What changed in this filing

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Item 1. Business

2023-02-10 compared with 2022-02-14 · 104 added, 93 removed, 59 unchanged (77% of the section changed)

Robert Half International Inc.

(the “Company”) provides specialized staffing and risk consulting services through such divisions as Accountemps ® , Robert Half ® Finance & Accounting, OfficeTeam ® , Robert Half ® Technology, Robert Half ® Management Resources, Robert Half ® Legal, The Creative Group ® , and Protiviti ® .

The Company, through its Accountemps , Robert Half Finance & Accounting , and Robert Half Management Resources divisions, is a specialized provider of contract, full-time, and senior-level project professionals in the fields of accounting and finance.

OfficeTeam specializes in highly skilled contract, administrative support professionals.

Robert Half Technology provides project and full-time technology professionals.

Robert Half Legal provides contract, project, and full-time staffing of lawyers, paralegals and legal support personnel.

The Creative Group provides creative, digital, marketing, advertising and public relations professionals.

Protiviti , which began operations in 2002, is a global consulting firm that helps companies solve problems in finance, technology, operations, data, analytics, governance, risk and internal audit, and is a wholly-owned subsidiary of the Company.

(the “Company”) provides specialized talent solutions and business consulting services through the Robert Half ® and Protiviti ® company names.

The Company’s business was originally founded in 1948.

Prior to 1986, the Company was primarily a franchisor, under the names Accountemps and Robert Half (now called Robert Half Finance & Accounting ), of offices providing temporary and full-time professionals in the fields of accounting and finance.

Beginning in 1986, the Company and its current management embarked on a strategy of acquiring franchised locations.

All of the franchises have been acquired.

Prior to 1986, the Company was primarily a franchisor, under the names Accountemps and Robert Half , with offices providing contract and permanent professionals in the fields of accounting and finance.

Beginning in 1986, the Company and its current management embarked on a strategy of acquiring the franchised locations.

All franchises have since been acquired.

The Company believes that direct ownership of offices allows it to better monitor and protect the image of its trade names, promote a more consistent and higher level of quality and service throughout its network of offices and improve profitability by centralizing many of its administrative functions.

Since 1986, the Company has significantly expanded operations at many of the acquired locations, opened many new locations and acquired other local or regional providers of specialized temporary service personnel.

The Company has also expanded the scope of its services by launching the new product lines OfficeTeam , Robert Half Technology , Robert Half Management Resources , Robert Half Legal and The Creative Group .

In 2002, the Company hired more than 700 professionals who had been affiliated with the internal audit and business and technology risk consulting practice of Arthur Andersen LLP, including more than 50 individuals who had been partners of that firm.

These professionals formed the base of the Company’s Protiviti Inc.

Protiviti has enabled the Company to enter the market for business consulting and internal audit services, and the Company believes this market offers synergies with its traditional lines of business.

Accountemps offers customers a reliable and economical means of dealing with uneven or peak workloads for accounting, finance, and bookkeeping personnel caused by such predictable events as vacations, taking inventories, tax work, month-end activities and special projects, and such unpredictable events as illness and emergencies.

Businesses view the use of temporary employees as a means of controlling personnel costs and converting such costs from fixed to variable.

The cost and inconvenience to clients of hiring and firing regular employees are eliminated by the use of Accountemps temporaries.

The temporary workers are employees of Accountemps and are paid by Accountemps .

Since 1986, the Company has significantly expanded operations at many of the acquired locations, opened hundreds of new locations, and acquired other local or regional providers of specialized contract personnel.

The Company has also broadened the scope of its services by expanding product offerings to include administrative and customer support, technology, financial project, and consulting and legal talent solutions.

Prior to 2022, the Company organized its talent solutions business (previously referred to as staffing) through separately branded divisions under the brand names of Accountemps ® , Robert Half ® Finance and Accounting, OfficeTeam ® , Robert Half ® Technology, Robert Half ® Management Resources, Robert Half ® Legal, and The Creative Group.

During 2022 the Company unified its family of Robert Half brands to focus on its key brand, Robert Half.

This simplifies the Company’s go-to-market brand structure for clients and candidates, provides leverage for greater brand awareness, and allows future flexibility to expand the Company’s existing functional specializations.

In connection with this process, the Company’s current financial statement disclosures reflect new names for its reportable segments, including contract talent solutions (formerly temporary and consultant staffing), permanent placement talent solutions (formerly permanent placement staffing), and Protiviti (formerly risk consulting and internal audit services).

Further information on these business segments follows.

Contract talent solutions

Robert Half’s contract talent solutions business specializes in the provision of contract engagement professionals in the fields of finance and accounting, technology, marketing and creative, legal and administrative and customer support.

Operationally, the Company’s contract talent solutions are organized into the following functional specializations:

◦ Finance and Accounting

◦ Marketing and Creative 1

◦ Administrative and Customer Support

1 In the Company’s financial statements, both Marketing and Creative and Legal functional specializations are reported within Finance and Accounting.

Businesses view the use of contract talent as a means of controlling personnel costs and converting such costs from fixed to variable.

The cost and administrative burden to clients are significantly reduced by the use of contract talent resources.

The contract talent engagement professionals are employees of Robert Half and are paid by Robert Half.

The customer pays a fixed rate only for hours worked.

Accountemps clients may fill their regular employment needs by using an Accountemps employee on a trial basis and, if so desired, “converting” the temporary position to a regular position.

Robert Half clients may fill their employment needs by using an employee on a trial basis and, if so desired, converting the contract position to a permanent position.

The client typically pays a one-time fee for such conversions.

The Company’s OfficeTeam division, which commenced operations in 1991, places temporary and full-time office and administrative personnel, ranging from executive and administrative assistants to receptionists and customer service representatives.

OfficeTeam operates in much the same fashion as the Accountemps division.

Robert Half Finance & Accounting

Established in 1948, the Company’s first division and specialized recruitment pioneer Robert Half Finance & Accounting specializes in the placement of full-time accounting, financial, tax and accounting operations personnel.

Finance and Accounting offers customers a reliable and economical means of dealing with uneven or peak workloads for accounting, finance, and accounting operations personnel caused by such predictable events as vacations, taking inventories, tax work, month-end activities, special projects, and such unpredictable events as illness and emergencies.

Finance and Accounting also provides senior-level engagement professionals in the accounting, finance, and business systems fields, including chief financial officers, controllers, senior financial analysts, internal auditors, and business systems analysts, for such tasks as financial systems conversions, business process re-engineering, business systems performance improvement and post-merger financial consolidation.

Technology provides information technology contract professionals and offers managed services in areas ranging from multiple platform systems integration to end-user technical and desktop support, including specialists in software and application development, networking and cloud, systems integration and deployment, database design and administration, and security and business continuity.

Marketing and Creative includes the provision of creative professionals in the areas of creative, digital, marketing, advertising, and public relations in a variety of positions, such as creative directors, graphic designers, web designers, media buyers, front-end developers, copywriters, digital marketing managers, marketing analytics specialists, brand managers, and public relations specialists.

Legal provides legal contract talent, including attorneys and paralegal professionals.

The legal profession’s requirements (the need for confidentiality, accuracy and reliability, a strong drive toward cost-effectiveness, and frequent peak caseload periods) are similar to the demands of Finance and Accounting clients.

Administrative and Customer Support provides contract office and administrative personnel, ranging from executive and administrative assistants to receptionists and customer service representatives.

Administrative and Customer Support operates in a similar fashion to Finance and Accounting.

Permanent placement talent solutions

The Company’s first division, established in 1948, was Robert Half ® Finance & Accounting which specialized in the placement of full-time accounting, finance, tax and accounting operations personnel.

The Permanent placement talent solutions business (previously referred to as permanent placement staffing) is the modern incarnation of this pioneering business and encompasses the Company’s full-time finance and accounting, technology, marketing and creative, legal and administrative and customer support placement business.

Fees for successful placements are paid only by the employer and are generally a percentage of the new employee’s annual compensation.

No fee for placement services is charged to employment candidates.

Robert Half Technology

The Company’s Robert Half Technology division, which commenced operations in 1994, specializes in providing information technology contract professionals, placing full-time employees, and offering managed services in areas ranging

from multiple platform systems integration to end-user technical and desktop support, including specialists in software and application development, networking and cloud, systems integration and deployment, database design and administration, and security and business continuity.

Robert Half Legal

Since 1992, the Company has been placing temporary and full-time employees in attorney, paralegal, legal administrative and legal secretarial positions through its Robert Half Legal division.

Robert Half Legal offers a full suite of legal staffing and consulting services to help organizations manage constantly changing workloads and access expertise across in-demand legal practice areas.

Robert Half Management Resources

The Company’s Robert Half Management Resources division, which commenced operations in 1997, specializes in providing senior-level project professionals in the accounting, finance and business systems fields, including chief financial officers, controllers, senior financial analysts, internal auditors, and business systems analysts, for such tasks as financial systems conversions, business process re-engineering, business systems performance improvement and post-merger financial consolidation.

The Creative Group

The Creative Group division commenced operations in 1999 and specializes in identifying for its clients creative professionals in the areas of creative, digital, marketing, advertising and public relations.

The division places contract and permanent employees in a variety of positions such as creative directors, graphic designers, web designers, media buyers, front end developers, copywriters, digital marketing managers, marketing analytics specialists, brand managers, and public relations specialists.

Protiviti is a global business consulting firm that delivers an expanding set of services across its defined solution offerings of internal audit, technology consulting, risk and compliance consulting, and business performance improvement.

Protiviti and its independently owned Member Firms work collaboratively with its clients in over 25 countries to help them achieve their business objectives and deliver confidence in an ever-evolving dynamic business world.

Serving organizations across industry sectors, clients range from high-growth, pre-public/transactional established start-ups to the largest global companies and government entities, across industries.

Permanent placement talent solutions operates under the Robert Half company name.

Protiviti is a global consulting firm that helps companies solve problems in finance, technology, operations, data, digital, legal, HR, governance, risk and internal audit, and is a wholly owned subsidiary of the Company.

These professionals formed the base of the Company’s Protiviti Inc.

Protiviti delivers an expanding set of services across its defined solution offerings of internal audit, technology consulting, risk and compliance consulting, digital transformation, legal consulting, and business performance improvement.

Serving organizations across industry sectors, clients range from high-growth, pre-public/transactional established start-ups to the largest global companies and government entities.

The Protiviti business was formerly referred to as the Company’s risk consulting and internal audit services segment.

Marketing and Recruiting

The Company markets its staffing services to clients and employment candidates via both national and local advertising activities, including radio, digital advertising, job boards, alliance partners, and events.

The Company markets its contract talent services to clients and employment candidates via both national and local advertising activities, including radio, digital advertising, job boards, alliance partners, and events.

The Company also markets its services via its website, blog and mobile app, as well as through targeted online tactics, email, and social media.

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The Company also conducts public relations activities designed to enhance public recognition of the Company and its services.

Central to the public relations activities is research-based content, targeted media relations and thought leadership.

Central to the public relations activities are research-based content, targeted media relations and thought leadership.

Robert Half employees are encouraged to be active in civic organizations and industry trade groups in their local communities.

Protiviti markets its business consulting services to a variety of global clients in a range of industries.

Industry and competency teams conduct targeted marketing efforts, locally, nationally and globally, including digital advertising, search advertising, email marketing, production of thought leadership, social media and live and virtual speaking events.

Industry and competency teams conduct targeted marketing efforts locally, nationally, and globally, including digital advertising, search advertising, email marketing, production and distribution of thought leadership, social media, and live and virtual speaking events.

Protiviti regularly conducts a variety of programs to share its insights with clients on current and emerging business issues.

It conducts public relations activities, including distributing press releases, sharing proprietary research findings and providing subject-matter experts for press interviews designed to enhance recognition for the Protiviti brand, establish its expertise in key issues surrounding its businesses and promote its services.

Protiviti also markets its capabilities through its broad partner ecosystem of professional associations and complimentary service and technology providers.

It conducts public relations activities, including distributing press releases, sharing proprietary research findings and providing subject-matter experts for press interviews designed to enhance recognition of Protiviti’s brand and reputation, establish its expertise in key issues surrounding its businesses and promote its services.

Protiviti promotes its brand name through digital and out-of-home advertising and its professional golf brand ambassador program.

Protiviti regularly updates the services, value-added content and digital experience on the Protiviti websites globally.

Employees are encouraged to be active in relevant social media communities, civic organizations and industry trade groups.

The Company and its subsidiaries own many trademarks, service marks and tradenames, including the Robert Half ® Finance & Accounting, Accountemps ® , OfficeTeam ® , Robert Half ® Technology, Robert Half ® Management Resources, Robert Half ® Legal, The Creative Group ® and Protiviti ® marks, which are registered in the United States and in a number of foreign countries.

Management of the Company’s staffing operations is coordinated from its headquarters facilities in Menlo Park and San Ramon, California.

Employees are encouraged to be active in relevant social media communities, charitable and civic organizations and industry trade groups.

The Company and its subsidiaries own many trademarks and service marks, including the Robert Half ® Finance & Accounting, Accountemps ® , OfficeTeam ® , Robert Half ® Technology, Robert Half ® Management Resources, Robert Half ® Legal, The Creative Group ® and Protiviti ® marks, which are registered in the United States and in a number of foreign countries.

Management of the Company’s contract talent solutions and permanent placement talent solutions operations is coordinated from its headquarters facilities in Menlo Park and San Ramon, California.

The Company’s headquarters provides support and centralized services to its offices in the administrative, marketing, public relations, accounting, information technology, training and legal areas, particularly as it relates to the standardization of the operating procedures of its offices.

As of December 31, 2021, the Company conducted its staffing services operations through 321 offices in 42 states, the District of Columbia and 17 foreign countries.

Office managers are responsible for most activities of their offices, including sales, local advertising and marketing and recruitment.

The day-to-day operations of Protiviti are managed by a chief executive officer and a senior management team with operational and administrative support provided by individuals located in San Ramon and Menlo Park, California.

As of December 31, 2022, the Company conducted its contract talent and permanent placement services operations through 317 offices in 42 states, the District of Columbia, and 18 foreign countries.

Office managers are responsible for most activities of their offices, including business development, local advertising and marketing, and recruitment.

As of December 31, 2022, Protiviti had 65 offices in 23 states and 13 foreign countries.

The Company’s staffing services face competition in attracting clients as well as skilled specialized employment candidates.

The staffing business is highly competitive, with a number of firms offering services similar to those provided by the Company on a national, regional or local basis.

In many areas, the local companies are the strongest competitors.

The Company’s contract talent solutions and permanent placement talent solutions businesses face competition in attracting clients as well as skilled specialized employment candidates.

The staffing business is highly competitive, with a number of firms offering services similar to those provided by Robert Half on a national, regional, or local basis.

In many areas, local companies are the strongest competitors.

The most significant competitive factors in the staffing business are price and the reliability of service, both of which are often a function of the availability and quality of personnel.

The expanded acceptance of remote work creates significant opportunity for the Company.

It brings together the Company’s numerous strengths, including its global brand, global office network, global candidate database, and advanced AI-driven technologies and data analytics at the scale needed to excel at out-of-market recruitment and placements.

The expanded acceptance of remote work has created a significant opportunity for the Company.

It brings together the Company’s numerous strengths, including its global brand, global office network, global candidate database, and advanced artificial intelligence driven technologies and data analytics at the scale needed to excel at out-of-market recruitment and placements.

This strengthens the Company’s competitive position significantly since its traditionally toughest competitors, local and regional staffing firms, generally do not have these capabilities.

Protiviti faces competition in its efforts to attract clients, expand relationships with existing clients, and win new business proposals.

The global professional services business is highly competitive with a dynamic regulatory environment, disruptive new technologies, security and privacy concerns, and high demand for skilled professionals all driving significant opportunities.

The global professional services market is highly competitive with a dynamic regulatory environment, disruptive new technologies, security and privacy concerns, and high demand for skilled professionals, all driving significant business opportunities.

The principal competitors of Protiviti remain the “Big Four” accounting firms and other consultancies.

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Protiviti believes its competitive strengths lie in the collaborative approach it takes to working with clients, which drives knowledge transfer, understanding of client issues, and value creation.

This may be coupled with a “configure-to-fit” resourcing model to create blended teams of full-time Protiviti professionals and engagement professionals from Robert Half’s network of specialized talent to precisely match expertise, approach and people to the changing global needs of clients on consulting and managed solutions projects.

This may be coupled with a “configure-to-fit” resourcing model to create blended teams of full-time Protiviti consulting professionals and engagement professionals from Robert Half’s network of specialized talent to precisely match expertise, approach and people to the changing global needs of clients on consulting and managed solutions projects.

Human Capital Management

The Company has approximately 14,600 full-time internal staff, including approximately 5,700 employees engaged directly in Protiviti operations.

In addition, the Company placed approximately 177,000 engagement professionals on assignments with clients during 2021.

In 2020, the Company had approximately 13,000 full-time internal staff, including approximately 5,000 employees engaged directly in Protiviti operations.

In 2020, the Company placed approximately 150,500 engagement professionals on assignments with clients.

The substantial majority of engagement professionals placed on assignment by the Company are the Company’s legal employees while they are working on assignments.

The Company pays the related costs of employment, such as workers’ compensation insurance, state and federal unemployment taxes, social security and certain fringe benefits.

The Company provides access to voluntary health insurance coverage to interested employees.

The Company had approximately 16,300 full-time internal staff, including approximately 7,000 employees engaged directly in Protiviti operations, as of December 31, 2022.

In addition, the Company placed approximately 164,200 engagement professionals (which includes full time engagement professionals) on assignments with clients during 2022.

The substantial majority of engagement professionals placed on assignment by the Company are the Company’s legal employees while they are working on assignments, but references to “employees” in the remainder of the Human Capital Management section refer to the Company’s full-time internal staff.

With respect to engagement professionals, the Company pays the related costs of employment, such as workers’ compensation insurance, state and federal unemployment taxes, social security, and certain fringe benefits.

The Company also provides access to voluntary health insurance coverage to interested engagement professionals.

Diversity, Equity and Inclusion .

The Company believes that its rich culture of diversity, equity and inclusion enables it to leverage the strengths of its workforce while also creating an environment where employees can connect, thrive, and grow.

In 2021, we continued our support of the CEO Action for Diversity & Inclusion pledge and furthered our commitment to advancing diversity, equity and inclusion by signing joint pledges with Ascend and Disability:IN.

Current key initiatives include a companywide Diversity and Inclusion education series, the creation of Employee Network Groups (“ENGs”) as business resource groups, and a focus on external strategic partnerships to increase engagement and representation of underrepresented communities.

The Company places a high value on inclusion, engaging employees in its ENG programs staffed by employees with diverse backgrounds, experiences or characteristics who share a common interest in

professional development, improving corporate culture, and delivering sustained business results.

In 2021, Robert Half launched the LGBTQIA+ and Global Women Employee Network Groups, joining existing groups for Black, Asian, and Hispanic/Latinx communities.

Protiviti has a number of ENGs that have existed for several years.

The Company uses these groups to serve as a source of inclusion and to support the acquisition of diverse talent internally and externally.

In 2022, we continued our support of the CEO Action for Diversity & Inclusion pledge and furthered our commitment to advancing diversity, equity, and inclusion by establishing new strategic alliances with Black is Tech, Upward Women, and Hire Heroes.

Current key initiatives include integrating DEI into learning programs, deepening the reach of our Employee Network Groups (“ENGs”), and a focus on external strategic alliances to increase engagement and representation of underrepresented communities.

The Company places a high value on inclusion, engaging employees in its ENG programs.

These ENGs provide a forum for employees with diverse backgrounds, experiences, or characteristics who share a common interest in professional development, improving corporate culture, and delivering sustained business results.

The Company also uses these groups to support the acquisition of diverse talent internally and externally.

Each ENG is sponsored and supported by senior leaders across the enterprise.

Across Robert Half and Protiviti , there are now 16 Employee Network Groups spanning women, gender, race/ethnicity, sexual orientation, and mental health and well-being.

Across both Robert Half and Protiviti , as of December 31, 2022, approximately 54.4% of the Company's global workforce was female and 47.1% of the Company’s employees in managerial and leadership roles were female.

As of December 31, 2022, approximately 34.0% of the Company's U.S.

workforce were from underrepresented groups.

workforce was from underrepresented groups.

Employee Engagement.

As part of the Robert Half employee voice initiative to provide its employees with feedback opportunities, in 2021, the Company conducted three surveys throughout the year to understand employee needs and support employees during the pandemic.

A major component in supporting Employee Engagement is the Robert Half employee voice initiative to provide its employees with feedback opportunities.

In 2022, the Company conducted two surveys to understand employee needs and gather feedback on a variety of focus areas.

The survey results were analyzed by an independent third-party and then reviewed by the executive officers.

The results of this engagement survey were shared with individual managers, who were then tasked with taking action based on their employees’ confidential feedback (both quantitative and qualitative).

In 2021, Robert Half also sent out new hire surveys at specific points in a new hire's onboarding as well as departure surveys to selected employees.

By paying close attention to the results both at an aggregate enterprise level and at a department/business/workgroup level, and an employee's life cycle with Robert Half, the Company has been able to enhance its culture of rewards and recognition, drive efforts to promote inclusion and diversity, increase communication in support of employee well-being and modernize its approach to foster a culture of continuous learning and feedback.

Protiviti leverages surveys in the United States and internationally, including the Great Place to Work survey.

The results of these engagement surveys were shared with individual managers, who were then tasked with taking action based on their employees’ confidential feedback (both quantitative and qualitative).

In 2022, Robert Half and Protiviti formalized new hire surveys at specific points in a new hire's onboarding and departure surveys to exiting employees.

By paying close attention to the results both at an aggregate enterprise level and at a department/business/workgroup level, across an employee’s life cycle, the Company has been able to enhance its culture of rewards and recognition, drive efforts to promote inclusion and diversity, increase communication in support of employee well-being and modernize its approach to foster a culture of continuous learning and feedback.

In addition, Robert Half expanded its participation in the Great Place to Work ® Survey to include all country locations to benchmark with other companies.

Under its Leading with Empathy initiative, Protiviti uses an “ask, listen, respond, act” approach to building trust through global surveys where employees provide anonymous feedback.

Employee feedback is then carefully reviewed and analyzed to identify trends, which are shared with senior leaders and communicated directly to employees.

Actions being taken based on employee feedback are highlighted so that employees understand the importance of their input.

Protiviti leverages surveys in the U.S.

and internationally, including the Great Place to Work ® survey.

Learning and Development .

The Company emphasizes employee development and training as a priority for the organization.

The Company emphasizes employee development and training as a priority for both our people and for the organization.

Training and development are key elements to the overall retention, engagement, and employee experience strategy.

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The Company has specialized programs for all audiences, including new hires, tenured employees, and leadership.

We provide a variety of learning channels including instructor-led, facilitated custom workshops, leader-led, cohort and mentorships, self-paced, e-learning and a catalog of vendor-provided courses, videos, resources, and books.

We provide mentorship opportunities, self-paced and instructor-led learning channels, and a catalog of vendor-provided courses, videos, resources, and books.

The Company is committed to its employees' overall health and providing career progression by providing individual development, readiness, and transition plans as a part of its talent review and succession planning process.

As a result of the pandemic, our learning strategy has pivoted to a virtual/hybrid approach.

This has allowed us to expand our offerings and reach through a virtual delivery model.

In 2021, we also launched a virtual-facilitated onboarding program as onboarding new employees virtually needs to be more planned, structured and engaging.

As a result of the shift in our learning programs to a virtual/hybrid approach, employees have increased access and a closer connection to the Company’s learning programs.

In 2021, approximately 10,432 employees engaged with the Company’s learning program virtually.

As a result of our flexible working environment in 2022, our learning strategy supports access and equity to all our employees through both in-person and virtual learning experiences.

In 2022 we introduced comprehensive learning maps for the first year of our new hires and our front-line leaders which provide a more consistent, predictable and formal learning experience.

We continued to deploy learning that supports our flexible working environment by providing both virtual and in-person learning opportunities.

Our learning strategy supports equity of access, just in time learning and continued career development for our employees.

In Protiviti , at key career milestones, employees may participate in engaging learning events that prepare them to succeed at higher levels.

Each employee is assigned a career advisor who coaches them and recommends actions to help them increase their impact, contribution, and engagement.

Protiviti encourages and pays for employees to attain select recognized professional certifications.

Annual operating plans include learning budget funding for employees.

These investments in the skills of our workforce also pay dividends in the marketplace and with our clients who value and rely upon our expertise.

Compensation, Benefits and Well-being.

The Company offers fair, competitive compensation and benefits that support its employees’ overall well-being.

To ensure alignment with management's short- and long-term objectives, the Company's compensation programs for all employees include competitive base pay and short-term and long-term incentives for some of its employees.

The Company offers a wide array of benefits including comprehensive health and welfare insurance, generous time-off and leave, and retirement and financial support.

To align with management’s short- and long-term objectives the Company’s compensation programs for all employees include competitive base pay and for some employees, short-term and long-term incentives.

The Company offers a wide array of benefits including comprehensive health and welfare programs, generous time-off and leave, and retirement and financial support.

The Company provides emotional well-being services through its Employee Assistance Program as well as a number of perks and other convenience benefits.

In response to the coronavirus (“COVID-19”) pandemic, the enterprise implemented significant changes.

We provided all employees with the unconditional opportunity to work from home and the vast majority did so.

We also implemented additional safety measures for employees continuing critical on-site work.

The Company also ensured employees received unlimited paid time off to care for themselves or their families who were impacted by COVID-19, whether due to illness, quarantine, or lack of childcare resources.

As an outcome of the coronavirus (“COVID-19”) pandemic we made a global shift to remote work models.

We put people first by providing work options that support professional and personal needs.

Subject to business requirements, employees have flexibility and choice to work where they feel comfortable and productive – remote, in-office or a hybrid approach.

This model is based on fairness and equity, with a goal of allowing for a consistent employee experience, regardless of where one works.

Other Information

The Company is not dependent upon a single customer or a limited number of customers.

The Company’s staffing services operations are generally more active in the first and fourth quarters of a calendar year.

The Company’s talent solutions business is generally more active in the first and fourth quarters of a calendar year.

Protiviti is generally more active in the third and fourth quarters of a calendar year.

Order backlog is not a material aspect of the Company’s staffing services business.

Order backlog is not a material aspect of the Company’s talent solutions business.

Backlog is of greater importance to Protiviti and is typically realized within a 12-month period.

The Company conducts business under various federal, state, and local government contracts, no one such contract represents more than two percent of total service revenues in 2021.

The Company conducts business under various federal, state, and local government contracts, and no one such contract represented more than 1.0% percent of total service revenues in 2022.

Available Information

The Company’s Internet address is www.roberthalf.com .

The Company makes available, free of charge, through its website, its Annual Reports on Form 10-K, proxy statements for its annual meetings of stockholders, its Quarterly Reports on Form 10-Q, and Current Reports on Form 8-K, and any amendments to those reports, as soon as is reasonably practicable after such reports are filed with or furnished to the Securities and Exchange Commission.

The Company makes available, free of charge, through its website, its Annual Reports on Form 10-K, proxy statements for its annual meetings of stockholders, its Quarterly Reports on Form 10-Q, and Current Reports on Form 8-K, and any amendments to those reports, as soon as reasonably practicable after such reports are filed with or furnished to the Securities and Exchange Commission.

Also available on the Company’s website are its Corporate Governance Guidelines, its Code of Business Conduct and Ethics, and the charters for its Audit Committee, Compensation Committee, and Nominating and Governance Committee, each of which is available in print to any stockholder who makes a request to Robert Half International Inc., 2884 Sand Hill Road, Suite 200, Menlo Park, CA 94025, Attn:

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Compared sentence by sentence after normalising whitespace, quotation marks, case and digits, so re-formatting and restated figures do not read as changed language. Wording changes appear as one removal and one addition. The current filing and the prior one are authoritative.

What changed 10-K

Item 1. Business