The five fastest growing IT services companies in the US
The global IT industry set to reach $5trn in 2019, according to CompTIA’s analysis, and is expected to grow by about 4% over the course of the year. While the majority of growth is being driven by companies involved in ‘emerging tech’ like artificial intelligence, machine learning, blockchain and so on, the majority of the market (53%) is still comprised of hardware, software and service providers.
Last week, Inc released its annual list of the 5,000 fastest growing companies in the US. Given that the US still represents the largest IT market in the world (accounting for 31% - China has 26% and is gaining fast) check out the five fastest growing IT services companies in the country.
Based in Nutley, New Jersey, SwankTek is a leading technology and business consulting services firm with a focus on Oracle applications. SwankTek customers have access to industry leading expertise regarding cloud, integration projects, ERP, EPM and business intelligence. The company was founded in 2006 and has grown by 81% in the past three years. In 2018, the company reported revenues of $24.2mn.
Global Data Vault
Driven by its ‘culture of quality’ and belief that ‘it’s always our problem’, Global Data Vault has established itself as one of the premier backup and disaster recovery service providers in the country. Based in Dallas, Texas, GLobal Data Vault offers protection for Windows and Linux physical servers and any virtual that runs on VMware or Hyper-V – and mixed / blended environments. In 2018, the company reported revenues of $2.8mn, representing 81% growth over the past three years.
Founded in 2013, ADAPTURE is an Atlanta, Georgia-based cloud and enterprise security consultancy and professional services firm focused on the integration of people, process and technology in the data center space. ADAPTURE grew by 82% over the past three years and reported a 2018 revenue of $38.1mn.
Today, ADPATURE announced that the company will merge with the Centrics Group, operating under the ADAPTURE brand moving forward.
In response to the announcement, ADAPTURE president, Robert Pastor said: “We recognized substantial collaboration between the companies that this new structure will enable at a much higher level. We’re looking forward to making it easier for our clients and channel partners to take advantage of the solutions both divisions offer.”
Growing 83% over the past three years and reporting 2018 revenues of $9.8mn, 2020 Teknology is an IT solutions engineering firm based in Virginia. The company specialises in value added reselling and systems integration to help organizations secure and optimize their IT infrastructure. According to the company, “Our core competencies include architecting scalable and reliable networks, improving productivity with unified communication solutions and leveraging our cybersecurity assessment to improve security posture.”
The fastest-growing IT services firm in the US, CirrusLabs, expanded by 263% over the past three years, by far outpacing its competition. The Alpharetta, Georgia-based company, which brought home revenues of $18.4mn in 2018, specializes in cloud management, internet of things and data & analytics services.
In March 2019, CirrusLabs expanded dramatically with its acquisition of Axxis Solutions, a leader in cloud advisory and technology services specializing in Salesforce, Shopify, and AWS.
How changing your company's software code can prevent bias
Two-third of tech professionals believe organizations aren’t doing enough to address racial inequality. After all, many companies will just hire a DEI consultant, have a few training sessions and call it a day.
Wanting to take a unique yet impactful approach to DEI, Deltek, the leading global provider of software and solutions for project-based businesses, took a look at and removed all exclusive terminology in their software code. By removing terms such as ‘master’ and ‘blacklist’ from company coding, Deltek is working to ensure that diversity and inclusion are woven into every aspect of their organization.
Business Chief North America talks to Lisa Roberts, Senior Director of HR and Leader of Diversity & Inclusion at Deltek to find out more.
Why should businesses today care about removing company bias within their software code?
We know that words can have a profound impact on people and leave a lasting impression. Many of the words that have been used in a technology environment were created many years ago, and today those words can be harmful to our customers and employees. Businesses should use words that will leave a positive impact and help create a more inclusive culture in their organization
What impact can exclusive terms have on employees?
Exclusive terms can have a significant impact on employees. It starts with the words we use in our job postings to describe the responsibilities in the position and of course, we also see this in our software code and other areas of the business. Exclusive terminology can be hurtful, and even make employees feel unwelcome. That can impact a person’s desire to join the team, stay at a company, or ultimately decide to leave. All of these critical actions impact the bottom line to the organization.
Please explain how Deltek has removed bias terminology from its software code
Deltek’s engineering team has removed biased terminology from our products, as well as from our documentation. The terms we focused on first that were easy to identify include blacklist, whitelist, and master/slave relationships in data architecture. We have also made some progress in removing gendered language, such as changing he and she to they in some documentation, as well as heteronormative language. We see this most commonly in pick lists that ask to identify someone as your husband or wife. The work is not done, but we are proud of how far we’ve come with this exercise!
What steps is Deltek taking to ensure biased terminology doesn’t end up in its code in the future?
What we are doing at Deltek, and what other organizations can do, is to put accountability on employees to recognize when this is happening – if you see something, say something! We also listen to feedback our customers give us and have heard their feedback on this topic. Those are both very reactive things of course, but we are also proactive. We have created guidance that identifies words that are more inclusive and also just good practice for communicating in a way that includes and respects others.
What advice would you give to other HR leaders who are looking to enhance DEI efforts within company technology?
My simple advice is to start with what makes sense to your organization and culture. Doing nothing is worse than doing something. And one of the best places to start is by acknowledging this is not just an HR initiative. Every employee owns the success of D&I efforts, and employees want to help the organization be better. For example, removing bias terminology was an action initiated by our Engineering and Product Strategy teams at Deltek, not HR. You can solicit the voices of employees by asking for feedback in engagement surveys, focus groups, and town halls. We hear great recommendations from employees and take those opportunities to improve.