CAST and Software Heritage Partner to Create World’s Largest Provenance Index of Publicly Available and Open Source Code

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Software Intelligence lends unprecedented insight into IP license risk.

The leader in Software Intelligence, and Software Heritage, the universal archive of source code, today announced a key partnership to create a provenance index of the world’s largest open archive of software source code.

Leveraging a unique indexing technology developed through this partnership, users will be able to efficiently search the Software Heritage platform to identify the original occurrence of any given source file, as well as all its subsequent occurrences. This provides unprecedented insight into the evolution of software development.

When connected to CAST Highlight, this index will provide lightning-fast identification of third-party source code across more than five billion known source code files, enabling better detection of external code, license risks and vulnerabilities.

“The lack of Software Intelligence around open source versioning and licensing puts many companies in danger of losing valuable IP, as most executives are unaware of their risk exposure,” said Vincent Delaroche, Founder and CEO at CAST. “Business leaders should be aware when open source and other external components in code expose their organization to non-compliance, legal action and possible loss of proprietary IP.”

CAST’s partnership with Software Heritage comes on the heels of the company’s 2018 acquisition of Antelink, the Software Composition Analysis (SCA) company, and all its associated patents from the Inria research institute. These patents will be leveraged in the source code provenance index partnership.

Software Heritage is an established non-profit initiative to build the universal archive of software source code. It is sponsored by Microsoft, Intel, Google, GitHub, as well as leading corporations such as Société Générale, academia and the public sector. Already tracking more than 5.6 billion source files from more than 88 million projects, including Debian, GitHub, GitLab, Gitorious, GoogleCode, GNU, the Python Package Index and more, the Software Heritage archive has the unique ability to trace detailed revision history of all codebase versions its stores.

“Together with Software Heritage, we are creating the most comprehensive and automated solution for managing third-party license and security risk across the global software supply chain,” said Olivier Bonsignour, EVP of CAST R&D. “The resulting Software Intelligence generated from CAST’s unique and patented reverse-engineering technology will deliver real-time visibility into outdated or vulnerable components that need to be addressed as a priority for optimal operations and software security.”

Roberto Di Cosmo, Founder and CEO of Software Heritage, added: “We are thrilled to welcome CAST as a key partner, joining us in an endeavor to collect, structure and preserve the precious knowledge embedded in source code and make it broadly accessible. CAST shares our vision, and together we are building an efficient provenance index on the Software Heritage archive to deliver unprecedented insight into software design and pave the way for better software development.”

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LATAM Airlines Appoints GRIFCO PR as UK Agency

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GRIFCO is delighted to have been appointed as the UK PR agency for LATAM Airlines, the largest airline in Latin America. Based in Chile with subsidiaries in Argentina, Brazil, Colombia, Ecuador, Paraguay and Peru, LATAM’s strategy of having the most connected network in the region is made possible by both the geographic location and the strengthening of its hubs. Operating 1,300 daily flights around the world, with a presence in 144 destinations in 27 countries, LATAM is passionate about providing impeccable service to their loyal clientele across 5 continents.
 
In 2018 LATAM was recognised as the most punctual airline in the world in the category “Mega-Carriers”, and has recently added a number of exciting new destinations to its repertoire. In the last quarter of 2018 LATAM has announced new flight routes to Montego Bay (Jamaica), and flights to Tel Aviv (Israel) meaning that as an airline group, LATAM offers the only direct service between the region and Israel. From July 2019, LATAM Airlines Brazil will also commence its non-stop service to Munich (Germany) from São Paulo, with tickets already on sale.
 

Further exciting developments include the airline’s US$400 million cabin make-over. Over the next two years, the company will transform the interiors and in-flight experience of more than 200 aircrafts making up approximately two-thirds of its global fleet. The revamped interiors include new Premium Business cabins in their long-haul aircraft, which will operate flights between South America and destinations in Europe, North America, Africa, Asia and Oceania. LATAM Airlines Peru and LATAM Airlines Brazil will receive the first new-look aircraft in early 2019.

 
Driven by the most up to date technology, LATAM Airlines has also become the first airline group to use biometric boarding in South America. This technology has been implemented by Carrasco Airport in Montevideo, in conjunction with the Uruguayan government authorities, thus becoming the first country in the region to have this modern boarding system. This innovative technology with face recognition, will improve the passengers experience providing greater speed and security to the boarding process.

A force to be reckoned with in Latin America’s airline business and a game changer for jet-setters in the region, LATAM is leading the way in creating an enjoyable experience for travellers, both through its efficiency and connectivity, allowing passengers to travel across five continents on a well-established and trustworthy airline.

For further information on LATAM Airlines, please visit www.latam.com

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Samuel Knight welcomes new recruit to drive business growth

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Following a period of significant expansion, global energy and rail specialist, Samuel Knight International, has welcomed another new hire to meet the firm’s ambitious global plans.

Mark Cummings joins the business as the new Energy project director, following in the footsteps of three other senior hires who joined the firm last month. His extensive international EPC background in engineering and project management will provide a wealth of knowledge and support in Samuel Knight’s aggressive five year growth plan. Cummings has a track record of delivering large scale EPC projects in Europe and experience in running his own recruitment firm.

Commenting on his new role, Mark Cummings said:

“I’m excited to start this new chapter of my life. Deep down, I am a family man, and after years of working internationally, I am happy to be close to my family here in Newcastle, and part of a company that is fearless and established worldwide. There is a young, vibrant and passionate team here and I am happy to see that senior management are already onboard with the suggestions and recommendations myself and the team have made so we can all grow together and drive Samuel Knight’s international expansion.”

Commenting on this recent hire, Steve Rawlingson, CEO at Samuel Knight Said:

“Since our inception in 2014, we have gone from strength to strength thanks to our exceptional team. To ensure that this growth continues, it is crucial to hire the very best in the market. That is why I am delighted to welcome Mark on board and have him share his vast expertise and knowledge with us. Mark has the right business mindset and shares our vision of expanding globally.”

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ETS Corporate Business Brokers Sell Hair and Beauty Salon in Northampton

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Kelly Fisher was the Owner of a award-winning hair and beauty salon for sale Northampton, Identity, a very successful hair and beauty salon, which she had carefully grown over 9 years to become one of the premier salons in the area. She was, however, tired and becoming increasingly frustrated with not finding the right work /family balance and realised she did not have the time, energy or skill-set to take the business to the next level.

She has a family of 3 young children and wished to spend more time with them. She felt she had taken the business as far as she could and that it had further growth potential in the right hands. She lacked the energy to drive the business forward and had to prioritise her time with her family. She realized her team needed to continue its success with a new and energetic Owner. She did have the staff to run the business for her but felt the business needed to grow, so knew the only option was to sell.

Kelly had appointments with a few agents but decided on ETS Corporate for various reasons.

Kelly was happy that ETS Corporate had the appropriate experience within the industry to handle the sale. She liked the added credibility that ETS Corporate was recommended by the NHF (The national hairdressers federation) and also prepared a webinar for their members that were considering selling their Salon. She also liked the fee structure and the fact that ETS Corporate do not charge upfront fees like a lot of other agents and charged only on a successful sale.

When she approached Zach Dogar, who is a fellow of the Institue of Consulting she said:

“I spoke to a few different agents and I think you really understood me and the business and how I wanted the business to be moving forward, to be a success. It wasn’t just a case of selling and go, it was actually to “benefit the people in the salon and moving forward the salon being an even bigger success than I could drive it and you really understood that for me”, said Kelly Fisher

“The staff were a big thing for me, making sure they got looked after and obviously the clients.” You can hear Kelly’s interview with Zach Dogar at the bottom of this page or on this youtube link.

Kelly was very nervous as had no experience in selling her business and part of the sales process was for ETS to attend all meetings with serious Buyers on site on Sundays when the salon was shut, and also to attend a final meeting to ensure completion went smoothly. Zach also had to be at the end of a phone at all times as Kelly is a natural worrier and often needed guidance and reassurance.

She did not want staff finding out, so Zach helped her time the announcement of a new acquirer so that it had minimal impact on the business, and once the deal was done.

She was happy to be involved in an earnout and stay on in the business as an employee for 3 months and then offer consultancy for the one-year earn-out period.

She first instructed ETS Corporate on the 27th July 2017, and the business was taken off the market on 29th June 2018 after an offer was accepted by Kelly. The offer involved an earn-out, which meant that Kelly would stay involved in the business for a year, which suited her, as she wanted to be a part of its growth and success. She also wanted to make sure that the staff were happy with the new Owner and deal with any issues first hand during the transition period. This left the Buyer to focus on building the brand and introducing new treatments. Kelly used a recommended solicitor who has worked with Zach for almost 20 years on many deals and she was able to complete the sale despite some testing moments and an elongated legal process. The deal completed finally on the 1st of February 2019.


Read the full case study here


See Kelly Fishers interview here

For a free e-book “How to sell a hair or beauty salon” click here

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Industry 4.0: Delivering the Foundation for Manufacturing’s Future

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Industry 4.0 has become the Holy Grail in manufacturing. Faced with customer demands that are evolving faster than ever before – and the pressure of ongoing economic uncertainty – manufacturers are turning to digital transformation in pursuit of the new era of manufacturing. From more efficient operations to a deeper knowledge of customers and bringing new products to market at speed: Industry 4.0 promises to help manufacturers meet the needs of the future.

 

The financial benefits could be significant. Manufacturers in EMEA believe that their digital investments will drive revenue growth of 13% over the next five years, while the sector’s digital leaders are already deriving over 50% of their revenue from digitally-enhanced or digitally-led products and services.

 

Manufacturers are becoming more dependent on digital technology, but with this reward comes risk. The proliferation of digital has significantly increased the challenges for IT teams charged with ensuring business continuity, while making IT downtime more damaging than ever.

 

Digital from design to distribution

Digital technology is becoming the cornerstone of every part of the manufacturing process. From the early stages of design and development, through to operations and finally distribution: every stage in the manufacturing lifecycle is underpinned by digital platforms.

 

Stakeholders throughout the manufacturing supply chain are benefitting from an increasingly sophisticated digital life. Within the business employees can use the technology to be more collaborative and mobile, while partners, suppliers and distributors are better integrated and informed.

 

The manufacturing sector is quickly moving towards the point where virtually everything will depend on digital technology. In a fast-moving and highly competitive environment, making the best use of digital – and acting on the insights it delivers – could be core to securing a place in the future. However, while digital presents incredible opportunities, it also presents greater challenges than ever before.

 

With great power comes great responsibil-IT

Manufacturers’ growing dependence on digital is putting IT teams under enormous pressure to ensure business continuity. However, the sheer scale and complexity of manufacturers’ digital lives makes this a growing challenge. Data growth in itself presents potential pitfalls, from determining where and how it is stored to ensuring it is properly protected and quickly recoverable in the event of a disaster.

 

IT teams are also faced with significant external threats. Cyber-attacks are increasingly prolific and sophisticated; the WannaCry ransomware attack of last year underlines the sheer scale of the damage that an attack can do. The growing use of connected devices and the IoT is creating even more points of entry for IT teams to manage, especially if employees use their own devices.

 

Old backup technology can also present a serious hindrance. Volvo Car Benelux, for example, had relied on individual dealerships backing up their physical servers on site to tape. However, the organisation found this approach increasingly unfeasible, due to the cost of purchasing additional tape drives, the risk of human error and the lengthy process for data recovery. All of these factors make ensuring business continuity a challenging undertaking.

 

The damage of downtime

Added to these pressures is the fact that any IT downtime can be extremely damaging for manufacturing businesses, where uninterrupted access to equipment, applications, data and processes is vital. Outages at any point in the process can cause havoc further down the line, and have knock on effects on staff morale, customer loyalty and the business’ reputation. The financial damage, both in immediate loss and opportunity cost, can be widespread and long-lasting.

 

As a result, the business’ demands for recovery are high. Manufacturing companies are especially vulnerable to an availability gap, where the IT team cannot meet the recovery requirements of the business. This is not uncommon across all industries; 80% of IT decision makers suffer from an availability gap, resulting in total costs of $21.8million per year. But in a sector where continuous operations are critical, business continuity must be a particular imperative.

 

Delivering data availability in four steps

Data availability then must be a priority for manufacturers. But how can IT teams deliver it in practice?

1.    Create a viable business continuity plan

While creating a strategy for data availability may seem straightforward, it’s incredible how many plans seem adequate until they’re tested – and fail. IT teams must develop a strategy that protects every critical business unit across the supply chain, without negatively impacting the experiences of employees or partners. Once the plan and relevant systems are in place, stress test it regularly to identify any pain points before a disaster takes place.

2.    Manage your data intelligently

Ensuring the availability of data and applications must be the main imperative of the business continuity plan. That means using solutions designed to address the continuity challenges of highly virtualised and cloud-enabled manufacturing environments. Selecting a data availability solution that can achieve a recovery time of less than 15 minutes for all applications and data should meet the requirements of most parts of the business, even when a disaster strikes.

Volvo, for instance, backed up its on-premise virtual machines using the latest data availability solutions. This ensured that in the event of a fire or other catastrophe every dealer could recover a failed VM within minutes to minimise the impact of outages on operations.

3.    Keep your business’ eyes open

Visibility and ongoing monitoring are key to preventing issues and responding to them when they occur. Real-time monitoring and reporting on virtual environments enable IT teams to anticipate and address potential problems before they affect operations. Similarly, end to end visibility for both physical and virtual machines helps to prevent possible failures of any type of application or system. Having this clear picture of events can also save businesses time and money in meeting compliance requirements.

4.    Protect your present and your future

Two-thirds (66%) of IT decision makers say that IT downtime is hindering their digital transformation efforts. It’s critical that businesses balance the introduction of new technology with ensuring data availability, to avoid hindering the ongoing operations of the organisation. Data availability solutions can enable IT teams to test applications and upgrades before they go into production. It’s also possible to manage, migrate and restore data across a physical, virtual and cloud-based infrastructure without complex configurations or additional hardware investments – minimising the operational costs of introducing new technology.

 

A foundation for Industry 4.0

Digital transformation is bringing immense benefits to manufacturers and progressing towards Industry 4.0 will be critical for organisations to secure their place in the future of the sector. However, as manufacturers’ dependence on digital grows, business continuity is becoming more and more of a business imperative. Using the latest solutions, IT teams can build a reliable foundation of intelligent data management to underpin their digital systems. In this way, businesses can ensure that they can take advantage of new technologies with confidence and truly embrace Industry 4.0.

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Author: Claude Schuck, Regional Manager, Middle East at Veeam

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New Global Wine App Based In San Diego Receives Huge $16MM Valuation

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The sky is the limit for My Wine Society. The future is certainly bright for this up and coming wine platform according to their latest valuation. A firm out of Chicago took an interest in the start-up and executed a third party valuation of My Wine Society.


The valuation was based on a number of factors, but especially the key partnerships, inside and outside of the wine industry, and hundreds of winery partners globally that the wine based company has accrued thus far.


These crucial  partnerships, along with the experienced team running the company and seemingly effortless winery adoption, culminated in a valuation of $16MM. This is a huge accomplishment considering that My Wine Society jumped from $5MM to $16MM in just one years time. 

 “Based on the reactions to My Wine Society over the past year, this level of success and overall achievement makes a lot of sense. The Director of Platform Architecture and Client Experience said; “I genuinely received only positive feedback from every individual I presented the app too, end users, wine makers, chefs, film industry, etc. Most were impressed by the gamified aspect and the potential as we scale.”
 

MWS had humble beginnings and truly started by simply seeing a problem that needed to be solved. CEO Sean Evans, who started My Wine Society, wanted to help the wineries connect with the next generation of wine enthusiasts via mobile platform;

“We have the ability to give each winery their own experience within our app. So what that means in layman’s terms is it’s essentially a communication portal for the wineries to specifically communicate and engage with their followers in a unique and private way on our platform.” 


The company and valuation are only expected to rise over the following year. Sean Evans stated that he is looking forward to the wine community “seeing and experiencing this amazing, powerful technology that is really going to change the mobile space.” With followers on the rise and popularity growing by the day, My Wine Society is really taking flight. 

For more information please visit http://www.mywinesociety.com

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Incedo Expands Executive Leadership Team to Accelerate Incedo’s Growth Momentum

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 Incedo, a Bay area headquartered technology solutions firm specializing in digital, data and analytics announced the appointment of Vikram Chandna, President and Head of Financial Services business and Vishal Gauri, President and Chief Strategy Officer.

“I am thrilled to welcome Vikram and Vishal to Incedo,” said Nitin Seth, CEO of Incedo. He further added, “2018 was an exceptional year for Incedo as we took significant and decisive steps towards transforming Incedo into a world-class technology firm, which is able to deliver transformational impact for our clients resulting from the unprecedented velocity of technology change. Both Vikram and Vishal will work closely with me to accelerate our continued growth and bring distinctive value to our clients.” 

Chandna comes with 21 years of experience in IT Services. In his earlier role, he was the Vice President & Vertical Head of banking, financial services and insurance business in Latin America, Wipro and was also responsible for one of their top clients Citigroup globally. His experience spans enterprise sales and product management with a deep understanding of IT Services including digital, artificial intelligence and cloud infrastructure services.

“Incedo represents a tremendous opportunity to build upon a solid foundation of data-driven solutions and value that the company is already delivering to a marquee list of clients in Financial Services. The work being done in the area of payments is particularly outstanding,” said Chandna. “I look forward to leading Incedo’s transformation and growth charter in the Financial Services.”

Gauri is a prolific innovator and accomplished leader, with a track record of building successful businesses. In his earlier roles he has been President at Nagarro, a firm focused on driving technology-led business breakthroughs, and has co-founded IvyCap Ventures, a Venture Capital firm guided by an entrepreneur-centric investment approach, which is today India’s largest domestically raised VC fund.

“Incedo is at an inflection point in its growth trajectory, and is poised to take leadership in the digital transformation landscape,” said Vishal Gauri. “I am excited to guide the company through its next phase of growth, and combine our relentless focus on customer success with best of breed technologies and solutions.”

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9 In 10 Executives Say It’s Challenging To Find Skilled Candidates For Professional-Level Positions

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The competitive hiring environment is making it difficult for companies to attract top talent, which may be causing delays in the overall process. In a new Robert Half Finance & Accounting survey of CFOs, more than nine in 10 (93 percent) said it’s challenging to find skilled candidates for professional-level positions. As a result, respondents said their search could take a month or more — four weeks, on average, to fill a staff-level accounting or finance position and five weeks to hire for a management-level role.

“The hiring market, with low unemployment rates and intense competition for new employees, remains challenging for companies, often forcing them to broaden their candidate search and adjust their hiring criteria,” explained Steve Saah, executive director of Robert Half Finance & Accounting. “While candidate shortages can contribute to extended hiring processes, organizations must move as quickly as possible. Top candidates have options and won’t wait long for the business to make a decision.”

Previous Robert Half research found 69 percent of workers lose interest in a position if they don’t hear back from a company within two weeks of an interview. “Ways to accelerate the hiring process include prioritizing the most critical attributes for the job rather than trying to find someone who checks every box, and working with a recruiting firm. Employers also must maintain communication with candidates to keep them engaged.”

Robert Half Finance & Accounting offers seven tips to streamline the hiring process:

1.Sharpen the job description. Accurately describe the skills needed for the position, but focus on three or four crucial responsibilities that top applicants must possess.

2.Reconsider rigid requirements. A laundry list of needed skills and credentials risks eliminating excellent candidates who might require only a little additional training.

3.Seek soft skills. Communication, attention to detail and enthusiasm for ongoing learning are attributes that help indicate long-term potential and an organizational culture fit.

4.Predetermine hiring parameters. Make sure all approvals for the position are in place with a flexible compensation range so an offer can be made quickly to a top candidate.

5.Consolidate interviews. Coordinate schedules with internal interviewers. If you need to bring back the candidate for a second round, aim to do so the next day.

6.Stay in touch. Candidates can lose interest in the position if kept waiting. Be proactive when providing updates, and respond promptly if they have further questions.

7.Work with a recruiting firm. Recruiters can help with time-consuming aspects of the hiring process and present skilled candidates for consideration in a timely manner.

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Record Number of U.S. Employers Plan to Upskill their Workforce as Automation Creates New Jobs

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 Robot workers replacing human jobs – the debate of the decade. In reality, robots require human skills. ManpowerGroup’s (NYSE: MAN) report Humans Wanted: Robots Need You found that 91% of U.S. employers plan to increase or maintain headcount as a result of automation for the third consecutive year. Just 4% predicted job losses due to automation, according to the more than 1,500 U.S. employers ManpowerGroup surveyed on the impact of automation on job growth in the next two years. For the full findings click here: https://www.manpowergroup.us/campaigns/manpower/skills-revolution-4/

Companies that are digitizing are growing, and that growth is producing more and new kinds of jobs. Organizations that are already automating tasks and progressing their digital transformation are most confident of increasing headcount – 34% of U.S. employers that have started their digital transformation are expecting to create more jobs in the next two years. 

The U.S. is facing low unemployment, acute talent shortages and increasing talent demand as new skills appear as fast as others disappear, prompting companies to build talent like never before. Seventy-six percent of employers plan to upskill their workforce by 2020, compared with 28% in 2011 and a 21% increase from last year.

“Today marks 100 months of consecutive jobs gains in the U.S. and despite the humans versus robots debate, employers are telling us they intend to add to their workforce as they digitize and require uniquely human skills to complement the machines,” said Becky Frankiewicz, President of ManpowerGroup North America. “Organizations automating at a faster pace plan to create the most jobs, yet skilled talent is in short supply across the country. We need to move past our fear of tech eliminating jobs and take action to reskill the workforce to ensure no one is left behind. From digital manufacturing to IT, we’re working with companies to develop targeted training programs to upskill people at speed and at scale. This is how organizations will stay competitive and people will remain relevant in the digital age.”

The Humans Wanted report found that demand for IT skills is growing significantly and with speed; 16% of companies expect to increase headcount in IT, double those expecting a decrease. Production and manufacturing employers anticipate the most churn as new skills are created while others become outdated leading to a net headcount increase of 7% [19% say they will employ more people in the next year, while 12% say they will employ less]. Job growth will come in frontline and customer-facing engineering and management roles – all of which require human skills such as communication, negotiation leadership, management and adaptability.

Humans Wanted: Robots Need You provides practical recommendations and best practice examples from around the world to help organizations upskill their people and become more agile with the right combination of building, buying, borrowing and bridging talent.

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Brilliant™ Named One of the Nation’s Best and Brightest Companies to Work For® Five Years in a Row

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Brilliant™, a direct-hire, contract and consulting practice specializing in accounting, finance and information technology, was named one of the Nation’s Best and Brightest Companies to Work For® in 2018 by the National Association for Business Resources (NABR).

This is the fifth consecutive year that Brilliant has received the national recognition.

“We are proud to receive this recognition on a nation level. We are committed to providing our team members with an environment that allows them to excel personally and professionally. Our success is a direct result of our culture and our team,” says Brilliant CEO Jeff Mariola. He continues, “Our mission is to make people’s lives better and that starts from within. Winning this award five years in a row is validation of that.”

The 2018 winning companies were assessed by the NABR on key measures including Compensation, Benefits and Employee Solutions; Employee Enrichment, Engagement and Retention; Employee Education and Development; Recruitment, Selection and Orientation; Employee Achievement and Recognition; Communication and Shared Vision; Diversity and Inclusion; Work-Life Balance; Community Initiatives; Strategic Company Performance and the Best of the Best Small Business, Medium Business and Large Business.

This award not only honors organizations as Best and Brightest Companies to Work For, but also celebrates achievement and success in empowering employees’ lives through rich heritage and culture. These traits distinguish the Best and Brightest, and empower winning companies to excel. The Best and Brightest Program provides the business community with the opportunity to gain recognition, showcase their best practices, and demonstrate why each of them would be an ideal place to work.

There were 2,400 nominations from across the country, the Best and Brightest Program honored Brilliant and 511 other national winning organizations.

To learn more about Brilliant, or its awards, visit www.brilliantfs.com.

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