Dear Hande, I have put myself in to your shoes and taken the time to create a comprehensive break down

of my resume and my career. This document would represent some of the questions that you would ask in a telephone interview to qualify myself as a suitable candidate. Figures breakdown Employed with OPM from the end of October 2007 to beginning of February 2009. Full billing months were November 2007 to January 2009 which is a total of 15 months. Total billed in 15 months 84,213. Monthly Target 5,000 Average Monthly Billing 5,614 Exceptional Billing months July 2008 Billed a total of 4 placements Fee of 2,040 Fee of 13,200 Fee of 10,350 Fee of 10,800 company) - Compliance Coordinator VP Marketing (Currently [2013] VP Brand & Marketing Same company) - Commercial Director (Currently [2013] Managing Director UK Same company) New Business Manager (Currently [2013] Managing Director Digital EMEA Same

April 2008 Billed a total of 3 placements Fee of 6,800 - Product Manager Fee of 4,000 - Operations Coordinator Fee of 4,650 - National Account Manager

Jan 2009 Billed a total of 2 placements Fee of 6,080 - National Account Manager Fee of 4,590 - Senior PR Executive

Billing month is the month in which payment has been received not necessarily the month in which the placement was invoiced. Average fee was 15% of candidates salary. Commission was 10% up to 10,000 billed 12% from 10,001 billed. I made a total of 20 placements however only 15 were billed against my name as 5 placements payments were received after I left the company in February 2009, this was either due to late payments or candidates commenced employment after my leaving date. An example of some of the companies I worked with at OPM: Activision 4,000 employees and $2.9 Billion Turnover Disney Interactive - Unspecified employees and $9.82 Million Turnover Ubisoft 9,200 employees and 1.256 Billion Turnover Codemasters 800 employees and Turnover unspecified Vivendi 58, 050 employees and 28.994 Billion Turnover Take 2 2,440 employees and $1,214.48 Million Turnover Kalypso 120 employees and Turnover unspecified Koch 300 employees and 337 Million Turnover Majesco Unspecified employees and $75 Million Turnover

Employment History Notes in Descending Chronological order Clarks Shoes - April 1989 Sept 1994 Started out as a Saturday and seasonal member of staff when I was 15 years old. I worked on the childrens shoe department and was trained to fit childrens shoes to Clarks specifications. I was trained to offer alternative products in colour, style and size and sell add-on products such as shoe care, bags, accessories and socks. Left school in June 1990 and took on full time position. Duties included serving customers, fitting childrens shoes, selling alternatives and add-ons, merchandising shop floor, unpacking stock, stock reconciliation, ordering, cash reconciliation, training new starters, staff rotas and supervisor duties when my supervisor was day-off, holiday or sick. Dealing with customer complaints. Promoted to Supervisor in 1992 and also started Management relief cover throughout the area. Offered the position of Assistant store manager at a branch I was covering which would have led to a store managers position within 6 months as both members of staff were on maternity leave and had confided in myself that they would not be returning. I turned down the position as the renumeration did not reflect the travel costs incurred and I was not ready to leave home and relocate. I was 19 years old. This has always been a regret. Fell pregnant with my daughter and went on maternity leave in September 1994. I did not return back to the company as my salary didnt cover child care costs.

Gap in full time employment from September 1994 to October 1997. Stayed home to look after my daughter until the government changed the Tax coding and introduced Family Tax Credit which would pay 70% of childcare costs (I was a single parent so this introduction by the government made a huge difference to me). I did however, work part time 15 hours a week in a local public house behind the bar throughout these years. Williams & Griffin Independent Department store October 1997 June 1998 Started as a Temporary Christmas member of staff working on the Toiletries Department. Made full time permanent in the November 1997. Became a Trainee Department Manager in January 1998 which saw me working on various different departments throughout the store. Felt I had gained enough experience to go on to running my own store, so left in June 1998 when I was offered the Store Managers position at Shoefayre.

Shoefayre June 1998 to Oct 2000 Took on an under-performing store and increased sales by 7% in my first 6 months. The hosiery weekly target was 3 % which the store had not been historical hitting, within 6 months the store was consistently hitting 10% with some weeks between 12 -15%. Duties included delivering a high standard of customer service, training existing staff members and new starters, shop floor merchandising, stock reconciliation, cash reconciliation, offering alternatives and add-on sales, P&L responsibility. A Major multi-storey car park and department store shut down in the area significantly reducing footfall to the shopping arcade. Shoefayre was also under-performing as a company so the decision was made to close the store and I was made redundant. Shoefayre is no longer a trading company.

Asda Stores (Walmart) November 2000 to August 2001 I started this job as a temporary Christmas position as a checkout assistant. I needed a job and because of the time of year there were no managerial positions available.

Within 2 weeks of starting this role I was promoted to the office on a fixed term contract to cover maternity leave as an administrator. My duties included manning the switchboard, entering in to the system all invoices in and out of the business and reporting descrepancies, price checking, checking the running temperatures of all chillers, freezers and ovens, reporting any equipment issues and failures to the engineering company and following up to ensure repairs were carried out quickly and efficiently to reduce the impact on the business. Towards the end of the contract I was offered the opportunity to join the Management Trainee scheme however I turned this down as the re-numeration was less than my previous management position. I started to apply for management positions prior to my contract end and was offered a position to start at the end of my contract.

British Home Store (BHS) August 2001 May 2002 Responsible for the Lingere Department and the Shoe and Handbags Department. Duties including managing part time and full time members of staff, staff rotas, merchandising departments in-line with company specifications and floor plans, P&L responsibility, checking best sellers, staff training, delivering a high standard of customer service, offering alternatives, stock ordering, stock reconciliation, up-selling the Gold Store Card, promotional offers and covering other departments within store for Managers absence. My reason for leaving is not something I like to talk about, however, it had a huge impact on my life. Two weeks in starting my job my daughter who was then six disclosed information that led me to believe that she had been sexually abused by her best friends father. After taking the information to the police investigations were put in place and the man was arrested and charged with 9 offenses against my daughter. The trial took place in February 2002 and he was found guilty of all 9 charges and sentenced to 4 years in prison with a further 6 years on license and would be on the sex offenders list for life. I carried on working throughout this situation however, I would be the first to admit that I was not adequately performing. In May 2002, after a discussion with the Store Manager I decided to leave and take time out to spend with my daughter.

May 2002 to February 2003 gap in employment was to spend time with my daughter giving us both time to attend counselling and recover from the ordeal. In the December 2002 we went to Disney World, Florida and it was on this holiday that we decided it was time for me to return back to work and to get out lives back on track. Gamestation February 2003 July 2005 Fully admit this job was a real stab in the dark! However, loved it from the minute I was in the interview! Took on an under-performing store and increased sales within 3 months by 39%. In 2004 the stores turnover was 504,000 and average of 60,000 per month with an increase over the 3 months of November, December and January of 150,000 per month due to Christmas and Sale trading. Employed as a Store Manager on my first annual review in February 2004 I was offered the opportunity to take on extra responsibilities to push myself forward for an Area Managers position which would become available in April 2005 due to the companies huge expansion plans. March 2004 I became the Regional Recruiter for 50 stores including full teams for new stores. June 2004 I also became part of the New Store Openings Team. June 2004 I passed my Train the Trainer course. I started training staff almost immediately from individual one on one to full teams for new stores. I designed full training plans and schedules and these were subsequently rolled out to all 50 regional stores to be used in-store by Managers for their teams as on-going training. Christmas 2004 Sony were to introduce their new slim line PS2 console. The entire UK shipment got held up in customs and didnt make it in to stores until 5 days before Christmas. Many customers had given up waiting and purchased products outside of the gaming industry resulting in a huge loss of turnover for all retailers including Gamestation. This had such a huge impact on the

company that they scaled down their plans for new stores in 2005 and cut budgets resulting in the Area Managers position that I had been promised no longer being available. However, I was more than welcome to carry on with the duties that I had been performing, but with no extra renumeration (I was still on a Store Managers salary). Felt very disillusioned and made the decision to come out of retail altogether and go in to Recruitment as I found that I had a passion for this area. I left the company in July 2005 to take on my first recruitment consultants role. Flare Recruitment (Independent) August 2005 February 2006 First recruitment role as Commercial Recruiter covering the local area. The office consisted of myself, a billing Manager and an administration assistant (who turned out to be the sister-in-law of the manager). Made my first placement within 5 weeks of starting with a new company that I had bought on and a new candidate that I had sourced. From day 3 of being employed in this role I knew something wasnt right. The Managing Director came to the office to welcome me and take me out for lunch, which consisted of no food and lots of alcohol! He then went on to tell me that he was trying to manage out my Manager and her sisterin-law and made a pass at me! I wanted to leave the company almost immediately but was aware that I needed the experience. I left in February 2006 when I found that I was the only member of staff in the office as the MD had succeeded in his desire to manage out the other members of staff. This is laughable now but at the time it was very stressful and upsetting. Needless to say that this company is no longer trading.

Blue Arrow (National) April 2006 October 2007 Employed as Temporary Desk consultant for 4 desks consisting of Industrial/Manufacturing, Commercial, Catering and Driving. In my first 3 months I produced 19,000 of bottom line profit running approx. 100 temporary workers per week. In October 2006 I had successfully grown the business bringing new business and improving the service offered on existing contracts and was running 150 temporary workers per week. Responsible for bringing on new business, maintaining existing contracts, writing new bids and tenders, presenting to boards of directors, attending client on-site meetings, training new staff members, advertising vacancies, interviewing candidates, training candidates, manning out of hours on call phone, sourcing candidates and attending employment fayres. In June 2007 the office experienced the second management change since my employment, both previous managers had been fired due to an under-performing permanent desk and over-all branch performance. The new manager and commercial permanent consultant failed to bring in new business and increase sales, unbeknown to myself as I was far too busy to acknowledge what was going on, these two members of staff decided to get together to save their jobs by using myself as a scape goat. The companies KPIs stated that every consultant should be making 50 Sales connect calls meaning you had to connect and talk to the hiring manager. I was and had been for several months failing to hit this KPI as I simply didnt have the time to make this volume of calls. This was bought to the Regional Managers attention and despite the fact that it was my desks that were bringing in the money, I was managed out of the branch for failing to meet this KPI. Knowing my Fate and knowing that it was an impossible task I started looking for another job and left before I was fired when I was offered a new position. This branch is no longer trading, although the company still is.

OPM Response (Independent) October 2007 February 2009 When I saw this opportunity advertised I jumped at the chance. This was fate! OPM is a video games recruitment agency that specializes in placing individuals in to both the development side of the industry as well as the publishing side. They were looking for a Commercial Consultant to

manage the publishing side of the business. My previous experience at Gamestation and my Commercial recruitment experience meant that I was a perfect candidate for this role! I started the job at the end of October 2007 and my first candidates interviews at the end of November 2007. The candidates had one month notice periods and with Christmas and New Year in between both candidate started at the beginning of January 2008, although payment of their fees was not received until towards the end of February, missing payroll, so they rolled in to March 2008 figures. I placed a total of 20 candidates in my time at OPM across Sales, Marketing, Operations, Administration, PR and top Executive positions. These roles were UK and International including, France, Germany and America. I loved this job with a total passion, I got on well with all 13 other team members, was making placements, growing the desk, building fantastic relations with both my clients and my candidates and I was making the most money that I had ever made. However, although I was experiencing amazing success and fulfilment it my professional life my personal life was in turmoil. My daughter at the age of 13 was having a tough time. We had been warned that although there appeared to be no lasting effect to my daughters abuse back in 2001 because she was so young and never understood what had happened, that it would come back and haunt us as she got older and could comprehend what had taken place. My daughter had been bullied for 7 years at school because in 2001 we had to move and she had to change schools, she never really settled in and was never accepted in to the peer groups. This along with the realisation of what had happened to her saw her change dramatically and basically she was of the way down the road you dont want your child to go down. All the organizations that are supposed to be there to help you, didnt want to know, so after a holiday in Turkey in the September 2008, I decided to take the drastic action of moving us both abroad to Turkey to save her. (I could write pages on how bad her suffering was, however this is the condensed version). So on the 4th February 2009 I left OPM and we moved to Turkey on 19th February 2009.

Gap in employment from Feb 2009 to April 2009. It is illegal to work in Turkey without permission and work permission is not easy to obtain. Prior to leaving the UK I had applied to TUI Thomson and First Choice Holidays as a Holiday Rep, employed and paid in the UK and working in Marmaris Turkey. This job was to commence in the April 2009. So I used the time to settle in to our new home and settle my daughter in to school in Turkey. Tui Thomson/First Choice Holidays April 2009 November 2010 I worked 2 summer seasons with a typical working week consisting of 80 to 90 hours. I was paid 400 per month with an extra 150 per month as I lived in my own accommodation. Not sure how this works as it is far less than UK minimum wage, however the exchange rate was 2.4 Turkish Lira to the Pound so with commission for selling excursions I did have enough to live. In 2010 the commission structure was halved from 5% to 2.5% of sales and the exchange rate dropped to 2.2. Meaning that I struggled to make ends meet. I decided to leave the company at the end of the season and start up my own business.

Write CV Ltd April 2010 Present After discovering that at the beginning of Season 2010 commissions had been cut I decided to supplement my income by re-writing resumes for UK and US individuals and charging a fee to do so. As this was on-line based I had technically found a loop-hole in the working regulations and as long as I didnt work with a Turkish person or get paid in to Turkey, I was not technically working in Turkey. So I worked with UK and US candidates and was paid in to my UK account. Although during the summer of 2010 I didnt have much time to devote to this, I discovered that I could make sufficient income to support myself. So at the end of the summer season 2010 I decided to move forward with this on a full time basis. In January 2013 I registered the company with Companies House in the UK as a Limited company.

I expanded my services to include free resume reviews and career coaching along with training candidates out to use on-line business tools such as LinkedIn. I have written and published several articles on how to use LinkedIn, how to write cover letters and resumes.

This takes me to present day. Turkey has been responsible for so many positive things in mine and my daughters life and I am so pleased to say that the move to Turkey was the best thing I have ever done. My daughter, recovered her self-confidence and healed. She made the brave decision to return back to the UK in March 2012 at the age of 17 to return to education to train to become a Veterinary Nurse. She turned 19 yesterday (28th November) and is excelling in her studies, gaining distinctions for all of her assignments. She could have continued her studies here however because of the technicalities involved in her desired course she felt it better to study in her first language. As mentioned in my cover letter my daughter has a dream. Once she has qualified in 2015 she wishes to work in San Diego Zoo. I want her to have her dream. So when I saw this role advertised by Ruth Moran Consultancy stating that it was open to international candidates and a business visa would be provided I felt that a little like my OPM job role It is Fate! We both fell in love with The States back in 2002. I love Training and coaching other people and feel this is an area of my expertise that I excel at. This role combines all of my previous experiences, skills and knowledge. I have worked with Michael Page previously as a candidate seeking a new role, so know the company and business practices and feel that we would be an excellent fit. My Strengths Ability to instantly connect with people and make a favourable impression, gaining their interest and creating impact. I am a naturally motivated person who is positive and warm. My motivation and enthusiasm carries through to others bringing them on-board, on the same page and engaged. I am very and uncannily intuitive. I have the ability to read people through their body language and also through the written word. I am sales and results driven and have a massive determination to succeed. Ability to solve problems and troubleshoot. Strategic and organised with the ability to create, design, implement and deliver multiple projects within time and budget. Highly detailed oriented and very analytical.

My Weakness Obsessed I am very driven and passionate about my projects and job roles and I find it hard to switch off. Hard/Direct Sales I can effectively achieve targets for these however I do not enjoy this type of sales approach. My preferred method of Sales is word of mouth/referrals and sales through service.

Previous Weakness that have been overcome Time Management Overcome through training and practice in 2005 Organising, planning and prioritising Overcome in 2005 through training and practice. Strategic Thinking & Planning Overcome in 2006/7 through training and practice.

This concludes the detailed analysis of my career. Kind regards Sharon Hibble