Hudson Highland Group Inc. Annual Report 2006

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FY2006 Annual Report · Hudson Highland Group Inc.

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2006 Annual Report

From great people to great performance SM

Hudson
Asia Paciﬁ c | Europe | North America
www.hudson.com

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C O R P O R AT E I N F O R M AT I O N

O N T H E B A C K C O V E R :

N I C O L A H A W K I N S I S H U D S O N

Annual Meeting

Common Stock

The annual meeting of Hudson Highland

Hudson Highland Group, Inc. common

Group, Inc. will be held on Tuesday,

stock is listed on the Nasdaq National

May 1, 2007, at 8:00 a.m., local time, at

Market under HHGP.

the Hudson Highland Group, Inc. cor-

porate headquarters, 560 Lexington

Transfer Agent and Registrar

Avenue (Lexington Avenue and 50th

The Bank of New York

Street), 5th Floor, New York, NY 10022.

Shareholder Relations Dept.

Shareholder Information

Form 10-K for the year ended

P.O. Box 11258

Church Street Station

New York, NY 10286

December 31, 2006 (without exhibits),

800-524-4458

as ﬁ led with the Securities and Exchange

www.stockbny.com

Commission, accompanies this Hudson

Highland Group report and, together with

Independent Auditors

this report, constitutes Hudson

BDO Seidman, LLP

Highland Group’s 2006 Annual Report

330 Madison Avenue

to Shareholders.

New York, NY 10017

Investor Information /

Quarterly Reports

Legal Counsel

Foley & Lardner LLP

For quarterly earnings reports, press

777 East Wisconsin Avenue

releases and other investor information,

Milwaukee, WI 53202

please visit our Web site at

www.hhgroup.com or e-mail your

Corporate Headquarters

inquiries to investor.relations@

Hudson Highland Group, Inc.

hhgroup.com.

560 Lexington Avenue, 5th Floor

New York, NY 10022

212-351-7300

www.hhgroup.com

Forward-Looking Statements

This report contains statements that the company believes to be “forward-looking statements” with-

in the meaning of the Private Securities Litigation Reform Act of 1995. All statements other than

statements of historical fact included in this report, including those under the caption “Guidance”

and other statements regarding the company’s future ﬁ nancial condition, results of operations, busi-

ness operations and business prospects, are forward-looking statements. Words such as “antici-

pate,” “estimate,” “expect,” “project,” “intend,” “plan,” “predict,” “believe” and similar words, expres-

sions and variations of these words and expressions are intended to identify forward-looking

statements. All forward-looking statements are subject to risks and uncertainties that could cause

actual results to differ materially from those described in the forward-looking statements. These

factors include, but are not limited to, the impact of global economic ﬂ uctuations on temporary con-

tracting operations; the cyclical nature of the company’s mid-market professional stafﬁ ng business-

es; the company’s ability to manage its growth; risks associated with expansion; risks and ﬁ nancial

impact associated with disposition of non-strategic assets; the company’s reliance on information

systems and technology; competition; ﬂ uctuations in operating results; risks relating to foreign op-

erations, including foreign currency ﬂ uctuations; dependence on highly skilled professionals and key

management personnel; risks maintaining professional reputation and brand name; restrictions im-

posed by blocking arrangements; exposure to employment-related claims, and limits on insurance

coverage related thereto; government regulations; restrictions on the company’s operating ﬂ exibility

due to the terms of its credit facility; risks associated with the remediation work being performed on

the company’s PeopleSoft system; and the company’s ability to maintain effective internal control

over ﬁ nancial reporting. Additional information concerning these and other factors is contained in

the company’s ﬁ lings with the Securities and Exchange Commission. These forward-looking state-

ments speak only as of the date of this report. The company assumes no obligation, and expressly

disclaims any obligation, to review or conﬁ rm analysts’ expectations or estimates or to update any

forward-looking statements, whether as a result of new information, future events or otherwise.

Design/Concept Pressley Jacobs: a design partnership/Chicago

Writing Dovetail Communications/Chicago

Photography Sandro/Chicago: cover, 11, 12; Chris Moyse/London: backcover, 3, 9, 17;

Mick Ryan/Shanghai: 2, 3, 6; Ingvar Keene/Sydney: 1, 2, 14.

Printing Active Graphics/Chicago

O N T H E C O V E R :

VICE PRESIDENT WESTINGHOUSE ACCOUNTS

WESTINGHOUSE PROJECT

MONROEVILLE PA UNITED STATES

KNOWN FOR LEADERSHIP AND CALM

D A N P L U N K E T T I S H U D S O N . Hudson client Westinghouse is one of the world’s leading original equipment

manufacturers in the nuclear energy industry — and it relies on Hudson’s highly specialized expertise to supply

and manage its professional and technical temporary contract workforce. With years of experience working with

major OEMs and large nuclear power facilities, Hudson nuclear engineering specialists have the talent pool to get

the job done. But Hudson does more than put the right people in the right positions. Dan’s team applied its solid

industry knowledge to streamline and standardize global hiring and management processes. Automated time and

expense entry, electronic invoicing and payment, and other advanced reporting features provide easy access

to management information for increased efficiency and reduced administrative costs.

PAUL SIMMS (L) CONSULTANT ACCOUNTING

KRISTY VACHER CONSULTANT ACCOUNTING

TIM MORDEN (R) CONSULTANT FINANCE & BANKING

ASIA PACIFIC / MELBOURNE

We’re a leading provider of specialized
recruitment, contract professionals, talent
management and outsourced solutions
worldwide.

Every one of our more than 3,600 employ-
ees embodies the Hudson brand promise:
From great people to great performance.SM

We’re everywhere our clients do business.
Our skills and capabilities are highly
relevant to the challenges they face.
We’re achievers who excel at helping clients
attract, select, engage and develop talent —
with a unique focus on driving business
results. That’s Hudson.

We’re Hudson.

Every one of us.

DAVID RHIND

ELTON KELLY (L) CONSULTANT ACCOUNTING & FINANCE

BONNIE WANG

GENERAL COUNSEL NORTH AMERICA

STEVE WATTON (R) CONSULTANT HUMAN RESOURCES

NORTH AMERICA / CHICAGO

ASIA PACIFIC / MELBOURNE

RESEARCHER INDUSTRIAL

ASIA PACIFIC / SHANGHAI

LUKE ARCHER (L) DIRECTOR IT BANKING & FINANCIAL SERVICES

GINO QU

HARVEY SEALE (L) SENIOR IT TRAINING ADVISOR

SARAH GREENSMITH (R) DIRECTOR IT RECRUITMENT

SYSTEM ENGINEER CORPORATE

LEARNING & DEVELOPMENT

EUROPE / LONDON

ASIA PACIFIC / SHANGHAI

DARSHAN SINGH (R) ASSOCIATE CONSULTANT IT

EUROPE / LONDON

he year 2006 was one of resiliency for

Hudson Highland Group.

After a difﬁ cult start, the company re-

covered in the second half of the year to

deliver a 32 percent increase in EBITDA*

over 2005. Consolidated results were

adversely impacted by the performance of Hudson Americas.

Hudson Asia Paciﬁ c and Hudson Europe achieved improved

Scottish industrial business (2005 revenue of $12 million) and

our United Kingdom support business (2006 revenue of $10

million). None of these were bad businesses. In fact, several

of them were very proﬁ table, but we concluded that we cannot

be successful by trying to achieve excellence in such a wide

range of service offerings.

While we believe our core offerings possess strong growth

potential in and of themselves, we continue to evaluate acquisi-

ﬁ nancial results and increased proﬁ tability. We believe we are

tion opportunities in key growth markets, seeking businesses

better positioned entering 2007 to utilize further operating

in our key practice areas with operators who can augment and

leverage to expand our proﬁ tability.

strengthen our existing management team. Along those lines,

Our Strategy Since our inception, we have focused on build-

ing our specialized professional recruitment, stafﬁ ng, project

solutions and talent management businesses. We believe that

this core mix has good growth potential for the next decade.

early in 2007 we signed a deﬁ nitive agreement to acquire one

of China’s leading IT recruitment ﬁ rms, Tony Keith Associates

Ltd., solidifying Hudson’s leadership position in that fast-

growth region of the world.

While we remain focused on these segments, we will continue

Our Financial Results Revenue from continuing operations

to operate non-core activities in markets where they strategi-

was $1.4 billion, an increase of less than one percent com-

cally support the core business.

pared with 2005. Gross margin from continuing operations

Successfully building our business means building a value

was $495 million, or 36.0 percent of revenue, an increase of

proposition for clients and candidates that is unique and differ-

3.8 percent from $477 million, or 34.9 percent, for the prior

entiated from our competition. Our talent management resourc-

year. Growing the gross margin faster than revenue is part of

es, particularly our broad suite of assessment tools, provide

our strategy as we move out of lower-margin areas and replace

Dear shareholders, employees, clients, prospective clients a

our clients with a value proposition in recruitment that strikes

with higher-margin business.

the center of their target: better organizational performance.

EBITDA is our primary measure of proﬁ tability and prog-

Increasingly today, the candidate is becoming king, and the

ress. EBITDA was $26.9 million, or 2.0 percent of revenue, an

Hudson value proposition is equally attractive to candidates as

increase of 32.5 percent from $20.3 million, or 1.5 percent of

they are assured of an objective evaluation of their entire range

revenue, for the prior year. EBITDA in 2006 included a $6.4

of skills and competencies, both tangible and intangible. Today’s

million restructuring charge incurred to accelerate the reduc-

biggest demand from client organizations is for “right ﬁ t” candi-

tion of our expense base worldwide. The challenges in North

dates, particularly in terms of intangible characteristics. As you

America in 2006 inhibited our ability to increase the consoli-

will see in the accompanying report, we can deliver this value in

dated return on revenue at a faster rate.

most of the developed world and many emerging markets.

Income from continuing operations was $1.5 million, or

Successfully building our business also requires a con-

$0.06 per basic share and diluted share, compared with a

tinued narrowing of our focus. We believe this will bring in-

loss of $4.5 million, or ($0.20) per basic and diluted share,

creased productivity, more effective investments and greater

for last year. Net income was $22.1 million, or $0.90 per

ability to leverage our expense base. In 2006 and early 2007,

basic share and $0.88 per diluted share, compared with

we exited non-core components of our global portfolio, in-

net income of $0.2 million, or $0.01 per basic and diluted

cluding Highland Partners (2005 revenue of $63 million), our

share, for 2005. Net income in 2006 included $20.6 million of

income from discontinued operations resulting from the sale of

Highland Partners in October.

Cash ﬂ ow from operations was $35.9 million compared

with ($26.3) million in 2005. During 2006, we were cash ﬂ ow

positive every quarter.

Q 2

Q 3

Our Regional Results Hudson Europe improved EBITDA

0 $ 5 0 $10 0 $15 0 $ 2 0 0 $ 2 5 0 $ 3 0 0 $ 3 5 0

to 5.2 percent of revenue, up 59 percent from 3.2 percent

revenue (in millions)

in 2005, with strong performances by the United Kingdom,

France, Balance (our Dutch contract project management busi-

ness), Netherlands, Benelux, our Central & Eastern European

operation and Spain. Hudson Asia Paciﬁ c reported EBITDA of

7.4 percent of revenue, up 9 percent from 6.8 percent, with sig-

niﬁ cant improvement achieved in Australia and New Zealand,

and continued high-growth, high-proﬁ t results from Asia.

Even though North America’s overall performance was not

strong, there were bright spots in Legal, Energy and Manage-

ment Search. We made several management changes mid year,

most importantly new leadership for the Financial Solutions and

IT&T practices, and key functional support groups. The dili-

Q 2

Q 3

Q 2

gent work of the North America team resulted in a proﬁ tability

Q 3

rebound in the third and fourth quarters. This is a foundation

that we expect to build upon in 2007.

0 $ 2 5 $ 5 0 $ 7 5 $10 0 $12 5 $15 0

gross margin (in millions)

and candidates: We’re focused.

2006
2005
2004
2003

0 $ 2 0 $ 4 0 $ 6 0 $ 8 0 $10 0

revenue per employee (in thousands)

Our Future We are maintaining a razor-sharp focus on im-

proving proﬁ tability, driving toward our long-term goal of 7-10

percent EBITDA margins. The third and fourth quarters of 2006

2004

2006

2005

were the most proﬁ table EBITDA quarters in company history.

We exited the year with a more efﬁ cient cost structure, strong

positive cash ﬂ ow and no debt. Possibly most important, the

Hudson brand and our leadership position are steadily grow-

ing in markets around the world. We still have much to do, but

expect to build upon this momentum in 2007 and beyond. Our

- $ 2 5 - $ 2 0 - $15 - $10 - $ 5 $ 0 $ 5 $10 $15

operating income (in millions)

23%
N O R T H A M E R I C A

33%
A S I A PA C I F I C

44%
E U R O P E

great people, many of whom are proﬁ led in this report, will make

gross margin by region

the difference.

Jon F. Chait
Chairman and
Chief Executive Ofﬁ cer

Mary Jane Raymond
Executive Vice President and
Chief Financial Ofﬁ cer

EBITDA is earnings before interest, income taxes, other

non-operating expense, depreciation and amortization. The

reconciliation to operating income is included in Item 8

Financial Statements and Supplementary Data in the

enclosed Form 10-K.

CONSULTANT INDUSTRIAL

CARRIER PROJECT

SHANGHAI CHINA

KNOWN FOR EFFICIENCY AND CREATIVITY

Sabrina.

We’re everywhere. At Hudson, we’ve built a
business with specialized capabilities and local
presence in virtually every major region of the
world. That means no matter what our clients
need in the talent arena, and no matter where in
the world that need exists, chances are we have
highly qualiﬁ ed people on the ground to meet it.

S A B R I N A M A I S H U D S O N . When Carrier, a part of United Technologies Corporation, increased its joint venture

ownership in China in 2001, the company identified a major recruitment need as part of its five-year strategic plan.

Carrier enlisted Hudson’s China team to help. Key objectives included helping to build a strong core management

team and a national sales force to expand Carrier’s presence across all parts of the country. Sabrina was a key

contributor on the Hudson team — she worked closely with the Managing Director and HR Director at Carrier to

recruit more than 60 sales people in smaller cities and towns across China. From there, the team has continued

to conduct targeted searches to support the Carrier strategy. Today, Carrier is achieving its goals and the

Hudson/Carrier partnership is strong.

We have deep functional expertise across a wide range

We are particularly strong at industry-speciﬁ c professional

of industries. Hudson excels at deadline-intensive small-

stafﬁ ng and recruitment, with in-house expertise that gives

scale or high-volume recruitment and stafﬁ ng projects. Our

us unique access to highly specialized technical talent pools.

outsourcing solutions put Hudson professionals onsite to

Hudson recruiters know their industries because many of

reduce costs and increase client HR productivity. Hudson

them came from successful careers there. We have the

talent management solutions deliver customized strategies

global network to meet permanent, contract or project hir-

for attraction and development of top performers. Hudson

ing needs in aerospace and defense; banking and ﬁ nancial

Diversity & Inclusion solutions provide consulting, training and

services; consumer products; energy; legal; information tech-

recruiting to build workforce diversity.

nology; manufacturing; pharmaceuticals and biotechnology;

telecommunications; and more.

We’re all over the world. With more than 100 ofﬁ ces in over

20 countries, Hudson has the reach and presence to serve

employers worldwide. Full-time Hudson professionals — most

of whom are nationals, not expatriates — in Europe, Asia and

North America. People who know the subtleties of the local

business climate and culture, well connected to the region’s

highest-quality talent. Our presence is balanced across the

Hudson global footprint — revenue contribution is roughly

equal between the three regions.

ROMANIA
ROMANIA

SINGAPORE
SINGAPORE

We’re Hudson. We’re passionate professionals who work

together across functions and borders. We collaborate glob-

SLOVAK REPUBLIC
SLOVAK REPUBLIC

ally, combining our worldwide reach and local insights to bring

IN MORE THAN 2020 COUNTRIES WORLDWIDE:
COUNTRIES WORLDWIDE:
IN MORE THAN

ARGENTINA
ARGENTINA

AUSTRALIA
AUSTRALIA

BELGIUM
BELGIUM

CANADA
CANADA

CHINA
CHINA

IRELAND
IRELAND

ITALY
ITALY

JAPAN
JAPAN

LUXEMBOURG
LUXEMBOURG

SPAIN
SPAIN

NETHERLANDS
NETHERLANDS

SWEDEN
SWEDEN

maximum value to each talent assignment. Clients who are

CZECH REPUBLIC
CZECH REPUBLIC

NEW ZEALAND
NEW ZEALAND

UKRAINE
UKRAINE

pleased with our work in one region regularly enlist our help to

DENMARK
DENMARK

FRANCE
FRANCE

HUNGARY
HUNGARY

NORWAY
NORWAY

POLAND
POLAND

UNITED KINGDOM
UNITED KINGDOM

UNITED STATES
UNITED STATES

achieve their objectives in others. We think that speaks more

to our effectiveness than anything else.

N I C O L A H A W K I N S I S H U D S O N . After the 9/11 disaster grounded external hiring, British Airways scaled down

its in-house recruitment team signiﬁ cantly. But by 2003, the airline needed to recruit people: 600 cabin crew and

300 customer service agents. Hudson established a pool of onsite associates, administrators and reference-

checkers to support the assignment. Today Hudson manages an associate pool for the client, covering five

different campaigns, scaling it up or down to meet needs that can vary on a daily basis. In filling positions such

as cabin crew, customer service agents and pilots, Hudson associates are highly effective at identifying focused

competencies such as customer interface, emotional resilience, judgment and others. Nicola’s project management

skills help make sure that British Airways has the associates it needs, when and where it needs them, every day.

PROJECT MANAGER TALENT MANAGEMENT

BRITISH AIRWAYS PROJECT

LONDON UNITED KINGDOM

KNOWN FOR DILIGENCE AND A SENSE OF HUMOR

Nicola.

We’re relevant. It’s a very big, highly competitive
world, and it’s in a state of constant change.
That means new challenges — and opportunities —
are emerging and evolving every day. Hudson’s
strengths align well with the direction the world
is going.

D A V I D H E S T I S H U D S O N . As a world-class pharmaceutical company, GlaxoSmithKline (GSK) is known for

its strong product pipeline. But even more critical to its success is a strong pipeline of high-quality people. GSK

needs both quality and quantity of candidates on an ongoing basis to fill a wide spectrum of positions in its Global

Manufacturing and Supply operations, from production operators to analytical chemists, senior executives to

operational excellence specialists. David works onsite with GSK’s HR department, managing Hudson involvement

in key hiring functions — sourcing, screening, reference checks, job offers, Web site administration — and delivering

measurable results. In just 16 months: a database of 36,000 applicants; 1,285 phone screens and 1,244 interviews

completed; 349 positions filled. Pleased with Hudson’s work, GSK Canada recently expanded the relationship to

include management of all aspects of the company’s recruitment function.

Great talent is getting harder and harder to find.

they’re exploring them. It’s just as challenging in emerg-

Everyone in business knows it: There is no single success

ing markets, where competition is increasingly intense to

factor more critical than attracting, developing and, most im-

attract qualiﬁ ed talent.

portant, keeping talented people.

Globalization is affecting more middle-market busi-

Easier said than done. In mature markets like Europe,

nesses. The globalization of business is accelerating. Asian

Japan and the United States, the pool of qualiﬁ ed younger

and European competitors are continuing to make inroads into

professionals is shrinking while experienced knowledge

North America; North American companies are continuing to

workers are retiring at an increasing pace. Talented in-

establish operations overseas.

dividuals have more options than ever — including be-

coming independent contractors and consultants — and

DIRECTOR OF CLIENT SERVICE DELIVERY TALENT SOLUTIONS

GLAXOSMITHKLINE PROJECT

TORONTO CANADA

KNOWN FOR RESULTS AND COLLABORATION

David.

PROJECT COORDINATOR DIVERSITY & INCLUSION

ING PROJECT

CHICAGO IL UNITED STATES

KNOWN FOR PROBLEM SOLVING AND CANDOR

Allison.

The global economy is no longer the sole province of huge

The marketplace isn’t the only dynamic environment in busi-

multinational corporations. For more middle-market compa-

ness. New regulatory compliance requirements can be instant

nies than ever, pressure from foreign competition is turning

game changers. The Sarbanes-Oxley Act is only the latest ex-

global expansion into an imperative. Companies without a

ample. What’s next?

global strategy are seeing the need for one. For many, it’s no

longer a question of growth or proﬁ tability. It’s rapidly becom-

ing a question of survival.

We’re Hudson. Accelerating globalization. A shrinking talent

pool. An unpredictable marketplace and regulatory environ-

ment. We have the recruiting and talent development capa-

Market and compliance environments are more un-

bilities, global network, deep functional expertise and industry

predictable than ever, worldwide. The pace of change in

insights to make us an ideal partner to help navigate a world of

the marketplace has never been more rapid. Volatile interest

complexity and change.

rates can cause whole industries to decline. Customer de-

mand can surge at a moment’s notice. The ability to quickly

staff up — or down — to meet ﬂ uctuating conditions is a com-

petitive advantage.

A L L I S O N M I L L I N E R I S H U D S O N . As one of the world’s leading financial services companies, ING places a

high priority on workforce diversity. Hudson’s diversity and inclusion specialists are innovating to help ING achieve

its goals in the United States. Hudson’s solution: a series of Private Networking Receptions (PNRs) that build

awareness of ING in the right circles and connect the company to high-caliber candidates. Held in carefully

selected locations and venues, these events offer an intimate setting for talented individuals to network with

industry leaders and peers. Allison is a key member of a Hudson team that manages every aspect of each event —

invitee list development, communications, ING speaker support and candidate follow-up.

GENERAL MANAGER MANAGED SERVICES (VICTORIA)
2006 MELBOURNE COMMONWEALTH GAMES PROJECT

MELBOURNE AUSTRALIA

KNOWN FOR INTEGRITY AND GRACE UNDER PRESSURE

Deanne.

We’re achievers. We represent much more than
a top-ﬂ ight resource for ﬁ nding and hiring
high-quality talent worldwide. Our focus is on
achieving real, measurable, long-term results
for our clients — by helping them unleash
human potential to drive business performance.

D E A N N E B A R B A R Y I S H U D S O N . Staffing the 2006 Melbourne Commonwealth Games was a study in

challenge and complexity. A large and varied number of highly specialized positions. Immovable deadlines.

Tightly defined budget. A high degree of public scrutiny. In short, no margin for error. Hudson was up to the

challenge — Deanne led an onsite team that implemented a tailored, disciplined project management

methodology, ensuring the highest quality talent, managing timeframes, mitigating risk and enabling the Games’

HR team to monitor progress in real time. The Hudson team recruited more than 1,000 roles between October

2003 and March 2006, from marketing people to procurement professionals; from competition managers to a

group manager for ceremonies — on schedule, within budget, without a hitch.

At Hudson, “solution” is not an empty word. Everyone

its culture — in order to focus our work on measurably impact-

says they deliver solutions. What does that mean, exactly?

ing business results.

We deliver great people, but that’s not what we mean by

solutions. To us, a true solution addresses a bigger picture —

and seeks to provide a bigger result — than simply ﬁ ll a posi-

tion for the client.

We do more than help clients ﬁ nd talent. We help them

maximize its strategic value. That includes assessment and

selection — tools and processes for building a deep, stra-

tegically relevant knowledge of the existing workforce. Our

We deliver people. Then we help clients make sure

performance management services aim at helping clients de-

they deliver results. We have built our entire practice on

ﬁ ne, cultivate and reward attributes and behaviors critical to

the principle that great human performance is always behind

a successful business strategy. Hudson leadership develop-

great business performance. Our ﬁ rst priority is to understand

ment solutions link speciﬁ c skills with business goals and help

the totality of a client’s business — its markets, its strategies,

develop them.

S E L E C T

AT T R A C T

E N G A G E

Hudson diversity and inclusion experts offer a proven method-

ology for building a diverse talent pipeline. Certiﬁ ed diversity

consultants help client management teams deﬁ ne and priori-

D E V E L O P

tize key diversity objectives and initiatives in a comprehensive,

achievable implementation plan, and then execute it.

The Hudson Performance Continuum

We’re Hudson. We practice what we preach. We strive to

starts with putting the best talent

do within our company exactly what we do for our clients and

in the right job, and it continues with a

focus on developing top performers.

Simply put, we help each client build

a high-performance workforce and

candidates. By creating an environment where achievers are

developed and rewarded, we attract achievers. By knowing

our own talent pool, we provide a workplace where the most

talented can advance. We’re dedicated to bringing our brand

promise to life, both for our company and our clients: From

achieve success through people.

great people to great performance.SM

C A R O L I N E V A N O V E R M E I R E I S H U D S O N . Rexam is a global leader in consumer packaging and the number-one

beverage can maker in the world. In 2005, the company looked to Hudson to help develop a talent pipeline to grow

and retain its highest-potential people. Caroline led the Hudson team in the design and implementation of an assess-

ment center process. At the heart of the process, the team, together with Rexam, identiﬁ ed strategically aligned

competencies for the key leadership groups, and designed two-day assessment centers based on Hudson’s well-re-

searched and validated simulation exercises. Our team of assessors evaluated candidates from across Europe, Asia

and the Americas. In addition to providing in-depth feedback sessions and written reports following the centers, the

team gave candidates immediate feedback during the two days from which Rexam developed and implemented Personal

Development Plans. Rexam continues to partner with Hudson to maintain a best-in-class talent management strategy.

ASSOCIATE DIRECTOR TALENT MANAGEMENT

REXAM PROJECT

LONDON UNITED KINGDOM

KNOWN FOR DEDICATION AND PASSION

Caroline.

We’re committed to our communities.
Through employee volunteerism, corporate giving
and responsible business practices, Hudson is
committed to making a difference in the world.
As a leader in global talent solutions, we apply our
talent where it can have the greatest impact: in
education and career enrichment.

We volunteer our time and passion. Whether it’s our U.K.

We invest through corporate giving. Each year, we spon-

employees supporting the Prince’s Trust, an organization that

sor important initiatives and programs within our focus areas,

helps people in need, or our U.S. people participating in com-

programs like the Global Summit of Women, which brings to-

munity programs they’re passionate about, we seek to make

gether women business owners, executives and government

a difference through personal involvement. Hudson supports

ofﬁ cials from around the world to advance the dialog around

volunteerism through its Helping Hands program, which pro-

women’s economic and entrepreneurial progress. We also

vides employees a day’s paid leave each year to donate their

allow for in-kind giving in response to natural disasters and

time to the community.

other instances of extreme need.

As a member of BISI (Businesses Initiating Social Impact), a

We run our business responsibly. Our hiring reﬂ ects the

consortium of leading Australian companies, Hudson shares

diversity of our communities. We conduct ourselves accord-

the organization’s vision: to build the future by focusing on

ing to a strict Code of Conduct to ensure the same high

children and young people. Hudson staff participate in BISI

standards of ethical behavior everywhere we do business.

projects to help working families raise happy, healthy children,

Five core Hudson values express the inextricable link between

as well as other programs aimed at helping young people pre-

our business and community interests: integrity, respect,

pare for the transition from school to the working world.

collaboration, empowerment and responsibility.

Chairman’s Award Winners

H U D S O N A S I A P A C I F I C

P E T E R B O W E N
Consumer Sector
Melbourne, Australia

A N D R E W C L A R K
Onsite Account Management
Melbourne, Australia

D E A N DAV I D S O N
General Manager
Brisbane, Australia

J O S E P H I N E G A R N I S S
IT & Telecommunications
Melbourne, Australia

H E AT H E R H A I N E S
Government
Wellington, New Zealand

PAT H A R T
Government, Education & Health
Sydney, Australia

D E B H AW C R O F T
Ofﬁ ce Manager
Newcastle, Australia

K E N H E AT H E R
Trade & Industrial
Adelaide, Australia

N ATA L I E H E T E B RY
IT & Telecommunications
Singapore

V I C K I N I E L S E N
Career Management
Adelaide, Australia

K E N DA L L RYA N
Commercial Pricing & Analysis
Sydney, Australia

D E R M O T S H E E H A N
Commercial Pricing & Analysis
Sydney, Australia

DAW N TA N
Human Resources
Singapore

M A R K T R A E G E R
Career Management
Adelaide, Australia

K E V I N T R A I N O R
Banking & Financial Services
Tokyo, Japan

A N T H O N Y W O O D WA R D
Managed Services
Melbourne, Australia

M A R G A R E T YAO
Finance & Banking
Shanghai, China

A M Y YAT E S
General Manager
Sydney, Australia

G E K C H E N G Y E O
IT & Telecommunications
Singapore

B A R B A R A Y E U N G
Sales & Marketing
Hong Kong, China

H U D S O N E U R O P E

S A N D R A B E AT T I E
IT, HR, Project Delivery
& Business Support
Glasgow, Scotland

F R E D B O S
Work and Mobility
Nijmegen, Netherlands

You’re Hudson.

I L S E C L A E S
Senior Consultant R&S
Hasselt, Belgium

M A R T I N A C O O P E R
Human Resources
Glasgow, Scotland

R O N E L D U P L E S S I S
Interactive Marketing, Europe
London, UK

E S T H E R LOZ A N O
Consultant FMCG
Barcelona, Spain

M I LO O ’ C O N N O R
Legal
London, UK

E WA R Z A D KO W S K A
Senior Consultant R&S
Torun, Poland

J O H N B R E N N E R
Energy & Scientiﬁ c
Hershey, US

C H R I S B R E V I K
Financial Solutions
Denver, US

D O N H AG G A R D
Information Technology
Tampa, US

S T E V E N L E V I N E
Legal
New York, US

S T E P H A N I E M A N G A N
IT & Telecommunications
Oakbrook, US

D E N I S E R U S S O M A N N O
Finance
Pittsburgh, US

M I C H A E L S C H O E VA A R T
Knowledge Manager, Balance
Amsterdam, Netherlands

G A RY VA L E N T I N E
Engineering, Aerospace & Defense
Dallas, US

B A R B A R A V I L L AG E
Human Resources
Pittsburgh, US

C O R P O R A T E

A R A H LO N G F O R D
Corporate Human Resources
New York, US

R AC H A E L S T E D L
Corporate Finance
Milwaukee, US

S I M O N S TA N D L E Y
Human Resources
Milton Keynes, UK

P E T E S T O N E
Marketing and Quality Director
Paris, France

A L E X Y U R C H E N KO
Country Manager
Kiev, Ukraine

H U D S O N N . A M E R I C A

M A R G A R E T B E N G T S O N
Management Search
Dallas, US

L I S A B I O N D I
Information Technology
Pittsburgh, US

B OA R D O F D I R E C T O R S

Jon F. Chait
Chairman and Chief Executive Ofﬁcer,
Hudson Highland Group, Inc. (a)

Robert B. Dubner
Retired Management Consulting Partner,
PricewaterhouseCoopers LLP (a)(b)

John J. Haley
President and Chief Executive Ofﬁcer,
Watson Wyatt & Company (b)(c)(d)

Jennifer Laing
Associate Dean, External Relations,
London Business School (c)(d)

David G. Offensend
Senior Vice President,
Chief Financial and Administrative Ofﬁcer,
The New York Public Library (a)(b)(c)(d)

Richard Stolz
Retired Global Relationship Partner,
PricewaterhouseCoopers LLP (b)

(a) 2007 Executive Committee
(b) 2007 Audit Committee
(c) 2007 Compensation Committee
(d) 2007 Nominating and Governance Committee

MANAG E M E NT

A S I A

Albert Kwong Chief Financial Ofﬁcer

Sally Woo Human Resources Director

China Angie Eagan General Mgr

Hong Kong Gina McLellan Country Mgr

Japan John Tucker General Mgr

Singapore Mark Sparrow Country Mgr

A U S T R A L I A / N E W Z E A L A N D

Elaine Kloss Interim Chief Financial Ofﬁcer

Matthew Warburton General Counsel and
Company Secretary

Tracy Noon Executive General Mgr,
Human Resources

Australia
Karen Colfer Executive General Mgr,
Service and Support Recruitment, Australia

Cyrus D’Cruz Executive General Mgr,

IT&T, Australia

Kimberley Hubble Executive General Mgr,
Sales, Talent Management and Managed Services

Geoff Qurban Executive Coach

New Zealand
Marc Burrage Executive General Mgr

Peter Harbidge Executive General Mgr

E U R O P E

Laurent Chen Chief Operating Ofﬁcer and
Chief Information Ofﬁcer

Andrew Nicholson Chief Financial Ofﬁcer

Louise Marshall General Counsel

O F F I C E R S & E X E C U T I V E M A N AG E M E N T

O F F I C E R S

Jon F. Chait
Chairman and Chief Executive Ofﬁcer

Mary Jane Raymond
Executive Vice President
and Chief Financial Ofﬁcer

Margaretta R. Noonan
Executive Vice President
and Chief Administrative Ofﬁcer

Donald E. Bielinski
Senior Vice President and
Chairman, Hudson Asia Paciﬁc

B U S I N E S S D I V I S I O N S

Asia Paciﬁc
Donald E. Bielinski Chairman

Asia
Stefanie Cross-Wilson

Interim Chief Executive Ofﬁcer

Australia/New Zealand
Helen Nugent Executive Chairman

Gary Lazzarotto Managing Director

Richard S. Gray
Senior Vice President,
Marketing and Communications

Neil J. Funk
Vice President, Internal Audit

Elaine A. Kloss
Vice President, Finance and Treasurer

Ralph L. O’Hara
Vice President and Global Controller

Latham Williams
Senior Vice President, Legal Affairs and
Administration, Corporate Secretary

Europe
Christine Raynaud President
and Chief Executive Ofﬁcer

North America
Jon F. Chait Interim President

Marc Timmerman Executive Director,
Talent Management

Etienne Van Keer Executive Director,
Research and Development

Benelux

Ivan de Witte Managing Director,

Permanent Recruitment and Talent Management

(Belgium/Netherlands/Luxemburg)

Arjen Van Zuydam Managing Director,
Professional Stafﬁng and Project Management

(Balance—Netherlands)

Max Schep Managing Director,
Work & Mobility (Netherlands)

Central Eastern Europe
Frans Hoekman Managing Director

Czech Republic Frans Hoekman
Country Mgr

Hungary Gábor Székely Country Mgr

Poland Iwona Cekal Country Mgr

Slovakia Ron Bastyr Country Mgr

Ukraine Alex Yurchenko Country Mgr

Romania (Franchise) Steve Moroz
Country Mgr

The Nordics Ann-Soﬁe Hoffman
Managing Director

Norway/Denmark (Franchises) Ola Lenes
Country Mgr

Sweden Ann-Soﬁe Hoffman Country Mgr

Southern Europe Laurent Derivery
Managing Director

France Laurent Derivery Country Mgr

Italy Leonardo Zaccheo Country Mgr

Spain Montserrat Luquero-Herrero Country Mgr

United Kingdom/Ireland
Andy Rogerson Chief Executive Ofﬁcer

England
Guy Hayward Managing Director, Accounting
& Finance and Financial Services

Richard Baker Managing Director, Sales &
Marketing and Supply Chain & Procurement

Mark Carriban Managing Director, Legal and
Human Resources

Phil Clarke Managing Director,

IT & Telecommunications

Ireland Peter Cosgrove Country Mgr

Scotland Karen Scott General Mgr

N O R T H A M E R I C A

Patrick Lyons Chief Financial Ofﬁcer

Michael Whitmer Chief Information Ofﬁcer

Peggy Buchenroth Senior Vice President,
Human Resources

David Rhind General Counsel

Jennifer Bernhart Vice President, Marketing

Michael Kelly Vice President, Real Estate

Stefanie Cross-Wilson Co-President,
Permanent Solutions Group

Robert Morgan Co-President,
Permanent Solutions Group

Wayne Beaubian Executive Vice President,
Financial Solutions

Tim Bosse Executive Vice President,

IT & Telecommunications

Jim Botrie Executive Vice President,
Management Search and Talent Solutions

Troy Gregory Executive Vice President,
Legal Resources

Greg Lignelli Executive Vice President,
Energy, Scientiﬁc and Managed Stafﬁng

Michael Sievert Executive Vice President,
Engineering, Aerospace & Defense