Q1 2023

Talent Acquisition Strategy Update

What's Inside Building Our Core Competencies

The Roadmap- Where We've Been & What Lies Ahead

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Processes & Tools

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Numinus Talent Acquisition Strategy FY23 Academic Partnerships

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Our Value Proposition

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Workforce Planning

Competitive Total Compensation & Market Data

Building Our Employer Brand

Building Our Core Competencies Our Main Ojectives: 1. To build Talent Acquisition as a core competency 2. To build our brand and establish Numinus as an employer of choice, showcasing our brand, our leaders and a place to belong and build careers Outcomes: In-House Team & Understanding Our Business Robust Values-Based TA Tools & Processes Workforce Planning: Understanding Our Needs Developing Competitive Compensation Rewards

Meet the TA Team As a team, we have over 2 decades combined in recruitment experience. Since beginning our dedicated TA function this year, we have offset costs in the conservative range of $225k in third party recruitment fees.

Maria Zaidi- Senior Talent Acquisition Specialist (Canada) Maria joined the team in July, having previously recruited for Flanagan Foodservice, Ranstadt, Hudson RPO, Sherwin Williams and fintech startup Unstoppable Domains.

Jeffery Smith- Senior Talent Acquisition Specialist (USA) Jeffery joined the team in August and is our first dedicated recruiter in the US. He has recruited for Traeger Grills, EuroCast Cookware, Solana Recruitment Services, Nexeo HR, Everise and Pompa Program.

Deborah Pulleyblank- Director, People Operations & Global Talent Acquisition Deborah joined the team in February, having previously worked in a variety of HR positions for PwC, Mountain Equipment Coop, Aritzia, Burrard Group and Fairmont Hotels & Resorts.

Understanding Our Business:The Advantages of a Strong In-House Team Our TA team is passionate about finding the best talent to fill our ranks. This is reflected in how we approach our partnerships with hiring managers and candidates alike. Each search is characterized by a tailor-made approach, starting from the intake meeting with the hiring manager, the creation of each position's interview guide and regular updates provided to the hiring manager in addition to other stakeholders within the business. We also work to foster our partnerships and inspire confidence by responding to applicants within 24-28 hours in order to ensure great talent doesn't slip away. Similarly, we encourage hiring managers to respond quickly when presented with candidates, allowing us to make our moves and wow our candidates with a timely hiring experience.

Robust Values-Based TA Tools & Processes Our values inform everything we do, and are especially critical during the recruitment process, as we introduce candidates to the core of who we are at Numinus. Each selection process begins with: A tailor-made approach begining with an intake meeting with the hiring manager A customized set of questions: a combination of values-based questions, skillsbased questions, and behavioural questions Before these questions are even asked, each interview begins with a land acknowledgment, a tie-in to our fifth value, and the activities we pursue in support of our cultural safety & humility journey. Our vision, mission, and values follow next. The response to this approach has been overwhelmingly positive and cements a positive initial impression of who we are and what we do with those who resonate with our approach. Throughout the course of each interview, we ask questions reflective of our values to ensure alignment with candidates. A summary of the interview is sent to the hiring manager with an assessment of the candidate's values and cultural fit, as well as their skills and experience. Candidates who don't fit in all areas simply don't advance. As culture ambassadors, the TA team ensures hiring managers are reminded of the importance of our values and their contribution to our overall culture.

Workforce Planning: Understanding Our Needs Each hiring conversation is positioned within the parameters of our organizational needs: understanding seniority levels required, synergies between the role in question and existing/future roles. Safeguards are in place to ensure alignment within the organization, beginning with the staffing request form, which is required to be signed by the hiring manager/SLT and CSuite to ensure we are hiring for the right role at the right time with the right compensation. In cases where org design is a question, consultation and partnership occurs to reevaluate and sometimes reimagine the role.

We have also developed tools which allow greater insight into our workforce, most notably our dashboards which track a variety of metrics cumulatively across the fiscal year. These include: Headcount Attrition Workforce composition Local unemployment rates in the markets in which we operate Days to hire any given position Number of hires per month Job posting distribution by department Application sources and more

Developing Competitive Total Compensation Rewards Blazing a trail in an emerging industry affords many great opportunities, not the least of which is the occasion to lead the way in offering a unique and competitive compensation offering. Cash compensation and stock options are just the beginning- we are able to attract candidates with: Our flexible working styles Our December holiday wellness break Purpose & growth Pay & incentives Benefits & wellbeing Recogntion & rewards As we look to the future, we imagine new ways in which we can attract and retain great talent.

Employment Analysis

EMPLOYMENT ANALYSIS

Market Data

First, we seek to understand: How long do employees stay with us? What is the average tenure per role/level within the organization? Do we have a turnover issue? If so, why? Are we hiring the right people into the right roles at the right time? Is each role purpose-built and are any revisions needed?

COMPETITIVE OFFERINGS

Compensation Surveys Our business is complex, so we need good data to support it. Purchasing compensation surveys provides insights across related industries and allow us to ensure we are properly benchmarking our positions.

Employment Rates COMPENSATION SURVEYS

EMPLOYMENT RATES

What's happening in the market? Unemployment rates are our compass bearings in our local markets. They help guide us to understand the level of competition we are facing so we can determine the level of action needed.

Competitive Offerings What goes into the stew that is a solid total compensation offering? In order to be successful in securing and keeping the best talent, we need to ensure we keep current when it comes to our total compensation offerings.

What does affordability look like to our organization and our candidates? Is there anything unique we could offer to position us above the rest? What are our competitors doing and how can we edge them out? Value added offerings like wellness offerings, vacation/PTO, relocation packages and signing bonuses are examples of these.

Building Our Employer Brand We have been working hard to raise awareness of our employer brand in support of our TA North Star: To be the most trusted and sought after employer brand in the psychedelic space. The Visual Experience Social Our Employees As Brand Ambassadors

The Visual Experience Numinus.com Enhancements Have you seen the new careers page? Previously limited to a list of our open positions, the site has been expanded to tell our story and provide greater insight into each department's functions. It now includes: Engaging videos, featuring team member experiences Beautiful photography A call to professionals who resonate with our mission, purpose, vision and values An appeal to lived experience in alignment with our JEDI mission

In partnership with Marketing, we have recently launched recruitment campaigns on Instagram. We are working on future targeted campaigns to increase awareness of our brand and bring attention to the work we are doing in all of our locations, with a special focus on building campaigns targeted to our AZ and UT markets. Next up: Thursdays are dedicated recruitment days on all of our social channels beginning October 6th!

We have recently launched our first Facebook sponsored ads to attract applicants for our hard to fill roles in Finance and Marketing. This provides a great opportunity to target applicants in select geographies. Following the approval process by Meta, we had 36 clicks to the page with a reach of 6,497 individuals in the first day. We will continue to leverage this useful tool for other roles going forward in 2023.

Linkedin Our employees are our best ambassadors We have been working hard to build our presence on Linkedin and engage our current team members as ambassadors- they are our greatest resource for finding great talent, after all!

Linkedin Toolkit

We recently launched this toolkit to encourage our team members to engage with the brand on Linkedin. We also developed a beautiful banner in collaboration with Marketing for each team member to add to their bio for enhanced visibility.

You may have seen some of our recent Linkedin posts and shares geared towards promoting our employer brand. Please take a moment out of your day to like and share- every bit helps! This is one of the best ways to act as a Numinus ambassador.

We have also purchased a Linkedin recruiter seat for both Canada and the US. This allows us to build pipelines in Linkedin and have the tool do a lot of the work for us in terms of sourcing candidates we may not otherwise find. This marries up quite nicely to our company Linkedin page where we feature some of our top job postings for both the US and Canada. The benefit of these enhancements is reaching a broader pool of candidates who may not have already known about us our found their way to us otherwise.

Our Value Proposition Inspiring A Purpose-Driven Organization We Are Changing The World Positioning Ourselves As An Employer of Choice Our Strong Culture Is Our Calling Card Caring Leadership Grow My Career With Numinus

We Are Purpose-Driven: Defining Who We Are & Where We're Going Foundations For Change - The preferred destination for depression and trauma treatment in the Phoenix Valley Cedar Psychiatry - A robust research institution and multi-site clinical service supporting healing NCT - A cutting-edge treatment centre for neurological conditions and a pioneer in psychedelic assisted therapy in neurology Mindspace - A unique offering of holistic therapeutic services and support The Drive - The west coast's premiere healing destination offering a full suite of traditional and psychedelic offerings

We Are Changing the World Our shared purpose to bring transformative healing to humanity is what unites us. The privilege of stewardship of this vision is our day to day. As a candidate engaging with us in the hiring process, each individual is made aware of this unique opportunity and the ability to make their own contribution.

We Are An Employer Of Choice We have yet to appear in any top 100 surveys or industry awards, so how can we gain visibility in this are? Gaining attention in surveys such as Canada's Top 50 Innovative Employers and others lies ahead.

Our Strong Culture Hungry, humble, and smart: we work together as a part of something larger than ourselves. We hold space for each individual and honor their unique perspective and contribution.

Grow My Career With Numinus

Our shared journey of cultural safety and humility creates a platform for everyone to bring their whole selves to work.

Our value proposition is this: come to us prepared to work hard and the opportunities will be endless.

Caring Leadership We are developing a suite of leadership training to upskill our leaders. What unites our people in leadership is their deep caring for our people, their work, our purpose and our organization. We live our values everyday and keep each other operating from a place of integrity to ensure this is felt by all of our teams. This shines through when meeting our leaders.

We not only flex to the organization's changing needs, but work to provide changing opportunities to continue each team member's growth. Coming in FY23- more learning.

Partnerships In a world where we are connected and whole, we can't go it alone! Building our connections involves: Academic Partnerships Community Partnerships Association Memberships Third Party Partnerships

Academic Partnerships On September 20th, we attended the first of many career fairs to come. This first career fair took place at the University of Utah. We had collateral in the form of banners, pens and water bottles and a onepager to spread the word about what we do and who we are. We are working in close collaboration with Practitioner Relations to establish practicum positions and relationships with schools in Utah and Arizona and have so far had two schools ready to commit: Univeristy of Arizona and Arizona State University in addition to the recently cemented partnership at Vancouver Island University spearheaded by Sharan Sidhu & Benny Bloomfield .

Our unique offering has something for everyone at every stage of their career. Recruiting new grads and those still in the process of completing their education and gaining accreditation allows us to capitalize on the enthusiasm of these new professionals and provide them with a world-class formative professional experience. On June 6th, 2022, we held our first clinic open house at the Drive, inviting therapists to join us for an information session and light refershments. We had 30 participants RSVP and approximately 20 came. It was a pleasant evening filled with great conversations and new connections.

Community Partnerships As we seek to grow our presence and preserve our unique culture, we look to community organizations to build authentic relationships. How can we do this? Creating a Linkedin group for Talent Acquisition/People Support professionals working in the psychedelic field Engaging a first responder liaison to help us grow our first responder patient group in Arizona Team volunteer days for Numinus employees

Association Memberships Joining professional associations not only enhances our visibiltiy, but affords us an additional layer of credibility in raising our profile. BC CPA for Finance-related searches BC Life Sciences - Bioscience- related searches Psychdelic Grad - Tapping into the new grad and academic market More to come!

Third Party Partnerships There may be times when we find it particularly hard to fill a role and may need to broaden the scope of our search outside of our own resources.

In another recent search for the role of Director, FP&A, we partnered with Clarity Recruitment in order to find our successful candidate.

In cases such as these, we may seek third party partnerships in recruitment in order to access broader talent pools and temporarily expanded our person power and reach. In the recent search for Director of Marketing, we engaged Ivy Recruitment, who presented a series of great candidates which we were able to evaluate and gather additional information about the market. While we ended up filling the role ourselves, their partnership and support was critical to the role.

We have also partnered with People Store Staffing Solutions Inc. for past roles.

On the Road Map- Where We've Been & What's to come 1

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