WORKFORCE SOLUTIONS

IT Consulting Services

ACHIEVEMENTS

YEARS OF EXPERIENCE
11
LATEST CONSULTANTS
246
NEW PROJECTS
46
COFFEES WITH CLIENTS
102542

CURRENT JOB OPENING

Family Practice or Internal Medicine

Candidate Requirements:• MD/DO – BC/BE (BE must be within 5 years of residency)Clinic Details:The office is located in a medical office building directly attached to the hospital with a fullsupport staff including 3 nurse practitioners.• Schedule: M-F / 8-5 with one late evening (w/f...

Family Practice

ABOUT THE POSITION:• Physician must hold a MD or DO degree and Board Certified/ Board Eligible in Family Medicine.  We offer benefits which include Health, Dental, Life Insurance, Retirement Plan, CME, & Malpractice coverage.• M-F / 8-5• No Call/ No Weekends/ No Holidays&...

Internal Medicine

Practice Details• Setting: Outpatient• Schedule: Days, M-F• No Call Required• MD or DO IM – BC/BE• EMR: Allscript• Prefer Current OH Licensed Providers• Avg PPD: 20-25• Salary Range: $225K+ RVU• Credentialing Time Frame: 60- 90 Days• No Visa Ap...

Family Practice

Practice Details• Setting: Outpatient• Schedule: Days, M-F• No Call Required• MD or DO FP – BC/BE• EMR: Allscript• Must see all ages• Prefer Current OH Licensed Providers• Avg PPD: 20-25• Salary Range: $225K+ RVU• Credentialing Time Frame: 60- ...

Pediatrician

Practice Details• Setting: 95% Outpatient / 5% Nursery Rounding• Schedule: Days, M-F• 1:3 Call Schedule• MD or DO FP – BC/BE• EMR: Allscript• 700-800 deliveries each year• Prefer Current OH Licensed Providers• Avg PPD: 20-25• Salary Range: $225K+ RV...

Respiratory Therapist

Requirements & Details:•  36 hours/week•  Both positions are night shift (7p - 7:30a)•  Must be Ohio licensed and a RRT (no CRTs will be considered)•  Will join team of ~45 other RRTs•  Weekend/holiday rotation•  $21.16 - $28.45; night ...

Salesforce Developer

RESPONSIBILITIESWorks closely with the Salesforce Admin to support the ADOA-ASET CRM, Community portal, and the Statewide licensing solution built on multiple Salesforce platformsDevelops custom solutions on the Force.com platform using Lightning UI and Apex tools to meet the organization’s ne...

MT/MLT

Requirements & Details:• ASCP required unless candidate is a new graduate• 2nd shift with occasional floating to 3rd shift (hospital-based positions); 8-hour shifts• Somerset, OH positions are all 36 hours/week and 12-hour shifts (7a - 7:30 p or 7p - 7:30a)• 2nd shift differe...

CRNA

Surgery Schedule:• Monday – Friday 7am to 3pm; Some Call requiredTypes of Cases:• Bread & Butter• OB; Epidurals (Not required)• Spinals/Regionals• Ortho• Peds• No Hearts, No Heads• No Pain ManagementDetails:8 CRNA’s on staff dailyCRNA works ind...

Who We Are

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 The 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.

LATEST NEWS

11 Sep 2018
vTech has been ranked #18 in SIA's Fastest Growing Companies List 2018

Mountain View, California — August 27, 2018 — Staffing Industry Analysts (SIA), the global advisor on staffing and workforce solutions has announced the 2018 List of Fastest-Growing US Staffing Firms. This year 94 companies qualified for inclusion on the annual list. The list ranks firms by compound annual growth rate (CAGR) for revenue from 2013 through 2017, excluding acquisitions.

“Through giving our clients the competitive edge and through innovative work from our employees, we took our company one more step forward. I would Like to congratulate the entire vTech family; your effort, dedication and commitment towards excellence has made this happen. We are excited to be ranked as the 18th fastest-growing staffing company in the United States.”

– Haresh Vataliya, (CEO) vTech Solution, Inc.

vTech has experienced significant growth in the last five years; the company’s revenue has witnessed a notable surge 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, Managed Workforce, Network Security 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

Methodology

To qualify for the list companies needed to have had at least $1 million in revenue in 2013 and at least 15% CAGR between 2013 and 2017. The median CAGR for the top 10 companies this year was 97.8%, up from 83.5% last year. For the full list, it was 26.9%

About SIA

Founded in 1989, SIA is the global advisor on staffing and workforce solutions. Our proprietary research covers all categories of employed and non-employed work including temporary staffing, independent contracting and other types of contingent labor. SIA’s independent and objective analysis provides insights into the services and suppliers operating in the workforce solutions ecosystem including staffing firms, managed service providers, recruitment process outsourcers, payrolling;/compliance firms and talent acquisition technology specialists such as vendor management systems, online staffing platforms, crowdsourcing and online work services. We also provide training and accreditation with our unique Certified Contingent Workforce Professional (CCWP) program. SIA is headquartered in Mountain View, California, with offices in London, England.

Related Links:

www.vTechSolution.com

www.vtechsoln.com

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22 Feb 2018
vTech Solution Inc. Achieves ISO 9001 Certification
Washington, DC – 3/1/2017 | vTech Solution Inc., an industry leader in Managed IT services, is pleased to announce today that it has earned ISO 9001 certification. The comprehensive system audits covered every aspect of operations. “Any company that has been through the certification process knows that achieving ISO 9001 certification is demanding,” said Haresh Vataliya, President of vTech Solution Inc. “Each individual in our operations must be wholly dedicated to the pursuit of quality. By scrutinizing our enterprise at every level, we assure that our customers are receiving superior customer service and the highest quality products.” ISO 9001 is a quality management system standard that was developed by the International Organization for Standardization, which is an association of governmental and nongovernmental organizations from many countries. The ISO 9001 standard is utilized to certify quality management systems that focus on continuous improvement, customer satisfaction and the active involvement of both management and employees in a process-based approach. “Fulfilling the strict requirements of the ISO 9001 standard highlights our focus and commitment to deliver total customer satisfaction,” Haresh Vataliya said. About vTech Solution Inc. vTech Solution, Inc. is a Small, Women-owned, and Minority-owned business providing Information Technology Enterprise Services since 2006. vTech is a Managed IT Services firm based out of Washington, DC with a primary focus on Cloud Computing, Network Security and Professional Services. At vTech, we offer comprehensive, adaptable and innovative solutions to address the evolving IT needs of your business. Our goal is to provide you with measurable success and value through the efficient use of information technology and related resources. vTech Solution, Inc.
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21 Feb 2018
vTech has been named on Inc. 5000 list 2017!
Inc. Magazine Unveils 36th Annual List of America’s Fastest-Growing Private Companies—the Inc. 5000 For the 3rd time, vTech Solution, Inc. appears on the Inc. 5000 list, with a rank of 1285 and a three-year sales growth of 318%.

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.

CONTACT:

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

Methodology

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.
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CLIENT TESTIMONIAL

  • 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.

    Costello Wilson
  • 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.

    Cassandra Wright

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SaleFor Consulting
16 Jan 2019
Build the Firewall: Government Shutdown is Affecting US Cybersecurity

The war over how best to protect the US-Mexico border is severely impacting the nation’s cybersecurity and with the longest federal government shutdown in the history of this country underway, Our cyber defense capabilities have taken a massive blow.

While the short-term impact is severe, the long-term effects could prove even more catastrophic. According to several recent reports, with every passing day, we have started relying on something similar to ‘luck’ than ‘strategy or systems’ to keep our cyber ecosystem secure.

Several federal agencies including the Department of State, Homeland Security, Department of Agriculture, Department of Commerce and Department of Housing and Urban Development, The Environmental Protection Agency, Internal Revenue Service, The National Institute of Standards and Technology and the National Park Service have lost funding due to the shutdown. According to Tom Gann, chief of public policy at security research firm McAfee, “Many of these agencies are on the hit-list for hackers, organizations that specialize in high-end security intrusions and nation-state actors.”

"Cybersecurity at these agencies and departments could be degraded because lower-level government employees who bear the brunt of the shutdown often are on the front lines of basic computer security monitoring work," Gann said. “A major part of cybersecurity work at these agencies is performed by contracted employees who are also not available, as they are not getting paid during the government shut down,” Gann said.

Former Federal Chief Information Security Officer, Gregory Touhill, said that during the closure, “skilled people qualified to respond to the alerts/alarms may not be in place or even available due to the shutdown.”

Another notable point is that during the shutdown, it will be easy for hackers to define what the United States considers to be its critical systems. They will be looking at detailed activities in our cybersecurity ecosystem.

By current estimates, roughly 800,000 federal workers are currently unavailable include:


- 45% of the staff from the Department of Homeland Security’s Cybersecurity and Infrastructure Security Agency, which is responsible for defending critical infrastructure from cyber and physical threats. - 80% of the National Protection and Programs Directorate, which controls the Office of Cyber and Infrastructure Analysis and the Office of Cybersecurity and Communications. - 85% of the National Institute of Standards and Technology(NIST), which designs the Cybersecurity Framework of private and public sector security standards.

Currently, several of NIST weblinks effectively lead you to a dead end.

There is a growing concern among government's cybersecurity professionals that hackers will indeed take advantage of the partial shutdown, tampering with sensitive government data or stealing citizen’s information. Cybersecurity is hard enough job with a full crew. It’s a battle just to keep up with emerging cyber threat. Working with less than half strength means that we are at significant risk; The impact on our nation’s security grows with each passing day. While there is no doubt that all the agencies and departments have a good plan in place to keep essential systems and functions running, but with bare-bones staff there is only so much that can be done.

“Cyber threats don’t operate on Washington’s political timetable, and they don’t stop because of a shutdown,”  Lisa Monaco, former assistant to the president for homeland security and counterterrorism, told Axios.

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21 Dec 2018
Leveraging Social Media for Recruitment
Social media is where people hang out online, express ideas and interact with each other and socialize. Social media recruiting is all about finding quality candidates and making real connections with them. The average internet user has more than 5 social media accounts, usually on websites like Twitter, LinkedIn, Facebook,  etc.  These offer modern recruiters a tremendous opportunity to connect with and attract quality candidates. Let’s discuss why social media is better than any conventional recruitment process.

A new generation of workforce

Millennials & Generation Z tend to spend most of their free time using social media platforms such as Facebook, Twitter, and Instagram. Millennials spend so much time on them, in fact, that social media has become the most accessible tool to reach them. The graph below represents the use of social media

This modern workforce is well-acquainted with digital platforms and computers, are versatile and can easily accustom themselves to new technologies.

Slipping in your own personalized advertisements for potential jobs between the articles and posts they typically read is the perfect way to reach them, get their attention and gain their interest in applying to your job offer.

Reaching a larger audience

Facebook is a popular option for companies and advertisers to post their content based on profiles, interests and time of the day. 52% of employers now use social media networking sites as a part of the recruiting process.

It is advisable to set the frequency of your advertisement based on criteria that most match your needs and you can cast a wide and targeted reach, whatever position you are looking to fill.

For example, you can set certain parameters so that all software developers across Europe see your job ad at exactly 10 PM local time when they scroll through their news feed. This is only a fraction of what social media advertising can accomplish for you when it comes to narrowing down your candidate profiles.

Easy Background Checks

There is nothing new about checking your candidates’ social media profiles for more information. Interviewers usually check the professional version of social media i.e., LinkedIn of their candidates to see their professional recommendations, content they share, social circles etc. Social media can also be used to determine if the candidate is a perfect fit, not just for the job role but also the company culture. According to a survey of recruiters and hiring managers by Jobvite, cultural fit, is key for most employers.

It is very common that candidates don’t feel the need to disclose any personal information during an interview and like to keep things to themselves; social media can provide a great insight into who your candidates really are before they even step through the door.

What do employers look for in social profiles?

  1. 51% say that they’re looking to see if the candidate will be a good fit with the corporate culture.
  2. 45% are researching potential hires on social media to find out more about that candidate’s qualifications.
  3. 44% of hiring managers want to see if a candidate is creative.

Source: careers.workopolis

In conclusion, connecting with a younger and more dynamic candidate base on social media and utilizing it effectively as a means of communication & recruitment is a good way to establish trust. Giving the responsibility of social media recruitment to a millennial team of recruiters and letting them interact with their like-minded generation of candidates can also be a great way to insert some friendliness into your recruitment pattern.

It shows that your company can adapt to new technologies and trends, giving the candidate a huge reason to consider working for you.

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SaleFor Consulting
16 Oct 2018
The Rise of AI in Recruitment

The major news in recruiting for the year 2017 was undeniably AI, and with its increasing adoption this trend is only expected to increase in 2018.

By working with tools like ATS, recruiters have used technology to make their jobs easier, faster, and better or in other words highly efficient. Employees are the company’s most important asset, which makes talent acquisition strategy the foundation for ongoing success.

AI is capable of considering a probable employee for a particular position by looking at candidate’s background and matching up with those workers by identifying certain qualifications, educational history, work experience and other factors that consider a candidate has the background to emulate the top performers at your organization.

According to a study by Harvard Business Review, it was found that 44% of businesses incorporate AI into their IT functions, and 19% use AI to predict their customers’ future purchases and present them with suitable offers. Businesses are also beginning to see the benefits of AI in recruitment. According to Ideal, 96% of senior HR professionals consider that AI can highly leverage talent acquisition and retention.

Here's how AI can help:

  1. In Posting Jobs: AI can use programmatic advertising technique which gives the user the ability to place highly targeted ads in front of the targeted audience based on their browsing history, online activity, and cookies. Cookies can be used to track candidates who visit career pages, allowing us to compile records of what other pages they’re browsing and what type of jobs they're looking for.
  2. Sourcing candidates: AI, in the form of machine learning, sources, and qualifies candidates online in resume databases such as CareerBuilder, Indeed and Monster for recruiters to follow-up with. The process often uses Sentiment analysis which comprises of the use of natural language processingtext analysiscomputational linguistics, and biometrics to systematically identify, extract, quantify, subjective information. It can also help recruiters in creating job descriptions with keywords that attract a more diverse candidate pool.
  3. Resume screening: Manually screening resumes is a fairly tedious task, however, by using the machine learning ability AI screening can be automated by learning what existing employees’ skills and qualifications are. By assigning certain rules and triggers, conversations related to specific hiring or job queries and receive instant answers can be automated.
  4. Messaging and data collection: Chatbots that use natural language processing to collect data from candidates, in form of screening questions, chat responses, answer FAQs about the job, and schedule an interview. Information from a candidate collected by the chatbots is then fed into a job portal/s or sent directly to a human recruiter to follow up with the candidate. This process reduces the need to respond to emails, phone calls, and text messages without compromising on candidate experience.

AI technology is capable of changing many things. However, it still is not equipped enough to remove complete human interaction. AI can help bypass back-end and repetitive processes, ultimately assisting recruiters in finding the right talent. The technology is here but it is not all-encompassing; conducting face-to-face interviews may still promise a satisfactory match than otherwise. While AI can assist in many parts of the recruitment process, the human involvement remains imperative.

In the very near future, most recruitment models will involve AI. AI is already transforming every business vertical; in medicine, AI is taking the role of a clinical assistant to help physicians make faster and reliable diagnoses. Companies like General Electric & Siemens are using AI for monitoring machine fleets and factories.

Artificial Intelligence is also rapidly evolving in the Staffing industry and is bound to change the game of recruitment. Jobinvote CEO, Dan Finnigan said, “If recruiters and companies can learn to pair themselves with a specific AI, they can train it to understand a particular corporate mission and culture, so that recruiters feel like they leverage these chatbots and other similar technology as extensions of their teams, not as replacements for them”. In the words of Cyberpunk author, William Gibson, “The future is already here, it’s just not widely distributed.”

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04 Oct 2018
6 Things to Ask Your Cloud Vendor Before Choosing Them

Cloud is now a basic business requirement; every business in some way or another is harnessing the power of cloud to succeed. Some may choose in-house infrastructure or a private cloud environment, while others prefer public cloud offerings. The fact still remains that companies are relying more on their cloud vendors now more than ever for providing the best services at reasonable rates. However, all too often, that’s not always what’s delivered.

Here are some points to keep in mind while you deal with a cloud vendor in order to get the best deal for your corporate assistance.

1. Review Vendor’s Uptime and Downtime Statistic

Uptime statistics define the time that a cloud service is accessible to its users, those who have subscribed for the cloud provider’s services. Companies often claim that they rarely have outages or they are better in uptime statistics. Don’t let these claims go unchecked. A lot of cloud providers fail to deliver a good uptime, in other words, are not giving to the customer three nines (99.9%) of availability. 99.9% uptime means 9 hours of unscheduled downtime per year which does not count the scheduled downtime that the companies organize for maintenance purposes. Along with availability, it is equally important to have a good response time warranty, i.e., how fast the system is operating when it is up and running. It is of utmost importance to get detailed statistics before signing up with a vendor.

2. Get specifics on Support Levels

Cloud vendors pretty much offer more or less the same support levels with few alterations with names like ‘standard’, ‘essential’, and ‘ultimate’ packages. These packages often do not give detailed information as to how much support each level guarantees. Always remember to ask your vendor a full description of these support levels and specific examples and whether these situations would be covered in the support or not. It is advisable to get the guarantee in the form of an agreement to serve as a record if at all required in the future.

3. Find a point of contact

In case of an issue, you must have a designated point of contact with the vendor, who can resolve it. Many companies try to get past this by introducing a ticketing system. ‘Tell us your problem, and we’ll get back to you when we have a fix’, is an example of a pop-up message and is very common in the industry. A Designated POC would be an ideal alternative to such a message in order to address the issue at hand immediately and to make sure the right people are working to resolve it.

4. Avoid Vendor lock-in and know your Separation Agreements

Cloud vendors may try to get an initial long-term contract with lock-in periods varying from months to years and often levy early termination charges. While choosing a cloud provider it is important to evaluate the Separation Agreements in place. While separation maybe the last thing that comes to mind while choosing a vendor, it is still one of the most important things to consider. It may also be crucial to inquire whether the vendor has the capability to retain your data even after your contract has ended with them, in order to avoid any possible data breaches.

5. Check the Service Level Agreements

SLA is the commitment on availability levels and performance of services offered. There are no specific standards to an SLA and thus it varies from provider to provider. Higher the price of the service, better the performance guaranteed, and this is usually negotiable. It is important to go through the verbiage of an SLA to clearly define vendors accountability and service assurances and choose the best plan according to your requirement with matrices that offer discounts on billing and other penalties if it is breached.

Stay Updated

Last but not least, once you have finalized a provider, do not stop looking for better alternatives. Be up to date with the market and what other providers are offering. If your service doesn’t match with the current market trend, be sure to ask your provider for an updated service and also, for them to inform you about changes in terms and conditions, if any, while your service is still intact with them.

Getting the right cloud vendor is essential for a company’s overall growth. Keeping these checks in mind while evaluating your options will not only help you to find the right cloud vendor but also let you manage your company’s operations unhindered and with peace.

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