Ohos is raising $1.2m to kill the dreaded periodic performance review with a real-time crowdsourced performance feedback SaaS platform.

1. Ohos
Comparative crowd-sourced performance feedback
SaaS platform
Kill the dreaded periodic performance review
Promote and recognize the right people, and
Accelerate performance improvement

2. Problem 1
Companies promote the wrong people resulting in a
poor leadership pipeline, poor performance,
detrimental cultures, and higher employee turnover
Cause 1: Companies do not have an effective way to
differentiate subject experts from actual leaders
Cause 2: A top down talent review model only shows good
followers and doers, not good leaders or managers
87%
of companies rate
retention as an
important imperative
- Deloitte Global Human
Resource Trends, 2015
68%
of managers fail in the
first year
- Ashkenas, 2015
60%
of managers don’t like
being a manager
- Barrett-Koehler, 2011
reason good people
leave is a bad managerno.1

3. Problem 2
Individuals do not get the regular feedback they
need to accelerate their career or improve the
performance of the company
Cause 1: Companies adopt a periodic review processes
instead of tools for ongoing feedback
Cause 2: Employees lack normative comparison to
know where they are lagging or leading their peers
Cause 3: Feedback is often provided infrequently,
inconsistently, and without a connection to resources
to improve
60%
of employees want
more points of
feedback
- Discovery Surveys, Inc., 2015
56%
of employees lack
regular feedback all
together
51%
of managers say they
do not have time to do
it well

4. The Solution
REAL-TIME crowdsourcing gets you validated feedback and trends to create predictive
analytics AND:
● Improve retention
● Monitor individual engagement
● Promote the right people
● Recognize subject matter experts and spread expertise
● Distinguish between high performers and actual leaders
● Simplify succession planning
● Match development resources to those who need it most
● See individual performance compared to peers
The Difference of Ohos: Other HR tech systems are just automating older models. We’re evolving.

5. A few highlights
See real-time performance trends by rater group Find your go-to experts by competency/skill
Recognize real leaders
(the people others want to follow)
*actual screenshots from our conceptual site
Watch the demo video at
www.myohos.com/overview

6. Initial Reactions
8 pre-production clients with
intent to sign as early adopters
Client 1 (33,000 employees)
“This solves so many problems with our
current performance review process.”
-General Counsel/CHRO
Client 2 (2500 employees)
“I would kill for this data”
-CEO
Client 3 (50 employees)
“I would kill for this data”
-HR Director
Client 4 (500 employees)
“Holy shit! Do you have any idea how this is
going to change things?!”
-HR Director
Client 5 (200 employees)
“This is a game changer. Can we have this
today?”
-HR Director

7. Market Opportunity
10% of Fortune 500 companies have ditched
traditional performance reviews since 2014
including: Adobe, IBM, GE, Microsoft, Dell,
Accenture, Gap, Medtronic, Deloitte, and others.
Another 70% are looking for a better way
10% (abandoned traditional reviews)
+ 70% (considering a new way)
80%of companies want a better solution
Enterprise Individual
Total User Base 101.25m 160m (total workers in US)
Target Capture 8.1m (8%) 8m (5%)
Paid User Target 75% 25%
Annual Base Pricing $60/user (market av=$84) $24/user
Total Annual Revenue $364.5m $48m
Market Potential (in US)
Market Size
1,775,000 companies (with 50+ employees in US)
101.25 million users

8. Go To Market Strategy
Strategy/Focus #Users Revenue
Year 1 B2B version 1 conversions, Tech and Healthcare focus 52,000 $572,000
Year 2 B2C individual app launch, partner with other small HR tech,
expand features, social media
300,000 $5,952,000
Year 3 Add consulting, API add in to established HR SaaS platforms
(Workday, SuccessFactors, Kenexa, etc.)
600,000 $21,600,000
Year 4 Larger market expansion, add big data analytics for
industry/market comparison
1,000,000 $38,400,000
Year 5 Global expansion, feature add, recruiting database for B2C 1,500,000 $60,000,000

9. Unique Advantage
IBM - Kenexa 9,000 30,000,000
Oracle - Taleo 5,000 25,000,000
SuccessFactors 4,200 28,000,000
Saba Performance@Work 2,200 31,000,000
UltiPro 3,000 12,000,000
Other Top 15 (Lumesse, Talentia, Cornerstone,
Skillsoft, Echospan, Halogen, Talentsoft, Silkroad,
reviewsnap, Workday, Technomedia, HR Performance
Solutions, TribeHR, Trakstar, Saigun)
23,660 39,650,000
Impraise 100 Unknown
Ohos
Singlerater
Staticsnapshot
Selectmultirater
Openmultirater
Real-time
reporting
Development
Matching
Continuous
Visibility
PeerComparison
B2CPortable
Option
Searchable
Database
Industry
comparisons
#ofclients*
#ofusers*
TopEstablishedplayers
(20+years)
Newer
(average10
years)
Startups
(lessthan5
years)
Traditional More progressive Innovative
*global clients and user figures
Source: Capterra as of Jan 2016

10. HR Tech Investment Trends

11. Notable Recent HR Tech Exits
Company Path Exit Amount Multiple/Cap
SuccessFactors Acquired by SAP $3.4B 10x
Taleo Acquired by Oracle $1.9B 6x
Kenexa Acquired by IBM $1.3B 4x
Rypple Acquired by Salesforce $60M 20x
Cornerstone
OnDemand
IPO March 2011 - (raised $44.7 prior to IPO) $464M
valuation
10x
Workday IPO Oct 2012 - (raised $832M prior to IPO) $4.49B
valuation
$300M cap

12. Proforma
Year 1 Year 2 Year 3 Year 4 Year 5
# Users 52k 300k 600k 1.0m 1.5m
Revenue $572k $5.95m $21.6m $38.4m $60m
OpEx $970k $2.5m $5m $8m $10m
EBIT ($394k)*
*cash positive
after 10 mo
$3.45m $16.6m $30.4m $50m

13. Valuation and Ask
Investment Ask = $1,200,000
Value Cap = $4,000,000
Planned Exit = Fifth Year
Fifth Year EBIT = $50,000,000
P/E Multiple = 9x (average 2015 HR tech exit)
Terminal value = $450,000,000
PreMoney Valuation = 4,200,000

14. Team
Dave Needham - Founder/CEO
12+ years org and leadership development consulting
Speaker at DisruptHR and SHRM
Contributor to LinkedIn’s HR People+Strategy
Previous clients: Boeing, Cummins, Crocs, Vail Resorts, and Nike
M. Ed. - Colorado State University, Org Performance & Change
Bryan Glenn - Technical advisor
15+ years in software engineering
Sr. Director of Engineering at ShopAtHome
Creator of BASE-Ed Educational software startup
Previously Sr. Director of Product Engineering at P2
Energy Solutions, IQNavigator & ReadyTalk
Anne-Marie Coughlin - People Ops advisor
7+ years in People Ops with a focus on recruiting and employee lifecycle
Leads People Ops at RAS & Associates consulting firm
Previously lead HR efforts at Winter Park Resort and Intellisource
Luke Wyckoff - Marketing advisor
15+ years in social media marketing and selling into the Talent Development space
CEO/Founder of Social Media Energy, Wyckoff Consulting
Previously EVP at JobPlex and Sr. Acct Exec at DDI
Executive MBA - Denver University, Marketing - Ferris State
Daren Hutchison - Data Analytics
15+ years in BI and data analytics
Principal at Aleutian Consulting
Previously with RAS & Associates, Navigant, and Tucker
Alan

15. Ohos - because everything else is just hindsight
Right Terms
$1.2m ask
$4m value cap

16. Mission
Create better performing organizations with enhancing cultures and better
leadership through ongoing, real-time, validated feedback.
“Companies need to offer regular feedback, instead of
annual performance reviews.”
- Saba Global Workforce Leadership Survey, 2015