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                                                                   Exhibit 10.36

                                TALX CORPORATION

          SCHEDULE OF NAMED EXECUTIVE OFFICER COMPENSATION ARRANGEMENTS

(a)      2007 Annual Base Salaries and Employment Agreements

         Effective April 3, 2006, base salaries for our named executive officers
were: $500,000 for William W. Canfield, President and Chief Executive Officer;
$265,000 for L. Keith Graves, Senior Vice President and Chief Financial Officer;
$235,000 for Michael E. Smith, Senior Vice President, Marketing; $213,000 for
Edward W. Chaffin, President-UC eXpress and $200,000 for Stacey A. Simpson,
President, The Work Number. These salaries are paid pursuant to each officer's
Employment Agreement with us, and this disclosure is qualified by reference to
the written agreements, forms of which, or which, are filed or incorporated by
reference as exhibits to the attached Annual Report on Form 10-K.

         In connection with our annual review of executive officer compensation,
we entered into revised employment agreements with several of our executive
officers. The new agreements commenced effective April 3, 2006. Their terms are
the same as those described in our Current Report on Form 8-K dated May 10,
2005, except that in the event of termination "based on the actions by the
Company," other than for "cause," the officers would be entitled to a lump sum
payment equal to:

   o   For Messrs. Graves or Smith, two times the sum of his annual base salary
       and targeted incentive compensation in the year of termination, and

   o   For Mr. Chaffin or Ms. Simpson, the sum of his or her annual base salary
       and targeted incentive compensation.

In addition, each of these officers would continue to receive their health and
welfare, automobile and life insurance benefits for a period following
termination equal to two years for Messrs. Graves and Smith and one year for Mr.
Chaffin and Ms. Simpson, subject to limitations imposed by applicable plan
documents or law.

We qualify this description with the form of employment agreement, which is
incorporated by reference as an exhibit to the attached Annual Report on Form
10-K.

(b)      Restricted Stock Awards

         Effective September 21, 2005, we awarded restricted stock to some of
our employees under our 2005 TALX Corporation Omnibus Incentive Plan (the
"Omnibus Plan"). In connection with this award to our employees, after
adjustment for the effect of the 2006 3-for-2 stock split, Mr. Canfield received
16,500 shares, Mr. Graves received 3,600 shares, and Messrs. Smith and Chaffin
and Ms. Simpson each received 2,100 shares. Effective January 24, 2006, we
awarded restricted stock to some of our employees under the Omnibus Plan. In
connection with this award to our employees, Mr. Canfield received 13,750
shares, Mr. Graves received 7,700 shares, Mr. Smith

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received 6,050 shares, Mr. Chaffin received 4,400 shares, and Ms. Simpson
received 5,400 shares. All of the restricted shares vest annually on the
anniversary of the date of grant in equal parts over a five-year period. We
qualify this disclosure by the forms of awards, which have been incorporated by
reference as exhibits to the attached Annual Report on Form 10-K.

(c)      Annual Incentive Compensation Plan

         We have an annual incentive compensation plan, in which some of our
employees, including the named executive officers, participate. Under the plan,
employees receive cash compensation in an amount equal to a specified percentage
of their annual base salary (or of specified amounts in the case of other
specified performance-based criteria set forth in an applicable award) if we
approach, meet or exceed our annual earnings per share ("EPS") goal, which is
annually determined by our board of directors, typically in the first fiscal
quarter.

         Effective April 1, 2006, Mr. Canfield will be entitled to receive an
annual incentive bonus ranging from 45 to 112.5% of his base salary, based on an
EPS goal, assuming certain criteria are met; Mr. Graves will be entitled to
receive an annual incentive bonus ranging from 41.9 to 104.7% of his base
salary, based on an EPS goal, assuming certain criteria are met; Mr. Smith will
be entitled to receive an annual incentive bonus ranging from 22.5 to 56.2% of
his base salary, based on an EPS goal, assuming certain criteria are met; Mr.
Chaffin will be entitled to receive an annual incentive bonus ranging from 7 to
17.6% of his base salary, based on an EPS goal, assuming certain criteria are
met; and Ms. Simpson will be entitled to receive an annual incentive bonus
ranging from 12 to 30% of her base salary, based on an EPS goal, assuming
certain criteria are met. For Mr. Smith, in fiscal year 2007, in addition to an
EPS goal, which could result in Mr. Smith receiving from 16.3 - 40.9% of his
base salary as a component of his incentive compensation, Mr. Smith's incentive
compensation award contains operating profit margin and revenue targets for our
Complementary Work Number Services businesses. For Mr. Chaffin, in fiscal year
2007, in addition to an EPS goal, which could result in Mr. Chaffin receiving
from 27 - 67.6% of his base salary as a component of his incentive compensation,
Mr. Chaffin's incentive compensation award contains operating profit margin and
revenue targets for our UC eXpress division. For Ms. Simpson, in fiscal year
2007, in addition to an EPS goal, which could result in Ms. Simpson receiving
from 24.3 - 60.7% of her base salary as a component of her incentive
compensation, Ms. Simpson's incentive compensation award contains operating
margin and revenue targets for The Work Number.

(d)      2006-2008 Long-Term Incentive Plan

         Mr. Canfield and Mr. Graves participate in our 2006-2008 Long Term
Incentive Plan for Selected Key Executives, which we refer to as the "2006
LTIP." The 2006 LTIP is designed to attract and motivate key selected employees
toward long-term profit improvement and to permit them to earn additional
compensation in the event that the profitability and asset productivity goals
are achieved over the three-year term of the plan.

The 2006 LTIP is governed by the Omnibus Plan. Under the terms of the plan, our
Compensation Committee determines the identities of the officers of TALX and our
affiliates who are eligible to participate and generally has conclusive
discretion with respect to other matters under the 2006 LTIP. Each participant
must remain our employee for the entire term of the 2006 LTIP award, and

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no partial awards will be granted in the event of a participant's termination
prior to the completion of the final plan year, subject to the next sentence,
unless the Compensation Committee authorizes a partial award. Awards will vest
and become payable in part if termination occurs as a result of a participant's
death, disability or retirement before the completion of the term. Cash awards
are determined as a percentage of a participant's base salary for the final year
of the plan. The 2006 LTIP commenced on April 1, 2005, subject to shareholder
approval of the Omnibus Plan, which approval was obtained on September 8, 2005.
Currently, Mr. Canfield and Mr. Graves are the only employees designated by the
Compensation Committee to participate in the 2006 LTIP, as follows:


     TALX Corporation 2006-2008 Long-Term Incentive Plan for Key Executives

<TABLE>
<CAPTION>

                                                                                                Estimated Future
                                                                       Performance Or             Payouts Under
                                                Number of               Other Period                Non-Stock
                                               Performance            Until Maturation          Price-Based Plans
                 Name                            Units(1)                 Or Payout              Target/Maximum
                 ----                        ---------------          ----------------          -----------------

<S>                                          <C>                      <C>                     <C>

William W. Canfield...................             N/A                   2006-2008            $450,000/$787,500 (1)
L. Keith Graves.......................             N/A                   2006-2008            $240,000/$360,000 (1)

</TABLE>

     (1)      In the event that we meet or exceed the award criteria, and the
              other conditions under the 2006 LTIP are satisfied, we will pay
              Mr. Canfield an amount in cash ranging from 100%-175% of his 2008
              base salary pursuant to his award under the 2006 LTIP and
              Mr. Graves an amount in cash ranging from 100%-150% of his 2006
              base salary pursuant to his award under the 2006 LTIP.

(e)      Nonqualified Deferred Compensation Plan

         On May 22, 2006, our Board of Directors approved the adoption of the
TALX Corporation Nonqualified Savings and Retirement Plan (the "Plan"). The Plan
is available to a select group of management or highly compensated employees,
including our named executive officers. This disclosure is qualified by
reference to the Plan and related Adoption Agreement, copies of which are
incorporated by reference as exhibits to the attached Annual Report on Form
10-K.