VTech Solution Inc (vTech) was established in 2006 by a group of highly-qualified IT professionals, headquartered in Washington DC. We also have a presence in Virginia, Maryland, Michigan, Massachusetts,Texas and various other states within US;assisting government and the commercial sectors by delivering technology solutions through IT Consulting and Managed IT Staffing Services.
Drawing on our extensive experience and built on a foundation of integrity, vTech endeavors to overcome the challenges and opportunities confronting private and government sectors by incorporating the latest IT solutions, complete with industry best practices. vTech, therefore, helps organizations to embrace a leadership model that will focus both on IT systems and people.
In a nutshell, we facilitate efficient and effective IT team resourcing and IT team building realigning the organization’s purpose, mission, process, and systems with the needs of its most important asset – its people. Overall, we build, deploy and manage enterprise applications, IT infrastructures, and other IT systems.
NEW YORK, August 16, 2017 – Inc. magazine ranked vTech Solution, Inc. NO. 1285 on its 36th annual Inc. 5000, the most prestigious ranking of the nation’s fastest-growing private companies. The list represents a unique look at the most successful companies within the American economy’s most dynamic segment— its independent small and midsized businesses. Companies such as Microsoft, Dell, Domino’s Pizza, Pandora, Timberland, LinkedIn, Yelp, Zillow, and many other well-known names gained their first national exposure as honorees of the Inc. 5000.
“Through giving our clients the competitive edge and through innovative work from our employees, we took our company one more step forward. A BIG KUDOS to the entire vTech family; your effort, dedication and commitment towards excellence has made this happen. I couldn’t be prouder as this marks vTech’s third consecutive year on this amazing list of companies.” – Haresh Vataliya, (CEO) vTech Solution Inc.
The 2017 Inc. 5000, unveiled online at Inc.com and with the top 500 companies featured in the September issue of Inc. (available on newsstands August 16) is the most competitive crop in the list’s history. The average company on the list achieved a mind-boggling three-year average growth of 481%. The Inc. 5000’s aggregate revenue is $206 billion, and the companies on the list collectively generated 619,500 jobs over the past three years. Complete results of the Inc. 5000, including company profiles and an interactive database that can be sorted by industry, region, and other criteria, can be found at www.inc.com/inc5000.
vTech Solution, Inc. is a Managed IT Services firm based out of Washington, DC with a primary focus on Cloud Computing and Professional Services.
vTech has experienced significant growth in last five years; the company’s revenue, the factor on which companies are ranked by Inc., has experienced a 318% growth between the years 2011 and 2017. In addition, the company has expanded its service portfolio and has developed the ability to provide complete IT managed services offerings.
vTech Solution offers a range of IT Services, IT Consulting, Website and Application Development Services and Cloud Computing Solutions. The company celebrated a decade of providing quality services to its clients and has widely been known for its superior value in IT Services, Cloud Computing and IT & non-IT Staffing Solutions. With a client base of DOD, Federal & state agencies along with commercial giants, vTech has created a lasting relationship with many in the industry and is a certified BBB (Better Business Bureau) Company with an A+ rating.
DISTRICT OF COLUMBIA 1100 H Street N.W. Suite 450 Washington, DC 20005 202.644.9774 (O) 866.733.4974 (F) info@vTechSolution.com
More about Inc. and the Inc. 5000
The 2017 Inc. 5000 is ranked according to percentage revenue growth when comparing 2013 to 2016. To qualify, companies must have been founded and generating revenue by March 31, 2013. They had to be U.S.-based, privately held, for profit, and independent—not subsidiaries or divisions of other companies—as of December 31, 2016. (Since then, a number of companies on the list have gone public or been acquired.) The minimum revenue required for 2013 is $100,000; the minimum for 2016 is $2 million. As always, Inc. reserves the right to decline applicants for subjective reasons. Companies on the Inc. 500 are featured in Inc.’s September issue. They represent the top tier of the Inc. 5000, which can be found at http://www.inc.com/inc5000.
The Inc. 5000 is a list of the fastest-growing private companies in the nation. Started in 1982, this prestigious list of the nation’s most successful private companies has become the hallmark of entrepreneurial success. The Inc. 5000 Conference & Awards Ceremony is an annual event that celebrates their remarkable achievements. The event also offers informative workshops, celebrated keynote speakers, and evening functions.For more information on Inc. and the Inc. 5000 Conference, visit http://conference.inc.com/. For more information, visit www.inc.com.
To find the right people and balancing with management time pressure is always a challenge for a business, especially when you grow. Being presented with an interviewed short list of ideal candidates takes away the stress and most importantly helps us to grow faster. I want to thank vTech for the outstanding job you did with the sourcing and filling various requirements of our key project.
It has turned out to be one of the best days of my life due in no small measure because of the assistance of Mr. Brumbaugh. He is very knowledgeable and has unlimited patience in helping me accomplishing my goals for the Metropolitan Police Department. He offered several helpful suggestions above and beyond the general directives. Thanks to the expertise offered.
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Whenever a new technology emerges, it becomes easy to see what jobs it might replace. The challenge may be to envision what kind of new jobs may be born in the future. A decade ago, artists used to work with copywriters in order to prepare advertisements, but today with the help of computer-aided graphics the same is done by graphic designers, which took the scope of print media and creativity to new heights. The idea is that when we pass off some of our workload to machines, it broadens the scope of what was possible. We come up with new ideas, new innovations, and new kinds of work. In fact, many industries that are around today, like electronics, health, medicine, finance, and insurance, barely existed or did not exist at all a century ago. By that notion, it is never wrong to think of upgrading one’s skills with time. A report titled “Towards a Reskilling Revolution: A Future of Jobs for All” was released on Monday, 22 January 2018 at the World Economic Forum’s 48th annual meeting in Davos-Klosters, Switzerland. The conference was attended by more than 3,000 global leaders and industry experts. The report signifies a strong emphasis on job disruption and reskilling, it analyzed more than thousand job types that are in the crossfire of technology and pave the way to a major job disruption. According to the report, 1.4 million US jobs will be disrupted by the year 2026, due to technology and other factors, out of which 57% jobs will be women-oriented. However, the research also suggests that 95% of workers conjugated to the risk, would find quality jobs with higher pay if they have enough reskilling.
It is perceived that only 2% of workers would have a better opportunity to transition to new jobs whereas 16% would have no opportunities at all. However, at-risk workers who retrain for an average of two years could earn an annual salary increase of $15,000.The change is real and anxiety justified, however, new technologies often open up new frontiers of jobs that did not exist before. Imagine trying to explain what an ‘app developer’ does for someone in the 1960s. Focusing on machines that will replace jobs do not speak to how they might actually strengthen them. For example, when ATMs started rolling out in the '70s, they threatened to make human bank tellers extinct, however, banks quickly found that ATMs made it cheaper to open new branches, and the result was more branches and more tellers than ever. Since the arrival of ATMs, the number of bank tellers has doubled. Why? Well, once bank tellers were freed up from dispensing cash, they started forging relationships with customers, solving problems, and introducing them to new products like loans and investments. The net effect was that bank tellers became more valuable to banking.
Automation is accelerating and spreading to more industries faster than we've ever seen before. Machines are increasingly replicating skills that we once thought were unique to humans. AI algorithms are trading in the stock market, recommending products to us, and guiding airplanes through the sky. Robots are being developed that someday might be cooking your meals, running warehouses, or performing surgery, all by themselves. So, is this time different? Luminaries like Elon Musk seem to think so. He has predicted that soon, robots will be able to do everything better than us. And Stephen Hawking has warned that artificial intelligence will replace humans completely. Lots of people seem to think it's only a matter of time before these ever-smarter machines make most of today's workers obsolete. So, should we be worried? Well, yes, it is, just like it was different after the printing press was invented or the assembly line or tractors or computers or any other invention was made that changed the world.
All of these new technologies transformed the way we work and adjusting to them wasn’t simple, inexpensive, or immediate. But if the past is any indication, this radical leap forward in technology is at least as likely to create jobs as it is to destroy them, even if these new jobs might sound as strange to us, as an app developer does to someone who's never seen a cell phone before.
Klaus Schwab, founder and executive chairman of the World Economic Forum stated that the only limiting factor considered in the world of ‘opportunities for individuals’, is that the disposition of leaders in creating investments in the process of re-skilling people, that has a direct impact on bridging worker onto new jobs. The importance of this investment will be massive for businesses, as well as, for workers who may find a new purpose in their lives. People with transferable skills like collaboration and critical thinking abilities will have the most beneficial transition in this period. As President John F. Kennedy once quoted, “Change is the law of life. And those who look only to the past or present are certain to miss the future.”
The staffing industry provides career opportunities and workplace solutions for some 16 million Americans each year which makes a vital contribution to the United States’ workforce and economy. The industry generated $428 billion in revenue worldwide in 2016, according to the “Global Staffing Industry Market Estimates and Forecast: May 2017 Update” released by Staffing Industry Analysts, where the US, Japan and the UK — made up a majority of the revenue. Temporary staffing generated 89% of the revenue, with the remaining 11% stemming from place and search. Staffing firms have had their plates full in 2017 between the talent shortage, technology adoption, candidate and client engagement, and ambitious revenue goals. Thus, staffing firms must choose wisely when allocating resources such as, time and money. Staffing firms have also taken a proactive approach to technology adoption: 64 percent of firms use an Applicant Tracking System (ATS) to track candidate activity and 60 percent use a Customer Relationship Management (CRM) system for business development.
Outsourcing various functions of a business is not a new practice; many use outsourced vendors for payroll, email hosting and other back office functions. Specifically, through offshore models such as, sourcing and screening which are a growing trend in outsourcing recruitment-related tasks. The significant cost-effectiveness of leveraging offshore labor markets is the major benefit of this business model. There is the simultaneous increase of their bandwidth and productivity, by releasing in-house recruiters from some of the more tedious tasks of their job.
Through online networking, inbound marketing and innovative staffing software, technology is evolving at an unprecedented rate, impacting all industries while the days of Rolodexes and newspaper ads are long gone, leaving recruiters and salespeople alike to build their books of business. There is also the growing importance of verified sales intelligence and predictive analytics. More than just a verified list of contacts, it is now essential to gather data on complex org. charts, technical environments, online behavior, and more. The more you know about a contact and their company, the more basis you have for building a solid foundation.
Staffing firms have high hopes for 2018, though a number of disruptions and challenges stand in the way of them looking to improve revenue and profitability. Expectations for the year can be met if the firms are able to anticipate and rise above these challenges. The talent shortage has been the most mentioned obstacle for 2017, it’s likely to continue for 2018, while more than 60 percent of all respondents rank it as the top three challenges, followed by pricing pressures (53 percent) and economic uncertainty (37 percent).
The statistics above prove that the staffing trends have been improving for the best over 2017. Though downfall has been witnessed in both growth and low in demand at times, that does not seem to hinder the rate at which the staffing industry is growing. Today, the ladder of success for staffing is not looking to stop but is grabbing onto opportunities everywhere possible.
What is a Bitcoin?
Bitcoin has gained tremendous attention in recent times. Bitcoin is a form of cryptocurrency or digital money. Cryptocurrency can be classified as virtual currency or alternative currency to a facilitate transaction. The entire process relies on a real-time ledger of the transaction in blockchain . Bitcoin is the first kind of cryptocurrency which was invented by an anonymous person or group named Satoshi Nakamoto in 2009.
How is a Bitcoin created?
Bitcoin is created as a reward for the process called Bitcoin. Miners use open source software to complete two tasks for ‘Bitcoin mining’; 1) miners authenticate the validity of new bitcoin transactions that are remaining to be recorded on a public ledger, and 2) miners should decode an encrypted, unique ID, produced by the bitcoin formula, to compute the confirmed records to public and for that they are awarded or discover bitcoins. The growing list of records of these transactions are called “blocks”; every block contains a hash pointer to the previous block which acts as a link, this chain of blocks is called “blockchain”. A blockchain is a public ledger for all bitcoin transactions.
Threats pertaining to Bitcoins:
What made Bitcoin popular is anonymity, however, unfortunately, criminals also enjoy anonymity. Bitcoin made the process of money laundering much easier. There is also a rise in the number of hackers who use ransomware attack on the target; the developers of such ransomware want a ransom paid in the form of Bitcoins to release hacked computer files.
The blockchain is essential in bitcoin formation, however, it has its vulnerabilities - they are easy to locate and overtake which gives hackers multiple chances to attack. Bitcoin wallet is also commonly targeted as there are reports of wallet theft containing the massive amount, scams theft, defunct "stock exchange".
Since blockchain is decentralized and offline (not in one server), it cannot be controlled by a single entity and so it has no single point of failure, however, there have been major security breaches in recent years as sensitive data such as, account details, name and address of bitcoin owners had been exposed to malicious hackers. Another way bitcoin can be compromising is when an attacker installs ‘keylogger software’ that can help them identify the codes to a bitcoin user’s wallet.
Members of the bitcoin network must be aware of this risk and take all necessary precautions against keylogger applications. There are also many fake wallet applications floating in the market; recently Google kicked out 3 fake wallet application from the Google Play store. The applications pretended to be authorized wallets but were a complete scam. These three apps that were downloaded by users were identified as 1) Bitcoin mining 2) Blockchain Bitcoin Wallet – Fingerprint 3) Fast Bitcoin Wallet.
Besides these fake apps, cybercriminals are now designing malware that uses personal computers of users to mine cryptocurrencies; these infected systems let the malware use their computing power, without the user’s knowledge. By hijacking a computer or phone, a hacker assigns the job of mining on those devices. Enormous amounts of computing power that is required to solve complex mathematical problems are involved in the mining process and authenticating a transaction which ultimately leads to the generation of cryptocurrency as a reward.
Bitcoin, of course, isn’t the sole reason for cyber attacks. With the exponential increase of devices that are connected to the net, otherwise called the IoT (Internet of Things), hackers have more ways of peeping into our data systems than ever before. We are all progressively exposed to cyber attacks and with bitcoin; it has become easier for cybercriminals to make profit while remaining anonymous.
Every cryptocurrency comes with a promise to turn the world around but only a few survive; however, Bitcoin may be here to stay. The US government has acknowledged Bitcoin as a property and is trying to regulate it as ‘property vulnerable to exploitation’. By registering corporations that use Bitcoins, the government is trying to make payment for criminal activities using Bitcoin more and more difficult. However, as the popularity of bitcoin increases so do the new threats pertaining to the exploitation of bitcoins for various criminal schemes. Cybersecurity specialists need to perceive the impact that bitcoin has on their profession and the way it might influence their way of conducting business. We cannot stop the growth of bitcoin, but we sure can try to protect ourselves from its undesirable effects. As the cybersecurity pioneer, John McAfee, describes, “You can’t stop things like Bitcoin. It’s like trying to stop gunpowder.”
Although there are no precise dates for when this cohort starts or ends, demographers and researchers often refer to them as individuals born between the years 1982 and 1993. Millennial characteristics vary by region, depending on socio-economic conditions. However, the generation is generally marked by an increased use and familiarity with communications, media, and digital technologies.
Companies have begun to evolve to facilitate needs for this generation. Considering this the largest generation segment of the workforce, it is stated that more than one-in-three American workers today are millennials, and by the year 2025, seventy five percent (75%) of the world’s workforce will consist of this cohort. What makes this generation special is the level of connectivity into which they have grown. Millennials are the most connected generation in the history of human civilization.
While one should not generalize, millennials do have some key features and characteristics which make them stand out. Understanding a millennial can help managers get the best of this generation.
Millennials have the reputation of ‘crowd sourcing’. They prefer to work in groups. According to the latest IBM study of millennial workers, most of the respondents agreed that they make better decisions being in a group where people provide diverse opinions.
Managers need to understand the significance of group dynamics when it comes to effectively managing millennials. They seek to be a part of the decision making process where opinions of the entire group is valued and evaluated.
Millennials tend to identify chances for learning and to continually develop themselves. For them, learning something new and building on current skills is a major driving force. In any given situation where they do not see opportunities to learn something new, they often feel disconnected. They are eager for new experiences, and they thrive for short-term goals with tangible results. Managers must identify this need and look for individual development opportunities that provide a scope for continuous learning.
Working in abstract scenarios is not the style of this generation. Structure helps them to plan their work and themselves. They want to work where goals are clearly stated and progress is assessed with pre-defined assignments and high success factors.
Millennials tend to look up to their seniors. That being stated, it is often observed that they do not respect a superior based on their position, they respect their work, personality, and achievements instead. This is the generation who seek leaders instead of bosses. Being bossed around will only result in dissatisfaction of workforce often resulting in high employee turnover ratio. Lead them towards goals, guide them, work together for solutions while providing constant feedback – this could be the best strategy while dealing with millennials.
Often regarded as the ‘most tech-savvy generation’, millennials tend to be most familiar with technology and its advances. Learning and adapting to new technologies has never been optional to them, it has been natural. Millennials often come up with new ideas for inculcating technology in the existing process, to make them simple, if not productive.
However, ironically enough, they often prefer in-person interaction than a virtual one. According to the Cornerstone study, 60% of millennials prefer in-person interactions and collaboration compared to using remote technological solutions.
Millennials have a different motivation, the opportunity to be creative and the sense of what they do matters, is a key driving factor for them. It is important for the millennial workers to have a clear career path with constant incremental career progress; mid-level job titles could be used to motivate them.
Millennials are motivated if they know that they can be part of company's overall vision strategy, this generation is just not happy in punching time cards and working for a few hours a day; they want to know that their work matters and that they are a part of something larger. Explaining and making them understand the value they will bring to the organization with their work, helps stimulate them; as they often seek prospects with high creativity and challenge where their ideas could be implemented.
Millennials believe in a dynamic work day with high flexibility, which gives them time to do the job, as well as, manage their own personal projects and a regular 9 – 5 job does not fit the bill.
A research report by Griffith Insurance Education Foundation found that millennial workers are willing to sacrifice their salary to have a better work-life balance. They prefer flexible work schedule with frequent vacation time and the ability to work from outside the office. Companies have started to design block times, during which they want the workforce available, with the flexibility of coming late and leaving early or vice versa, thus, giving them the ability to design their own work hours.
Millennials are constantly looking for meaning in their jobs as they strive to provide value to the business with their work; they often push towards automation and simplification of process. ‘Working smart, not hard’ could easily be their mantra. However, in real terms, they are not all that different from the Generation X, a study conducted by IBM on ‘Millennials in the workplace’ revealed that they aren’t all that different from the previous generations, and are quite similar to Generation X, encompassing similar aspects of work, including ethics, habits, and teamwork. However, there is still a sharp contrast between these generations and analysis of behavioral patterns will better help companies take a holistic approach in managing their physiologically diverse workforce.
The next article will focus on the generation arriving to the offices soon - The Generation Z, (also known as The Founders, the iGeneration, Post-Millennials, or the Homeland Generation).