The 20 Best Tech Companies To Work For In 2019

2019 Volume-6 Issue-3

www.insightssuccess.com

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Best TECH Companies To Work For In 2019

Editor’s Desk “Ethics is knowing the difference between what you have a right to do and what is right to do.”

-Potter Stewart, Former Associate Justice of the United States Supreme Court

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orkplace ethics and business ethics refer to the ethical dimensions of organizations and commercial activities. Ethics, in general, are the set of rules that are important to be followed to be a part of society.

A company’s workplace ethics are the backbone of its company culture, guiding the decisions its management team makes.

Workplace ethics are the moral principles that guide a person’s actions in the workplace.

The ethical principles like loyalty, comaraderie, trustworthiness, integrity, respect, caring, responsibility, and accountability contribute towards elevating benefits for propelling any business.

Elevate Workplace with Ethical Standards!

To begin with, ethical policies in the workplace safeguard the fundamental human rights. This practice helps in protecting the employees from the issues such as racial or gender discrimination. The ethical standards also protect the company’s assets, stealing of office property, or breaching of confidential documents. The implementation of workplace ethics also elevates the overall atmosphere of the office providing the employees emotional, physical, or sexual security. Additionally, workplace ethics help in preventing any kind of psychological or sexual harassments within the office premises enabling the authority to take disciplinary action against the accused employee/s.

About the successful implementation of the Code of Ethics, it entirely depends upon the senior level authority and their management approach. However, many times it becomes evident that applying the ethical standards with the employees seems to be really critical for the higher authority.

Acknowledging and rewarding the employees sticking to the code of conduct proves to be the best practice; while imparting words of rejoice to the employees convicted of unethical behavior definitely promotes negative practice. A timely review and evaluation might definitely result in successful continuity of ethical standards in the workplace.

In this issue, “The 20 Best Tech Companies to Work for in 2019” we’ve enlisted some such companies which have initiated an appreciable level of ethical standards in their organizations. Here’s a glimpse of the companies enlisted: Alertgy provides an inexpensive means to fill some major unmet needs in a mature market. The Alertgy Non-Invasive Continuous Glucose Monitor (NICGM) system is the solution. It consists of a wristband containing a biosensor device that is enabled by a smartphone application which provides diabetics with on-demand real-time levels and trends. Alertgy teams are extremely professional in their conduct and are sensitive to everyone in terms of gender, creed, nationality and other demographics.

Following that, we have Bytecoin which is a private, decentralized cryptocurrency with an open source code that allows everyone to take part in its network development. Team members learn a lot working in this industry, of course, but, outside of the empirical, team members are given unique opportunities to learn and develop their skills.

Established in 1995, Card Testing International™ (CTI) is a global leader in certification and testing for cards in the Government ID, Financial, EMVCo™, e-Passport, and Healthcare sectors to name a few. The positive work culture of CTI inspires the talent to grow, allowing staff to become invested in CTI through test development travel for tradeshows.

Founded in 2012, Denny Cherry and Associates Consulting offers the finest Cloud and Data solutions crafted by its globally renowned award-winning experts, capable of making business applications run faster, safer and more reliably than any competitor.

Based out of Canada, and serving Canada and US markets, Eperformance is an IT firm specializing in web-centric applications for electronic service delivery within the public sector. The Eperformance culture is very focused on working as one big team, in the company when someone shares their point of view or personal milestones.

We also have ISU Corp which is a high-end software consulting firm with the sole purpose of increasing the client’s profits with exceptional custom software solutions.

The other companies enlisted in this issue are: LiveHire: Putting Talent First both Inside and Out; Lunarline: A Global Cybersecurity and Privacy Solutions Company; Talegent: Leveraging Big Data to Predict Human Potential; and Trisotech: A Global Leader in Innovative Digital Enterprise Solutions.

While leafing through the pages don’t forget to have a look at the Experts’ Column: STEM and Augmented Reality is the Best Marriage to Deliver Motivation to the Classroom; and Work Trend: 5 C’s of Successful Workplace Culture and Insights’ Special by our in-house editor: Biophilic Design: A Grandiose Architectural Trend to Enrich Workplace.

Hope this issue of the magazine will bring an enriching experience to you.

Happy Reading!

CONTENTS ALERTGY Solving Significant Global Problems for Diabetics

BYTECOIN A Citadel of Privacy and Security in an Ever-Encroaching World

CARD TESTING INTERNATIONAL Globally Recognized Certification

DENNY CHERRY AND ASSOCIATES CONSULTING A World Leader in Cloud and Data Solutions

EPERFORMANCE Offering Specialized Web-Centric Applications

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32 Expert’s Column STEM and Augmented Reality is the Best Marriage to Deliver Motivation to the Classroom

ARTICLES

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WORK TRENDS 5 C’s of Successful Workplace Culture

An Exceptional Way to ‘Custom Software Solutions’

LiveHire Putting Talent First both Inside and Out

LUNARLINE

Global Cybersecurity 34 Aand Privacy Solutions Company

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Biophilic Design: A Grandiose Architectural Trend to Enrich Workplace

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ISU CORP

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TALEGENT Leveraging Big Data to Predict Human Potential

TRISOTECH A Global Leader in Innovative Digital Enterprise Solutions

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Editor-in-Chief Pooja M. Bansal Senior Editor Anish Miller Managing Editor Upama Goswami Contributing Editors Suhel, Ryan, Abhishaj Visualiser David King Art & Design Head Amol Kamble Art & Design Assistant Karan Gaikwad Co-designer Paul Belin Art & Picture Editor Deepanjali Jena Business Development Manager Sherin Rodricks Marketing Manager Jennifer Winget Business Development Executives Sophie, Brad, Sapna Sales Executives Kevin, Alice Technical Head Jacob Smile Assistant Technical Head Pratiksha Patil Technical Consultants Amar, David, Robert Digital Marketing Manager Alina Sege Assistant Digital Marketing Manager Prashant Chevale SME-SMO Executives Gemson, Uma Research Analyst Eric Smith Circulation Manager Tanaji sales@insightssuccess.com

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ALERTGY Marc Rippen Founder & CEO

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oday, diseases such as diabetes are spreading at a very fast rate mainly due to more relaxed lifestyles, genes, and choices of food.

The World Health Organization (WHO) and Centers for Disease Control (CDC) currently report that there are over 420 million diabetics world-wide today and that number is growing at an alarming rate.

Solving Significant Global Problems for Diabetics

smartphone application which provides diabetics with on-demand real-time levels and trends.

When Blood glucose levels become too high or too low, the ALERTGY device, via the patient’s cell phone, ALERTS (hence the word ALERT GY) the patient to take some sort of remedial action. If the alert is not heeded, their spouse, family member, doctor, etc. will be alerted to the situation and action taken.

Diabetics presently don’t have a “noninvasive” wearable method of continuously measuring their blood glucose levels and resultant trends. The number of borderline diabetics (pre-diabetics) is also increasing. In the US alone one-third of the population is a borderline diabetic: a noninvasive wearable device which would affect their behavior to prevent them from becoming diabetic through personal and continuous feedback is sorely needed.

Unchallenged Global Leader in a Non-invasive Wearable Alertgy is the first company to develop a truly non-invasive wearable device. which continuously monitors blood glucose and alerts when needed. In terms of its wearability, non-invasiveness, and low cost, Alertgy currently has no direct competition in this market.

Addressing this demand, Alertgy provides an inexpensive means to fill these major unmet needs in a mature market.

The Alertgy Non-Invasive Continuous Glucose Monitor (NICGM) system is the solution. It consists of a wristband containing a biosensor device that is enabled by a

Over 95% of the existing blood glucose monitoring devices consist of the current self-monitoring blood glucometers (SMBGs) which use a lancet for diabetics to prick themselves, then place their blood on a test strip that is inserted into a glucometer system which provides a blood

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We provide a highly attractive work environment because it fosters innovation and encourages and supports the professional growth of our employees

glucose reading. The other 5% of the current continuous blood glucose monitoring monitors (CGMs) are those sold by companies such as Dexcom and Abbott.

Architect behind Alertgy Marc Rippen, the Founder and CEO of Alertgy is a former Army Officer who founded and worked with several successful high technology startups in the past, taking one from seed to public in less than 2 years. Alertgy was founded as a result of Marc saving his wife from slipping into a diabetic coma one Sunday morning. This created a resolve to develop a system that would alert him when her blood glucose levels are too high or low and to help her manage her diabetes better.

Marc leads by example, he never asks anyone to do what he himself would not do. He also works to provide his employees the ability to grow themselves on the job by mentoring them in new tasks that allow them to develop skills and knowledge as they wish to.

Bonding the Workforce with Trust, Transparency and Equality Alertgy’s main focus is finding the solutions to difficult problems without fear of failure. Marc constantly reminds his team that it’s from failure where we learn the most. He pushes them to excel, to try things that may seem impossible and motivate them to learn from failures. There is never a search for whom is to blame for failure, only for an understanding of ‘why we failed’ and ‘how do we solve the problem.”

Marc is extremely ethical and is a man of his word. He builds a foundation of trust and transparency in the organization that inspires everyone to work together.

Alertgy teams are extremely professional in their conduct and are sensitive to everyone in terms of gender, creed, nationality and other demographics. The company works on JUNE 2019|

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To Work For In 2019

maintaining a highly transparent workplace and feels pride in maintaining a healthy work environment. Alertgy leadership sets the example and as the headcounts rise at the workplace their HR department will serve to maintain their standards.

Attracting and Developing the Best Talent As a start-up, there are challenges in acquiring talent to work in the organization. Fortunately for Alertgy, its mission to make a significant difference in the lives of the millions of diabetics spread all around the globe has attracted many high level technical and management talent.

The mission of the company and the active and important roles that each member of the Alertgy team create an incredible esprit de corps.

Alertgy acts to develop leadership skills in its employees by vetting with them assignments that they want to work on and that provide them with a means to grow themselves as they wish. The management team then mentors the staff which acts to grow their leadership skills as well as those of the staff they are working with.

Future Roadmap The Alertgy team believes that they will become a billion dollar company in less than 5 years. This is validated by the fact DEXCOM, whose only product is a very invasive and expensive continuous blood glucose monitoring system, has a valuation of over 10 billion dollars, with just addressing the type 1 diabetic market (less than 1 percent of the total diabetic market).

Alertgy’s product gives type 2 diabetics a means to track their blood glucose totally, non-invasively, continuously without chemical reactions on their skin or expensive needle sensors implanted under their skin that must constantly be replaced. The type 2 market is the other 99 percent of the obvious diabetic market. Then there is the borderline diabetic market which is one-third of the world’s population.

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BYTECOIN A Citadel of Privacy and Security in an Ever-Encroaching World

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ytecoin was created back in 2012, during the first wave of crypto development, when the blockchain was well outside of mainstream consciousness. The vision for Bytecoin started from a desire to improve upon a framework that had been laid out by Bitcoin and the technological capabilities of the blockchain. Bitcoin was a great idea, but also a flawed idea. What Bytecoin offers is an improvement on the standard cryptocurrency, with the benefit being felt by the individual consumer.

The Prime Product - ‘A cryptocurrency with an open source code’ When people think of cryptocurrency, they think that the par for the course is set by Bitcoin and Ethereum. This is still true to some extent, but Bytecoin has carved out its own territory in this industry and redefined issues of security and anonymity.

Bytecoin is a private, decentralized cryptocurrency with an open source code that allows everyone to take part in its network development. Privacy and security are 12

natural proponents of Bytecoin and it is the great solution available for those who want to keep their finances private.

Bytecoin offers consumers the ability to conduct private and untraceable transactions on a secure network. As the first cryptocurrency to be based on CryptoNote technology, all other privacy coins have copied blueprint established by Bytecoin. In addition to its accomplishments in privacy, the Bytecoin team has achieved breakthroughs in scalability, reducing transaction sizes on the blockchain, and built infrastructure that allows Bytecoin to be used as a means for B2B clients. Businesses can accept payments in Bytecoin for goods and consumers can make purchases in Bytecoin regardless of who and where they are.

The Dynamic Team at Bytecoin There is no CEO or founding figure that could be pointed to and identified as having a particularly transformative influence upon the development of Bytecoin. A decentralized team in a literal, everyday sense; the team JUNE 2019|

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Privacy and security are natural proponents of Bytecoin and it is the best solution available for those who want to keep their finances private

works from all over the world, remotely. Bytecoin was brought to life by a group of developers who shared a decentralized vision of both the industry and their collective. The main appeal in working there is being a part of something on the cutting edge of where many of the team members want this industry to go in the future.

Also, in the absence of a centralized position of power, team decisions are arrived at in a more polyphonic and democratic way.

Bytecoin doesn’t have a senior level of management, per se. The closest thing they have to that is their development team and the CMO and CTO. The CTO does have a degree more of responsibility than the others, but, rather than determining courses of action, he does more to weave together disparate points of view into a collective vision. The CMO and CTO act as guides for the team more than anything else. The leadership structure of the Bytecoin is flexible, changing to make better use of particular strengths within the team when those strengths can help them.

Overcoming the Challenges of Talent Acquisition Bytecoin is a small, talented team, and everyone is pretty much in it for the long haul. “We want the best minds and the best fits for our team, and when we find people that meet our criteria we try hard to bring them on board.

We have a high standard when it comes to what we expect of ourselves, and there is a lot that goes into the hiring process, especially concerning chemistry,” explains Jenny Goldberg, CMO of Bytecoin.

The team members are invested in the Bytecoin idea, and it would be pretty hard for someone to work there who isn’t. Bytecoin is a pretty modest organization, in terms of wage policy, all things considered.

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Safety Standards

The special benefits that the team members enjoy stem mainly from the flexible work structure in place.

Bytecoin’s team is comprised of individuals from all over the world in various time zones. The workflow structure in place is fairly unique, but the close-knit structure of the team makes it ideal for them. In addition, the team is very encouraging and helpful when it comes to the continuing education and improvement of its members. Team members learn a lot working in this industry, of course, but, outside of the empirical, team members are given unique opportunities to learn and develop their skills.

Simplified Work Processes Since Bytecoin doesn’t have a central location or office, everything is done remotely. The team conducts stand up meetings and various other things, but they are all done via conference calls and online. While in theory, this would be a nightmare to organize, with the help of just a few applications like Slack and Trello, logistically speaking, things run pretty smoothly.

However, it doesn’t happen so often, but the team meets from time to time when the situation calls for it.

Future Ahead There have been significant changes to the Bytecoin platform over the years, and the roadmap today is packed with events scheduled for the near future. Among them are a hard fork tentatively set to occur sometime in the spring of 2019, the rollout of hardware wallet support, and the long-anticipated deployment of the Bytecoin Gateway Project. bytecoin.org 13

CARD TESTING INTERNATIONAL

Steve DeDera CTO

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stablished in 1995, Card Testing International™ (CTI) is a global leader in certification and testing for cards in the Government ID, Financial, EMVCo™, e-Passport, and Healthcare sectors to name a few. CTI’s services have now reached over 40 countries, with an industry leading 53 ISO/IEC accredited tests, over twice the number of competing labs.

‘CTIs team of experts actively develop, represent and host official ISO/IEC working group meetings for the parent committee JTC1/SC17. CTI’s very own CTO was appointed Project Editor for the International Standard 10373-1 used daily by card manufacturers for in-process testing. To put it another way, CTI not only certifies to the industry norm, but is also entrusted to set the norm.

Portraying the Visionary Leader Steve DeDera, CTO of CTI is respected as an expert in his field by staff, clients and global organizations. This is not hard to miss given his track record, and enthusiasm in the face of challenges ahead. In 2009 Mr DeDera set his sights on expanding test capability and industry certifications for 16

Globally Recognized Certification

CTI, with ISO 17025 accreditation providing a framework.

This uplift would be far from a solo project, employing the entire team at CTI to build, learn and create the new tests, now in use today. Certifications including ISO/IEC 17025, VISA, Amex Enabled and MasterCard CQM grew through leaps and bounds, but never stalling. Last year, CTI was selected as one of only four laboratories for VISA™ Card Design Innovation™ qualification. The laboratory now tests powered, metal and biometric cards on a monthly basis, all made possible by the diligence of CTI’s staff and enthusiasm for ‘the science’ that Mr DeDera has been known for. “new and evolving card technologies will always bring challenges. With a culture of sharing knowledge and refined skills, new tech is business as usual… Likened to a precision journeyman watchmaker passing down honed skills to apprentices”.

Creative Work Culture The positive work culture inspires the talent to grow, allowing staff to become invested in CTI through test JUNE 2019|

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development travel for tradeshows. The lab support administrator recently organized and promoted the major expo Money 20/20™ in Las Vegas. CTI’s Advanced Materials analyst was recently awarded full signatory status of all 53 accredited tests for CTI’s test reports. The CTO is recognized in ISO Standards committees as an ISO Editor and having built/installed more accredited tests than any other laboratory in the world today.

“It’s achievements like these by all our staff that have e business into to the exponential growth seen today”.

Special Perks and Facilities for Employees CTI has always believed in a managed work life balance to build a successful and happy team. This has taken a further step by planning tasks to be completed at the end of each standard working day, rather than partially completed.

When our team realized the structured “working day” as the focus, office hour’s productivity increased. This is also more popular with the latest workforce generation.

A flexible view on paternity care leave has seen staff returning both full and part-time after many months to continue their career at CTI. The company also operates flexible hours which allow staff ‘glide hours’ earlier into the morning or evening to suit everyone's busy lives.

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We believe work life balance is paramount to building a successful team.

Talent Acquisition Processes Steve DeDera has elaborated the talent acquisition processes in CTI. He states, “For over a decade, CTI has continuously improved its proprietary processes and systems to culminate at the current 53 ISO certified tests for competency. While this achievement is a great indicator of trust and excellence for clients, there is also a useful byproduct… As processes are placed into a framework of intuitive structure with checks and balances, workloads and technical challenges have become easier and more consistent. Manual tasks have turned into smart systems. Less focus is placed on prior lab experience for new staff as procedures have matured to a stage of being understood with little prior experience.”

Further, he adds, “The addition of automated user error safeguards and checks allow the work to become more forgiving while creating an expedient learning process, giving the analysts greater confidence from day one. In addition, the continuous improvement systems have given experienced staff an outlet for creativity and innovation and recognition via a bonus program.”

Future Prospects

Creating Healthy Work Environment For the past 15 years, CTI has engaged a professional Occupational Psychologist throughout the year to work with its staff in practicing best workplace communications.

Should matters of our personal life become a struggle, oneon-one sessions are paid for by CTI. This has been one of the best programs ever put in place for business and personal staff health for the company. Given the hazards of a lab, best practice is followed from the ISO standards for health and safety of the workplace.

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Recognized by the industry leaders as the world’s experts in their field, the expert staff of CTI leaves little doubt that the culture is on the right track. With half of the present staff over 15 years loyal to CTI, the growth of the business and its staff is set to continue. Training programs and the proprietary systems will evolve to facilitate a larger team for the next generation of analysts to continue the tradition of testing excellence.

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DENNY CHERRY AND ASSOCIATES CONSULTING A World Leader in Cloud and Data Solutions Denny Cherry Founder & Principal Consultant

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ounded in 2012, Denny Cherry and Associates Consulting offers the finest Cloud and Data solutions crafted by its globally renowned awardwinning experts, capable of making business applications run faster, safer and more reliably than any competitor.

With over 80% of their consultants Microsoft MVPs in their own right, DCAC works cross-platform: optimizing clients’ architecture, infrastructure and network in order to offer more accurate, insightful, and reliable data that aids its clients in implementing their business strategies.

The World-Renowned Leadership Denny Cherry, the Principal Consultant and Founder of DCAC is a world-renowned authority, author, speaker, and consultant in the IT world, as well as a Microsoft MVP. Familiar with the demands of expertise, Cherry’s philosophy in acquiring the top-performing experts in the world was to offer them the opportunity to join a team of elite technology professionals while still maintaining a healthy work-life balance. To that end, Cherry elected to form a company culture that valued every member of the team as a human being, by employing a virtual office 18

environment that enables everyone to work from home, a flattened company hierarchy, as well as comfort and convenience when they are required to be on the road.

The Brilliant Work-Life Balance DCAC takes responsibility for their employees’ work-life balance very seriously. As experts, the employees are often overloaded with work and responsibility, so the consultancy does its best to give back. For instance, when the team members need to travel to clients, it’s often at the last minute. So, in order to minimize the difficulty of travel and maximize their productivity, the company always has its team book business class seats. More space allows its consultants to be comfortable and productive while en route to their assignment.

Developing Leadership Skills DCAC embraces a flattened hierarchy. Rather than getting wrapped up in ego or longevity, the company appreciates the world-class ideas and skills of its entire team and that applies not only to their physical comfort, but their genuine JUNE 2019|

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In every engagement, our goal is the same: to provide a deft, highspeed IT environment that leverages every aspect of your platform: from infrastructure, to architecture, to network.

desire and capability to achieve the best results possible in any engagement. The company encourages them to speak up when they have a different idea or approach to a challenge. This lack of stratification allows the entire team to participate and grow within the company.

Working Towards Extraordinary Solutions The team at DCAC is doing something that most people in IT don’t have the privilege to say; “we’re helping to save peoples’ lives.” Their work with the Elizabeth Glaser Pediatric AIDS Foundation (EGPAF) on their multi-national data warehousing project allows them to focus their efforts and their donors’ financial resources more efficiently. This has allowed EGPAF to treat more families suffering from the epidemic while using the same amount of funding. By using features of the Azure Cloud and Data Platform stack such as Power Platform, the team at DCAC is able to guide EGPAF in developing a data strategy which will allow them to better serve the needs of their patients.

The Talent Acquisition Policy DCAC has made it a policy to hire the best people in the world for the task at hand. “The team members often have higher salary requirements than “the industry average”, and that’s fine, as we aren’t hiring the average employee,” states Denny Cherry.

Special Benefits for Employees The team at DCAC flies business class on all flights unless those flights are very short or there is no business class available. The team is provided stays in brand-name hotels when they travel, and rental cars that are comfortable and safe. When the team members of the company travel, they are always free to book the flights, hotels, and cars that they need to in order to feel safe in the city that they are visiting.

DCAC also offers a virtual office. When the team is not working at a client’s site, the entire team works from home, and there is nowhere that people feel more safe and secure than at home.

Ethical Standard DCAC operates with a culture of professionalism, mutual support and respect for others. DCAC follows zero tolerance for any form of sexual harassment or unprofessional behavior. The team is made up of highly experienced professionals that all have the utmost respect for each other, their clients, and the people they deal with every day. The entire team is involved in the hiring process, and their deep connections throughout the professional community allow it to identify the skilled individuals who have demonstrated a similar approach to life and business.

Future as the Leader sees it

We take pride in the fact that during interviews with prospects that we’ve never asked them, “How much are you making now?” We are recruiting top talent and we aim to ensure they stay, and the company does what it needs to do, in order to accomplish that goal.

“As DCAC grows, we will continue to efficiently deliver top-notch results to our clients while helping our team members maintain the work-life balance that they enjoy.”

This, indeed, is a commendable strategy for hiring and retaining the best people in the industry.

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Insights’ Special

Biophilic Design:

A Grandiose Architectural Trend to Enrich Workplace

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he serene view of greenery, the murmuring sound of a fountain, the refreshing sound of raindrops tickling on the glass…don’t they feel quite soothing to your soul? Yes, they do. This is because it’s our inherent connection with nature and its beauty.

First introduced by Edward O. Wilson in 1984, the term Biophilia denotes the eternal bond of human with nature. Every living soul has an innate urge to connect and engross with nature and its beauty.

Biophilic design is an innovative way to adopt the beauty and freshness of nature into workplace which inspires us to work, learn, and grow. This can be seen as a conscious inclusion of environmental bliss into our workplace and fuel our productivity with its alluring presence.

A Few Statistics on the Impact of Concrete Work Atmosphere An environment devoid of nature and fresh air can never inspire good health, productivity, or positive approach to work. A suffocating office atmosphere results in poor performance, absenteeism, shrinkage in work time and increased cost of money. According to research carried out by Harvard Business Review, 47 percent of employees feel tired or very tired due to an absence of natural light at work and 43 percent feel gloomy for the same reason.

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Here’s a statistics: According to Interface, in the USA, absenteeism costs employers an average of $2,074 per employee, per year.

feeling of being unwell as they reduce dust, mold, and CO2 levels.

2. Auditory Elements:

In the UK, work-related stress accounts for 35% of ill health and 43% of absenteeism, costing organizations an estimated 29 billion pounds per year.

Apart from giving an aesthetic look to the office, the Biophilic design improves employee well-being bringing natural environment to the workplace which leads to better performance.

Fading Light of Nature and the Appealing Reasons to embrace Biophilia The ceaseless wave of modernization is going to alienate us from our mother nature. Yes, our modern day dreams have revealed its poisonous teeth. According to a report by UN, the recent social and economic changes have resulted in detaching more people from nature than ever. The report also indicates that currently 55 percent of the world’s population lives in urban areas, which is going to reach 68% by 2050.

Looking at such statistics, we can believe that Biophilic design is going to be our savior in the time of growing urbanization. The introduction of natural elements in the workplace will be proved hugely beneficial as the stressrelated sickness at work increases. The Biophilic design will not only intensify the appearance of the office, it will result in some more creative, cheerful, and pro-active staff too. So here are some ways to incorporate Biophilia in your office. Read on!

Five Smart Ways to Incorporate Biophilic Design in Workplaces

Natural sounds hasten the process of healing and psychological restoration by 37% as compared to city noises or silence. Soothing sounds of water or wind are really bliss to an active mind. Natural auditory elements like chirping sounds of birds, cascading water or slow instrumental music can be some of the wonderful add-ons.

3. Olfactory Elements: Fresh flowers, plant oils and fruit essences are some highly recommended diffusers to calm an active workplace. Quite opposite to regular temperature and ventilator system in offices, Biophilic design mirrors outdoor variability while giving occupants individual control.

4. Thermal Variability: With the sun, wind, rain, and air pressure time spent outdoors is constantly changing temperatures contrasting to the constant blast of air conditioners inside the office. The Biophilic design incorporates intuitive HVAC units that mimic the weather outside when it’s pleasant and regulate the temperature 5. Light Variability: Natural light conditions are always at a flux just like the dynamic natural temperature. The natural circadian rhythm shares a strong bond with the changing light. A Circadian rhythm is a natural, internal process that regulates the sleep-wake cycle and repeats roughly every 24 hours.

(Wikipedia) Being consistently exposed to harsh artificial lighting interrupts this rhythm causing fatigue, boredom and insomnia.

1. Visual Elements: Visual elements help in reducing fatigue and rejuvenating stressed minds. Exposure to green color creates a positive impact on creativity level of the employees. Both real and artificial plants are resplendent choices.

The Biophilic effect of green leaves does magic in reducing unpleasant symptoms such as headaches, or the general

Apart from these, flowing water installations such as fountains, water walls, and constructed streams are also highly recommended for spacious offices.

Redefine and rejuvenate the office decorum with a splash of Biophilia and keep yourself ahead of the sophisticated ladder of success.

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EPERFORMANCE Eric Alain Founder & CEO

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ased out of Canada, and serving Canada and US markets, Eperformance is an IT firm specializing in web-centric applications for electronic service delivery within the public sector. Essentially, Eperformance is a software firm looking to find the intersection government workers and cutting-edge technology and to further amalgamate these two key factors to measurably improve government services to citizens.

Eperformance assists public sector organizations and associations in the design and deployment of Enterprise and Cloud solutions that focus on creating business value.

Eperformance brings world- class software products to an international client base. For the past nearly 20 years, the company has focused on Microsoft Technologies, specifically Dynamics 365 and have developed a number of solutions with it designed to help government grants, contracts, and online form intake management.

Exclusive Solutions and Services “Our solutions meet the modern digital, scalable and enterprise requirements and profile common to the public sector and really large enterprise needs overall. I think where we differ is we take pride in packaging our products with cutting edge non technical approaches to skills development and knowledge transfer services that help our clients prepare their staff for a level of technology and methodology that they can practically bear. Our products come with a an enterprise strategy that capitalizes on the

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Offering Specialized Web-Centric Applications

intersect of a continuum of technology and the continuum of people in an organization two forces that must be married to successfully use and implement new technologies”, says Devin Murphy, Director of Products. The core solutions offered by the company are mentioned below: Grant+ software accelerator for Microsoft Dynamics 365 provides a library of software grant management services that, once configured, empowers a public sector organization to manage grants and contributions programs efficiently, bringing the power of Microsoft Dynamics 365 to the granting professional.

Contract+ is a software accelerator for Microsoft Dynamics 365 that enables public sector organizations to configure and manage the contracts management and CLM processes quickly and efficiently. Contract+ brings the power of Microsoft Dynamics 365 to the contract professional.

Intake+ is a software solution component that extends Microsoft Dynamics 365 with a public facing online submission form service for clients. With this service, clients can securely register and conduct business through online forms that interact with public sector organization’s programs and services.

The Dynamic Founder and CEO The CEO and Founder, Eric Alain has been at the forefront of electronic service delivery for over 30

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From cloud-based services to strategic advice that transforms your business using information technology, our team of experts is there to achieve new levels of performance

years in the public sector, a classy and sophisticated entrepreneur. He’s been leading and solving the challenge of making government integrate and innovate successfully for years helping shape a number of the ideas around digital presence and customer experience the company now uses as citizens every day in the US and Canada in particular.

Eric leads by example with a driven work ethic and a vision for better services in the government. A key aspect of the work environment is its tongue in cheek nature, this leadership has defined an official motto: we don’t take ourselves seriously, we take the work we do for others seriously and this comes out in the collaboration we have with our clients and the quality of the work we deliver on.

He has made it fun to work as part of an elite team of IT specialists – a place often riddled with high stress and pressure in our industry.

Eric has a very open and accessible nature about him – if there is a modern open door policy – he’s living it! He’s listening to anyone in the organization regardless of their background, the challenge isn’t getting him to listen, sometimes the staff is just taken back by how real and instant their feedback can turn into action for the company.

He makes a point of honoring and celebrating the staff that brings these achievements to the company as well.

Eric might also be a living example of integrity in that, his strong reputation is built on as much from what he does out in the open as what he does when no one is looking.

Work Culture at Eperformance The Eperformance culture is very focused on working as one big team, in the company when someone shares their point of view or personal milestones they do it publicly through the forums and technology of their own volition and all celebrate with them – the number of graduations, new home purchases, marriages and children celebrated over the last year has been numerous. The employees all care for one another and these activities are encouraged and when possible, management lets these celebrations take the center stage of the company.

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Special Benefits for Employee Several training programs are offered for the staff in the organization throughout the year. In terms of office conduct, the office has an open workplace for staff to express themselves and a low tolerance for intolerance.

Eperformance builds teams that work well together and cross- functionally, it looks at how staff can integrate to the whole company culture and it’s a factor that can get someone filtered out of the hiring process quickly if it doesn’t believe they’ll have an environment they can thrive in.

“This is important that we take the livelihoods of anyone working for us really seriously, their job provides a place where they spend often over half of their time awake during the week Monday-Friday and supplies an income for their livelihoods and families, this isn’t something to be taken for granted and we really keep this reality at the heart of our management of the company”, proclaims Eric.

The Future Roadmap Keeping in step with a rapidly evolving digital world, Eperformance is increasing its focus on tools that allow its clients to create a better public-facing digital experience for their clients. The company is also focused on developing practical digital features with AI and “machine learning” to further improve the digital experience. Through this capability, its public facing government portal service products will recognize clients electronically and guide them through streamlined and intelligent information capture process to further improve a client’s digital business transaction experience.

“Finally, as Government agencies adopt privacy and security policies for the Cloud, we are preparing to transition many of our clients to the Microsoft cloud … it’s an exciting time!”, concludes the CEO in a bright tone.

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ISU Corp David Mansilla CEO

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An Exceptional Way to ‘Custom Software Solutions’

ounded in 2005, headquartered in Waterloo, Ontario, ISU Corp is a high-end software consulting firm with the sole purpose of increasing the client’s profits with exceptional custom software solutions. The latest addition to the company’s services is its DevOps team. ISU Corp now has highly skilled DevOps engineers that are offering tremendous help to its clients by managing their entire environment. From development, to testing, to production, the company is building automation among all the environments, and is able to keep a high level of stability in each one.

to dedicate 100% of his time in the software consulting industry, founding ISU Corp. Since then, he has been able to gain a wide variety of clients from software start-up companies to multimillion dollar corporations.

ISU Corp also has recently introduced an Artificial Intelligence team, along with a cryptocurrency (Blockchain) team. On that side, the company is already working with a start-up company to be one of the first ecommerce applications to have Blockchain technology at its core.

Vibrant Work Culture ISU Corp stands out because its main focus is on the relationship with its clients. It starts internally, within the company culture. The company considers ISU Corp to be a family, and the team members are there for one another and foster good relationships between themselves. This, in turn, extends to the way the company approaches its clients. It emphasizes the humanness needed in a client relationship.

ISU Corp offers a personal experience instead of the cold business approach many other IT companies might adopt.

The Enthusiastic Leader Defining the Difference David Mansilla, the CEO of ISU Corp started his career as a Software Developer in 1995. He acquired many years of experience working in the corporate world, going from Senior Developer, Systems Architect, all the way up to Senior Development Leader. In May 2005, David decided

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His past experiences in the corporate world left an impact on him and led to ISU Corp’s emphasis on positive workplace culture. He prides himself on his role of fostering this environment, where team members feel acknowledged in their roles and happy with their colleagues.

Overcoming the Challenges of Talent Acquisition In terms of talent acquisition, one of the major challenges

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We provide outstanding, cost-effective software development solutions to a wide variety of clients and multiple industries

the team was facing was striking the perfect balance in terms of team members and clients. It had to adapt around the projects they took on. Often, it proved to be difficult to find talented developers as quickly as possible. As the company began to grow, searching for the right people to join its team became of the utmost importance. The company needed to be able to expand as its clients became bigger, or else the growth of the company would suffer.

However, this is definitely a blessing disguised as a problem. This issue is a big part of the journey, as the need for more team members meant that it had the opportunity to add greater value to its clients.

Safeguarding a Healthy Work Environment The company strives to offer a positive and encouraging work environment. The team members work together to make this world a better place, and to delight their clients.

The company believes in creating a community-oriented environment for its employees. Although there are international borders between teams, every year the team meets in one place and has a company party, where members can meet each other and unwind.

ISU Corp offers remote work opportunities for its employees, granting them the opportunity to live their lives with a flexible job. They can pick up their kids after regular school hours, and go out as needed, as long as they are connected when they need to be and complete their hours and tasks. These are some of the benefits employees experience with ISU Corp.

HubLinked—a Brilliant Approach to Simplifying Employee Life The company has a private social network called HubLinked that connects all the employees and clients in one place. HubLinked facilitates organization and collaboration. Members can set up their tasks and priorities, join different groups according to their project, and work together with the same efficiency as if they were in the same room. Additionally, since its launch in 2013, the team

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always posts positive messages and uses it to keep a constant reminder of what’s really important. ISU Corp focuses on the personal and professional growth of its employees and recognizes that in order for an employee to be motivated and engaged, they need to have fulfillment in all aspects of their lives. The company offers blogs on selfimprovement, healthy living, and maintenance of mental health. Employees are encouraged to grow in all areas of their lives.

Creative Workplace Culture ISU Corp strongly believes that if a company puts their employees first, the business will take care of itself. ISU focuses on creating a healthy work culture for everyone involved. It strives to create diversity, and as a result, 40% of the staff are women, which is unfortunately still difficult to find in today’s tech industry. The company fosters a sense of mutual respect and camaraderie between its employees and addresses any issues promptly and compassionately whenever they should arise. ISU Corp represents a company of people from all walks of life. Over all, they look for people who are rock stars in technology and development, as well as people who are aligned with the values the company follows.

Featuring the Future David Mansilla, while shedding the light on the roadmap of the future, asserts, “We’re in a position right now where we’ve built a very strong foundation. We want to grow exponentially, and this year we have seen the first signs of this. In the last year we doubled our team and doubled our sales. The trend is going forward faster, thanks again to the positive workplace environment and culture.”

“We have to keep working on our culture, and we also have to keep excelling in our technology strategy and our technological capabilities, so we can add more value to our clients and our team members. ISU Corp’s future is exponential growth”, he concludes on a determined note.

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STEM and Augmented Reality is the Best Marriage to Deliver Motivation to the Classroom About the Author I n the era of rapid digital advancement, schools are struggling to maintain relevancy in their classes due to rapid changes in the job market and set of skills required for the future jobs. Relaying on school education and system may not be a good idea because it can be sometimes not relevant. This happens due to the slow adoption of new information that becomes available every day. Sometimes this information covers already knows knowledge set and provides a different, more advanced perspective.

Teaching the curriculum of the past becomes less relevant and the curriculum of the future is very diverse and technically oriented.

Schools are obliged to innovate to sustain their development by building a strong ICT infrastructure to accommodate 21st-century learning demands for K-12 students. However, it is not enough to simply add technology to existing teaching methods. Technology must be used to strategically benefit students with the quality of its digital content with a strong academic relevance to provide effective learning.

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Darya Yegorina is a serial entrepreneur, Founder and CEO of CleverBooks and other ventures in multiple industries. Apart from being an entrepreneur, she has a massive professional experience from start-ups to multinational corporations. Darya’s current focus is on emerging technologies for education where she has the mission to deliver the most innovative Augmented Reality technology to schools around the world to create equal access to technology for kids globally. She is a professional speaker on a global scale representing women in tech and inspiring new entrepreneurs.

Darya is the winner of Digital Female Leaders Award in the category Entrepreneurship in 2018, named as Innovator by Irish Times in 2018, awarded Young Irish Entrepreneur in 2016, featured in Inc.com, Forbes and other global media as the promoter and facilitator of education technology for the best future of the kids in the world.

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Expert’s Column

Darya Yegorina Founder & CEO

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It is well known, that STEM becomes more important nowadays because of the skills set it requires. This skill set has the focus on the 21rst century skills that may be required to cover new jobs that will arise on the market in the coming decade. Where is the curriculum and education sector? How advanced is it and how quickly does it accept the change?

Education system is at the stage of analogue age. Therefore, STEM is still taught the same way it was before: books, experiments, some creativity development, manual work and tasks, read and retell what you understood. Think on how you were taught and compare with the way your parents were taught. The tricky part is that schooling is still pretty much at the same state now. What is the generation gap between you and your parents? What is the generation gap between you and your kids? It is huge because of technology that drives business and our day to day life. The development of technology is extremely rapid. We need to think of having it as a part of STEM education process for our kids because digital skills are already required everywhere.

Why at the age of technology STEM subjects are delivered with learning through the books and light experiments?

Technology can bring efficiency and motivation to any classroom and save money on experimenting. The same experiment can be repeated as many times as you want without any investment in materials for experiments and no harm to nature.

people remember 10% of what they read, 20% of what they hear and 90% of what they experience. Augmented Reality is the best tool to demonstrate and interact with complex information of STEM as well as its memorization.

Augmented Reality makes a difference the education because it is a proven fact that Augmented Reality engages them both inside and outside the classroom, improves testscore by up to 33% and increases retention rate by up to 100%. It supports all learning styles: verbal, physical, logical, aural, visual, social and solitary.

School budgets may restrict school trips, or, for example, a teacher can’t bring real animals in his classroom, or a spaceship. Augmented Reality technology can step in and support learning. Augmented Reality is easy to adopt and a teacher doesn’t need to be techie to use it in his classroom.

Augmented Reality apps are plug and play solutions and normally even do not require any internet connection.

Majority of solutions based on Augmented Reality are easy to use and can be a great visual aid for any classroom even with one device.

STEM and Augmented Reality go along together is an extremely great combination. They provide all necessary resources for kids to learn in groups and on their own, for teachers to excite, innovate and motivate to go back to the learning material right in the classroom. The great part with Augmented Reality is that outside the classroom any kid can come back to the material he would like to repeat for himself without asking teacher for help.

STEM is much more exciting when it is taught with modern technology for any kid and provides benefits like: development of digital skills, opportunity to personalize learning process, provides experimental field and real time feedback, feeds in the relevant information because it is much easier and quicker to update software than the printed books. This makes education and information relevant to the progress and development of society.

The future workforce is right now at kids’ desks at school.

Why not investing in the now and help them to get the skills businesses need for the future jobs? It is much more expensive and time consuming to teach employees when they join the company. Digital skills and STEM knowledge are must today. They form the important basis of the 21rst century skills.

Thinking of the efficiency in the learning process and information acquisition, how important is it to be able to memorize more and more every day? Studies say, that

It is important for everyone: parents, businesses and schools to take responsibility for helping kids in getting ready for the future because tomorrow can be too late.

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LiveHire Christy Forest CEO & Executive Director

About the Company LiveHire is all about changing the game when it comes to Talent Acquisition by putting candidate engagement at the heart of what they do.

Their next-generation ATS dramatically accelerates the end-to-end hiring process and boosts both candidate experience and employer brand.

Created in Australia and recently launched in the US, the award-winning company, who recently celebrated the milestone of 1 million Talent Community Connections on their platform, are right on the frontier of cloud-based sourcing, engagement, and hiring practices.

History The LiveHire story began in 2012, when co-founders Antonluigi Gozzi and Dr. Michael Haywood found themselves identifying the same pressing problem.

An employment boom in Australia’s mining industry provided insight into the issue. Outdated recruitment practices led to candidates competing with thousands of others in an applicant process that turned people into faceless CVs and employers into automated, impersonal emails.

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Putting Talent First both Inside and Out

The net result was a demoralising candidate experience, employer frustration and a sizeable deficit between the talent the industry could mobilize and its existing workforce. What was also apparent was that this was inefficiency present not just in the mining industry, but across all industries in Australia.

Mission Gozzi and Haywood arrived upon a solution; a cloud-based platform that would transform the hiring process from slow, impersonal, and expensive, to an authentic and efficient experience for both candidate and recruiter.

2-way direct communication via SMS with recruiting organisations and the scope to establish multiple connections via LiveHire’s Talent Communities affords candidates a fast and authentic customer experience that better reflects the nature of modern technological services.

On the recruitment end, the ability to access and track live data via LiveHire’s next- generation Applicant Tracking System (ATS), as well as interact with a multitude of candidates ahead of the hiring need, provides a huge boost to an employer’s brand, as well as reducing cost and time-per-hire.

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We help organizations find their people, and people the jobs they love

The LiveHire way supplies the modern recruiter, and the modern candidate, with a modern ATS. The People “Our people are the most important asset to make all this happen. They design, create and deliver the technology that changes the recruiting game. This is also reflected in our values around client-centricity, collaboration, ownership, and curiosity.”

Finding Talent At the heart of LiveHire’s search is finding talent that aligns directly with the company’s goals.

Whether it be someone responding to their own negative recruitment experience or someone who seeks to empower talent flow, believing in the central philosophy of candidate engagement and fluid talent acquisition is the key ingredient in sourcing a LiveHire employee.

LiveHire considers talent as its most useful resource, and as such offers outstanding compensation via a transparent framework for their employee equity program, which is revisited on a bi-annual basis.

Environment LiveHire encourages creativity through employee monthly routines. Monthly meetings allow anyone in the business to present insights, thoughts, and ideas, by opening up the floor to the whole workforce to achieve impactful results.

In the interest of fostering strong bonds and clear channels, The LiveHire team uses a variety of different technologies to collaborate as a team. A presence across several major Australian cities is a hurdle easily cleared through regular video meetings and instant messaging, ensuring constant connectivity throughout the company.

LiveHire takes a zero-tolerance view on harassment, bullying and discrimination. When it comes to health, there’s a clear recognition that wellness is maintained in multiple ways. This is reflected in the LiveHire Flex program, which offers benefits such as self-care days and wellness bonuses.

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Leadership LiveHire views each employee as a leader, and as such is committed to developing that aspect of their talent.

Each employee is given a licence to lead their own development to a certain degree, with potential assistance from the LiveHire growth budget.

Specialized coaching also exists as a viable option for those who wish to develop their leadership skills with expert assistance, as well as the use of off-site facilities to take leadership development into a new environment.

The CEO The key to fostering leadership in a workforce is strong leadership within the organisation, an aspect achieved at LiveHire by CEO and Executive Director Christy Forest.

A graduate of the University of Virginia and Northwestern’s Kellogg Graduate School of Management, where she achieved her MBA, Ms Forest joined the LiveHire board in September 2017.

Arriving with significant experience accrued from her positions as the Global Head of Member Services, the first female on CEB’s Executive Committee, and as the MD APAC for CEB, Christy Forest has imbued a drive for performance and celebration of collective effort into the LiveHire set of values, and continues to lead the company’s ever-increasing growth.

The Verdict “Everyone at LiveHire shares these values that we live and breathe.”

Considering the nature of LiveHire’s business, it goes without saying they view hiring the right people as fundamentally important. Both in terms of external and internal talent acquisition and management, LiveHire practices what it preaches, by putting talent first.

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LUNARLINE Waylon Krush Founder & CEO

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or over 15 years, Lunarline has delivered Solutions Built on Security® to over 500 clients in multiple federal and commercial sectors. Lunarline helps customers develop and deliver secure, resilient solutions to modern cyber challenges. Solutions provided by the company, span from cyber privacy workforce training/certifications, managed security, cyber hunt services, cyber/privacy program automation products, Governance, Risk, and Compliance (GRC) and advanced technical testing.

A Visionary, Fiercely Loyal Leader Waylon Krush is Lunarline’s Founder and Chief Executive Officer. His defining leadership trait that shapes Lunarline’s culture is a fearless willingness to invest in his employees. He invests in their well-being, their personal and professional development and their ideas. As an example, every business unit at Lunarline started because an employee had an idea and pitched that idea to Waylon, who then empowered them to make that dream a reality. He also invests deeply in continuous education, training and community development. This includes an annual training conference for all employees, and 24x7 access to a wealth of online training offered through the Lunarline School of Cybersecurity.

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A Global Cybersecurity and Privacy Solutions Company

Propelling Work Culture with Creative Visions Cybersecurity is one of tech’s most competitive fields.

Creating an environment that fosters a creative, innovative approach to solving client challenges is how Lunarline stays on top of a constantly shifting cyber landscape. In addition to Lunarline-SCS, the company also stood up a 24x7x365 managed security and threat intelligence unit. This group creates opportunities for employees to play on the most advanced fields in the cybersecurity. Lunarline supports over 500+ clients in the intelligence, defense, federal civilian and private sectors, across over two dozen unique industries. Employees can easily move between client types and projects to build a breadth of experience that spans the cyber spectrum.

Growing a Community of Leaders Focused on Solving Cyber Challenges As a solutions-focused company, Lunarline specializes in executing complex projects from kickoff through delivery.

Lunarline’s Program Management Office (PMO) is the key to its ability to tackle modern cyber challenges on behalf of diverse clients. The PMO is staffed with elite operations, quality, HR, recruiting, finance and training personnel. One

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We provide the solutions and staff to ensure our clients’ data is secure from the beginning

of their primary missions is to identify and prepare future leaders, equip them with the tools they need to be successful and then encourage their continued development.

They also regularly communicate with staff across the organization to understand how they view Lunarline leadership. The PMO then uses that feedback to develop disciplined continuous improvement plans for all senior leaders.

Winning the Battle for Cyber Talent The world today is in the middle of a global cybersecurity talent crisis. Recruiting in this environment requires a disciplined, innovative approach to talent identification and development. The company identifies individuals from an array of multidisciplinary backgrounds who are believed to have the aptitude to learn cyber skills. Then, with a combination of SCS training and certifications, mentoring, shadowing and on the job training they are built into true, technical cyber professionals.

cybersecurity through the partnership with the non-profit organization, Warrior to Cyber Warrior (W2CW.org).

Groundbreaking Solutions to Modern Cyber Challenges We fearlessly invest in solving tomorrow’s challenges.

The in-house Research & Development Team at Lunarline develops security automation tools that automate tasks to keep security professionals focused on improving security.

Its cyber intelligence teams comb the Deep and Dark Webs to identify planned, ongoing and / or successful attacks against the clients to equip them with the real-time intelligence they need to fight back. The Managed Active Response Security (MARS) Team provides 24x7x365 incident detection and response support to clients around the world.

Lunarline has learned that elite personnel are motivated by challenge, learning and exposure to unique experiences.

The company rotates its employees through different clients and business units to keep them challenged. And Lunarline does all this while fostering an open, flexible, wellcompensated work environment.

Zero Tolerance for Discrimination and Harassment Lunarline has successfully created and maintained a workplace environment that is free of sexual harassment through the creation of policies that outline the ramifications of such actions. As an organization, the company follows a zero-tolerance policy for any sexual harassment behavior. Human Resources personnel observe an open-door policy, which invites employees to discuss any grievances they may have.

Safety Standards and Special Perks Lunarline has one of the largest training and certification portfolios in cyber and privacy through the School of Cybersecurity and Cyber Certified Expert programs. This is a benefit that all Lunarline employees are eligible to partake in. Lunarline is thrilled to be one of the few companies which have established an annual training and certification conference in Orlando, Florida. Employees are invited to participate in the festivities, which include a holiday party and day trip to Walt Disney World. This experience is unique to Lunarline and elevates the typical “companywide training events” offered elsewhere. Apart from the special benefits, Lunarline also offers training and career advancement for all Veterans who are interested in

Realizing the Future of Security Lunarline has invested significantly in Machine Learning (ML) and Artificial Intelligence (AI). By investing in ML and AI, Lunarline has grown its portfolio of solutions to help the staff and customers enhance their security and privacy. Recently, Lunarline has updated its workforce in cyber and privacy training capabilities, assessments, and cyber range. The cyber range is undergoing ANSI certification to include the multiple accreditations to our award-winning School of Cybersecurity (SCS) and Cyber Certified Experts (CCE) certification programs. This will help the company to ensure its staff, partners, and customer over the years will have the skills to continue to grow their cyber and privacy careers.

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5C’s

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Work Trends

“There’s no magic formula for great company culture. The key is just to treat your staff how you would like to be treated.”

-Richard Branson, Founder, Virgin Group

It takes years of dedication and implementation to grow a successful workplace culture. A dynamic workplace culture manifests 5 essential C’s of Culture. They are mentioned below:

1. Core Values Values of a company are those behaviors which will never change, no matter how the company changes throughout years. These values work as the most essential guideposts when developed, communicated, and implemented on a regular basis.

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2. Communication A celebration of both formal and informal communications with the employees at all levels of the company is encouraged.

Communicating with the employees, knowing their views on certain projects or about the atmosphere of the office definitely adds to greater job satisfaction and increasing level of employee engagement.

3. Camaraderie

Camaraderie is all about knowing the people around you outside the work. This can be done by organizing various activities, games, parties, or events.

4. Celebrations Celebrating the success of your employees is the most significant element of a workplace with higher employee engagement. Rewards and recognitions and timely appraisals encourage the staff to perform better and thus increasing overall productivity.

5. Caring Showing genuine care for the employees and their personal lives can work magic in elevating the workplace culture. If the boss remains aware about everything fair and bad happenings in an employee’s life and offers humane gesture by sending a personal notecard, or visiting someone in a hospital, the bond between the employees and the employer would be stronger than ever.

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TALEGENT John Austin CEO & Founder

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eadquartered in London, Talegent provides AIDriven Video Based Assessments that optimise candidate experience in delivering analyticsinformed decisions. Talegent delivers creative solutions for predicting human performance by combining the latest psychometric science, data analytics, and technology with design best practices to maximise engagement and predictive accuracy. These predictive tools are on a single platform and are agile to plug in throughout the candidate journey, optimising the hiring process to find the right candidate for the role and organisation culture fit. Talegent has 20+ partner distributors, with 1000+ client accounts, operating in 15 countries.

John Austin, the CEO and Founder of Talegent, is an Organisational Psychologist and International Executive with a proven record of establishing, leading, growing, and integrating successful cloud-based Talent Measurement businesses. He worked globally in USA, Europe and ASPAC for the global assessment provider SHL with 1,000 employees, growing it from its initial 40

Leveraging Big Data to Predict Human Potential

public offering and transitioning its assessment portfolio online. He had a break from SHL and established a company, Talent Technologies, in Asia Pacific. After 6 years, this was purchased by SHL. Now, he is back into it once again with Talegent, where the focus is on the next generation of talent measurement technology.

Replicate then Innovate A paradigm change is underway in the Talent Assessment space, with big data front and centre in the selection and development of employees. Talegent is improving the effectiveness of traditional assessment measures by enhancing candidate experience, streamlining the application process, providing candidates with feedback, and shortening the actual measures as much as possible - whilst still maintaining psychometric validity. Innovations in new talent assessment models include video based realistic job experiences, tracking candidate engagement, video interviewing, gamified assessment experiences and leveraging this data for valid and predictive modelling.

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I believe in applying cutting-edge talent assessment science and AI in a candidate-centric way to redefine the way organizations source, select and retain talent. I envision a future where talent assessment data can be collected in a fairer way to fully democratize the hiring process

Gathering Predictive Selection Data in an Engaging Way

including engineering, design, psychology, analytics, and sales to share and learn. Clients are often invited too.

Talegent’s Gamify is the first game-based simulation assessment measuring Learning Agility to predict performance and potential. This enables you to create a totally engaging candidate experience and communicate your unique brand and culture. Using sound psychometric science, it allows you to screen based on key competencies, including Learning Agility, EQ and Grit, that predict individual & team performance in the ever-changing world of work.

Product Manager is the anchor Never has the role of the product manager been more important, working with design, engineering and psychologists and ensuring data is safe and secure. With so many stakeholders to juggle, and candidates often doubling as clients, it’s critical that candidate experience does not take the back seat.

Future Ahead

Global Talent Pool John believes that the best talent is often sourced at graduate entry level rather than over-relying on candidate’s with experience that may no longer be relevant. Many of the team travel regularly, both domestically and internationally. Quarterly team events are held offsite to celebrate milestones achieved. Every team member has a 6 month development plan focussing on key competencies linked to organisational performance.

John believes that leveraging big data and science alongside an engaging candidate experience holds a tremendous opportunity for employers to position their organisation as a Talent magnet by engaging with and identifying the very best candidates available. Enhanced data availability is changing the way talent is selected and developed. Technology can be leveraged to measure talent in new, convenient and unobtrusive views, thus enabling employers to select candidates that they would perhaps have never considered previously.

Quarterly Sprints Rather than a financial year with a well-intentioned business plan that often gathers dust in the bottom draw, the focus at Talegent is setting and tracking quarterly goals by individual and team, using SMART (Specific, Measurable, Achievable, Realistic and Trackable) goals.

Team and individual compensation is linked to achieving these objectives quarterly. These are reviewed at Friday drinks and refreshments at 3pm. It is also a great opportunity for team members from different disciplines

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TRISOTECH A Global Leader in Innovative Digital Enterprise Solutions Martin Laflamme, Denis Gagné and Martin Legault; Owners & Managing Partners

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here is a multitude of theories on how to make a business successful in this new era of technology and the online world. The thing is, most companies think about all the technicalities, but forget to show gratitude to the people who make their success come to life.

Trisotech is a global leader in digital enterprise solutions, offering innovative and easy-to-use software tools that allow customers to discover, model, analyze and find insights into their digital enterprise.

The three partners never forgot the tremendous value their employees play in the satisfaction of their clients. “Without them, the company would not be where it is today”, explains Denis Gagné, “our success is clearly due to the quality of our employees, their drive and dedication to meeting our clients’ needs. They are one of our pillars of success.”

Jean-Philippe Bérubé, the Customer Success Manager, adds, “With this kind of determination and mindset, anyone would think it is an honor to work with and for such dedicated people. Trisotech offers us all the tools and training to climb any mountain we face!”

The Story of Inception The Most Important Attribute- Proximity Trisotech was created in 1996 and is headquartered in Montreal, Canada. Martin Laflamme, Martin Legault and, Denis Gagné are the owners and managing partners of Trisotech. They contribute decades of experience and expertise ranging from military leadership and top-notch research and development, professional sales and marketing. Now, many years later, Trisotech is still led by this original core management team, innovating to transform the DNA of the organizations of the future.

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Proximity is Trisotech’s most important attribute and strongest advantage. It was essential, from the beginning, that they value their employees and stay in touch with them as much as possible. Being a small player in a league of big guys, they had to find a way to make their team strong, effective and aligned with their vision. Hence, the best method for them was to prioritize communication between the different ranks of employees. In fact, they regularly hold

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We believe that a healthy work atmosphere has a significant role in the motivation and investment level of their employees.

meetings where the CEO and staff members can discuss their day-to-day projects, review results, set goals, get to know the progress of business development and coordinate efforts between the teams. This is a great way for the leadership team to provide guidance and motivate their troops. They are not just employees somewhere along the corporate ladder; they are an integral part of the Trisotech team.

Additionally, proximity with their clients is of chief importance. They are always seeking new ways to bring value to them; their success in using their products is at the heart of the company. Their employees are the key in providing the channel for that message.

An Enriching Culture of Continuous Learning Self-development is very important to the partners and they encourage every member of their team to embrace continuous learning. They want everyone working with Trisotech to feel a sense of accomplishment and to grow within the company. Furthermore, they want their employees to be driven by their desire to reach their full potential and become the best version of themselves. Thus, they can stay ahead of the curve by leveraging the extensive knowledge of their staff members. Each and every one at Trisotech has played their part in the emergence of their success. In comparison with their much bigger competitors and their established presence in the market, their most valuable asset is their workforce; their team.

In the mind of the partners, the well-being of their team members is paramount; that is why they offer remote work and flexible hours so that they can achieve a healthy workhome balance. To stay connected amongst themselves, the company uses an instant messaging platform that allows their employees to communicate from anywhere to anyone.

In the same vein, they operate with an open-door philosophy to promote communication on all levels. They JUNE 2019|

firmly believe that a healthy work atmosphere has a significant role in the motivation and investment level of their employees.

Martin Laflamme says, “We want Trisotech to work for them just as much as they work hard for us. Their wellbeing and personal growths are front and center in our minds at all times.”

One of their primary business’ goals is to help their clients in their decision-making process as well as facilitate integration and while removing the vendor lock-in.

Trisotech’s team takes pride in developing niche products that can outcompete larger companies and are touched, proud and more than happy to have received a score of 9.1/10 when launching the Net Promoter Score initiative this year, an indicator of customers satisfaction. The fact that clients would highly recommend their tools truly matters to them.

The Future Roadmap In the future, a rapid growth from Trisotech can be expected, mostly due to its SaaS model and the growing maturity of the market. Moreover, they have the intention to grow their geographic markets in Europe and Asia and continue innovating in healthcare, public sector, financial services, insurance, and agriculture, to name a few.

Obviously, all that would not be possible without everyone who is a part of the big team that constitutes Trisotech.

“Trisotech is an innovative, dynamic, inclusive and transformational company that allows me to grow as a leader and take ownership of responsibilities while continuing to receive guidance from experienced business executives,” says Jonathan, Marketing Manager at Trisotech. “Truth be told, Trisotech really is one of the best companies to work for.”

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