, and become financially sustainable by
our fourth year of operation.

The Business Model & Strategy
We will serve as a staffing firm for the general public, fulfilling the need for job placement and
work readiness training. LaunchPad will staff within entry-level business administration roles, as
well as customer service positions at locations such as call and data centers. As we aim to
employ formerly trafficked individuals, we will receive referrals of work-ready candidates from
our partner organizations in the Seattle area who are providing for their aftercare needs (i.e.
REST and OPS).

Competition within the industry is high, with over 100+ staffing agencies within the Greater
Seattle area alone. LaunchPad will differentiate itself through its work readiness training and
mission to serve those who lack resources and access to gainful employment. We will work to
build trusting relationships with our clients, providing quality placements and ensuring
satisfaction to both of our target markets: placement clients and employee candidates.

LaunchPad Staffing Solutions iii

Expected Impact & Performance Results
ProForma Annual Income Statements
Year 1 Year 2 Year 3 Year 4 Year 5
Revenue 787,571 1,863,540 2,400,000 3,200,000 3,800,000
Less, Returns and Allowances 11,000 15,000 20,000 25,000 25,000
Net Sales 776571 1848540 2380000 3175000 3,775,000

Cost of Services 669,437 1,584,009 1,980,000 2,560,000 3,040,000
Gross Profit 107,134 264,531 400,000 615,000 735,000

Total Operating Expenses 222,013 293,104 402,031 511,629 620,995
Earnings From Operations Before Tax (114,879) (2,8573) (2,031) 103,371 114,005

Income Tax 0 0 0 23,565 27,712
Net Profit (11,4879) (28,573) (2,031) 79,806 86,293

LaunchPad Staffing Solutions iv

Table of Contents
1. Overview ........................................................................................................ 1
2. The Issue of Sex Trafficking in Seattle ............................................................. 3
3. Business Conditions ....................................................................................... 6
4. Marketing Strategy & Plans .......................................................................... 13
5. Service Operation System ............................................................................. 18
6. Social & Sustainable Impact Strategy & Plans .............................................. 19
7. Research and Development Strategy & Plans ................................................ 22
8. Information Technology Strategy & Plan ....................................................... 23
9. The People Behind the Mission ..................................................................... 24
10. Financial Strategy & Plans .......................................................................... 27
11. Expected Performance Results ................................................................... 27
12. Business Development & Growth Strategy ................................................... 28
13. Risk Analysis .............................................................................................. 31
14. Plan Update and Review ............................................................................. 33
15. Conclusion ................................................................................................. 34
Appendices ...................................................................................................... 36

LaunchPad Staffing Solutions 1

1. Overview
1.1 The Issue
On average, an individual rescued from the sex trade will be forced back into the trade
seven times, primarily due to a lack of available resources for aftercare facilities and
viable employment alternatives.

1.2 Our Mission and Vision
LaunchPad is a specialized staffing agency with a purpose of providing a social good,
also committed to empowering former victims of the sex trade through gainful
employment.

The success of our organization hinges on the development of strong relationships with
NGOs and businesses. Building trusting, personal connections will drive LaunchPad
forward. This will be embedded into our operations, ensuring satisfaction of all parties by
providing associates with professional development skills and training to prepare each
individual for the workplace, and providing competent, hard-working employees to our
client companies.

1.3 Our Goals
! To employ 10+ formerly trafficked individuals in our first year, and to serve an
additional 5 survivors per year after year one.
! To build trusting, sustainable relationships with business clients (placement
firms).
! To differentiate ourselves with the value-add of providing work readiness training
to all of our associates prior to placement, ensuring quality placements and
mitigating risks to client companies.
! To expand our reach and grow both our candidate and client bases, achieving
financial sustainability by year three.
! To provide job opportunities for women that have previously been sexually
exploited in the Greater Seattle area, and to do so in a way that demonstrates
dignity and respects confidentiality.
! To take pressure off of NGOs to perform employment functions and allow them to
focus their resources on aftercare needs.
! To prove that this population is employable and gather quantitative proof of their
potential to spread across the industry and businesses.


1.4 The Business Model & Strategy
Our business model hinges on the ability to build mutually beneficial relationships with
both NGOs and client (placement) companies. The role of a staffing agency is to screen
candidates and to place associates (prospective employees) in positions within
companies (clients) that are experiencing a job need. As we strive to place formerly
trafficked individuals, we will partner with organizations providing aftercare needs to
survivors in Seattle (REST and OPS), for referrals of those individuals who are deemed
work ready via the organizations assessments. While the mission of our organization is to
place individuals who have been previously trafficked, in order for LaunchPad to be
financially sustainable we will also place those who are a part of the general public,
seeking not only job placement but also our offering of work readiness training.
LaunchPad will serve the placement of positions in low-level clerical roles, as well as
customer service positions at locations such as call and data centers. Because of our
value-add, as well as our placement targets, we will also work with local community
colleges in order to market our services and acquire a greater number of employee
candidates that would specifically benefit from our additional training.

Competition within the industry is high, as there are over 100+ staffing agencies within
the Greater Seattle area alone. Within the industry, key success factors include; a good
reputation, easy access for associates, effective use of the high volume/low margin
business model, and loyal clients (for Top Industry KSFs, see Appendix 1). LaunchPad
will differentiate itself by specializing in clerical placements, providing work readiness
training and its mission to serve those who are underserved and lack access to gainful,
fulfilling employment. We will work extensively to build trusting relationships with our
clients, providing quality placements and ensuring satisfaction to both of our target
markets: placement clients and employee candidates. This will help to build our brand
reputation and customer loyalty. Our agency will also be structured as a Social Purpose
Corporation, which will be beneficial to our underlying focus of aiding those formerly
trafficked individuals, stating the mission as a key component of the business model. It
is our goal to become financially viable and sustainable business by our fourth year of
operations.


2. The Issue of Sex Trafficking in Seattle
2.1 Level of Need
Sex trafficking can be referred to as modern-day slavery and is the fastest-growing
criminal industry in the world (Human Trafficking, n.d.). Sex trafficking is the most
profitable form of human trafficking and thus, the most common involving many kinds of
sexual exploitation, such as prostitution, pornography, and commercial sexual abuse
(Human Trafficking Into and
Within the United States,
2009). Sex trafficking is an
eminent social issue on a
national scale. To move
towards prevention, President
Obama declared January 2013
to be National Slavery and Sex
Trafficking Prevention Month
(National Slavery and Human
Trafficking Prevention Month,
2012).

Though Washington became
the first state in the nation to
criminalize sex trafficking in
2003 (Human Trafficking,
n.d.), the state remains a focal
point for traffickers because of
its ports and its proximity to Canada. Victims are frequently lured into the trade with a
promise of a better life, to later be assaulted and threatened to ensure obedience and
prevent escape.

Seattle has long been the leader in trafficking and prostitution, but has also been a
leader in efforts to combat the problem. Ten years after passing the nations first anti-
trafficking laws, Seattle continues to lead the fight against sex trafficking, passing twelve
additional laws (Seattles Long History With Prostitution, 2013). Washington
lawmakers, local law enforcement and many social service agencies, nonprofits and
churches have fought back against the sexual exploitation of vulnerable populations and
have provided housing, medical treatment and training for survivors. These individuals
are often forced to go back to their previous work, as there are not enough opportunities
for them to find employment and earn enough income on a regular basis outside of the
Seattle is ranked third (after
Portland and Atlanta) among
all cities in the United States
for sex trafficking.
("Rape For Profit", March 24,
2011)

In 2012, vice detectives
estimated that approximately
300 to 500 child prostitutes
are trafficked along the I-5
corridor on a monthly basis.
("Addressing Human
Trafficking in Seattle and
Portland", n.d.)

Average age of girls entering
street prostitution is 12 to 14
years. 33% of all underage
cases that occur in the nation
takes place in and around the
Seattle area.
("Human Trafficking Into and
Within the United States",
August, 2009)
The Department of Justice
estimates that more than
250,000 US children are at
risk for trafficking into the sex
industry annually.
("Exposing Darkness at Super
Bowl", February 3, 2013)
Incest and other forms of abuse
result in children running away
from home, making them
vulnerable to sex trafficking. 1 in
3 runaways are recruited by a
pimp within 48 hours of leaving
home.
("Sexually Exploited Children",
n.d.)


trade. Due to this recidivism, only ten to twenty survivors are ready and fit (physically
and psychologically) to enter the work realm annually. Our social venture will focus on
empowerment through personalized work readiness training and placing them in
targeted, low-level clerical and customer service positions (i.e. retail, call center and data
entry).

2.3 Trends
Our focus on serving survivors of sex trafficking (specifically in prostitution) is led by the
pervasiveness of the issue and its incredible relevance to the Seattle area. There are
several methods and factors that contribute to sex trafficking. Young girls (at an average
age of 14) are primarily the targeted victims. They are drugged and abused daily, and
after they have been rescued, continue to suffer from post-traumatic stress disorder and
addiction. Seattle comprises of innumerable large companies who dispense high salaries
to their employees, contributing to the demand for sex workers that are often hired by
the high-paid employees.

Technology also plays a prominent role in this industry. Some trafficking cases start with
the offender contacting the potential victims on social networking sites such as Facebook
and MySpace. Another type of coercion that often occurs is when a woman is searching
for employment online, finds a high paying job, decides to relocate and realizes too late
that she has been caught up in the sex trade. Craigslist (through adult services) and
several other Internet sites, such as backpage.com, facilitate sexual exploitation through
advertisements, pictures, videos and discussion forums.

There are more than thirty organizations in Seattle that are working against sex
trafficking and providing aftercare facilities to survivors, however they do not have the
resources or funds to professionally develop these survivors or dedicate time and funds
to finding them employment opportunities. Empowering survivors through employment
will reduce their chances of returning to prostitution. LaunchPad will collaborate with
anti-trafficking organizations (i.e. REST and OPS) as a referral source for survivors who
have undergone treatment and are ready to work and most importantly, have reached the
age where they can work, these organizations could then continue doing what they are
best at, providing aftercare facilities (access to emotional recovery support and
healthcare, housing and preliminary skills and training). Our role in this collaboration
would be to place their referred survivors into job placements.

2.4 Role of The Businesses
Despite the organizations currently addressing this issue, there continues to be a gap in
services providing employment for the survivor population. Across the board, the


organizations we spoke with expressed a common struggle; inadequate funding to
provide the services needed to the number of individuals seeking them. By creating a
social venture, we can address this need without further straining the already insufficient
resources of these organizations.

2.5 Implications for The Businesses
Trauma: LaunchPad will keep in mind while placing survivors of sex trafficking the
amount of psychological and physical trauma they have previously experienced. Even
though they will have undergone treatment in aftercare facilities, many survivors will
likely suffer from PTSD issues, and thus LaunchPad will be careful regarding placement
locations and responsibilities. LaunchPad will gain their trust during the training phase
and will collaborate with their caseworkers to ensure a holistic approach to their
employment. Also, we will make sure that they receive a secure work environment and
our clients treat them with dignity.
Criminal Background: It is common for
individuals in this population to have a
criminal background because of the
network they have been involved and the
manner prostitution (despite being forced)
has been perceived legally. This limits
their opportunities for employment
because of the background check that is
part of the interview process. By being
placed through us, they will not be limited
by this step in the process (refer to policies at right text box). Additionally, we will work
against survivors existing frameworks for immediate payment (cash in hand) in our
payroll system; we must be attuned to this to avoid attrition.
Lack of experience: Having opportunities to be placed in temporary work, they can build
up their resume and skills. In addition, through our work readiness training they will
develop practical skills (i.e. workplace professionalism, interpersonal relationships and
professional writing), as well as, obtain their GED through our partners.
Partnering with NGOs: It is pertinent to LaunchPads success to create strong
relationships with organizations that work directly with survivors (i.e. OPS and REST) in
order to identify a job fit for each survivor. By working directly with their caseworkers,
LaunchPad will be able to provide exceptional services, focusing not only on the
placement, but also tailoring work readiness training to the specific needs of the
individual.
Confidentiality: For LaunchPad confidentiality is going to be essential in fulfilling the
mission of serving the formerly sex trafficked population. Since our staffing firm will staff
Before becoming an associate, must
Complete all required mental health
evaluations through LaunchPad or referral partner
Complete and pass drug tests
Show proof of USA citizenship
Provide two references that are contacted by
staff (can be case worker)
For survivors: No contact with those in "the
life" for 18+ months prior to employment


a broad population, our clients wont be able to assume their new employees
background. In fact, only the HR representative and hiring manager will be aware of the
associates background. Based on our conversation with a survivor, the promise that
their past will remain confidential will be critical in the agreement to work with us, and
thus, the confidentiality piece to the venture is key.
3. Business Conditions
3.1 Economic
Within the staffing industry there is a projected annual growth of 7.2% between 2009
and 2014. There are currently 44,713 businesses in this industry in the United States,
altogether contributing to an industry profit of $4.2 billion dollars. The staffing industry
generated some $77 billion in revenue in 2000: $64 billion from temporary help services
and $13 billion in permanent placement services (Temporary and Direct Hire Staffing,
n.d.). This impacts our venture as we strive to be a lean startup, minimizing overhead
costs will be important. Given that most profits come from the placement of high level
employees, in the current thriving economy companies will focus on placing high salary
jobs, giving our venture a great space to focus on low-level, entry level workers. Given
that revenue for the industry is strongly dependent on the economy, we will need to be
proactive in challenging economic times and in the long-term planning of our venture,
seek other opportunities for associates. For this reason, our ability to place temporary
employees will be important. Factors that drive the demand for the industry include the
national unemployment rate, corporate profit and demand for specific types of
employees. The current unemployment rate for the state of Washington is at 6.6%
(Bureau of Labor Statistics, 2013).

3.2 Socio-Cultural Factors
With the recent fluctuation in corporate profit during the recession, companies are
proactively avoiding risk by seeking out more temporary workers as opposed to long-
term workers. Within the industry there are low barriers to entry and capital intensity.
The competitive nature of the industry has forced many agencies to diversify their
services, these could include: office, clerical and administrative staffing, healthcare
staffing and data entry.

3.3 Demographics
Recent years have experienced high turnover rates of temporary workers; this is due to
the nature of these placements that are often meant to be short term. However, these


rates have been decreasing and are down from 450% in 2000 to 294% in 2012
(American Staffing Association, n.d.). Even with this decrease, this indicates a high
level of operational needs for LaunchPad. The majority of the industry in the United
States is concentrated on industrial and factory staffing and clerical staffing (for graphic,
see Appendix 2).

3.4 Relationships with other institutions
Staffing agencies partner with businesses to build contracts for specific work for their
clients. In addition, they build strategic alliances in the industries they specialize in, in
order to broaden their network within the industry. As a start up our partnerships will be
vital as we grow our network in specific industries.

3.5 Technological
The industry is now using the Internet to communicate information to job seekers,
allowing them to submit resumes. Companies can also use the Internet to review
candidates, which has reduced costs associated with job fulfillment. This also allows
staffing firms to scan candidates before they come in for interviews. Despite these
changes, labor intensity within the staffing industry is expected to remain high due to the
need for in-person interactions in the screening process. To assist with this, software for
reference and qualifications checks are being developed. Agencies keep track of
candidates and their resumes on a computerized database, allowing agencies to match
candidates with clients specific list of demands. Some companies now use personality
assessments to assist in the selection. Other helpful software includes payroll systems
and employee tracking software. In making decisions about our software, it is important
to compare what our competitors are using to what would be beneficial for us to invest in
at the beginning versus the software that would be more useful once we grow our
services.

3.6 Market Opportunity
Market Segments
LaunchPad will target three specific customer segments: candidates seeking entry-level
employment, recent community college graduates, and formerly trafficked individuals.
For complete Target Market profiles, see Appendix 3.

I ndustry Demand f or LaunchPad
Currently a variety of placement firms focus on entry-level employment positions,
however, the options are few. Also, these positions usually require candidates to have
some past experience or skills to interview with the firm (for Industry Motivations for
Temporary Employment, see Appendix 4). Therefore, the average entry-level worker with


a lack of experience would have difficulty competing within these structures. In the King
County area, 22% of companies are looking to hire to their workforce. Within the market,
one of places that there is a need for more employees is in the area of professional and
business services (Promising Job Market Expected, 2013). LaunchPad is committed to
be a bridge between entry-level workers and opportunities that would broaden their
future job options.

Busi nesses (Cl i ent) Moti vati ons f or Staf f i ng
Cost: Given the highly competitive nature of the market, there are many options for
temporary placement and businesses can move to the most affordably priced services.
Converting staffing agency costs to fixed costs, reduce staffing to the operations minimal
needs, eliminate overhead costs, save on benefits and on needed training costs.
LaunchPad has positioned its services to provide the most affordable placement rates.
Relationships: Businesses prefer to work with one placement firm and secure long-term
contracts with these entities showing preference to them. This benefits them as it allows
the staffing firm to know their culture and needs. Through these relationships they can
take advantage of the firms network of work ready employees. As we move into the
market we will initially construct partnerships with firms and build client relationships
through the good work of our associates.
Specialization: Clients will seek out firms that specializes in the type of workers they
need, referencing employer testimonials and the amount that the firm will meet their
specific demands. This includes company visits and efforts to meet all of their business
needs (i.e. SOS Employment provided a free health inspection for clients). For
LaunchPad we will specialize in clerical and customer service positions, and meet
specific needs through professional development.
Mitigate risk: Companies want to mitigate risk as much as possible. They look to staffing
firms to avoid making hiring mistakes and losing employees due to burnout, as well as to
cover everything from insurance, payroll and training. Based on these motivations,
LaunchPad would have to make a concerted effort to prove the ways our services are
more economical and able to meet the specific client needs. Moving into the industry will
take time based on the contractual nature of existing b2b relationships.

3.7 Competition
I ndustry Structure
According to Express Staffing, there are around 150 staffing agencies in the Seattle area
and around 7,000 temporary job openings, most of which are concentrated towards
those with less experience. Agencies are competing for the most talented employees and
develop their services and benefits to attract their target employee group. This being said,
the industry demonstrates high volatility in revenue and competition. The majority of the


players are smaller firms who specialize in placement within a specific industry.

Demand is expected to increase in the industrial and factory-staffing sector due to an
influx need of just-in-time manufacturing. The demand for office temporary employees
continues, however, competition within this sector is high and therefore, only agencies
that are able to prove the specialized preparation of their employees will be able to
compete.

Given that most placements are temporary work, there is often large and rapid turnover
in specific seasons. When a company places a large amount of workers in one company,
their contracts often end on the same day, therefore, immediately increasing the number
of associates they have to place once again.

Competi ti ve Dynami cs
Competition in this arena is high and very concentrated; however, players in this industry
are fairly broken up. Large players take up less than one seventh of the market share,
and a new trend for staffing agencies is to focus heavily on specific niches. Given the
competitive nature of the industry, firms often mistrust one another and hesitate to
collaborate. If a firm seeks partnership they must be clear of their intentions and
frequently reevaluate the benefit of partnerships if they are formed (IBIS World, 2013.)

Competi tors Prof i l es (f or Locati ons of Competi ti ve Fi rms, see Appendi x 5)
Smart Talent: All services are free to clients and potential employees. They serve
everyone from entry-level employees to established employees. They state that they
align their services to the business objectives of both of (their) clients and employees.
Their industries of focus are light industrial and clerical.

Select Staffing: Having been in the industry for 25 years, have over 400 offices
nationwide including three offices in the Seattle area (Tukwila, Bellevue and Everett).
They are a top ten industry leader, encompassing 13 different business in their services
which are focused on specific industries. They focus on both light industrial and clerical
placements.

Parker Staffing Services: This company states that they work to support their clients.
They review around 6,000 resumes a year. Place their associates in jobs ranging from
Executive Assistants, Human Resource Professionals and Customer Service Personnel.
They provide their services at a higher price point and focus on highly specific skill
placements.


Molly Brown Temps: Focus on office administration jobs specifically; although at this
time have a very limited scope of entry-level positions. Staff at a high price point.

Community College Career Counseling: Help to determine major, career goals through
assessments and connect with Worksource workshops. Assist their students in writing
their resumes and preparing for interviews. They give resources on obtaining jobs but do
not engage in placements. Seattle Central has the Interfase Online Employment Service,
which is free and allows graduates to post their resumes and employers to post jobs.
This allows access, but does not specifically focus on placing needs together.

Government Services: Job Corps is a free government program for at-risk youth from the
ages of 16 to 24. Students in the program receive training, vocational development and
are connected with entry-level employment opportunities.

Pimps: In providing a financial incentive for survivors, motivating more take tangible
steps to escape the sex trade, we will challenge the income of Seattle Area pimps. "A
pimp can make $150,000-$200,000 per child each year
and the average pimp has 4 to 6 girls," (U.S. Justice
Department, n.d.). On average, these individuals earn
$17,000 a week resulting in a yearly income of
$1,224,000, which is 27 times the average yearly salary
for workers in the USA.

Di f f erenti ati on & Competi ti ve Posi ti oni ng
Cater to their Needs: Relationship building will be a key
aspect of pitching our agency to clients (Staffing Agency Pitch, 2012). We will satisfy
this particularly through our need-specific professional development services. This will
occur during two points in the process, first to prepare the associate for work
professionalism and after placement to fill in specific employer professional development
needs. When a client needs an associate immediately, we will match associates that
show core competencies in a clients specific professional development needs. In addition,
we will connect associates to sources for specific skills training.

Focus: Our most direct competitors, Smart Talent and Select Staffing focus on light
industrial staffing in additional to clerical. Light industrial placement is a time
consuming process. Given our focus on clerical and customer service, we will be able to
direct more attention to the development of our associates in specific skills, therefore
setting them apart from other staffing firm associates.

Clients see I am sending
them a good worker, not
their history. I am their
resume.
Michael Lee, Owner
Express Employment
Professionals


Shouldering Risk: We take full accountability of our clients, through drug screening and
providing insurance. In turn, this will decrease our clients costs and fear of turnover by
trusting us to get the right person to fulfill their needs.

Cost: Due to our target of lower level employees, we can provide clients with associates
at a lower cost while not sacrificing quality (through professional development and
training).

3.8 Partner & Client Ecosystem

Strategi c Partnershi ps
Other staffing firms
Express Employment Professionals: This firm already uses staffing with the motivation
to serve those who would otherwise have difficulty finding a job. They are familiar with
the barriers to employment for populations with criminal backgrounds or a lack of
workplace experience. Partnering with another employment agency to aid with overflow
of client demand or referring our clients to their services, would allow us to meet more
client needs. It would also permit us to work within the industry to prove the viability of
employing survivors.

Non-Governmental Organizations Fighting Human Trafficking
BEST (Businesses Ending Sex Trafficking): Exists to equip leaders to use business to
prevent trafficking. We would partner with them to train our employees, as well as,
Non Profit
Organizations
Referral Source
(REST/OPS)
Training
Programs
Meet at their
space and work
personally with
case workers.
Training for
employees &
clients (BEST)
Staffing Firms
Partner: Take up
entry level
staffing needs or
clients they are
unable to serve.
Prove viability of
employing
survivors of
trafficking and
encourage others
to serve this
population
Clients
Hire our
associates
Refer us to other
potenital clients
Provide
volunteers for
training
Provide feedback
to be
incorporated into
R & D.
Community
Colleges
Referral Source
Partner to recruit
students
Provide interns
for specialized
training


clients who seek out this service. This partnership will also allow us to engage possible
clients, by reaching out to those who have already
completed BEST training (700 thus far)(Business
Ending Slavery and Trafficking, n.d.).

These entities will be referral sources for LaunchPad
Staffing.
REST (Real Escape from the Sex Trade): Founded in
2009, REST exists to provide pathways to freedom,
safety, and hope to young women and girls victimized by sex trafficking through our
direct outreach, mentorship, and restorative housing programs through Direct
Outreach, Prevention, Mentorship, Restorative Housing (which houses 8 women),
Counseling, Education, Job Training and Demand Reduction (Real Escape from the Sex,
n.d.).

OPS (Organization for Prostitution Survivors): OPS Services span a spectrum of Survivor
Services, which are available to those in and out of the life. They are anchored in a
survivor-centered model and work alongside them to identify their needs and build a
vision for the rest of their lives. (OPS, 2013). In the realm of prevention, they provide
services for Mens Accountability and Community Education.

YouthCare: Builds confidence in homeless youth (12-24 years
old) by providing a spectrum of services including employment
training and education. These training programs serve as a
bridge into employment and allow youth to obtain their GED. A
recent study concluded that approximately one in four youth
(23%) had experienced sexual exploitation or trafficking prior
receiving care (Bigelson, 2013). Through this partnership, we
can serve formally trafficked youth and others, at 18, who are
referred to LaunchPad to be placed in employment (Youth
Care, n.d.).

Other Organizations
These entities will refer entry-level candidates and we will refer our associates to their
training programs. Through these partnerships we will also seek to widen our pool of
training volunteers and potential interns. In addition, these can serve as internship
opportunities to gain and develop skills needed for the workplace.

Goodwill: Their training programs provide participants with GED certifications, specific
We are serving an
underrepresented, need-based
community."
Edward Sumner, Director of
Development REST
Yes, most definitely a
service like yours is really
needed. We would send
clients to an agency like
yours all day long!
Noel Gomez, OPS Co-
founder & Director of
Survivor Services


skills and vocational guidance. This partnership is specifically viable because they do not
have barriers to working with trafficked survivors.

Work Source: A partnership between the Washington State and Seattle government,
colleges and nonprofit organizations to offer employment services including training
entry-level employees.

Hope-Link: Has an adult education program to meet self-sufficiency needs.

Seattle Education Access: Provides higher education advocacy and opportunity to young
people struggling to overcome poverty in King County.

3.9 Industry Value-chain(s)
For full-view of LaunchPads strategic partnerships and value-chain, see Appendix 6.
4. Marketing Strategy & Plans
4.1 Market Research
Customer Insi ghts
Our customer is defined as medium-large sized companies with long-term or temporary
staffing needs. Knowing that business look to staffing services to keep their staffing
capabilities up during busy times, the increase in the Seattle
economy has heightened this demand. In addition, the average
daily employment for temporary help services has increased an
average of 10% per year over the last 7 years, resulting in 90%
of U.S. companies using temporary help services (Staffing
Industry, 2014). Therefore, in our client obtainment strategy,
we would begin by targeting companies such as REI, Marriott
and Alaska Airlines. Focusing on those companies that are
based in Seattle and have proven their investment in this
community.

Professionals from The SOS Employment Group stated that despite the competitive
nature of the industry, in the current thriving economy in Seattle, most staffing firms are
focused on higher paying placements (and not lower entry level jobs). By focusing on
entry-level jobs, we will avoid competition from the largest companies. In addition, no
other entity is currently serving the need for employment amongst trafficked survivors.
Businesses seem to
be pretty supportive
once they have an
idea of how the
trafficking affects the
larger whole.
Mar Smith, BEST


Current Fi ndi ngs
Employment for Sex Trafficking: Currently, scarcely any businesses are employing formerly
trafficked victims. A CEO of a top Hotel company who has been active in the fight against
the hospitality industrys role in sex trafficking, admitted that he still would have
hesitations towards hiring a victim.
Client Fears: Insufficient mental health imposing on job performance, victims bringing
their previous networks into the job, engaging in prostitution on the job and issues with
character. Many employer reactions are based on ideas about the character of this
individual and their role in being involved in trafficking. At the same time, when surveyed,
business leaders admitted to knowing about the issue and wanting to do something to
fight this in our city.

Through conversations with direct service providers, we have determined specific types of jobs
and contexts would contribute to a survivors success.
Success Factors: Strict sexual harassment policies, having
someone to trust outside of work (case manager), avoid
contexts in which they were previously trafficked,
confidence in their ability to thrive on the job,
confidentiality, trust within the workplace and personalized
placement services. Survivors have obtained jobs in
customer service, restaurants and coffee shops thus far.
Also important to consider: how many years in the life and
consistent payment system.

Other Underserved Populations: When a staffing agency hires an associate with a
criminal background, these individuals can be placed at businesses that would not be
able to hire them directly (note: there may be cases where they are unable to hire felons).
By allowing them to gain other experiences to put on their resume the door is opened for
other opportunities.

Detai l s to Expl ore
Placements: In order to ensure the feasibility of our venture, we must solidify the kinds
of placements that would be most beneficial and the kinds of training that are most
needed for both the formerly trafficked populations and other underserved groups. This
will occur through conversations with our partner NGOs, as well as, the information we
gather through our past placements. We can build off what is currently known about this
to discover other places where their skills can be utilized.

You have to help the
survivor take the skills
they've learned in the
trade into a different
environment
Leslie Briner, Youth
Care (10 years experience


Clients: Our next step is to go out and speak with companies who have the expressed
qualities of a potential client. Through these conversations we could establish the
companies who most align with our mission and would create a healthy environment for
our associates.

4.2 Target Markets
Clients: We are going to target medium-sized companies with strong CSR initiatives that
require employees for entry-level clerical and customer service positions. Our ideal
clients would have a wide variety of staffing needs, including jobs in retail, data entry,
and call centers. Job titles in which our associates would be placed include:
administrative assistant, data entry clerk, mail clerk, receptionist, sales associate and
office assistant.

Associates: To obtain associates, we will be targeting individuals that are unemployed or
searching for employment in an entry-level clerical or customer service position.
LaunchPad will also specifically seek out candidates that will benefit from the
professional development program offered through the firm (i.e. recent community
college graduates or persons reentering the workforce). Our ability to provide job
placement for the public will allow us to create a bridge to employment for survivors of
sex trafficking.

Rationale: Entry-level employees are a large job group with high turnover and within
which companies are constantly seeking candidates. Secondly, a lot of these jobs do not
require a college or professional degrees, but rather well trained professionals and
trainable employees. Finally, since the economy is currently on the upswing, our
competitors are not focusing on these job titles.

Target Customer Prof i l e(s)
Alaska Airlines: An airline provider based in Seattle, Washington, with their
headquarters located near SEATAC Airport. Alaska Airlines is the 9th largest carrier in
the US. Alaska Airlines is widely known for their CSR goals, thus, we believe that they
would be a great option for a target client that would staff our associates. We believe that
we can serve their needs to find employees to put into call centers, or potentially other
clerical duties within their business space.

REI: As the biggest outdoor activity provider, REI is a well known retail company based
near Seattle. With its headquarters located in Kent (20 miles south of Seattle), a call
center, and several retail stores in King County, REI would be a conceivable client. The
company also follows a strong CSR policy.


Marriott: One of the top hotel franchises in the US, the Marriott Hotel chain is a leader in
facilities that provide hospitality. At Marriott, there are several customer service roles in
the Seattle area that constantly need to be filled. In addition, Marriott has brought
forward several CSR initiatives, especially with raising awareness on the subject of sex
trafficking. Although LaunchPad would not be placing individuals from the trafficked
population into this environment, we believe that jobs at the Marriott could be great
opportunities for other associates we serve.

4.3 Value Proposition
Our company is committed to providing competent and professional employees, ready to
learn and thrive in the workplace. Clients that use staffing agencies expect to receive
reliable workers, and we believe that our services will stand out. Additionally, we will
ensure our associates are prepared to thrive in the specific context of each client
providing additional training based on clients needs.

For the sex trafficking population, we support personal growth and skills through
partnerships with local organizations who are experts with this demographic and
therefore, this does not significantly increase costs. We believe that this population will
have exceptional customer service skills, based on their background. Thus, we will seek
out these positions specifically for this population.

Brand Identi ty
Our agency is known for placing quality employees that are dependable. Client hiring
managers will be aware of our commitment to provide employment to previously
trafficked individuals and therefore, know that their fees cover the cost of both providing
high quality employees and provide survivors viable alternatives to support themselves.

4.4 Marketing Programs
Candidates: Our Associate Account Executive will represent LaunchPad at job fairs to
recruit potential candidates to go through our agency. The message that we plan on
conveying to potential candidates is that we want to help them get employed no matter
what their background is. For the survivor population, we will gain these references
through our partner organizations.

Clients: We will look for companies that are aligned with our mission. This includes
businesses that have completed the BEST training, those with strong CSR initiatives and
supporting our partners NGOs. Communication with them will either be from our staff
cold calling them, or through relationships with SPU Alumni. Through our clients
interaction with our associates, who will be specifically prepared for each role, we will


prove that the professionalism of our associates is more than worth the low cost paid. By
creating opportunities for a wide variety of individuals we will form a large pool of
associates, which will allow us to provide the staff required at any given time.
Cost: Annually we will allocate $2,000 for social media, $1,000 for networking events,
and $1,000 for pamphlets and marketing materials. The development of these materials
will be the responsibility of the HR Generalist.

4.5 Payment Structure
At the beginning of our business, we will charge our clients $17 per hour (on average) of
associate work. As we start to establish our brand, we will start to increase our price,
which will increase the range of our profit margin. If our associates dont do the work
that they are expected to do, then we will compensate our clients appropriately.
Additionally, we plan on giving our clients special rates on the associates we staff for
them. For example, for new clients, we can bring our cost down to $15.75 per hour, in
order to build a relationship with them. For graphical breakdown of profit margin, see
Appendix 8.

4.6 Distribution program
We will partner with three sex trafficking organizations and other NGOs who work with
populations seeking entry-level employment.

4.7 Communications
For our partners (e.g., OPS, REST, Goodwill, Union Gospel Mission), we will communicate
our intent to empower their referrals through employment. For clients, we will advertise
that we have a value add of providing professional development services to make them
stand out amongst other candidates from staffing agencies. We will spread awareness of
LaunchPad Staffing Solutions through informational meetings, cold calls, and through
partnerships with NGOs. Our company will work directly with the clients. A key driver for
our marketing strategy is word-of-mouth marketing, which we strive to be innate due to
the high quality of our service and associates. Our organization will aim to achieve the
highest level of satisfaction from both our associates and clients, so much in fact, that
each party would voluntarily refer us to others.

Customer Service & Relationship Management: We will follow up with clients on a
weekly basis (or as determined by them) to ensure the effectiveness of our associates. In
the event of an improper fit, we will work to identify the issue and promptly assign
another associate to the project. In addition, when we first begin working with a client we
will give them a special rate in order to prove the value of our model.


Personnel: Our two owners and HR Generalist will be responsible for talking to potential
clients and marketing the organization.
5. Service Operation System
5.1 Candidate to Associate Process
The candidate to associate process will be similar for both candidates from the general
public and previously trafficked survivors. A key difference lies in the necessary referral
process for survivors, in which approval from a care-providing organization is required
prior to employee placement. Throughout the process, evaluations will be necessary in
order to best serve candidate needs and prepare them for the workplace (for full
Candidate to Associate process, specific Survivor to Associate process, and Evaluation
Process, see Appendix 9).

5.2 Sourcing & Supply-chain
A typical sourcing chain within the staffing industry would begin with a referral source or
a candidate who applies to be placed through the firm. The firm then assesses and
screens the individual to decide if they will be accepted as an associate. If accepted, the
associate will be placed in a temporary or long-term position at a client company.

5.3 Location
As we launch our business, our employees will begin communicating with potential
N
o
n
-
p
r
o
f
i
t
s

Survivor aftercare
orgainzations: refer clients
who are work ready
Existent training and GED
programs: refer other
clients who could benefit.
L
a
u
n
c
h
P
a
d

(
u
s
)

Complete intial employee
assessment
Provide professional
development services
Place employees in
temporary job placement
B
u
s
i
n
e
s
s

P
a
r
t
n
e
r
s

Reach out to us for
staffing needs
Provide employment
opportunities for
clients
Speak for the
effectiveness of our
service to others


partners, clients, or candidates on the phone and computer. Our objective in finding a
space will be to establish ourselves in a street level space that our associates can easily
access. We are currently assessing a 1,600 square foot space on 5th and Yesler in South
Seattle that is accessible by bus and fulfills our needs for space. This would cost
$45,000 (Office Space, n.d.)

5.4 Layout
We would require one team workspace. An interview space is required in order to speak
confidentially with candidates we would potentially take on as associates. In addition, an
extra work area for associates to complete contracted tasks and ample space for our
administrative staff to work and meet with company clients will be a part of our office
design.

5.5 Equipment: (see IT Infrastructure)
6. Social & Sustainable Impact Strategy
& Plans
6.1 Strategies To Achieve Social & Sustainable Impact
Financial: to achieve sustainability through lean operations, customer loyalty and retention, and
high-end placement goals.
Our business will be structured much like a common staffing agency; our associates will
be paid through our payroll system from fees collected from client companies. Given that
this model requires that we work with a high volume of inputs (associates and clients)
and operate within narrow profit margins, maintaining lean operations is pertinent to the
success of our organization. LaunchPad will strive to keep an employee to associate ratio
of 1:30; keeping costs of full-time, internal employees low will allow us to cut fixed costs.
In an effort to bring in a greater amount of income, helping to sustain operations, we will
also set a goal of placing one top-tier associate per month. These placements will bear a
higher profit margin, raising overall revenues.

Social: create a process of training and support that will carry through each associates
program cycle, ensuring not only quality employees but also fostering investment in the
organization.
A key success factor for our business lies in our value-add of empowerment through
professional development training; this training will be personalized through the


relationships we build with our associates and identifying their needs. These
relationships are especially important when working with survivors of sex trafficking.
Because of the importance of relationships, as well as the proof of concept as a driver for
candidates to consider working with us, the possibility of inter-organization mentorships
will be considered in order to foster greater social sustainability. With this model, a new
associate (trafficking survivor) would be paired with another survivor that has already
been placed in a fruitful employment situation through our organization. The goal of
these mentorships would be not only to aid in preparation to enter the workplace, but
also to create a sense of community among those with shared past experiences, and thus,
a personal investment in our organization. It would also assist in the continuation of the
personal healing process, helping to build self-confidence, self-worth, and the ability to
trust and cultivate meaningful and appropriate relationships of the individuals in the
program. In addition, through proving the concept of employability of survivors, we strive
to bring attention to the role agencies can play in combating the issue.

Customers: maintain the ability to serve a growing number of clients (placement businesses)
and spread awareness of LaunchPads mission.
LaunchPad will provide quality, temporary and long-term placements to businesses. By
undertaking the screening and placement of an employee, a staffing agency aids in the
relief of high turnover rates and need for extensive training, both of which are high-cost
areas for businesses. Our mission of employing formerly trafficked individuals will also
give client companies a social incentive to use our services; a CSR incentive. Because of
our affiliation and partnership with organizations such as OPS and REST, LaunchPads
mission of working to improve the lives of sex trafficking survivors, we would want to
spread as much awareness toward the issue of sex trafficking as possible. While the CSR
incentive may be a good motivation for client companies, the effort to raise awareness
while simultaneously expanding our customer base must be done in a manner that does
not compromise the confidentiality of our placed survivors.

6.2 Measurement and reporting of social & sustainable performance
Organization and personnel required
! Associate Account Executive: required to build lasting relationships with NGOs
and survivors/candidates.
" To add value to our partners through our staffing abilities we will provide
exceptional, personalized services by establishing a single point of contact
within LaunchPad for these parties to connect with and build a trusting
relationship.
" As the business grows, we will have to expand and bring on more personnel
in this position in order to maintain our personalized approach and trust-


based business relationship.
" Quality assurance reporting: in order to measure the sustainable
accomplishment of this position, it will be important to keep accurate
records of the number of clients sought, gained and retained.
! Client Account Executive: seeks out business clients for placement and works to
build lasting, sustainable relationships to retain client accounts.
" In order to ensure satisfaction from clients, the Client Account Executive
will perform regular check-ins with both the HR department of client
company and our associate placed within the organization.
" For LaunchPad to reach sustainability it will be important to implement
stringent quality control standards and practices; this will be achieved
through frequent (as indicated by client) contact with and free-flowing
feedback from clients regarding services.
! Human Resources Generalist: manages office operations, including payroll,
management of accounts payable and receivables, this position will also serve as
a catch all providing general assistance to the executives as needed.
" Ensures that financial health of the organization is maintained - confirms
that our associates receive their paychecks in a timely manner in order to
fulfill our social mission of empowering survivors. This will require that our
clients are held accountable to prompt payments, and that the direct
connection between their payment and the success of our mission is clearly
communicated.
" Because this person will work exclusively in the office, this position will be
a checkpoint of quality assurance for the entire candidate-to-employment
process.

Upon expansion of clientele and growth of profits, more people will be brought into our
organization to manage components of each of these positions in order to alleviate
unmanageable workloads and also to ensure that there is still a personalized working
relationship between all parties. While we are planning to run our business as lean as
possible, we do not wish to compromise our character by expecting unfeasible workloads
that hinder the abilities of our employees to foster valuable connections with our clients
and associates.


7. Research and Development Strategy
& Plans
7.1 Process for Improving Services
To keep our mission at the center, we will stay up to date with the trends impacting sex
trafficking in Seattle and the organizations providing housing and counseling services.
We will stay informed on the number of individuals trafficked, rescued, receiving
aftercare (housing and mental health) and are ready to work every year. Our Human
Resource Generalist, alongside our NGO partners, will ensure we have current and
relevant information. Our Client Account Manager will continue to research the
companies fit to employ previously trafficked women.

We will gain insights on our clients and associates to develop our business strategy.
As the job market evolves, we will need to stay up to date with current and future job
opportunities by industry, and based on our personal data collection, identify the nature
of jobs that will fit the low-skilled and previously trafficked women. This research will
help our continual development of our target clients by company and industry. In this
same way, we will focus on market trends in the staffing industry (specific to our
associates), average salaries paid and its projected growth. Lastly, we will continually
gather our own data and research clients pain points, expectations and requirements for
their employees and train our associates accordingly. This data will be collected by the
associate and Client Account Executives from inception through our evaluation process.
Throughout our client relationships we will conduct research to address client concerns,
and feedback. Based on this and the evaluation of our associates work performances,
the Professional Development Manager will improve our business processes and training
programs. This will create a basis of our company strategy, target markets, pricing
strategy and future hiring plan.

Cost: R&D will be part of the yearly market research budget. Other costs include
subscription to business journals ($1,000 per year) and intelligence tools ($2,000 per
year) to predict trends and statistical analysis.


8. Information Technology Strategy &
Plan
8.1 IT Infrastructure
Website: We will communicate who we are, what we are doing and what our mission,
values and goals are. The website will contain testimonials of associates who have
benefitted from this venture, as well as, satisfied clients who have gained from our value
proposition. Apart from sharing our unique value proposition, clients will also be able to
submit their Associate Request Form (see Appendix 10). Our site will lead NGOs
through the benefits and process of partnering with us and they can access the Referral
Form (see Appendix 11) for their clients that are work-ready. The Website will serve as a
platform to reach out to clients and potential candidates. It will have a separate section
for jobs where we will advertise open positions and requirements. The website will also
have a portal for our clients where they can log-in and access account specific
information, for example, the number of associates placed, their records, payment
information and client specific newsletters. We will also set up a PayPal account and
create a Payments page on the website where customers will be able to pay us online for
our services.

Applications: Quickbooks will be used to maintain our Accounting and Financial records
as well as maintain payroll. We will utilize Microsoft Project to track progress of
professional development of candidates and associate placement cycles. During training,
we are going use workflowy.com to assign and track tasks for individual associates. We
are also going to use SkyDrive (up to 7 GB is free) to manage our office documents and
collaborate on the cloud. Most of our correspondents with customers and partners as
well as internal communication will be done through email and will also use the Lync
chatting system as a mode for instant communication, meetings and presentations

Social Media: A platform to reach out to candidates and clients to make them aware of
the services we provide and allow access to our resources. Facebook will allow us to seek
out candidates who meet our needs, as we regularly post job requirements to recruit new
talents. LinkedIn will be a platform to connect with key decision makers and hiring
managers of potential clients. Through these mediums we will be able to tell our story,
explain our services and seek out new NGO partnerships. Candidates and clients linking
to our accounts provide a solid avenue to disseminate new recruiting needs and staff
availabilities. In addition, we will also utilize job sites including Monster, Indeed and Dice,
where our Client Account Executive will advertise openings and identify potential


candidates with matching profiles.

8.2 Organization & Personnel Required
LaunchPad will hire a web-development company to build and maintain our website. The
Client Account Executive and Associate Account Executive, with assistance from the
Human Resource Generalist will be responsible for updating its contents. The website will
be hosted on the cloud, reducing infrastructure and maintenance costs, while increasing
security and reliability. The Human Resource Generalist will be responsible for
maintaining the office computers, network, maintenance, installation and timely upgrade
of all of our office applications and software.

8.3 Facilities, Equipment & Cost
We will require five laptop computers for official use. Apart from these, we will require
one printer (with a scanner and fax machine), cell phones for all employees and landline
phones for our office. We will also need network support for Internet and LAN access. To
host the website, we will have to purchase cloud hosting space from Amazon Web
Services. We have estimated the cost to be approximately $15,000 to initially build the
website and another $5,000 for maintenance (including cloud storage fees). Paid
subscription to networking and job sites will cost an additional $2,000 a year.
9. The People Behind the Mission
9.1. The LaunchPad Employee Hierarchy
For job descriptions in detail, refer to Appendix 12.


9.2 Board of Advisors
Our board of advisors will serve as an outside perspective to ensure that both the
effectiveness of our operations and integrity to our mission are maintained. All of these
individuals should express passion for the issue of sex trafficking in Seattle and the role
business plays in combating the issue. These members will have a broad range of skills
and be willing to utilize their networks to expand our client base and push us to great
fulfillment of our mission.

Members & Roles

Member Growth: We will continue to grow our board through personal connections and
raising awareness throughout the business community. We will reach out to the
supporters of our NGO partners with these opportunities.

9.3 Protecting Our Employees and Associates
Confidentiality will remain at the core of all company operations specifically, when working with
victims of trafficking.
Clients: All Clients should communicate with our Client Account Executive if/when
difficulties arise with associates. In addition, a strong understanding of confidentiality for
all survivors placed in their workplace, as well as, an agreement to maintain strict sexual
harassment policies will be required. Only the human resources personnel and the hiring
manager should be aware of this individual's background (and only when necessary). If


any client breaks this confidentiality, they will not work with the firm any longer. All risk
for issues in the workplace will be our responsibility to address. Therefore, we expect our
clients to alert us of the issue as soon as it arises and be willing to work with us (and
case managers, when needed) to address it. If necessary, we will remove our client from
the setting and find another suitable associate.

Associates: we will serve any associates regardless of past history or employment
experience. Once an individual becomes an associate, they must agree to professional
workplace behavior (arriving to work on time, respecting all dress code policies,
professional speech). If an associate engages in criminal activity while employed by us,
they risk being terminated by the firm indefinitely (see Appendix 13).

LaunchPad Employees: all employees must demonstrate respect to associates at all
times, regardless of their background. We strive to be a center where people can feel
empowered to use their skills and inspired towards their own self-efficacy. Any behavior
that indicates a lack of respect for associates could result in disciplinary measures or
termination. As a part of this, all employees will be required to complete the BEST
training, specifically related to the issue of sex trafficking and how to work with this
population. Additional training will be required of new staff regarding our operational
process, vision and goals. The Human Resource Generalists will administer training when
employees are hired. These employees will receive two weeks of vacation a year. All
employees will be held accountable to their work through our project management
systems and a bi-annual employee check in. The owners will be held accountable through
the Board of Advisors and will be responsible for holding all other internal employees
accountable.

9.4 The Benefits of Working for LaunchPad
Associates: a wage of $12 (on average) for each hour they work, insurance and
professional development services. In addition, a week of paid vacation once they have
worked for us for one year (2160 hours) (other benefits are the same as for LaunchPad
employees).

LaunchPad Employees: receive health insurance, unemployment insurance and workers
compensation (covered by the government by charged to us if filed). In addition, direct
deposit services will also be available.


10. Financial Strategy & Plans
Capital investment required: The necessary startup costs to get LaunchPad off the
ground is approximately $200,000. These costs will be covering our initial costs (i.e.,
rent, salary) and will be the largest barriers to the company staying financially
sustainable.

Sources of capital: Capital investments of $150,000 through investors that share the
vision and goals that our company wants to implement will be highly necessary for
LaunchPads sustainability. Additionally, we are planning on taking out a $50,000 bank
loan with 9% interest over ten years.

Financial management practices: The Human Resource Generalist is in charge of
managing payroll, and will be using QuickBooks to take care of our financial statements.
This individual will be in charge of protecting the cash and assets and will be in contact
with our clients to keep them accountable to pay on time. Since we are a Social Purpose
Corporation, we will the same financial statements as a for-profit business. We will have
laptops that will depreciate on a straight line.
11. Expected Performance Results
For this venture, there are several assumptions that we have taken into account in order
to project our revenues. To construct these forecasts, we assumed that we would be
serving a specific number of associates in a given month/year. Additionally these
associates would be contracted at an average of $17 per hour from our clients for an
average of 30 hours a week. Our biggest continual expense will be the cost of paying our
associates and covering the overhead that is necessary in processing payroll. This
expense will draw between 80-90% of our revenue in costs. Other major expenses include
rent expense for our facility and salary expense for the internal staff at LaunchPad. In
comparison to other staffing firms, we will be competitive within Seattle; however, the
comparison is difficult because competitors often have multiple sites and branches,
resulting in the inflation of their financial statements. Below is LaunchPads 5 year
projected ProForma income statement (for additional pro forma financials, see Appendix
14).


ProForma Annual Income Statements
Year 1 Year 2 Year 3 Year 4 Year 5
Revenue 787,571 1,863,540 2,400,000 3,200,000 3,800,000
Less, Returns and Allowances 11,000 15,000 20,000 25,000 25,000
Net Sales 776571 1848540 2380000 3175000 3,775,000

Cost of Services 669,437 1,584,009 1,980,000 2,560,000 3,040,000
Gross Profit 107,134 264,531 400,000 615,000 735,000

Total Operating Expenses 222,013 293,104 402,031 511,629 620,995
Earnings From Operations Before Tax (114,879) (2,8573) (2,031) 103,371 114,005

Income Tax 0 0 0 23,565 27,712
Net Profit (11,4879) (28,573) (2,031) 79,806 86,293

11.1 Return on Investment
Financial: We project that after the 4th and 5th year, we should be able to pay off the
investment made by angel investors, and become financially sustainable. Once we have
proven that we can be a reliable source for staffing, we will be able to provide a good ROI.

Social: When our business goes into fruition, we should see that the number of
individuals we serve from the survivor population would steadily increase. When investing
in this company, we hope that our investors will experience a return after we aid in the
personal empowerment of survivors, who are then able to obtain a long-term job and
work out of the agency.

12. Business Development & Growth
Strategy
Key Goals of Development to first obtain financial sustainability. Secondary, to grow market
share through market penetration of a matured market (entry-level placement) through the
offering of specialized professional development training and steadily increase the number of
employment placements for previously trafficked individuals.


Year One: establish fruitful business relationships with target placement companies and
establish clientele for the service of at least 200 individuals (implementation of plan
found in Business Strategy section).
! Social goal: to place 10-13 previously trafficked women in employment positions.
! Fiscal sustainability: place at least one individual at a high-level professional
position. Fees for high-level placement will be taken at a flat percentage of the
negotiated salary.

Year Two: grow associate base to total of 500 individuals served. Growth will be
facilitated through partnerships, word-of-mouth and social media marketing.
! Social goal: to place 15-20 previously trafficked women in employment positions.
! Implementation:
" Seek out new clients (placement businesses) with growing, low-level
administrative needs. These connections may be made through actively
seeking out referrals by LaunchPads Client Account Executive who will be
attending networking events in which representatives from potential
placement companies would be in attendance.
# Actively seeking clients: when making sales calls or placement calls
to client companies, build a relationship with the companys HR
representative with whom we are working. Ensure that the mission of
LaunchPad is explicit and that the representative is happy with our
service.
" Organizational hiring: With an increase of clients, a need to hire additional
staff to manage client and associate relationships. The goal of our venture
is to maintain a 30:1 associate to internal employee ratio, therefore, if
associate growth is exponential, there is potential for more than one
additional hire in year two.
" Also, the HR Generalists should actively monitor social media outlets and
presence in order to stay connected to potential clients and ensure quality
control (i.e. look for bad reviews).

Year Three: Continue to grow customer base through referrals and partnerships (i.e. with
community colleges) to a total of 750+ associates.
! Social goal: to place 20+ previously trafficked individuals in employment
positions.
! Organizational hiring: At this time, it will be imperative to hire an additional Client
Account Manager to seek out an increasing number of placement companies
(customers).
! Grow Professional Development Services through internships: in order to


prioritize the use of fiscal funds as well as grow and develop relationships with
local educational institutions, we will partner with local universities
Industrial/Organizational Psychology programs to form internship opportunities
with our organization. Through this partnership we will be able to provide on-the-
job experience for graduate students with goals of becoming Professional
Development and HR professionals in the future which is imperative for recent
graduates seeking jobs and our organization will have the ability to provide
professional development to a greater number of our associates at a low cost to
the organizations budget.
" Our goal is to start out with two internship placements. The first placement
will be for a Professional Development Intern, assisting in the professional
development curriculum offered through our organization. The second
internship will be as a Associate Account Intern, assisting in the skills and
personality assessment of associates to be placed, and helping to place
individuals in positions with businesses where they will be most successful.
" Interns will also provide an invaluable outsider point of view to our
organization, staying in close contact with the owners of our firm to provide
critical organizational feedback on how LaunchPad should alter or improve
its operations.

Year Four: Reach financial sustainability and grow the number of associates served to
1,000+ individuals.
! Social goal: to serve and employ a total of 20+ trafficking survivors. Aid in the
long-term employment of at least 10 of our survivor associates.
! Fiscal sustainability: By year four (based on projected individual business and
industry growth rates), our business should have a large enough clientele and
strong partnerships with placement firms in order to reach financial sustainability
and turn its first profit.

Year Five: Increase the number of associates served to 1,200+ individuals. Use profits of
the business to reinvest in LaunchPad and our NGO partners.
! Social goal: to serve and employ a total of 20+ trafficking survivors. Aid in the
long-term employment of at least 10 of our survivor associates.
! Invest in NGO partners: Upon reaching financial sustainability and making a
substantial profit, LaunchPad will work with partner organizations (primarily,
REST and OPS) to place associates in internship or employment positions within
these firms. These interns will be paid through LaunchPads payroll and will serve
as employees to our partner organizations in an effort to both provide our
partners with needed, capable employees and alleviate financial strain.


13. Risk Analysis
13.1 Quantitative
Rigor and feasibility of financial model and goals.
In order for our venture to be profitable, we will have to be in business for four years.
Initially moving into the market and proving the benefits of our services will take time.
For this reason, it will be important to start with a limited number of employees and only
hire more as we recruit more associates to be placed (striving to keep a 30:1 associates
served at a single time to internal employee ratio). Even though this is a competitive
market, we will serve a niche need and grow in the context of the current economy. This
will allow us to gain a name for ourselves by being an affordable alternative to staffing
when companies cannot afford full-time skilled employees.

Potential for follow-up funding to grow the venture
After year four, we will obtain revenue comparable to the industry average. Our potential
to grow will allow us to move into more client industries, provide more placement
opportunities and thereby serve a greater amount of trafficked individuals. As our
associates set themselves apart in the workplace, we will be able to market ourselves
with client testimonials.

Financial viability and sustainability: quantitative risks & financial resources (in 2 -3 years)
Our major quantitative risks lie in our ability to gain customers and to be able to prove
ourselves as a viable and affordable option for staffing. In addition, we must prove that
our added financial investment of professional development results in a greater number
of clients and increases our bottom line. Given that the margins are small in hiring entry-
level employees, we will set the goal of placing one higher salary worker each month to
subsidize this cost. We expect to become profitable after three years.

13.2 Qualitative risk analysis
Foundati onal assumpti ons
! Assumption #1: There are people (formerly trafficked individuals) in the market
having a difficult time finding work and would benefit from our specialized
placement services.
! Assumption #2: Clients would be willing to pay for an outside firm to find and
place employees with developed professional skills and training pertaining to


company culture and job task specifics.

Steps to val i date assumpti ons
Assumption #1
Our firm will have to not only seek out individuals searching for entry-level employment,
but also prove that once placed in their positions, they are satisfied with the training
received and quality of the placement. We must first seek out candidates through several
channels; through referrals for previously trafficked individuals and marketing outreach
(through social media and job fairs) for others. By providing surveys to potential
candidates, we would get a better idea of the kinds of placements that would be most
beneficial to our target demographic, as well as the specific training they feel is most
needed. We will also conduct a qualitative check in once an associate begins the training
process with our organization. This will be done through high-touch means, such as
personal interviews and feedback sessions; this close-working relationship between the
organization and the associate helps to ensure the dedication of each associates to the
company and their own empowerment. Upon placement, the associate will continue to
have regular check-ins with a representative of our firm to ensure continued professional
development and satisfaction with the process. Suggestions will be taken into account
when dealing with future associates.

Assumption #2
In order to assess the needs of placement companies, periodic interviews will take place
between our Client Account Executive and company HR. Check-ins will also occur once an
associate has been placed, in order to monitor quality control and to identify and correct
any problems between the company and our associate. At 3-6-9 month and year intervals,
company HR departments will also complete a business survey on satisfaction of the
placement, relationship with our firm and willingness to refer our firm to other
companies.

13.3 Disaster Recovery Plan
The venture will survive a disaster through developing strong client relationships that will
result in long-term contracts with our clients. The goal is to become their single provider
for entry-level employees. It will also be important to diversify our services in terms of
industry once we are able to prove our model and find other potential industries where
our value proposition will benefit the bottom line of a client. From the onset of our
relationships with clients we must prove that we will go the extra mile to meet their
specific company needs. We will do this through a thorough assessment of the business
before placement, as well as, weekly check-in calls (as indicated by the business) to
ensure that the associate is continuing to meet expectations.


Potential to receive financial support from additional investors: Our firm will be structured as
a Social Purpose Corporation; we will be actively seeking investors and social venture
capitalists for initial startup. As mentioned before, we expect the venture to be sustaining
after three years.

Alternatives for the organization: If necessary, we could diversify the industry in which we
place our clients. In addition, we could restructure our organization and file for 501C3
status. This will allow us to apply for additional grants and funding. This would include
the financing available through the Partnership for Freedom who is seeking to finance
ventures that are addressing the issue of trafficking.
14. Plan Update and Review
In order to move forward with the venture we must obtain the necessary funding,
establish a firm client base, begin informational meeting with case manager at partner
nonprofits to establish an associate pool. In addition, we must begin the search for our
personnel in order to begin onboarding them. Lastly, we must execute a lease contract
for our space and purchase the equipment and software necessary for our office to
function.

Key deci si on poi nts
Six months prior to planned opening of operations: Begin the search for our internal
personnel and arrange informational meetings with NGOs. Develop relationships and
contracts with our clients and partners in tandem.
Three months prior: Internal employees begin working and receive needed trainings.
Formulate professional development curriculum. Sign the lease on the LaunchPad office
space and obtain necessary office equipment. Begin screening candidates and accepting
referrals via company website.
March 2015: Open operations; begin training and job placement of associates.
Reviews: Review operations and perform client/associate assessments on a monthly
basis for the first six months of operations. From months 6 to 12, perform reviews bi-
monthly. After the first year, all reviews will be done on a 3-month basis.


15. Conclusion
15.1 SWOT Analysis
STRENGTHS WEAKNESSES
-Empowerment through professional
development
-Staffing a section of the population that is
neglected
-Collaborating with existing organizations
and playing off of their strengths
-Serving a need that is not being
addressed by another entity.
-Ability to contribute to clients CSR and
partners social and fiscal needs.
-Lack of existing clients
-Low profit margins
- Strained finances during startup period
(first three years)
- Inability to pay staff what they would be
paid elsewhere.
- Lack of work-ready survivors to serve in
the first year of operations
- Socially stigmatized associates
- Lack of higher-education among
candidates

OPPORTUNITIES THREATS
-Clients Identifying with our mission.
-Economy is getting better, which opens
up opportunities for startups and staffing
firms focusing on entry-level positions.
-90% of business use staffing firm
services.
-Government influence to provide
assistance to those coming out of the sex
trade industry.
-Seattle peoples desire to accommodate
the disadvantaged population.
-Many NGOs looking to partner in order to
fight the issue and create awareness.
- Large number of staffing agencies within
the Seattle area.
- Profit margins for staffing agencies are
low
- Long established agencies have existing
client networks.
- Risk of shouldering associate issues and
possible financial burdens from claims.
- Fluctuation in clients and associates
- No prior research regarding the
employability of the trafficking survivor
population.
- Risks associated with the mental and
psychological state of survivors could
affect clients willingness to employ these
individuals.

15.2 The Ask
In order for LaunchPad to fulfill our mission of providing employment to underserved
populations (specifically, former victims of sex trafficking), we are asking for an
investment of $150,000. The total startup costs will be $200,000, and we will take out a
$50,000 bank loan. $125,000 is needed to establish the enterprise and become


financially sustainable within four years of operations. The additional $25,000 will be
utilized for unforeseeable challenges, and therefore, increase our ability to establish
LaunchPad.


Appendices
Appendix 1 Industry KSFs
Of f i ce Staf f i ng/Temp Agency - I ndustry Key Success Factors
(IBIS World, 2013)
Good reputation: Quality service to clients and well-trained, appropriately skilled
staff are important for developing and maintaining a good reputation.
License to operate: Some states require a license to operate, so operators need to
make sure they have all the appropriate licenses.
Access to multi skilled and flexible workforce: Agencies need to secure and
maintain access to a suitable supply of flexible, reliable and appropriately skilled
workers who are available at short notice for placement.
Easy access for clients: Agencies that have suitable and extensive regular clients
on contract will provide more temporary staff placement positions.
Use of high volume/low margin strategy: Because the nature of the industry
creates high revenue with small profit margins, it is important to understand the
critical financial operations.
Loyal client base: The ability to secure repeat customers will have a positive effect
on an agency's performance.


Appendix 2 Staffing Agency Industry Demographics

Appendix 3 Market Segments: Target Market Profiles

Target Customer Entry Level Employee Community College
Graduates
Formerly Trafficked
Individuals
Current Options for
Employment
Placement

Government funded
services for those on
unemployment to be
placed in jobs. (i.e. job
corps).
-Non-profit programs:
Goodwill Training
Program & Seattle
Education Access that
provide free training.
-Personal job search

- Work Source: a free
government service
provided through
career centers
-General career
counseling on major
and career goals
-No direct placement
-Personal Job Search
-OPS/Rest (and other
NGOs) Case Managers
job placement intentions
(not specialized in this).
-Goodwill Training
Program
-YouthCare training
program (for youth only).
-Personal job search

Demand for these
services

-Within this
demographic, there is a
high demand for
employment.
-Seek out staffing
agencies for flexibility
and opportunity.
-Temporary employees
- Many do not know
these services are at
their disposal and do
not maximize on the
professional
development services
or career guidance
through their current
-Currently there are no
services offered to
connect this
demographic to
employment and the
work that goes into the
placement process falls
on the shoulders of


can work as much as
the average worker and
receive training from
these entities (90%)
(ASA, 2013).

school structure.

aftercare providers.
Current Relationship
with Staffing
Agencies:

Mostly government run
entities.
Career counseling
centers provided
through their school
None. Businesses fears
of hiring them make
them a undesirable
associate for staffing
agencies.
Motivations for
employment

Funding for basic needs.

Desire to apply their
degree to a career,
looking for an
opportunity that
would compliment
long-term goals.
Alternative to previous
lifestyle, necessary for
independence and
gaining experience.


Appendix 4 Industry Motivations for Seeking Temporary Employment


Appendix 5 Competitor Profiles: Location of Competitive Firms


Appendix 6 Strategic Partnerships and Industry Value-Chain

Appendix 7 Positioning/Perceptual Map

Candidate
Staffing
Agency
Client
Placement
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Appendix 8 Graphical Breakdown of Payment & Profit Margin

Appendix 9 Candidate to Associate Processes


Survivor Centered Process
Employee placement for survivors will depend on
individual needs and we will address these needs
on an individual basis in partnership with the
individuals caseworker.

Client


Evaluation Process


Appendix 10 Associate Request Form

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Appendix 11 Associate Referral Form

LaunchPad Staffing
Solutions
Associate Referral Form
Referral Guidelines
1. To refer a potential associate, please complete this form and return it, along with a copy of the
prospective candidates resume, application, or both, to the Human Resources department.
2. Refer only candidates those are work-ready.
3. Please fill one referral per candidate.
Referrer Information
Institution Name:

Date:
Contact Person:

Department:
E-Mail Address:

Phone No:
Referral Information
Candidate Name:
E-Mail Address:
Phone No:
Position Referred For:

Why this candidate is qualified for this position:

For Human Resources Use Only
Date Received:

Interviewed?
Hired?

Award Date:


Appendix 12 LaunchPad Internal Employee Job Descriptions

First Year and Start Up Employees
Human Resource Generalist
Salary: 35,000
Job Description: This person is responsible for keeping track of and managing all payroll
for staff and external clients. This position will manage accounts payable and ensure that
all associates are paid on time. They will assist the Client Account Executive in any client
or business claim issues. They will administer associate assessments to be passed on to
the Associate Account Executive and maintain these files for the remainder of the time
the associate works with the firm.
Qualifications: Bachelors Degree in related field. Must have strong interpersonal and
communication skills, an ability to interact with people from diverse backgrounds and
balance many tasks at once. Must be comfortable learning new computer systems and
provide exceptional customer service. Must be passionate about providing opportunities
to underserved populations.
Desired Skills: Past experience working with formerly trafficked persons, proficiency in
Microsoft Suite and office experience.

Associate Account Executive (Owner)
Salary: 45,000
Job Description: Will work to recruit potential clients and actively seek to partner with
nonprofits (serving both sex trafficking survivors and other underserved populations) and
college campuses in order to develop our brand as a sustainable option for entry-level
workers. Through this process, they may also work with the Professional Development
Manager to establish productive collaborations with non-profits who have existing
training programs, which our associates could benefit from. They will work directly with
associate when they come in using their initial assessments to conduct an in person
interview and measure their skills, needs and correct fit for jobs. They will work with the
professional development staff to ensure the client receives the appropriate training in
order to be successful in the workplace. Based on their established relationship with the
client, the will work with the Client Account Executive to determine appropriate
placement fit and to follow through on their performance in the workplace. They will
perform these same duties with victims of sex trafficking, going to the aftercare
organization they are currently working and collaborating with case managers to identify
the best placements. They will receive references for these providers and work together
with them throughout the process.
Qualifications: Business Degree or experience working in business (3+ years). Must have
strong interpersonal skills, an ability to interact with people from diverse backgrounds


and balance many tasks at once. Must be comfortable learning new computer systems
and excel at customer service. Must be passionate about providing opportunities to
underserved populations.
Desired Skills: Past HR work experience and background working with underserved
populations.

Client Account Executive (Owner)
Salary: 45,000
Job Description: This position will be responsible for seeking out clients and maintaining
client relationships. They will work alongside the HR Generalists to ensure mitigation of
risks and address any client needs. This includes check-ins throughout the placement
period and working with the Associate Account Executive in the assessment process for
associates. Through their establishment of relationships they will work towards creating
long-term employment opportunities for associates. Most of their job will require work
out of the office, networking and developing relationships within the community.
Qualifications: This person should have a degree in business and have past experience
working in staffing. Must have strong interpersonal skills, an ability to interact with
people from diverse backgrounds and balance many tasks at once. Must be passionate
about providing opportunities to underserved populations. This person must be astute in
sales and passionate about our mission in order to convey our value proposition to
potential clients.
Desired Skills: Past sales work experience and background working with underserved
populations.

Year Two Hires (2 people)
Professional Development Manager
Salary: 35,000
Job Description: All professional development activities will be transferred from the
owners to this individual.This position will be responsible for developing and presenting
the curriculum of the program to our associates. This includes working with the
Associate Account Executive to determine the appropriate professional and skill specific
training needed for the associate. They will develop and maintain our network of other
service providers and volunteers who can take part in training associates with specific
skills. They will work with survivors of sex trafficking in this same capacity, and therefore,
must have a specific awareness of the issue and undergo training regarding how to work
with this population. Trainings for formerly trafficked individuals will take place at the
non-profit in order to collaborate effectively with their existing case managers and build
trust with those associates. As candidates and associates go through assessment and
continual development processes the manager will check in on them to ensure they are


not in need of additional training or coaching.
Qualifications: MA Degree in Industrial/Organizational Psychology, coaching and
assessment experience. Must have strong interpersonal skills, an ability to interact with
people from diverse backgrounds and balance many tasks at once. Must be passionate
about providing opportunities to underserved populations.
Desired Skills: Background working with formerly trafficked or homeless populations.

Associate Account Manager
Salary: 35,000
Job Description: Will assist Associate Account Executive in managing associate relations
and assessing candidates when the initially come in. They will also check in with all
online referral forms and build relationships with non-profit partners.
Qualifications: This person should have a degree in a related field, strong interpersonal
skills, a desire to go into recruiting and a passion for the issue of human trafficking and
serving underserved populations. Must be a self-starter who is able to interact with
diverse populations.
Desired Skills: Experience in recruiting.

Year Three Hires (1 staff, 3 interns)
Client Account Manager
Salary: $40,000
Job Description: This person will work with the Client Account Executive to assist in
building external customer relationships with businesses and cold-calling potential
customers. This will also include customer visits and needs analysis of these customer.
Qualifications: This person should have a degree in business, strong interpersonal skills,
an ability to interact with people from diverse backgrounds and balance many tasks at
once. Must be passionate about providing opportunities to underserved populations. This
person must be astute in sales and passionate about our mission in order to convey our
value proposition to potential clients.
Desired Skills: Past sales work experience and background working with underserved
populations.

Professional Development Intern
Unpaid
Job Description: Assist and be trained by the Professional Development Manager in
following up with clients, keeping records of clients and trainings completed. Continue to
develop curriculum and research evolving business needs for employees and culture.
They will identify these pain points in order to maintain the cutting edge nature of our
professional development programs.


Qualifications: Desire to learn about professional development and be studying within the
social sciences fields. Self-driven and able to interact with diverse individuals. Committed
to learning about the issue of human trafficking and content relevant to serving this
population.
Desired Skills: Existing awareness and passion for the issue of human trafficking.

Associate Accounts Intern
Unpaid
Job Description: This person will work with and be trained by the Associate Account
Manager. They will assist in processing candidate information and initial assessments.
They may take part in other organizational aspects and associate communications.
Qualifications: Currently studying in a social sciences field with a passion for serving
underserved populations.
Desired Skills: Past office, customer service or direct service experience.

Client Accounts Intern
Unpaid
Job Description: This person will work with and be trained by the Client Account Manager.
They will assist in processing all website materials from potential clients and initial
onboarding. They may take part in other organizational aspects such as cold calling and
weekly client follow up calls.
Qualifications: Studying business and interested in learning more about sales and the
issue of human trafficking. A self- starter who has strong interpersonal skills and displays
strong professionalism and comfort in speaking with executives.
Desired Skills: Past experience in an office role or role requiring cold calling, organization
or sales.

Appendix 13 Termination from LaunchPad

Behaviors Resulting in Immediate Termination of Associate
If found under the influence while employed
Engaging in criminal activity as an associate
Three no call, no show instances
Survivors: Connecting with previous network or engaging in behavior characteristic
of their life in the sex trade.


Appendix 14 ProForma Financial Statements

Loan Amortization Schedule

Loan Principle (present value) $ 50,000

Annual rate of interest 9%

Number of Years 10

Year Pmt Ipmt
Prin.
Pmt
End of
Year prin
0

$50,000
1

$7,791

$4,500

$3,291

$46,709
2

$7,791

$4,204

$3,587

$43,122
3

$7,791

$3,881

$3,910

$39,212
4

$7,791

$3,529

$4,262

$34,950
5

$7,791

$3,145

$4,646

$30,304
6

$7,791

$2,727

$5,064

$25,241
7

$7,791

$2,272

$5,519

$19,721
8

$7,791

$1,775

$6,016

$13,705
9

$7,791

$1,233

$6,558

$7,148
10 $7,791 $643 $7,148 $0


First 12 Months Amortization Schedule

Loan Principle (present
value) $ 50,000.00

Annual rate of interest 0.75%

Number of Periods 120

Months Pmt Ipmt Prin. Pmt End of Year prin
March 0

$50,000
April 1

$633

$375

$258

$49,742
May 2

$633

$373

$260

$49,481
June 3

$633

$371

$262

$49,219
July 4

$633

$369

$264

$48,955
August 5

$633

$367

$266

$48,689
September 6

$633

$365

$268

$48,420
October 7

$633

$363

$270

$48,150
November 8

$633

$361

$272

$47,878
December 9

$633

$359

$274

$47,604
January 10

$633

$357

$276

$47,327
February 11

$633

$355

$278

$47,049
March 12 $633 $353 $281 $46,768


!"#$%& (") *$%+,- ./"/-,-$/0 1+2 /&- 3420/ 56 ,+$/&0 +1 /&- 50/ 7-"2

Aprll May !une !uly AugusL SepLember CcLober november uecember !anuary lebruary March

lndlvldual LhaL used our Servlce 3 13 20 23 20 23 30 33 40 43 43 30
8evenue lrom Servlces 11093 33278 44370 33463 44370 33463 66333 77648 88740 99833 99833 110923
* 1he lndlvlduals uslng our servlce belng conLracLed for
an average $17 per hour for an average 30 hours a week.

Less, 8eLurns and Allowances 300 300 1000 1000 1000 1000 1000 1000 1000 1000 1000 1000
neL Sales

10393 32778 43370 34463 43370 34463 63333 76648 87740 98833 98833 109923

CosL of Servlces 9429 28286 37713 47144 37713 47144 36372 66001 73429 84838 84838 94286
* An average $12 per hour wlll be pald Lo our assoclaLes,
and $2.30 wlll go Lowards 8&C Lax and oLher llablllLy,
Laklng 83 of Lhe margln

82+00 (2+14/ 1164 4492 3633 7319 3633 7319 8983 10647 12311 13973 13973 13639

Selllng, Ceneral, Admln Lxpenses:

8enL Lxpense 4167 4167 4167 4167 4167 4167 4167 4167 4166 4166 4166 4166
lnLeresL Lxpense 386 384 382 380 378 376 374 372 370 368 366 364
* $30000 loan aL 3 annual raLe for 10 years

Cfflce Supplles Lxpense 1000 100 100 100 100 100 100 100 100 100 100 100
Salary Lxpense 10416 10416 10416 10416 10417 10417 10417 10417 10417 10417 10417 10417
ayroll 1ax Lxpense (7.63) 797 797 797 797 797 797 797 797 797 797 797 797
8&u Lxpense 230 230 230 230 230 230 230 230 230 230 230 230
AdverLlslng Lxpense 417 417 417 417 417 417 417 417 416 416 416 416
CuLsourclng Lxpense 1230 1230 1230 1230 1230 1230 1230 1230 1230 1230 1230 1230
uLlllLles Lxpense 330 300 300 300 300 300 300 300 300 300 300 300
uepreclaLlon Lxpense 130 130 130 130 130 130 130 130 130 130 130 130
1oLal CperaLlng Lxpenses 19383 18431 18429 18427 18426 18424 18422 18420 18416 18414 18412 18410
9"24$:0 32+, ;<-2"/4+$0 =-1+2- >"?
-
18219
-
13939
-
12774
-
11108
-
12771 -11103 -9439 -7773 -6103 -4439 -4437 -2771

lncome 1ax 0 0 0 0 0 0 0 0 0 0 0 0
@-/ (2+14/
-
18219
-
13939
-
12774
-
11108
-
12771 -11103 -9439 -7773 -6103 -4439 -4437 -2771


!"#$%& (") *$%+,- ./"/-,-$/0 1+2 3-"20 -$) 1+2 /&- 1420/ 5 3-"20

?ear 1 ?ear 2

?ear 3

?ear 4 ?ear 3

lndlvldual's Served

200 300 730 900 1200
8evenue lrom Servlces

787371 1863340

2400000

3200000 3800000
* 1he lndlvlduals uslng our servlce belng conLracLed for
an average $17 per hour for an average 30 hours a week.

* 1he lndlvlduals uslng our servlce belng
conLracLed for an average $21 per hour for an
average 30 hours a week.

* 1he lndlvlduals uslng our servlce belng
conLracLed for an average $23 per hour for an
average 30 hours a week.

Less, 8eLurns and Allowances

11000 13000

20000

23000 23000
neL Sales

776371 1848340 2380000 3173000 3773000

CosL of Servlces 669437 1384009

1980000

2360000 3040000
* An average $12 per hour wlll be pald Lo our assoclaLes,
and $2.30 wlll go Lowards 8&C Lax and oLher llablllLy,
Laklng 83 of Lhe margln

* An average $14 per hour wlll be pald Lo our
assoclaLes, and $3.23 wlll go Lowards 8&C Lax
and oLher llablllLy, Laklng 82.3 of Lhe margln

* An average $16 per hour wlll be pald Lo our
assoclaLes, and $4 wlll go Lowards 8&C Lax and
oLher llablllLy, Laklng 80 of Lhe margln

62+00 (2+14/ 107134 264331 400000 613000 733000

Selllng, Ceneral, Admln Lxpenses:

8enL Lxpense 30000 30000

30000

30000 30000
lnLeresL Lxpense 4300 4204

3881

3329 3143
* $30000 loan aL 3 annual raLe for 10 years

Cfflce Supplles Lxpense 2100 3000

3300

4000 3000
Salary Lxpense 123000 200000

300000

400000 300000
ayroll 1ax Lxpense (7.63) 9363 13300

22930

30600 38230
8&u Lxpense 3000 3000

3000

3000 3000
AdverLlslng Lxpense 3000 4000

4000

3000 3000
CuLsourclng Lxpense 13000 3000

3000

3000 3000
uLlllLles Lxpense 6030 6300

7000

7300 8000
uepreclaLlon Lxpense 1800 2100

2700

3000 3600
1oLal CperaLlng Lxpenses 222013 293104 402031 311629 620993
7"24$80 92+, :;-2"/4+$0 <-1+2- ="> -114879 -28373 -2031 103371 114003

lncome 1ax 0 0

0

23363 27712
?-/ (2+14/ -114879 -28373 -2031 79806 86293


!"#$ &'()*+ ,-)./0'"

!"#$%& (")
*$%+,- ./"/-,-$/0
1-"2 3 1-"2 4 1-"2 5 1-"2 6 1-"2 7

8-9-$#- :;:7:3
3;<576
=
46====
=
54====
=
5;====
=
!-00> 8-/#2$0 "$) ?@@+A"$%-0 33=== 37=== 4==== 47=== 47===
B-/ ."@-0 ::<7:3
3;6;76
=
45;===
=
53:7==
=
5::7==
=

C+0/ +D .-29E%-0 <<F65:
37;6==
F
3F;===
=
47<===
=
5=6===
=
10"## 20"3'$ 3=:356 4<6753 6===== <37=== :57===

G+/"@ HI-2"/E$J KLI-$0-0 444=35 4F53=6 6=4=53 733<4F <4=FF7
4/0'.5# 60"7 89)0/$'".# :)3"0)
;/<
M
336;:F M4;7:5 M4=53 3=55:3 336==7

*$%+,- G"L = = = 457<7 4::34
=)$ 20"3'$
M
336;:F M4;7:5 M4=53 :F;=< ;<4F5


!"#$%&'#" )*"+',-.

!"#$%& (")

*$%+,- ./"/-,-$/0

1-"2 3 1-"2 4 1-"2 5 1-"2 6 1-"2 7

8-9-$#- :;:7:3
3;<576
=
46====
=
54====
=
5;====
=
!-00> 8-/#2$0 "$) ?@@+A"$%-0 = = = = =
B-/ ."@-0 :;:7:3
3;<576
=
46====
=
54====
=
5;====
=

C+0/ +D .-29E%-0 <<F65:
37;6==
F
3F;===
=
47<===
=
5=6===
=
/,.## 0,.1-$ 33;356 4:F753 64==== <6==== :<====

G+/"@ HI-2"/E$J KLI-$0-0 444=35 4F53=6 6=4=53 733<4F <4=FF7
2',-+3# 4,.5 67",'$-.+# !"1.,"
8'9
M
3=5;:F M357:5 3:F<F 34;5:3 35F==7

*$%+,- G"L = = 4<F7 55537 5:6<4
:"$ 0,.1-$
M
3=5;:F M357:5 374:6 F7=7< 3=3765


!"#$%&'($) +,)-(#."

!"#$%& (")

*$%+,- ./"/-,-$/0

1-"2 3 1-"2 4 1-"2 5 1-"2 6 1-"2 7

8-9-$#- :;:7:3 3;<576= 46===== 54===== 5;=====
!-00> 8-/#2$0 "$) ?@@+A"$%-0 4==== 4==== 5==== 6==== 6====
B-/ ."@-0 :<:7:3 3;6576= 45:==== 53<==== 5:<====

C+0/ +D .-29E%-0 <<F65: 37;6==F 3F;==== 47<==== 5=6====
/#"$$ 0#"1.% F;356 47F753 5F==== <===== :4====

G+/"@ HI-2"/E$J KLI-$0-0 444=35 4F53=6 6=4=53 733<4F <4=FF7
2(#.-3$ 4#"5 67)#(%."-$ 8)1"#)
9(:
M
345;:F M557:5 M34=53 ;;5:3 FF==7

*$%+,- G"L = = = 3;4F< 43F34
;)% 0#"1.%
M
345;:F M557:5 M34=53 :==:7 ::=F5


"#$%&'('#) *(+,+-(,./

!"##$ &"'()*"+

,-*./" &010"/"-0

2345 2342 2344

" #$ %&''&($) (*
+('',-)

6"("-7" 8945:4 8983:8 8884
;.+0 .< &"'()*"+ 9825:= 9885:> 9==?:?
0)#// 1)#*(' @@>:8 @>=:= @@5:5

A.01# BC"'10)-D EFC"-+"+ @53:= @2?:@ @4@:9
2,)(+3/ 4)#$ 5%&),'(#+/ 6&*#)&
7,8 8@:> =@:@ =9:>

,-*./" A1F 3 4@:? 4:2
9&' 1)#*(' 8@:> 83:4 =5:?

G1-H.I"' J'.7C

,-*./" &010"/"-0

2345 2342 2344

" #$ %&''&($) (* +('',-)

6"("-7" 23283:8 23=?@ 2233=
;.+0 .< &"'()*"+ 4=@@5:@ 4?25= 4@2>>:?
0)#// 1)#*(' 55==:? 5992 5?3=:5

A.01# BC"'10)-D EFC"-+"+ 2@>4:2 53?5:= 522=:9
2,)(+3/ 4)#$ 5%&),'(#+/ 6&*#)&
7,8 9?8:8 5=@:9 9?>:>

,-*./" A1F 4@?:8 4?3:@ 22@:5
9&' 1)#*(' 2@@ 4>?:= 284:=


!"#$%& (") *+,-$$-$, *"."$%+ /&++0 "$) 123 0&+ 1-340 5 6+"34

?ear 1 ?ear 2 ?ear 3 ?ear 4 ?ear 3

744+048

CurrenL AsseLs:

Cash

79621 46737 39139 109033 178066

AccounLs 8ecelvable

11000 13000 20000 23000 23000

CLher CurrenL AsseLs

3309 10000 10000 10000 10000

1oLal CurrenL AsseLs

93930 71737 69139 144033 213066

Long-1erm AsseLs:

LapLops and prlnLers

3300 6300 7300 12000 13000

Accum. uepreclaLlon

-1800 -2100 -2700 -3000 -3600

1oLal Long-1erm AsseLs

3700 4400 4800 9000 9400

1oLal AsseLs

99630 76137 73939 133033 222466

!-"9-.-0-+48

CurrenL LlablllLles:

AccounLs ayable

10009 18696 22309 23971 13733

Loans ayable

3291 3387 3910 4262 4646

lnLeresL ayable

4300 4204 3881 3329 3143

1oLal CurrenL LlablllLles

17800 26487 30300 33762 21346

Long-1erm LlablllLles:

Long-1erm noLes ayable

46709 43122 39122 34930 30304

1oLal Long-1erm LlablllLles

46709 43122 39122 34930 30304

1oLal llablllLles

64309 69609 69422 68712 31830

:;$+3<4 =>#-068

8eLalned Larlngs

-114879 -143432 -143483 -63677 20616

Common SLock

130000 130000 130000 130000 130000

1oLal Cwner's LqulLy

33121 6348 4317 84323 170616

1oLal LlablllLles and Cwner's LqulLy

99630 76137 73939 133033 222466


* Provide employment opportunities and empowerment to survivors of sex trafficking.

Year 1

Year 2

Year 3

Year 4

Year 5
Number Served

15

25

30

40

50

!"#$%& (") *+"+,-,$+ ./ 0"1& 23.41 /.5 +&, /651+ 7 8,"51

?ear 1 ?ear 2 ?ear 3 ?ear 4 ?ear 3

0"1& 23.41 /5.- 9:,5"+6$; <%+6=6+6,1>

8evenue from CllenLs

787371 1863340 2400000 3200000 3800000

(less) CosLs

902430 1892113 2402031 3120194 3713707

neL Cash from CperaLlng AcL.

-114879 -28373 -2031 79806 86293

0"1& 23.41 /5.- ?$=,1+6$; <%+6=6+6,1>

urchase of compuLer
equlpmenL

3300 1000 2000 6000 3000

neL Cash from lnvesLlng AcL.

3300 1000 2000 6000 3000

0"1& 23.41 /5.- 26$"$%6$; <%+6=6+6,1>

Long 1erm LlablllLles

30000

Long 1erm LlablllLles ald off

-3291 -3387 -3910 -4262

lssuance Common SLock

130000

ulvldend lssued

neL Cash from llnanclng AcL.

200000 -3291 -3387 -3910 -4262

neL lncrease (decrease) ln cash

79621 -32864 -7618 69896 79031

revlous ?ear Cash 8alance

0 79621 46737 39139 109033

new Cash 8alance

79621 46737 39139 109033 188066


776571
1848540
2380000
3175000
3775000
669437
1584009
1980000
2560000
3040000
222013
293104
402031
535194
648707
-114879
-28573
-2031
79806
86293
-500000
0
500000
1000000
1500000
2000000
2500000
3000000
3500000
4000000
2014 2015 2016 2017 2018
Income Projections
Net Sales
Cost of Services
Total Expenses
Net Profit


Bibliography
1. Human Trafficking. (n.d.). In Polaris Project. Retrieved January 20, 2014, from
http://www.polarisproject.org/human-trafficking/overview
2. Clawson, Heather, Solomon, Amy, Grace, Lisa. (2009, August). Human Trafficking Into and
Within the United States: A Review of the Literature. U.S Department of Health and Human
Services. Retrieved January 20, 2014,
from http://aspe.hhs.gov/hsp/07/humantrafficking/LitRev/
3. Obama, Barrack. (2012, December 31). Presidential Proclamation -- National Slavery and
Human Trafficking Prevention Month, 2013. In The White House: Office of the Press
Secretary. Retrieved January 22, 2014, from http://www.whitehouse.gov/the-press-
office/2012/12/31/presidential-proclamation-national-slavery-and-human-trafficking-
prevent
4. Human Trafficking. (n.d.). In Washington State Office of the Attorney General.
Retrieved February 2, 2014 from
http://www.atg.wa.gov/HumanTrafficking.aspx#.UxYaRVPTljo
5. Temporary and Direct Hire Staffing: Staffing Industry FAQs. (n.d.) In Frontline Source
Group. Retrieved February 15, 2014, from
http://www.frontlinesourcegroup.com/staffing_industry_faqs.htm
6. Economy at a Glance: Washington. (2013). In Bureau of Labor Statistics. Retrieved February 15,
2014, from http://www.bls.gov/eag/eag.wa.htm
7. Battistoni, Bridget. (2013, March 20). Seattles Long History with Prostitution. In Real Escape
from the Sex Trade. Retrieved January 20,2014, from
http://iwantrest.com/2013/03/20/seattles-long-history-with-prostitution/
8. Data and Research: Staffing Facts (n.d.). In American Staffing Association. Retrieved
February 5, 2014, from http://www.americanstaffing.net/statistics/facts.cfm
9. Promising Job Market Expected for Seattle-Tacoma-Bellevue, WA MSA (2013). In
Manpower Employment Outlook Survey. Retrieved February 10, 2014, from
http://press.manpower.com/reports/2013/promising-job-market-expected-for-seattle-
tacoma-bellevue-wa-msa/
10. Competitive Landscape. (2013). In IBIS World. Retrieved February 10, 2014, from
http://clients1.ibisworld.com.ezproxy.spu.edu/reports/us/industry/competitivelandscape
.aspx?entid=1464
11. Staffing Agency Pitch: Were Different. Employer: Yawn. (2012, July 31). In The Fordyce
Letter. Retrieved February 5, 2014, from
http://www.fordyceletter.com/2012/07/31/staffing-agency-pitch-were-different-employer-
yawn/
12. Drive Traffickers Out of Business. (n.d.). In Businesses Ending Slavery and Trafficking.
Retrieved January 20, 2014, from http://bestalliance.org/
13. About REST. (n.d.). In Real Escape from the Sex Trade. Retrieved January 20, 2014, from
http://iwantrest.com/about/
14. Youth Care. (n.d.). Retrieved January 26, 2014, from http://www.youthcare.org/
15. Office Space. (n.d,). Retrieved January 26, 2014, from
http://www.officespace.com/building/55132-300-Fifth-Avenue-Seattle-WA-98104


16. Rape for Profit: new film highlights alarming facts on Seattle Sex Trade. (2011, March 24).
In North Seattle Sarah. Retrieved January 12, 2014, from
http://northseattlesarah.com/2011/03/24/rape-for-profit-new-film-highlights-alarming-
facts-on-seattle-sex-trade/
17. Seattle Police and Microsoft. (n.d.). Addressing Human Trafficking in Seattle WA and
Portland OR. Retrieved January 15, 2014, from
http://www.law.washington.edu/AsianLaw/HumanTrafficking/Microsoft-SPD-one-
pager.pdf
18. Exposing Darkness at the Super Bowl. (February 3, 2013). In Steadfast Love Ethiopia.
Retrieved in January 20, 2014, from http://steadfastlove.org/2013/02/exposing-
darkness-at-the-super-bowl/
19. Commercially Sexually Exploited Children. (n.d.). In Human Services Department:
Seattle.Gov. Retrieved in January 15, 2014, from
https://www.seattle.gov/humanservices/domesticviolence/prostitutedyouth/nationalpersp
ective.htm

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