What changed in this filing

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Item 1. Business

2026-02-13 compared with 2025-02-13 · 46 added, 43 removed, 126 unchanged (41% of the section changed)

11 unchanged sentences

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 the names of its reportable segments, including contract talent solutions, permanent placement talent solutions and Protiviti.

The Company’s current financial statement disclosures reflect the names of its reportable segments, including contract talent solutions, permanent placement talent solutions and Protiviti.

Further information on these business segments follows.

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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, user experience practitioners and public relations specialists.

Technology provides information technology contract professionals and offers managed services in areas such as multiple platform systems integration and end-user technical and desktop support.

These services include providing 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, user experience practitioners and public relations specialists.

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

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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.

Protiviti provides a broad range of consulting and managed solutions to leaders in finance, technology, operations, data, analytics, digital, marketing, legal, HR, governance, risk and internal audit.

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

Protiviti provides a broad range of consulting and managed solutions to leaders in finance, technology, operations, data, analytics, marketing, legal, HR, compliance, risk and internal audit.

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

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

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

Artificial Intelligence

The Company utilizes a proprietary artificial intelligence (“AI”) engine to match candidates to jobs in order to assist talent solutions professionals with quickly providing skilled and experienced contract talent to clients, as well as through email marketing recommendation campaigns that proactively promote highly placeable talent to clients.

The Company also uses AI to assist with improving lead generation amongst prospective and past clients and determining which candidates are most likely to work on an assignment in the near term.

The Company is also evaluating how generative artificial intelligence tools could enhance the business.

Protiviti continues to invest in and deploy AI-enabled solutions, seamlessly integrating artificial intelligence into its existing offerings while enhancing its own AI infrastructure.

The firm assists clients in identifying and implementing suitable strategies, platforms and tools customized to their unique objectives, developing and implementing AI strategies and use cases, establishing transparent and secure AI environments, and balancing innovation with risk management effectively.

Protiviti’s expertise spans a wide range of applications across its AI service offerings, from agent-oriented cases, platform adoption and implementation, audit efficiency and optimizing inventory management to accelerating legal contract reviews and enhancing compliance effectiveness and efficiency.

Its proprietary enterprise AI platform, Protiviti Atlas, is a testament to its innovation in the field.

Currently patent pending in the United States, Protiviti Atlas offers a suite of generative AI functionalities, empowering Protiviti to deliver tailored solutions that enhance client value by analyzing complex data, providing real-time translations, creating and examining diagrams and images, and processing video content.

The Company utilizes a proprietary artificial intelligence (“AI”) engine to match candidates to job listings in order to assist talent solutions professionals with quickly providing skilled and experienced contract talent to clients.

In addition, the Company also uses AI to improve lead generation amongst prospective and past clients.

The Company is also currently evaluating how generative AI tools could enhance the business.

Protiviti continues to invest in and deploy AI-enabled solutions by integrating AI into its existing offerings while aiming to enhance its own AI infrastructure.

Protiviti’s use of AI spans a wide range of applications, including agent-oriented cases, platform adoption and implementation, audit efficiency and the optimization of inventory management.

Protiviti has a patent pending in the United States for its proprietary enterprise AI platform, Protiviti Atlas.

Protiviti cannot offer any assurances that any patent will issue from its application, or as to the breadth of any patent that does issue or whether any issued patent will later be found invalid or unenforceable.

Any successful opposition to this patent application or later invalidation of this or any other patent Protiviti owns could limit its ability to prevent others from using the inventions described in the application or patent, which could harm Protiviti’s financial results, business operations or competitive advantage.

Marketing and Recruiting

The Company markets its contract talent and permanent placement 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.

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

Direct marketing to customers is a significant portion of the Company’s total marketing efforts.

The Company also actively seeks endorsements and affiliations with professional organizations in the accounting and finance, technology, legal, and creative and marketing fields.

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

The Company also conducts public relations activities designed to enhance public

recognition of the Company and its services.

Central to the public relations activities are research-based content, targeted media relations and thought leadership, and promotion of company accolades received from third-party organizations.

Robert Half employees are encouraged to be active in civic organizations and industry trade groups in their local communities, as well as in professional social media channels.

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 and distribution of thought leadership, social media, and live and virtual speaking events.

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

Industry and capability 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.

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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 they relate to the standardization of the operating procedures of its offices.

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

As of December 31, 2025, the Company conducted its contract talent and permanent placement services operations through offices in the U.S.

and 17 foreign countries.

and 18 other countries.

The day-to-day operations of Protiviti are managed by a chief executive officer and a senior management team.

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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.

It brings together the Company’s numerous strengths, including its global brand, global office network, global candidate database, and AI-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 because its traditionally toughest competitors, local and regional staffing firms, generally do not have these capabilities.

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Significant competitive factors include reputation, technology, tools, project methodologies, price of services, and the depth of skills and breadth of available personnel.

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 consulting professionals and engagement professionals from Robert Half’s network of specialized talent to precisely match expertise, approach and people with the changing global needs of clients on consulting and managed solutions projects.

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 designed 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 with the changing global needs of clients on consulting and managed solutions projects.

Human Capital Management

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▪ Commitment to success:

Empower our people to drive the success of our clients, colleagues, and candidates and to better our communities

Empower its people to drive the success of its clients, colleagues, and candidates and to better its communities

Across Robert Half and Protiviti, as of December 31, 2025, approximately 53.2% of the Company’s global workforce identified as female and 45% of the Company’s employees in managerial and leadership roles identified as female.

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Employee Engagement.

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

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

In 2025, the Company conducted two surveys to provide a forum to understand employee needs and gather feedback on a variety of focus areas.

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In 2025, Robert Half and Protiviti conducted 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 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, increase communication in support of employee well-being, and modernize its approach to foster a culture of continuous learning and feedback.

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

In addition, Robert Half continued its participation in the Great Place to Work ® Survey to benchmark with other companies around the world.

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Learning and Development .

The Company emphasizes employee development and training for our people and the organization.

The Company emphasizes employee development and training for its people and the organization.

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

Our strategy is designed to empower employees to reach their full potential, and the Company provides a wide range of development programs, opportunities and resources needed to be successful.

The Company’s strategy is designed to empower employees to reach their full potential, and it provides a wide range of development programs, opportunities and resources needed to be successful.

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

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

Given our flexible work philosophy, our learning strategy supports access and equity to all employees, including in-person and virtual learning experiences.

Comprehensive learning maps for the first year of our new hires and our front-line leaders provide a consistent, predictable and formal learning experience.

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

Given the Company’s flexible work philosophy, its learning strategy supports access and equity to all employees, including in-person and virtual learning experiences.

Comprehensive learning maps for the first year of new hires and front-line leaders provide a consistent, predictable and formal learning experience.

The Company’s learning strategy supports equity of access, just in-time learning and continued career development for its employees.

In 2025, Robert Half began using a new learning management system that connects employees to development opportunities by leveraging data based on role, tenure and skills as employees progress during their career.

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

Each employee is assigned a career adviser who coaches them and recommends actions to help 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.

Protiviti encourages and pays for employees to attain select recognized professional

certifications.

Annual operating plans include budget funding for employee learning.

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

Compensation, Benefits and Well-being .

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The Company provides emotional well-being services through its Employee Assistance Program and Parent Resources portal as well as other perks and convenience benefits.

In 2024, the Company devoted itself to focusing on our employees, including their careers, well-being, connections and impact they have on the Company and community.

This commitment helps our leaders build successful teams and ensures employees feel valued and connected to our mission, while defining what they can expect working for the Company throughout their career journey.

In 2025, the Company devoted itself to focusing on its employees, including their careers, well-being, connections and impact they have on the Company and community.

This commitment helps the Company’s leaders build successful teams and ensures employees feel valued and connected to its mission, while defining what they can expect working for the Company throughout their career journey.

Other Information

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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, and no one such contract represented more than 1.0% percent of total service revenues in 2024.

The Company conducts business under various federal, state and local government contracts, and no one such contract represented more than 1.0% of total service revenues in 2025.

Available Information

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The Company intends to satisfy any disclosure obligations under Item 5.05 of Form 8-K regarding any amendment or waiver relating to its Code of Business Conduct and Ethics by posting such information on its website.

The Company has used, and intends to continue to use, its website as a means of disclosing material non-public information and for complying with our disclosure obligations under Regulation FD (or Fair Disclosure).

The Company has used, and intends to continue to use, its website as a means of disclosing material non-public information and for complying with its disclosure obligations under Regulation FD (or Fair Disclosure).

The Company’s website and the information contained therein or connected to or linked from the website are not incorporated information and do not constitute part of this Annual Report.

Government Regulations

Our operations are subject to regulations by federal, state, local and professional governing bodies, and laws and regulations in various foreign countries, including, but not limited to, (a) licensing and registration requirements and (b) regulation of the employer/employee relationship, such as worker classification regulations, wage and hour regulations, tax withholding and reporting, immigration regulations, social security and other retirement, anti-discrimination, and employee benefits and workers’ compensation regulations.

Our operations could be impacted by legislative changes by these bodies, particularly with respect to provisions relating to payroll and benefits, tax and accounting, employment, worker classification, and data privacy.

The Company’s operations are subject to regulations by federal, state, local and professional governing bodies, and laws and regulations in various foreign countries, including, but not limited to, (a) licensing and registration requirements and (b) regulation of the employer/employee relationship, such as worker classification regulations, wage and hour regulations, tax withholding and reporting, immigration regulations, social security and other retirement, anti-discrimination, and employee benefits and workers’ compensation regulations.

The Company’s operations could be impacted by legislative changes by these bodies, particularly with respect to provisions relating to payroll and benefits, tax and accounting, employment, worker classification, and data privacy.

Due to the complex regulatory environment that the Company operates in, the Company remains focused on compliance with governmental and professional organizations’ regulations.

For more discussion of the potential impact that the regulatory environment could have on our financial results, refer to Item 1A “Risk Factors.”

For more discussion of the potential impact that the regulatory environment could have on the Company’s financial results, refer to Item 1A “Risk Factors.”

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