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.

1. www.insightssuccess.com
THE
2 Best
To Work For In
2019
TECHTECH CompaniesCompanies
2019 Volume-6 Issue-3

4. Elevate Workplace
with Ethical
Standards!
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
Workplace 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.
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.

5. 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!

6. 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
10
12
16
18
24

7. ISU CORP
An Exceptional
Way to ‘Custom
Software Solutions’
LiveHire
Putting Talent First
both Inside and
Out
LUNARLINE
A Global Cybersecurity
and Privacy Solutions
Company
TALEGENT
Leveraging Big
Data to Predict
Human Potential
TRISOTECH
A Global Leader in
Innovative Digital
Enterprise Solutions
Expert’s Column
STEM and Augmented
Reality is the Best
Marriage to Deliver
Motivation to the Classroom
Insights’ Special
Biophilic Design:
A Grandiose Architectural
Trend to Enrich Workplace
WORK TRENDS
5 C’s of Successful
Workplace Culture
ARTICLES
42
40
34
32
2628
20
36

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June, 2019
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Managing Editor
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Sales Executives Kevin, Alice
Upama Goswami

12. oday, diseases such as diabetes are spreading at a
Tvery 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.
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.
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
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.
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.
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
ALERTGY
Solving Significant Global Problems
for Diabetics
Marc Rippen
Founder & CEO
JUNE 2019|10

13. 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
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.
We provide a highly attractive work environment because it
fosters innovation and encourages and supports the
professional growth of our employees‘‘
‘‘
The
2 Best
To Work For In 2019
Tech Companies
JUNE 2019| 11

14. ytecoin was created back in 2012, during the
Bfirst 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
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
BYTECOIN
A Citadel of Privacy and Security
in an Ever-Encroaching World
JUNE 2019|12

15. 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.
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.
Privacy and security are natural proponents of Bytecoin and it is
the best solution available for those who want to keep their
finances private‘‘
‘‘
The
2 Best
To Work For In 2019
Tech Companies
bytecoin.org
JUNE 2019| 13

18. stablished in 1995, Card Testing International™
E(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
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
CARD TESTING
INTERNATIONAL
Globally Recognized Certification
Steve DeDera
CTO
JUNE 2019|16

19. 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.
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, one-
on-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.
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
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.
We believe work life balance is paramount to
building a successful team.
‘‘
‘‘
The
2 Best
To Work For In 2019
Tech Companies
JUNE 2019| 17

20. ounded in 2012, Denny Cherry and Associates
FConsulting 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.
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
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
DENNY CHERRY AND
ASSOCIATES CONSULTING
A World Leader in Cloud and Data Solutions
Denny Cherry
Founder &
Principal Consultant
JUNE 2019|18

21. 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.
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.
This, indeed, is a commendable strategy for hiring and
retaining the best people in the industry.
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
“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.”
In every engagement, our goal is the same: to provide a deft, high-
speed IT environment that leverages every aspect of your platform:
from infrastructure, to architecture, to network.‘‘ ‘‘
The
2 Best
To Work For In 2019
Tech Companies
JUNE 2019| 19

22. JUNE 2019|20

23. BiophilicBiophilic
Design:Design:
A Grandiose Architectural
Trend to Enrich Workplace
he serene view of greenery, the murmuring
Tsound 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.
JUNE 2019| 21
Insights’ Special

24. Here’s a statistics:
According to Interface, in the USA, absenteeism costs
employers an average of $2,074 per employee, per year.
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 stress-
related 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
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
feeling of being unwell as they reduce dust, mold, and CO2
levels.
2. Auditory Elements:
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.
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.
- Upama Goswami
JUNE 2019|22

26. 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. 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
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
EPERFORMANCE
Offering Specialized Web-Centric
Applications
Eric Alain
Founder & CEO
JUNE 2019|24

27. 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.
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.
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
The
2 Best
To Work For In 2019
Tech Companies
‘‘ ‘‘
JUNE 2019| 25

28. ounded in 2005, headquartered in Waterloo, Ontario,
FISU 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.
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 e-
commerce applications to have Blockchain technology at its
core.
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
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.
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.
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.
Overcoming the Challenges of Talent Acquisition
In terms of talent acquisition, one of the major challenges
ISU Corp
An Exceptional Way to ‘Custom
Software Solutions’David Mansilla
CEO
JUNE 2019|26

29. 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
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 self-
improvement, 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.
We provide outstanding, cost-effective software development
solutions to a wide variety of clients and multiple industries
‘‘
‘‘
The
2 Best
To Work For In 2019
Tech Companies
JUNE 2019| 27

30. In 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.
About the Author
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.
STEM and
Augmented Reality
is the Best Marriage to Deliver
Motivation to the Classroom
JUNE 2019|28

31. Darya Yegorina
Founder & CEO
JUNE 2019| 29
Expert’s Column

32. 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.
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.
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
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 test-
score 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.
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.
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.
JUNE 2019|30

34. 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.
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.
LiveHire
Putting Talent First both
Inside and Out
Christy Forest
CEO & Executive Director
JUNE 2019|32

35. 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.
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.
We help organizations find their people, and
people the jobs they love
‘‘
‘‘
The
2 Best
To Work For In 2019
Tech Companies
JUNE 2019| 33

36. or over 15 years, Lunarline has delivered Solutions
F ®
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.
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
LUNARLINE
A Global Cybersecurity and Privacy
Solutions Company
Waylon Krush
Founder & CEO
JUNE 2019|34

37. 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.
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, well-
compensated work environment.
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
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.
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.
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.
We provide the solutions and staff to ensure our clients’ data is secure
from the beginning
‘‘
‘‘
The
2 Best
To Work For In 2019
Tech Companies
JUNE 2019| 35

38. 5C’s of
SUCCESSFUL
WORKPLACE CULTURE
JUNE 2019|36

39. “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:
JUNE 2019| 37
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.
1. Core Values
Work Trends

40. JUNE 2019|38
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.
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.
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.
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.

42. eadquartered in London, Talegent provides AI-
HDriven Video Based Assessments that optimise
candidate experience in delivering analytics-
informed 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
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.
TALEGENT
Leveraging Big Data to Predict
Human Potential
John Austin
CEO & Founder
JUNE 2019|40

43. Gathering Predictive Selection Data in an Engaging
Way
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.
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.
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
including engineering, design, psychology, analytics, and
sales to share and learn. Clients are often invited too.
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
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.
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‘‘
‘‘
The
2 Best
To Work For In 2019
Tech Companies
JUNE 2019| 41

44. here is a multitude of theories on how to make a
Tbusiness 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 Story of Inception
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.
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 Most Important Attribute- Proximity
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
Martin Laflamme, Denis Gagné
and Martin Legault;
Owners & Managing Partners
TRISOTECH
A Global Leader in Innovative Digital
Enterprise Solutions
JUNE 2019|42

45. 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 work-
home 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
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 well-
being 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.”
We believe that a healthy work atmosphere has a significant role
in the motivation and investment level of their employees.
‘‘
‘‘
The
2 Best
To Work For In 2019
Tech Companies
JUNE 2019| 43