The First AI Powered Recruiter Network

Empowering Businesses to Recruit Specialized Talent Faster (OTCQB: RCRT) is disrupting the $120 billion recruiting and staffing industry by combining an AI and Video hiring platform with the world’s largest network of small and independent recruiters. Leveraging artificial intelligence matching technology and a scalable SaaS-enabled marketplace platform, is committed to opening doors for people by making professional hiring easier. CEO, Evan Sohn, Shares Company Vision During Investor Forum Partners with Quickfee, Bringing Flexible Online Payment Solutions to Recruiting and HR Professionals

HOUSTON – Group, Inc. (OTCQB: RCRT), an on-demand hiring platform powered by more than 28,000 recruiters and AI and video hiring technology, is today announcing that QuickFee has joined its roster of partner companies, bringing flexible online payment solutions to the growing Marketplace.

The Marketplace provides its community of independent recruiters and partner companies with value-added services, such as low-cost healthcare for independent business owners, tech-forward marketing tools, background check services, co-working space, and more. And now, through QuickFee’s integrated online financing platform, the broader community has access to flexible-term and interest-free payment solutions.

“Small and independent recruiters and staffing firms need accessible and frictionless solutions to their cash flow needs,” said Evan Sohn, CEO, “Especially now, as the economy begins to build back and businesses start to think about scaling their operations and teams, having access to payment and financing options that do not impact cash flows is critical to this next phase of the great rehire. Practically speaking, QuickFee is a functional and reliable capital partner for’s community of over 800,000 recruiting and HR professionals.”

QuickFee also empowers recruiters to better address their clients’ financial needs – without compromising their cash flow. “As we navigate through and beyond the COVID environment, businesses and job seekers alike are rebuilding,” said Eric Lookhoff, President of QuickFee. “Through the Marketplace, QuickFee provides the essential resources needed to promote robust employment and a stronger post-COVID workforce.”

By offering QuickFee’s secure payment and lending solutions, will give its recruiting business community of more than 28,000 small and independent recruiters a way to serve more clients and reduce collections issues simultaneously.

“This partnership addresses one of the most common pain points of the recruiter industry – billing issues and being forced to turn away new business due to lack of payment options,” said Richard Formoe, Chief Revenue Officer for QuickFee. “Every recruiter – large or small – can now be paid at the outset of the engagement while providing favorable billing options to their clients.”


Reasons to Invest

  • Growth Saw more than 41% revenue growth in 2020 and Q4 quarter-over-quarter growth of 22.3%
  • Network – A destination site for all things recruiting, from finding talent to engaging a recruiter on demand, with the largest network of small and independent recruiters
  • Technology – A fully built job marketplace powered by AI, video technology, and machine learning, to find the right talent fast
  • Need and Exposure – At the epicenter of the re-hiring of the US Economy with regular media exposure on CNBC’s Mission Inc. was founded in 2015 by Miles Jennings and Ashley Saddul. What started as a bootstrapped business headquartered in a bedroom, is now a publicly-traded technology company of about 50 people, with clients across the USA.

Recruiting is a people business, and keeps the human element in everything they create. Their team is on a mission to open doors for people from an extraordinarily diverse range of backgrounds and locations. Committed to being an Equal Opportunity Employer themselves, the team works with clients who respect both the law and spirit of equal opportunity employment. 

Part of what makes unique is their progressive practices and technology. They are constantly increasing fairness in hiring practices, including quantitative assessments, bias training, and reducing bias from new virtual tools. With a passionate team, intuitive software, active community, and increasing demand, seems well positioned for even more growth in 2021.


Recent Press Releases and News


The Job and Recruiter Market

When the COVID-19 pandemic hit in March of 2020, many jobs went away temporarily or entirely, unemployment rose, and the job and hiring industry took a hit. Now that the US is opening up again, the market for intelligent hiring and staffing is coming back in full force. 

According to the March 2021 Recruiter Index®, overall recruiter sentiment reached 3.8 out of 5, a new high in the history of the survey. And recruiters expect the good times will keep rolling, as the majority predicted their job requirement loads would increase in the next 30 and 90 days.

March’s results  marked another milestone: For the first time, recruiters are working on more jobs now than they were this time last year. Recruiters reported working on an average of 16 open roles in March 2021, compared to an average of 14 open roles in March 2020. 

Since the start of 2021, certain trends have emerged or been reinforced in the hiring market:

Remote Work Is Increasing in Popularity

While on-site work (manufacturing, logistics, operations) will never go away, the significant shift to remote work cannot be ignored. Only 7 percent of US employees were able to work from home before COVID-19, according to Pew Research Center. Now, Gallup reports that 62 percent of US employees have the ability to work from home.

While the COVID-19 crisis certainly accelerated the trend toward remote work, it’s clear that work-from-home arrangements are here for the long haul. A study conducted by researchers from Harvard Business School, Harvard University, and the University of Illinois revealed that at least 16 percent of American workers will keep working from home at least some of the time long after the COVID-19 crisis has receded.

Companies are also seeing increased savings on office space, utilities, equipment, and more, making the benefits of remote work far-reaching. No one is more equipped than, with their video interviewing and AI based practices, to suss out the best job candidates that can work from home.

W-2 Only Hiring Model Is Over

The days of only hiring W-2 employees are over. Companies are finally challenging the status quo and the outdated biases that come with it. This is happening because many companies are still hesitant to add permanent jobs without knowing what the immediate future holds. Recent research by Gartner found that 32 percent of organizations are replacing full-time employees with contingent workers in order to save money, and the use of contingent workers will likely continue expanding well into the post-COVID-19 landscape.

To remain fully staffed in the current climate, companies will need to embrace multiple types of labor, including W-2 employees, 1099 contractors, and third-party outsourced solutions. Companies with total talent staffing strategies will not only save money, but they may also be able to fill positions faster, reduce turnover, and outproduce their competitors that haven’t adjusted to the current times.’s network of recruiters is adept at hiring all kinds of talent, whether employees, contractors or gig workers. Their goal is to find the right talent and solutions for clients.

Finding Skilled Workers Is Still Difficult

Unemployment numbers are high, but it’s still hard for companies to find those workers who have the specific skill sets they need. According to a report from the National Federation of Independent Business, 89 percent of companies looking to hire reported they were unable to find many qualified applicants for their open roles in December 2020.

To combat this, more and more companies are now looking into gig economy solutions. This does have its benefits for the employer beyond simply sourcing talent: With gig work, companies can sample several workers in action before committing to a full-time hire, allowing for more informed recruiting decisions.

That still presents a problem- finding the candidates that are willing to work like that. It’s difficult to acquire the perfect person for a job through typical hiring sites. And some companies just lack the hiring foresight and nuance to  screen for the best applicants. Which is why more and more companies are turning to recruiters to find the person with the right skills for the job.


Flexible Recruiting Solutions offers a scalable and versatile approach for businesses looking to hire. Some options include:

Direct Hire

Success-based professional recruiting for full-time roles.

For when: 

You want to use a contingent search recruiter.

What they offer:


Hiring needs assessment:

They work with you to understand your requirements and corporate culture, mission, vision, and values

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Sourcing and screening:

The independent recruiters and AI-powered matchlists surface qualified candidates, and the internal recruiting experts vet them to ensure you only see the best fits.

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Guaranteed results:

Get a solid guarantee on the success of all hires you make with

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Contingent Programs

Professional recruiting for consulting and contract engagements.

For when:

You want to engage a contract or temporary workforce.

What they offer:


Centralized account management:

Manage all relationships with your recruitment suppliers through their portal.

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ATS, MSP, and VMS integrations:

The Job Market Platform integrates with your existing staffing technology infrastructure for seamless recruitment management.

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Scale your team

Augment your projects with the right hourly talent, sourced by their network and AI matching technology.

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Recruiters On Demand

Expand your recruiting team without hiring a full-time recruiter.

For when:

You need to scale your recruiting team without hiring more staff.

What they offer:


Placement of recruiter:

Connect with a recruiter who has the skills — and the AI matchlists — to meet your specific hiring needs.

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Scalable solution:

Pick anything from one recruiter to a whole team and scale up or down as needed. From initial sourcing to full recruitment life cycle management, you set the level of involvement.

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Ongoing management:

They stay in touch with you and the recruiter to track and share reporting and metrics.

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Recruiter Index News


Management Team

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Evan Sohn


Evan Sohn is a senior executive with 25+ years of experience in eCommerce at Fortune 500 and start-up environments, with a history of rapidly growing businesses and capturing market share. He has a strong emphasis in sales, market development, corporate and product strategy, marketing, and business development. Evan has extensive management experience in payments, enterprise software, wireless and mobile software, security software, managed services and penetrating new markets for new technology solutions.

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Miles Jennings


Miles Jennings is an entrepreneur and founder of™. With a decade of experience, Miles is a cited expert and influencer in the HR and recruitment space. He is a contributor to top publications such as Entrepreneur, WSJ, and Forbes. With a background in Internet technology, recruiting and social marketing, he loves everything about finding people the right jobs and inspiring people to follow their dreams. He graduated from Trinity College in Hartford, CT with a degree in Philosophy.

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Ashley Saddul


Ashley Saddul is a seasoned entrepreneur, technologist, and big-time foodie. His startup experience includes leadership at Simpli, a search engine that was acquired, as well as founding Impressive Domains, a premier domain brokerage firm from the early days of the Internet ‘gold rush’. He has been profiled in numerous magazines, and is a frequent contributor on Forbes. He is an avid world traveler and adventurer, and loves hopping around the globe climbing mountains and photographing lost lakes.

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Judy Krandel, CFA


Judy Krandel is an accomplished public company board member, CFO and investor with a high financial acumen and an extensive background in portfolio management, equity investments, capital markets, executive leadership, and business development. She is strategically focused on driving the vision and building enterprise value as a leading force for organizations and companies, incorporating a solid background in technology and corporate finance.

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Rick Roberts


Rick Roberts is an entrepreneur and Founder of Genesys Talent. He is a hands-on leader, strategic planner, and innovative developer of effective business development and delivery strategies. Rick has a consistent track record of achievement in leading of sales, recruiting, customer and consultant relationships, and operations. He is very passionate about creating the best hiring experience for the candidate, recruiter, and the hiring manager.

[/one_half] [/one_halfs] Round Up

  • Saw more than 41% revenue growth in 2020 and Q4 quarter-over-quarter growth of 22.3%
  • Addressing the $148 billion market staffing and recruiting industry which is ready for disruption. 
  • Surpassed 27,750 recruiters on their Job Market platform as of December 31, 2020
  • Received multiple major media appearances for the Recruiter Index®,’s survey of recruiter sentiment on the job market, hiring, and recruiting demand





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Typically, the trading volume and price of a Profiled Issuer’s securities increases after the Information is provided to the first group of investors. Therefore, the later an investor receives the Information, the more likely it is that he will suffer increased trading losses if he purchases the securities of a Profiled Issuer. What will happen to the shares that we hold during the Campaign? We will sell the shares we hold while we tell investors to purchase during the Campaign. What will happen when the Campaign ends? Most, if not all, of the Profiled Issuers are penny stocks that are illiquid and whose securities are subject to wide fluctuations in trading price and volume. During the Campaign the trading volume and price of the securities of each Profiled Issuer will likely increase significantly. When the Campaign ends, the volume and price of the Profiled Issuer will likely decrease dramatically. As a result, investors who purchase during the Campaign and hold shares of the Profiled Issuer when the Campaign ends will probably lose most, if not all, of their investment. Why do we publish only favorable Information? We only publish favorable information because we are compensated to publish only favorable information. Why don’t we publish negative Information? We don’t publish negative information because we are not paid to publish negative information. We are paid to publish only favorable information. Is the Information complete, accurate, truthful or reliable? No. The Information is a snapshot that provides only positive information about the Profiled Issuers. The Information consists of only positive content. We do not and will not publish any negative information about the Profiled Issuers; accordingly, investors should consider the Information to be one-sided and not balanced, complete, accurate, truthful or reliable. What we do not do? We do not publish negative information about the Profiled Issuers. We do not verify or confirm any portion of the Information. We do not conduct any due diligence, nor do we research any aspect of the Information including the completeness, accuracy, truthfulness or reliability of the Information. We do not review the Profiled Issuers’ financial condition, operations, business model, management or risks involved in the Profiled Issuer’s business or an investment in a Profiled Issuer’s securities. Where does the Information come from? The Information is provided to us by the Profiled Issuers and/or the person who hires us. We may also obtain the Information from publicly available sources such as the OTC Markets, Google, NASDAQ, NYSE, the Securities and Exchange Commission’s Edgar database or other available public sources. If we say we make “stock picks,” are those picks our own? No, they are not. We are compensated to advertise the securities we are told to advertise. What will happen if an investor relies on the Information? If an investor relies on the Information in making an investment decision it is highly probable that the investor will lose most, if not all, of his or her investment. Investors should not rely on the Information to make an investment decision. Who pays us to publish the Information? The source of our compensation varies depending upon the particular circumstances of the Campaign. We are compensated by the Profiled Issuers, third party shareholders and other parties related to the Profiled Issuers such as officers and/or directors who will derive a financial or other benefit from an increase in the trading price and/or volume of a Profiled Issuer’s securities. The nature and amount of compensation we receive for publishing the Information about each Profiled Issuer and our ownership of each Profiled Issuer is set forth below under the heading captioned, “What we are compensated”. What warranties do we make about the Information? None. We make no warranty or representation about the Information, including its completeness, accuracy, truthfulness or reliability and we disclaim, expressly and implicitly, all warranties of any kind, including whether the Information is complete, accurate, truthful, or reliable and as such, your use of the Information is at your own risk. The Information is provided as is without limitation. What we are not. We are not and do not act in the capacity of any of the following; as such, you should not construe our activities as involving any of the following:
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Are risks in this disclaimer the only risks investors should be aware of? No. There are numerous risks associated with each Profiled Issuer and investors should undertake a full review of each Profiled Issuer with the assistance of their financial, legal, and tax advisers prior to purchasing the securities of any Profiled Issuer. What conflicts of interest do we have in publishing the Information? We are not objective or independent and have multiple conflicts of interest. The Profiled Issuers and parties hiring us have conflicts of interest. What will happen to the shares that we hold during the Campaign? We will sell the shares we hold while we tell investors to purchase. Our publication of the Information involves actual and material conflicts of interest including but not limited to the following:
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  • A short time after we acquire a Profiled Issuer’s securities, we may publish the (favorable) Information about the Profiled Issuer advising others, including you, to purchase; and while doing so, we may sell the Profiled Issuer’s securities we acquired during our public dissemination of the Information causing us to profit while you suffer a loss;
  • Parties holding a Profiled Issuer’s securities, including those who engage our services and/or compensate us, will sell their shares of the Profiled Issuer while we are publishing the (favorable) Information.
Who is responsible if an investor relies on the Information? The investor. We are not responsible or liable for any person’s use of the Information or any success or failure that is directly or indirectly related to such person’s use of the Information because we have specifically stated that the information is not reliable and should not be relied upon for any purpose. We are not responsible for omissions or errors in the Information, and we are not responsible for actions taken by any person who relies upon the Information. What do we urge potential investors to do? We urge Investors to conduct their own in-depth investigation of the Profiled Issuers with the assistance of their legal, tax and investment advisers. An investor’s review of the Information should include but not be limited to the Profiled Issuer’s financial condition, operations, management, products or services, trends in the industry and risks that may be material to the profiled Issuer’s business and other information he and his advisers deem material to an investment decision. An investor’s review should include, but not be limited to a review of available public sources and information received directly from the Profiled Issuers or from websites such as Google, OTC Markets, NASDAQ, NYSE, or other available public sources. Why is this Disclaimer being provided? We are providing you with this disclaimer because we are publishing advertisements about penny stocks. Because we are paid to disseminate the Information to the public about securities, we are required by the securities laws including Section 10(b) of the Securities Exchange Act of 1934 (the “Exchange Act”) and Rule 10b-5 thereunder, and Section 17(b) of the Securities Act of 1933, as amended (the “Securities Act”), to specifically disclose our compensation as well as other important information, This information includes that we may hold, as well as purchase and sell, the securities of a Profiled Issuer before, during and after we publish favorable Information about the Profiled Issuer. We may urge investors to purchase the securities of a Profiled Issuer while we sell our own shares. The anti-fraud provisions of federal and state securities laws require us to inform you that we may engage in buying and selling of Profiled Issuer’s securities before, during and after the Campaigns. What are other risks that investors should be aware of? Any investment in the Profiled Issuers involves a high degree of risk and uncertainty. The securities may be subject to extreme volume and price volatility, especially during the Campaigns. Favorable past performance of a Profiled Issuer does not guarantee future results. If you purchase the securities of the Profiled Issuers, you should be prepared to lose your entire investment. Some of the risks involved in purchasing securities of the Profiled Issuers include, but are not limited to the risks stated below.
  • We do not endorse, independently verify or assert the truthfulness, completeness, accuracy or reliability of the Information. We conduct no due diligence or investigation whatsoever of the Information or the Profiled Issuers and we do not receive any verification from the Profiled Issuer regarding the Information we disseminate.
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If a Profiled Issuer is an SEC reporting company, it could be delinquent (not current) in its periodic reporting obligations (i.e., in its quarterly and annual reports), or if it is an OTC Markets Pink Sheet quoted company, it may be delinquent in its Pink Sheet reporting obligations, which may result in OTC Markets posting a negative legend pertaining to the Profiled Issuer at, as follows: (i) “Limited Information” for companies with financial reporting problems, economic distress, or that are unwilling to file required reports with the Pink Sheets; (ii) “No Information,” which characterizes companies that are unable or unwilling to provide any disclosure to the public markets, to the SEC or the Pink Sheets; and (iii) “Caveat Emptor,” signifying buyers should be aware that there is a public interest concern associated with a company’s illegal spam campaign, questionable stock promotion, known investigation of a company’s fraudulent activity or its insiders, regulatory suspensions or disruptive corporate actions. If the Information states that a Profiled Issuer’s securities are consistent with the future economic trends or even if your independent research indicates that, you should be aware that economic trends have their own limitations, including: (a) that economic trends or predictions may be speculative; (b) consumers, producers, investors, borrowers, lenders and government may react in unforeseen ways and be affected by behavioral biases that we are unable to predict; (c) human and social factors may outweigh future economic trends that we state may or will occur; (d) clear cut economic predictions have their limitations in that they do not account for the fundamental uncertainty in economic life, as well as ordinary life; (e) economic trends may be disrupted by sudden jumps, disruptions or other factors that are not accounted for in economic trends analysis; in other words, past or present data predicting future economic trends may become irrelevant in light of new circumstances and situations in which uncertainty becomes reality rather than predicted economic outcome; or (f) if the trend predicted involves a single result, it ignores other scenarios that may be crucial to make a decision in the event of unknown contingencies. The Information is presented only as a brief snapshot of the Profiled Issuer and should only be used, at most, and if at all, as a starting point for you to conduct a thorough investigation of the Profiled Issuer and its securities. You should consult your financial, legal or other adviser(s) and avail yourself of the filings and information that may be accessed at, or other electronic media, including: (a) reviewing SEC periodic reports (Forms 10-Q and 10-K), reports of material events (Form 8-K), insider reports (Forms 3, 4, 5 and Schedule 13D); (b) reviewing Information and Disclosure Statements and unaudited financial reports filed with the; (c) obtaining and reviewing publicly available information contained in commonly known search engines such as Google; and (d) consulting investment guides at and You should always be cognizant that the Profiled Issuers may not be current in their reporting obligations with the SEC and the OTC Markets and/or have negative legends and designations at What we were paid to advertise the Profiled Issuers. The details of our compensation and the period of the Campaign is set forth below.
  • Name of Issuer & Ticker Symbol - Recruiter.Com(RCRT)
  • Amount & Form of Compensation - $180,000 in Common Stock
  • Who Paid for the Campaign & Position with Company if any - Recruiter.Com(RCRT)
  • Period of Campaign - 10/8/2021 - 3/31/2021
What securities of the Profiled Issuers do we hold? The positions we hold of the Profiled Issuer are set forth below. We plan to sell these securities during the Campaign.
  • Name of Issuer & Ticker Symbol - Recruiter.Com(RCRT)
  • Number of Shares We or our Affiliates Hold - 82,353
  • Price We Paid Per Share - $0
  • Date Issued - 9/17/2020

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