Safehold Inc. (NYSE: SAFE) is revolutionizing real estate ownership by providing a new and better way for owners to unlock the value of the land beneath their buildings. Through its modern ground lease capital solution, Safehold helps owners of high quality multifamily, office, industrial, hospitality and mixed-use properties in major markets throughout the United States generate higher returns with less risk. The Company, which is taxed as a real estate investment trust (REIT) and is managed by its largest shareholder, iStar Inc., seeks to deliver safe, growing income and long-term capital appreciation to its shareholders.

Lead the Talent Acquisition, People Care and Consulting, Staffing and Strategy functions within SNAP COO. Provide executive level talent transformation services to clients in:Tech/Start Up, FinTech, Software, Media, Fin Srvcs, Education, Real Estate, Manufacturing, Retail, Big Four +Hire, Develop, coach and manage performance of Recruiting Advisors. Develop strategic approach for regular and high volume recruting functions within client organizations. Consult on Culture, Performance Management, Succession, Selection, On-boarding, Retention and Leadership Development.Located in Charlotte, NC and serving New York Tri-State region, SNAP COO is transforming the way top talent connects with top companies. SNAP invests the time, expertise and care needed for successful placement and onboarding of professional talent. SNAP COO works to learn each client company culture and considers this factor when presenting candidates. SNAP prevents hiring mishaps by accurately targeting candidates with not just the skills to perform tactically in the role, but also the motivation and desire to succeed in your environment.SNAP offers talent solutions in flexible ways: Direct Hire, Contractor, Contract to Hire. These 3 options are in place to meet the needs of both candidates and clients. SNAP offers a full platform of health, vision, dental and life insurance benefits to our temporaries/contractors, including ACA-compliant health care. SNAP is proud to support our temporaries/contractors in this way. We are convinced that the appropriate benefits platform, coaching and support from the SNAP team and a high-level of understanding about what candidates need to balance life and work is what our clients expect of us as an extension of their company.SNAP temporaries/contractors are invited to take part in our 401K with a match. SNAP wants each and every temporary/contractor to do all they can now to have a secure financial future later on.

Executive Committee Member - Head of Sales for Technology and Project Management Recruiting and Staffing Concentration: People, Culture and Performance Management. Developer of robust Selection Process, People Development Program and Talent Acquisition Strategy for organization.Ownership of the P&L, strategic direction, and reshaping of business post-economic downturn.Uniquely strategic as well as execution oriented role, hands on development of staff, fulfillment of customer needs and day-to-day oversight. Establish best in class People and Performance Practices within organization:o Author of Sherpa’s inaugural Employee Engagement survey and driver of companywide initiative to increase engagement o Leader of effort to establish Sherpa’s Best Places to Work in Charlotte standing, accomplished in 2014 o Implement Performance Management for Sherpa - identification of key competencies, hiring for success and ongoing development of talent Direct reports: 12-14

Technology Startup, Hired by CEO to accelerate growth.Head of Sales, People and Business Operations Primary responsibility for profitability of rapidly growing Education Software Company. Company one of this country’s three premier providers of SMART technology for collaboration and communication in education, government, non-profit and business. Lead customer initiatives surrounding innovative workplace transformation utilizing technology to change the way people learn, work, think, collaborate and communicate. Identify customer challenges and roadblocks to adoption of new technology to lead change management strategy. Chief Revenue Driver, responsible for C Level customer service at company's largest accounts. Primary relationship owner with manufacturer (CEO-SMART Tech, Canada) to raise visibility of Smarter Systems’ capabilities and potential within the channel. Attended CEO/Presidential briefings in US and abroad, advise SMART Tech executive leadership and US Market President on relationship development in the US at target clients. Responsible for Smarter Systems’ culture redefinition, talent transformation effort and rebranding of the company.Rapidly gained the confidence of internal and external leaders, partners and clients by demonstrating strong leadership, openness and passion for excellence and service. Managed swift change on the tailwind of this trust. Manage through all employee relation matters, legal and human resources escalation issues. Consult to CEO on HR issues, best course of action and resolution. Manage sensitive terminations, contract buy-outs, RIFs etc. 12 Direct Reports, organization of 40+

2009-2010 Vice President, Talent and Strategy2008-2009 Director, People CareHigh growth technology start upReporting to CEO, responsibilities included: Head of Sales and Talent Acquisition, leveraging People as the key strategy for shared success, this role cultivated the organization’s culture and ensured success by creating ways for all employees (existing and newly on-boarded) to live the core values. Head of Talent Acquisition (direct team of 8), grew company 3x in 18 months managing recruiting team, led selection process reengineering and primary architect of best in class onboarding program for the firm. Head of Strategy - co-author, owner and chief executor of large, simultaneous People and Revenue program within the organization Facilitate human resources strategy development work with the executive team to establish dialogue and initiatives centered on improvement and change in the company’s HR policies, programs and processes. Manage corporate communication and community relations for the organization. Author for the CEO: presentations, speeches and statements. Attend as proxy for CEO: community meetings, company meetings, merger meetings etc. Led build out of custom, (SaaS) Performance Management Tool and Bullhorn Applicant Tracking Systems (ATS). Executive Committee member on Merger strategy, employee selection, benefits selection for impacted employees, systems selection, process analysis, town halls with CEO and coaching on change in culture. 8 Direct Reports, organization of 120+

Reporting to SVP, Shared Services Recruiting – responsibilities included: Leadership of a strategic High Volume Talent Acquisition organization HR Recruiting Managers and Associates aligned directly with Global Lines of Business (Shared Services, General Bank, Corporate & Investment Bank, Wealth Management, Securities/CMG) in support of Information Technology, ecommerce/Marketing, Human Resources, Leadership Practices, Corporate Communications, Community Relations. Ultimate accountability for talent acquisition of approximately 10,000 “seats” within the organization. Direct Clients/Internal stakeholders: CIO, CTO, Chief eComm Officer of this global bank. Manage College Recruiting program for Human Resources, Community Relations and Operations and Technology Group. Full set-up of technology and operations teams in Asia - Manila and Hong Kong. Staffed call centers, IT lead roles and assisted with program development within IT oversees. Developed and Led “Quality of Hire” measurement program with IT Business Office and CTO to measure success of recruiting team. Provide flexible, strategic support and consultation for stakeholder/client base up to and including the Operating Committee members. Led merger IT recruiting for during Golden West and AG Edwards transitions. Led turn-around of struggling recruiting organization. Drove high-performance culture, coached under-performing talent to winning results. Oversight for IT and HR Recruiting in the United Kingdom & Asia.Organization of 40+, 12 Direct Reports

Strategic Business Partner to CEO and COO on matters relating to growth of firm, staff leadership, firm mission and talent development. Expand customer base via MDE’s Wealth Management solutions for executives and entrepreneurs in Pharmaceuticals, Biotechnology, Financial Services, and other industries as well as high net worth families and Family Offices. Coach, train and direct staff on business development strategies & cross marketing opportunities. Oversee talent acquisition for internal hires and develop plans for employee development and retention. Develop referral process to maximize successful client-firm relationships. Develop 6Degrees of Separation marketing strategy. Develop marketing material and client communication. Collaborate on current channels, potential channels and resource dedication. Drive growth though enhanced selling and marketing of priority service offerings.

Full service staffing and recruitment firm. Technology, Finance, Legal, Risk, Operations, Sales, Engineering. Mid-level through Executive. Firm grew from two members at start up to multi state, employing over 75 people throughout its 10 year tenure and generating millions of dollars in revenue through outstanding work in recruitment, staffing, and executive search.