Good morning, and welcome to Kelly Services Fourth Quarter and Full Year Earnings Conference Call. All parties will be on listen-only until the question-and-answer portion of the presentation. Today’s call is being recorded at the request of Kelly Services. If anyone has any objections, you may disconnect at this time. The fourth quarter and full-year 2020 webcast presentation is also available on Kelly’s website for this morning’s call. I would now like to turn the meeting over to your host, Mr. Peter Quigley, President and CEO. Please go ahead.

Thank you, Alan. Hello, everyone, and welcome to Kelly Services fourth quarter and full-year conference call. With me today is Olivier Thirot, our Chief Financial Officer, who will walk you through our Safe Harbor language.

Thank you, Peter, and good morning, everyone. Let me remind you that any comments made during this call, including the Q&A, may include forward-looking statements about our expectations for future performance. Actual results could differ materially from those suggested by our comments, and we have no obligation to update the statements made on this call. Please refer to our SEC filings for a description of the risk factors that could influence the company’s actual future performance. In addition, during the call, certain data will be discussed on reported and on an adjusted basis. Discussion of items on an adjusted basis, our non-GAAP financial measures designed to give insight into certain trends in our operations. We have also provided the slide deck that we are using on today’s call as well as an expanded slide deck with more information on our performance on our website. Now, back to you, Peter.

Thank you, Olivier. I'll start with a brief look at economic and labor market dynamics to provide context for Kelly’s Q4 and full year results, recap the actions we have taken to weather the pandemic and share highlights of our quarterly performance. While a full recovery is still a ways off, several key indicators improved as 2020 drew to a close. In the US the overall temporary labor market continued to gradually recover with year-over-year volumes at minus 8% in December, a marked improvement from minus 30% in April. Those figures have continued to get progressively better each month and the penetration rate is now just below 2%, close to its pre pandemic norm. The overall US labor market also improved though some challenges remain. While the unemployment rate improved falling from its April high of 15% down to 6.7% in December, overall labor participation rates remain low and permanent unemployment levels have plateaued at a high level. In Europe where widespread pandemic mitigation efforts have been put in place in recent months because of subsequent waves of infections and virus variants unemployment was up again in December. Overall, trend since the deepest point of the COVID-19 economic crisis suggests a continued and gradual if at times uneven recovery. Looking back at Kelly's response to the crisis throughout 2020 it's clear that the steps we took both protected the company and positioned us for future growth. Our actions were guided by a clear set of crisis principles that we developed at the onset. These principles included a priority to protect the health and safety of our people, maintain the financial health of the company, and support and serve our talent and customers without interruption. We entered the crisis with a healthy balance sheet. And we acted quickly and decisively with…

Thank you, Peter. As Peter mentioned while our Q4 results reflect the continuing impact of the COVID-19 pandemic our results also reflect continued stabilization in economic activity and demand for our services. And we'll also highlight that 2020 is a 53-week fiscal year. So our fourth quarter results include the extra week and reflect 14 weeks of operating activity compared to 13 weeks in 2019. While the impact is material to understand the underlining business trend, I will provide the impact of the additional week in 2020 on our year-over-year comparisons. Revenue totaled $1.2 billion, down 7.2% from the first quarter of the prior year. The impact of the additional week in our 2020 fourth quarter results added approximately 400 basis points to our revenue growth rate. The impact of foreign exchange positively impacted our revenue growth rate by 60 basis points. As we mentioned last quarter, in Q3 we saw gradual improvement in demand from the low point expense in Q2 but still early in large accounts and our Q3 exit rate was a year-over-year decrease of 18%. Our Q4 constant currency exit rate of year-over-year revenue trends for the month of December excluding the impact of the extra week was down 8%. This reflects a continued trend of gradual improvements over the course of the quarter and that revenue trends in all segments have improved since the third quarter. And why the improvement in demand trends we saw in Q3 came primarily from large accounts. In Q4, we saw a more broad-based improvement in demand. Our Education segment continues to be particularly impacted as US school districts return to school in the fall using a variety of delivery models including virtual and hybrid which have had an impact on the demand for our services. In Q4, schools have…

Thanks for those details, Olivier. I'd summarize our Q4 results as reflecting gradually improving economic and labor market conditions coupled with good traction from the operating model we implemented mid-year 2020. We are encouraged by continued momentum across all of our operating segments including healthy pipelines and new customer wins. While constrained talent supply especially for low to mid-skilled positions customer win. While constrained talent supply especially for low to mid-skilled positions continues to post challenges for our fulfillment, we expect that dynamic to improve as vaccine programs accelerate and schools resume in person instructional delivery enabling more parents to return to work. Looking ahead we're optimistic that we'll see continued momentum in 2021 particularly in the second half of the year when a higher percentage of the population is expected to be vaccinated against COVID-19. I’ll now welcome back Olivier to provide additional thoughts on 2021.

Thank you, Peter. For the past two quarters we have not provided an outlook as economic conditions and the resulting impact on demand for our services was highly uncertain. During the first quarter we have completed our annual planning cycle which gives us additional visibility and we are anchorage that the trends pointing to a steady recovery in demand continued. As a result, we’ll return to providing an outlook for the full year and we’ll consider providing more detailed quarterly expectations as the year progresses. As we have seen the early stages of the crisis we’ll continue to evaluate reliability of demand scenarios and assess the tool available to us in response. We consider the impact of these scenarios on earnings, cash flows and debt covenant metrics and we remain confident that we have adequate financial resources and liquidity to emerge from the crisis and to capitalize on the recovery. We are also taking steps to advance our strategy and in the quarter we completed the purchase of Greenwood/Asher to expand the reach of our Education segment. We continue to evaluate opportunities to advance our inorganic strategy in the specialties where we choose to focus to accelerate our growth. Given the likelihood that various pandemic mitigation measures are likely to continue well into 2021, our views on the first half of the year are for a continuation of the current trend of gradual and steady increases in demand with an opportunity for a more substantial recovery in the second half of 2021. More specifically, we continue to expect revenue trends to reflect year-over-year declines until we anniversary the economic impact of the crisis in March 2021. For the full year, we expect revenue to be up 7% to 11%. The range is larger than usual to reflect the improved but…

Thank you, Olivier. Kelly’s Founder, Russ Kelly, probably couldn't have imagined that Kelly's 75th year in business would be spent recovering from one of the most intense and prolonged challenges in its history. October 2021 will mark this milestone anniversary for us and I'm hopeful that by then we'll be close to considering the COVID-19 crisis to be part of our past, a difficult chapter in our history that has both tested and strengthened us. I'm confident we'll emerge more agile, more creative, more resilient and even more driven to fulfill our purpose of connecting people to work in ways that enrich their lives. The Kelly spirit is even stronger than before and we are applying it in 2021 to continuing our strategic journey and steadfastly pursuing growth. As Olivier mentioned, we ended 2020 with the acquisition Greenwood/Asher, a premier specialty education executive search firm. This move further expands Kelly's reach into the higher education space, a natural adjacency for us. And this month, we're launching a new tutoring product, another natural adjacency and an opportunity to generate new revenue streams while helping students close COVID-19 learning gaps. We're applying a disciplined focus to boldly pursuing other organic and inorganic growth opportunities among Kelly specialties in 2021. And we look forward to the shareholder value we believe it will create. At the same time, we're tackling inequities in the world of work at large. On the heels of the 2020 launch of our Equity@Work initiative, we will continue into 2021 the sustained ongoing effort it will take to make a meaningful dent in the many systemic inequities that prevent more people from attaining enriching work. The interest in this initiative has been tremendous and inspiring. In closing, I'd like to thank the Kelly community, our full-time employees who made significant personal sacrifices during last year with Kelly's best interest and long-term strength in mind, our temporary employees who entrusted us to connect them with work during these challenging times while making their safety a top priority, our customers who turned to us for the talent they needed to keep their businesses going amid a crisis, and our board of directors and shareholders whose confidence in Kelly enabled us to protect our company and position it for brighter days ahead. I'm grateful to all of you and thank you for your ongoing support. Alan, you can now open the call to questions.

Thank you. [Operator Instructions] Our first question will go to the line of Joe Gomes with Nobles Capital. Go ahead.

So, just like a couple of quick questions here. One on the Greenwood/Asher. How's that integration going? Does that indicate a potential or does it provide you the potential opportunity to do more in that space in terms of acquisitions? Or is this kind of more of a one-off type of an acquisition in that space?

Thanks for the question, Joe. That integration is going very well. It's only been a couple of months but some very promising indications of the synergies created between Greenwood/Asher's presence in higher end and Kelly's existing presence in higher ed. And we think there is opportunity to further grow that. We have no current plans to invest further in the executive search among higher ed. But as indicated earlier in my comments about our tutoring product, we're always looking for a promising adjacencies in our specialty lines of business that produce synergies and our growth opportunities.

Okay. Thanks for that. And you mentioned it briefly I was wondering you might be able to go in a little more detail here about the candidate pool especially on the lower end of the wage scale. What are you seeing there? What steps is the company taking to hopefully enlarge that pool? Are you concerned if they pass some more of this legislation that it will reduce people incentives to return to work? Any more detail that would be appreciated.

Yeah reflecting back on 2020 we expected the talent shortages that we were seeing in Q2 and beginning of Q3 to lessen when the stimulus package expired in the summer. And that didn't translate into a wave of available talent. Our best guess Joe, is that the two biggest levers are wages and schools reopening. The difficulties that working parents have when their children are at home are significant particularly when you see the number of women that have left the labor force during the pandemic. And we have seen clear correlation between wage increases and the availability of talent. So our focus is working with our customers to ensure that they understand that dynamic. And I would say relative to earlier parts of the pandemic we are seeing more and more customers willing to raise wages in order to attract talent.

Just to add on that on wage inflation, if you look at P&I staffing which is really addressing the point about jobs in manufacturing or what we call light industrial if we look at our own expertise wage inflation in Q1 was about 4% which is the kind of history we have pre-COVID. And then we did move from the 4% in Q1 2020 to plus-8% so double in Q2, Q3 and Q4. So that's actually a good sign of supply shortage and challenges we have but also showing our capabilities to really push some of our customers to basically be more competitive on the marketplace and thus improve the pay rate they can offer.

Okay. Thanks for that insight. One more for me I'll get back to – in queue. So you talk about revenues for this year being up from 7% to 11% range. What does that assume for education that just seems to be as you guys mentioned a hot topic here trying to get the schools to fully reopen. So what is your guidance there assume about the education segment?

Well, first of all I mean reflecting on 2020 I mean, we have seen after the big drop of Q2 an improvements in education as well as we have seen in all of our operating segments. Of course it is still a challenging environment because the majority of the schools are now basically either running through what we call a hybrid model or remote model. It’s what we call a hybrid model or remote model. And a minority of them are, I would say, fully reopened. What we expect for 2021 is clearly that things are going to be very close to back to normal at the time the – of the next school year, meaning in the course of late July, early August of 2021. Before that, we believe it’s going to be still an improvement but close to the current environment we have seen, especially in Q4 of 2020.

And, Joe, we're encouraged by the fact – as I mentioned earlier, I think people realize the correlation between opening schools and participation in the labor market. So we're encouraged by the fact that educators are being moved up the line in terms of getting vaccinations. Kelly has done some excellent work to ensure that our employees and substitute teachers are included in those programs. And we're encouraged by the local and national focus – the administration focus on making opening schools one of their key economic priorities.

We will go next to the line of Josh Vogel with Sidoti. Go ahead.

I'm great. Thank you. I just wanted to build off that last question a little bit given the initiative around the tutoring and Teachers of Tomorrow and the acquisition. I mean you exited 2019 at about 100 – just under $140 million quarterly run rate in Education. And once – what our post-pandemic quarterly expectation is now that we think about the new initiatives and the recent acquisition, what should be a good run rate we should think about for that business understanding that there are quarterly fluctuations?

Yeah. I mean it's highly seasonal business. What we can tell you is that when you look at Greenwood/Asher that we did acquire in Q4 of last year with Q1 Insight acquisition, the multiple initiatives we have around organic growth including what Peter was mentioning around tutoring and also really a very healthy pipeline of new wins and new deals. I think, as soon as we get into a better environment, I would say we should be able to catch up very, very quickly and decisively revenue wise and at least come back quickly to where we were pre-COVID but, of course, with the boost coming from our two recent acquisitions, a boost coming from a very healthy pipeline, and the boost coming from multiple organic initiatives including tutoring that Peter was mentioning.

Yeah, Josh. The dynamic of the instructors is one that – and the significant changes that are occurring both in higher end as well K-12, so the number of teachers that are retiring, the lack of teachers graduating from colleges, we think positions us well to support school districts and colleges and universities with their workforce challenges that we have and the Greenwood/Asher acquisition as well as the items that Olivier just mentioned are all intended to position us to take advantage of the dynamics that are frankly only being accelerated by the pandemic.

And we are also actively working, Josh, on the supply side to make sure that we have the right pool of sub-teachers to basically address potentially a very quick recovery in demand in the course of 2021.

[Operator Instructions] We'll go next to the line of Kevin Steinke with Barrington Research. Go ahead please.

I wanted to ask about the professional industrial on one of the slides in your presentation you give the adjusted Q4 2020 revenue trends and then the December exit rates. And really professional industrial showed one of the most meaningful improvements of all your segments in terms of the December exit rate. We've been talking about some of the challenges there with talent supply. So what are you seeing in professional industrial that's been able to drive that – an improvement in the December exit rate versus kind of the full quarter for 4Q?

Well, Kevin, I think it's a number of factors. I think the customers are becoming more accustomed to operating in this uncertain environment. So they're figuring out how to So they’re figuring out how to operate and even expand in certain segments of the – so the demand is significant. And I think on the supply side while there are challenges I think in our new operating model where we have a keen focus on the professional and industrial space we’ve been able to make some inroads in terms of working with customers on wages with different recruiting strategies that allow us to tap into additional sources of talent. And take advantage when we’re able to of the unemployment that frankly usually would result in our plethora of talent.

Yeah. I would probably add a few more things. One is when you look at P&I staffing as Peter and I we did mention during our prepared remarks, we have seen a lot of good traction in our large customers as soon as I would say early Q3. We start now to see more traction coming from our smaller customers meaning what we call SME or SMB businesses which of course is also an explanation of why our exit rate in December with was improving. The second thing I would mention and I briefly talk about it again this morning is our outcome basis and I think P&I is trending extremely well especially around KellyConnect or our call center business. And that's of course knowing it is still trending at double digit rate of growth is very helpful on the traction around revenue, but also in term of I would say GP rate profile because this business is having a higher margin than the pure staffing we have in P&I.

Okay. That’s all very helpful color. Thank you. And you talked about starting to see signs of recovery among your smaller customer base. Any more insight into maybe what's enabling them to kind of emerge from the downturn here? And I know they've been slower to recover than larger customers, but any insight on what you're seeing in the market that's maybe helping smaller customers get back up and running?

Yeah. Kevin, I think the two primary factors are, one, they're figuring out how to operate in this environment. Early in the pandemic, their focus, I believe, was primarily on their full-time workforce and trying to retain the employment of as many of their full-time employees as possible which is not uncommon in a downturn. And I think now they've figured out how to operate and see demand for their goods and services. And so they need additional talent. So they're coming back to Kelly for purposes of helping that. I also think that they were the last segment to recognize the importance of wages to attracting talent. Our large accounts were more willing in the pandemic to raise wages because they recognize the – that was a key ingredient to attracting talent. And I think the small- and medium-sized businesses are now beginning to accept that as a reality of the current environment.

Yeah. I mean, just to clarify one single point, I mean, here, we are really referring to our US business. We don't see some sign or tangible sign of recovery around the SMEs, small- and medium-sized businesses outside of the US, namely, for instance, in Europe. That's not yet the case in Europe.

Okay. All right. Well, thanks for that. And I also – I wanted to ask about then Science, Engineering, and Technology. You talked last quarter just about a little bit of a slowdown in the telecommunications space, specifically the next gen in TTA businesses within that to do some merger activity in the telecommunications space. What are you seeing in that piece of the business now? Is that picking up, and how do you see that trending in 2021?

Well, we’re – we expect it to be improving as we go through 2021. One of the issues in the rollout of 5G has been the number of projects that are dependent on certifications or permits or reviews of the work product, and municipalities and other regional authorizing entities have been affected significantly by the pandemic in terms of the number of people pulling permits, the access. And so that’s been a additional headwind for the telecom business. But as the economy begins to open up, as municipalities and the regulatory organizations get back to normal and the industry activity around the M&A and the – that we mentioned in Q3, as that begins to further refine itself, we expect that the telecom business will continue to improve throughout 2021.

Yeah. Okay.

Yeah. We have seen a little bit of improvement in Q4 of 2020, but still early stage.

Okay. Got it. And then just we’ve been talking about some of the segments here. I don’t know if you’d want to go to this level of detail, but can you maybe talk broadly about, by segment, what sort of trends you expect in each of those segments to build up for that 7% to 11% revenue growth target for this year?

Well, I’ll comment generally, Kevin, and I’ll let Olivier get to the details. But, I mean, we’re seeing momentum across all the business units, and as Olivier mentioned, even in Education, the number of new wins with school districts is – significantly exceeds pre-pandemic levels. And I would say that that is true in all of our segments when we look at both new customer wins and pipelines. So I think the 7% to 11% will be – there will be contributions from all of our business units.

Yeah. I think it’s…

Okay. And then just lastly for me, you mentioned the 3% to 4.5% SG&A growth expected in 2021, either implementing some cost savings actions. Can you give us a sense for the size of cost savings you would expect this year from those actions you're taking?

Yeah. Just to remind you a little bit of what we have done in 2020. You might remember that we had a Q1 restructuring that was basically – the intent was basically to get us ready for our new operating model and new operating segments. At that time, we have disclosed the fact that the expectations were basically to say that $20 million of cost as soon as 2020 on a full-year basis. And looking at 2020, I can tell you that we have delivered on this $20 million savings. The Q4 initiative that we have done in 2020 and that I was referring to in our prepared remarks, the intent is basically to add on top an additional $10 million of savings that would, of course, knowing that this initiative was late in 2020 would basically in fact fully and positively 2021 valuable $10 million. And the third point I would like to mention is – and I think I mentioned it in again in my remarks, was we are continuing to look at sustainable cost reductions especially in the first half of 2021. And that's also I would say included in the guidance including of course potentially some cost to execute on these additional cost saving initiatives where what we are trying to do is to ensure sustainable optimization of our cost base. And also we look at what we call our allocation of resources.

We have a follow-up question from the line of Josh Vogel. Go ahead please.

Hey guys. Sorry, I exclude it before. I – so a couple of follow-ups here on the outlook for 2021. And when we're thinking about SG&A, can you quantify the restructuring actions you'd like to take, how much it's going to add to SG&A in 2021?

Yeah. Not at this stage because basically, Josh, I mean what we are doing now as we speak and I've said that we are really focusing on executing on additional actions in the first half of 2021, is basically an extension of what we have started in the front end of 2020. We know that there are going to be probably some costs to execute further. I think it's a little bit too early to disclose anything about it. What I can tell you is that, basically, the cost to execute is included in the guidance, meaning it’s not a cause that is basically out of the SG&A cost base outlook we have provided today.

Okay. Understood.

I think we’re going to be able to give you a much precise update on that, Josh, at the end of Q1, where we are in those niche teams that we'll get an extension of what we have started in the front end of 2020.

Okay. And just looking at it right, when we think about the 3% to 4.5% year-over-year increase, which number is that off of? Is it the reported $806 million or the adjusted $783 million or just to take out that customer dispute at $9.5 million? I was wondering if I’m looking at the right number.

It's a very good question because that was something I was carefully discussing to make sure that we give something that is clear based on what is a starting point. So the starting point is going to be I would say our SG&A adjusted. So excluding 2020 restructuring costs and also excluding what we refer to as the write-off of some receivables coming from litigation with the customer in Mexico was coming from integration with the customer in Mexico. So if you look at the base adjusted for SG&A that would be a good starting point to look at 2021.

Okay. So that’s $783 million number. That’s in the press release.

Yes.

Okay. And I know Peter you're talking about there is a question about the 7% to 11% revenue guidance and generally expect all specialties to be off but maybe just a little bit more thoughts on as you’re more pronounced in P&I an international. Should we potentially see outsized recoveries there versus the other segments? Is that is that would your assumption maybe when we think about 2021?

So Josh, I would offer our assumption is sort of colored by the fact that education is expected to return to pre-pandemic levels and growth in the second half of the year. So that would be one. International is likely to be slower to recover given the challenges that it has in terms of the ongoing economic environment in the geographies in which we operate. We’re already at pre-pandemic levels for OCG. And while that is a business that is at times depending on when we're implementing large programs where customers can have some variability in it. On the whole for 2021 we expect that growth to continue. And then P&I and our staff business, we continue to see momentum across those businesses. We’ve seen that through the pandemic. And we don't have any reason to believe absent some event we don't foresee in terms of a resurgence or a variant that we don't expect – we expect this set in P&I businesses to continue their nice progression and momentum that we see both in existing customers new wins but also in the pipeline.

I appreciate the detail there. And just two more quick ones for me. Just make sure I'm looking at it right. Olivier, is the total payroll tax deferral and what is expected to be paid back, it’s split 50/50 this year or next year?

Yeah. I mean we have benefited from exactly $170 million of CARES Act basically split almost evenly between Q2, Q3, Q4 of last year – or a little bit more in Q4 because, of course, our revenue is – and our level of activity is moving up. The due date are basically half. So $58.5 million at the front end of 2021 and the other half at the end of 2022.

Great. And just lastly, balance sheet is in great shape. You continue to generate positive cash flow. Are there any thoughts around dividend plans and a potential statement?

Well, the board is regularly revisiting the dividend policy in light of the environment that we’re in. And that will be a topic of discussion for 2021. So that is – nothing declarative today, Josh, but that is something that the board will continue to make sure that as we continue to see progress in our financial health that we are taking into account the sharing the value with our shareholders.

Yeah. We really need to look at how we are trending in Q1 and Q2 of 2021. And I think based on that, I think we are going to have probably much more clarity on the timing and other considerations related to dividend. But we really need to look at how Q1 and Q2 are looking. So I would say the first step is really kind of midyear assessment of the situation.

Yes, makes sense. Well, thank you for all the detail and taking my question, guys. Stay safe out there.

[Operator Instructions] Gentlemen, we have no further questions in queue. You may proceed.

All right. Thank you, Alan.

Thank you very much.

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