Businesses Turning to Search Firms at Record Pace But One Size Does Not Fit All

Companies are twice as likely to use a search firm this year and the numbers will only increase over the next decade. Employers are recognizing that search firms can play a critical role in helping them find talent.

Search firms are comprised of talent acquisition specialists who focus on helping their clients identify, attract, and hire the most qualified individuals for their unique organizational needs. But with so many various types and sizes, which should you choose…small, medium or large?

When it comes to searching for and placing candidates, some recruiting firms do a better job of it than others. The top 5 firms may come to mind. However, the largest search firms may not necessarily be the best. Let’s take a look at their advantages and disadvantages.

Advantages of Large Recruiting Firms:

– Able to take on higher volume of job orders
– Larger database of candidates
– Well-known (brand recognition), work with bigger brands or Fortune 500
– More dollars allocated for marketing, training, and technologies

Disadvantages:

– Could be spread too thin across multiple locations
– Not as niche/can’t always become experts on industry like smaller firms
– Less flexible (example: if you want weekly billing or daily reporting, smaller firms may be able to do that while larger agencies wouldn’t as easily)
– Impersonal process. For example, the recruiter who takes your call is probably not the one who will be actually working on your search. In addition, follow-up calls and regular contact throughout search process may be hard to come by
– Large firms are often generalized firms and do not specialize

When big is too big, clients have turned to smaller boutiques. However, the smaller boutique firms may have some nice advantages but also may have limitations.

Advantages of Small Recruiting Firms:

– Can be highly specialized and be experts in one industry
– Ability to move quickly and expedient
– Most likely offer personalized services

Disadvantages:

– Could be a one or two-person operation of someone’s house
– Process is often outdated or inefficient
– May look for active candidates vs passive candidates
– Only 1 person working on each search
– May be limited when it comes to volume, new geographies, and complex needs

What if you could combine the best of large recruiting firms with the benefits of the small boutique firms? You would get the best of both worlds!

Direct Recruiters, Inc. (DRI) is just that. We’re the mid-sized and right-sized firm serving top tier organizations on a national scale.  We’re small enough that our clients get personal attention from our Managing Partners but large enough to assign a full team to every search assignment. We have the right amount of resources to invest in the latest technology to find passive, hidden talent. Being right-sized also means being flexible and able to adapt quickly to job market trends and changes.  We’re able to listen to our clients’ needs and turn on a dime.

In a time where more and more companies are relying on search firms for their talent, it appears they aren’t always going the traditional route of turning to large search firms or small boutiques.  Instead, the mid-sized option has become a growing and appealing alternative.

NPE 2018

We’re looking forward to NPE 2018, May 7-11, Orange County Convention Center, Orlando, FL

If your business is associated with plastics in any way, then NPE 2018 is your must-attend event. Whether you make plastics, use plastics or recycle plastics, the world’s leading plastics tradeshow and conference allows you to tap into the tools and emerging technologies that are shaping the future.

DRI’s David Peterson and his team will be attending.  If you would like to meet during the show, contact David at 440-996-0590 or dpeterson@directrecruiters.com.
  

Here’s a recap of DRI at NPE 2015:

It was definitely worth waiting 3 years for NPE 2015 in Orlando, Florida! We found it to be a great venue to learn about the latest technology, trends in the industry, and the strong need for young up and comers. After walking miles of aisles in the West and South Hall, David Peterson, Jason Toth, and I were amazed by what we saw and all indicators pointed to the boom happening in the Plastics industry. As executive search recruiters, we were excited to know that the present and future of the recruiting business is alive and well within the plastics industry. Now that it’s been a couple of weeks after the show and we’ve let it all sink in, we came up with few key takeaways… David Peterson, Practice Leader for the Plastics Practice, DRI Inc.:

  • After talking with many individuals at different booths such as Davis-Standard and Milacron at the show, it seemed the overall tone was very positive and the plastics business is very strong right now. With a record-breaking number of around 65,000 attendees, business seemed to be thriving and the evidence of an increasingly high hiring rate was found in the number of new searches our firm received.
  • The buzz around the industry is that there is a need, especially in the machinery sector, to hire younger workers and begin developing future leaders within plastics. Organizations such as SPI (Society of the Plastics Industry) and SPE (Society of Plastics Engineers), were sponsors and encouraged internships and mentorships in order to build a strong new generation of plastics professionals.
  • Additionally, another apparent increasing trend was the desire of companies to recruit sales talent with a technical background. Quite a few hiring managers expressed interest in individuals with a chemical engineering degree or sales engineer background to fill a territory where they required a new regional sales manager.

Jason Toth, Executive Recruiter in the Plastics Practice, DRI Inc.:

  • COMPANIES ARE HIRING!  There are a lot of open positions.  How do I know? Well, because I asked.  So what does this mean? It means we are very much in a candidate driven market and companies have to provide more compelling reasons why they are the best to work for.  Remember in times of growth like these, candidates will be interviewing you as much as you are interviewing them.
  • There is great potential for young professionals in this industry.  They are a hot commodity.  Nearly every hiring manager I talked to discussed the challenges they are facing as they focus on the future of their company.  It was very encouraging to see SPI create a group like FLIP (Future Leaders in Plastics), providing a great environment and atmosphere that welcomed the up and comers.

Rachel Gulko, Executive Recruiter for the Plastics Practice, DRI Inc.:

  • Strides in plastics industry since NPE 2012, are impressive. Just imagine the innovation that we’ll see over the next few years. Having the ability to see the technology in the plastics industry up close and personal is priceless.  It is one thing to have a Sumitomo Demag injection molding machine or a Macchi blow molding machine described over the phone by someone that works at the company but to see them in action in a whole other experience.
  • My perception of the plastics machinery is that of one big family.  Even though everyone is technically competing, at the same time a lot of the companies rely on pieces and parts and sometimes whole systems from each other complete their product(s). That was so evident when entering the South hall where all the materials companies were.  That’s we found all of the machines. Davis Standard, Wittman Battenfeld, and Arburg were just a few of the many used by all these material companies.

Fortunately, everyone gets the opportunity to once again experience all the innovation and excitement of the plastics industry at NPE 2018, hosted again in Orlando!  We are looking forward to future positive hiring trends within plastics machinery and materials and what new technology is in store.  It’s a great time for this industry and Direct Recruiters, Inc. Plastics Team who feel privileged and energized to be a part of it all.

Norm Volsky Highlights Companies at ATA 2017

May 8, 2017

By Norm Volsky, Director of Mobile HIT

As an executive search consultant in the Healthcare IT space, it is my job to be able to identify emerging technology companies that are poised for significant growth. Since I am specifically focused on Mobile Technology and Telehealth, I have plenty of companies from which to choose. I do research daily and during my discussions with industry thought leaders, I make it a point to ask them what companies in the space they find intriguing and unique. I feel it is my job as a member of this industry to share this knowledge/information with my network so that you could be exposed to these organizations too.

Below are companies I have had my eye on all year that I met with in person at ATA to learn more about their story and vision.

TruClinic- Cloud-based Telemedicine platform that easily connects patients and providers inside their existing workflow. Their hardware agnostic approach enables their customers to launch a telemedicine program with zero capital expense. TruClinic allows patients to schedule appointments and pay bills online to enhance the patient experience. TruClinic is also focused on improving clinician satisfaction and reduce the total cost of healthcare which is perfectly geared towards the value-based care model.  Security of the platform is unparalleled being compliant with: HIPAA, HITECH, COPPA, PIPEDA & SSAE 16-II. Simply put, TruClinic helps increase accessibility to healthcare by providing a consistent patient experience regardless of the modality of care delivery, whether traditional face-to-face or virtual.

Pera Health- Clinical Surveillance solution that identifies at risk patients using predictive modeling and real time vital sign data. The founders created an algorithm called the Rothman index that uses Vital Signs, Lab Results and Nursing Assessments. Pera Health’s solution reduces Alarm Fatigue, the number of False Positives, Code Blues, unplanned ICU transfers and Sepsis Mortality. In January, the company raised $14M in funding. Pera Health helped both Houston Methodist and Yale New Haven to reduce their mortality rate 30% in nine months and twelve months respectively.

Cloudbreak- Originally a remote interpretation service company that was founded 14 years ago. Since then, they have transitioned to not only provide interpretations services in over 200+ languages but to also provide telemedicine capabilities to its over 650+ hospital customers. Cloudbreak facilitates over 70,000 interpretations monthly. This unique platform allows doctors to be able to bring in an interpreter and a specialist anywhere in the world onto a tele-consult with a patient to provide world class care.

Grand Rounds- Enables patients to get World Class second opinions by leveraging telemedicine. They have been able to attract some of the world’s top specialists on the platform by exposing them to the most complex and intellectually stimulating cases.  Grand Rounds helps its customers improve employee/patient satisfaction, reduce absenteeism and improve clinical outcomes by giving their employees/patients access to the top specialists in the country. Grand Rounds now has 50 state coverage and recently just opened their Maine office.

Fitango Health- Care Management and Patient Engagement vendor helping its customers move towards value-based care. Their HIPAA compliant solution enables all the stakeholders to communicate including: Care Managers, Care Givers, Providers, Network Managers, the Patient and their family. Fitango’s approach is preventative in nature and is geared towards the post-acute setting. The goal is to reduce readmissions and improve adherence to the patient’s care plan.

Azalea Health- EHR, PM and RCM vendor that uniquely has telehealth imbedded into the EMR which solves the reimbursement issue. The solution suite includes patient portal and scheduling capabilities. Due to the fact that many of Azalea’s customers are Rural, there was a need for telehealth which gives physicians access to additional patients.

Cohero Health- Chronic Disease Management app focused on Asthma and COPD. Cohero’s mission is to transform respiratory care through smart mobile devices to enable real time monitoring and adherence. By leveraging Cohero’s devices that send patient data via the cloud, Nurses, Pharmacists and Pulmonologists can intervene when necessary when a patient is at risk. The solutions Cohero provides allow the patient and their care team to monitor the use of their inhaler (both daily use and emergency) and test for lung capacity.

Sensely- Developed a nurse avatar powered by AI named Molly that communicates with patients via their mobile device. The disruptive platform was built to improve the patient experience by focusing on empathy and clinical support. All the data collected is sent to the patient’s clinician so they can monitor risk factors and adjust clinical protocol. Sensely raised $8M in series B funding. Sensely already works with the Mayo Clinic and is launching a program with NHS in the UK.

Carena- Carena is a software-based virtual care provider for health systems. Carena started as a primary care house call service in 2000 and has since evolved into a telemedicine company. Carena works with more than 120 hospitals including Ascension, Catholic Health Initiatives, and University of Washington Medicine. They focus on helping health systems get better connected to consumers in their local markets by providing an easy and convenient way to access the health system anytime, anywhere, and navigate cases more appropriate for virtual care out of the ED and urgent care. Carena works with hospitals and health systems to supplement the services they have and resell the virtual care product to employers and health plans—not competing with the health system by taking patients away (like some telemedicine companies do that work with Health Plans and Employers).

Wellpepper- Patient Engagement platform that improves patient satisfaction, clinical outcomes and access. Wellpepper completed a Parkinson’s study at Boston University and the patients saw a 9% increase in mobility compared to a 12% reduction in the control group. They also have research studies with Harvard, Brandeis and UW Medicine. Their CEO, Anne Weiler was asked to speak at ATA on a panel for Tele-rehab for total joint replacement recovery.

Vivify Health- Remote Patient Monitoring Platform helping move the industry toward value-based care. Helping its patients manage their chronic disease, Vivify is one of the leaders in mobile population health management. In 2016, Vivify not only signed UPMC as a customer, but the health system also participated in their recent $17M Series B investment round. Vivify, along with Iron Bow Technologies were awarded a $258M telehealth contract by the VA in 2017.

Avizia- Robust end-to-end telehealth solution suite that connects any doctor to any patient at any time. Avizia as a company has made it their mission to advance healthcare by helping all patients have the ability to get top quality healthcare regardless of their location or situation. In October of 2016, Avizia wrapped up a $18M Series A funding round led by NY Presbyterian and Northwell Health.

ZipnosisProvides its customer a significant ROI which has been proven to convert 25% of patients from the telemedicine platform to in person customers with an average spend of $3K per year. The providers that were using the Zipnosis platform met guideline adherence up to 95%. Key customers include: Baylor Scott and White, UCLA Health and Mission Health.

Medici- Created WhatsApp for healthcare with an emphasis on user experience. Medici built a business platform for providers to communicate HIPAA compliantly with their patients. While attending SXSW, they had 1500+ app downloads and 17% of people did a consult using the app which is unheard of in the telemedicine space. The text, phone and video capabilities allow for seamless communication, e-prescribing and referrals. Providers can also bill via the app which caters to patients with high deductible plans. Medici is launching in South Africa in May and is looking to expand their international footprint.

I remember going to this show three years ago in Baltimore and I am amazed at how much the industry has moved towards being software focused. The software vendors are definitely trending up as they had the largest and shiniest booths. I always come back amazed at how passionate and innovative this industry is as a whole. All of the companies above are helping drive change towards value based care and I feel so lucky to be able work in this industry every day.

Norm Volsky
Director of Mobile HIT
Direct Recruiters, Inc.
440-996-0059
nvolsky@directrecruiters.com

Take Time to Assess Your Career

March 29, 2017

Many people think it’s time to change jobs or careers only after a bomb drops on them such as a bad review or in danger of being downsized. Don’t wait until you’re in a desperate situation to make a life changing decision. Instead, take time to assess your career often in order to see where it’s going.

According to the Wall Street Journal (Wednesday February 15, 2017), assessing your job should be done on a quarterly basis and be considered a “Fitness Plan for Your Career.” It’s less daunting than creating a 10 or 20-year career road map and consists of small steps rather than large leaps. The WSJ suggests you:

  • Take stock of what’s working well in your career and what’s not
  • Ask yourself what you could add or change on your current job to do more of what you want
  • Consider learning new skills trying freelance gigs as a way to discover new positions
  • Keep a career journal to help you recall details of your skills and accomplishments
  • Build your reputation by writing or speaking publicly about new developments in your field
  • Expand your network beyond past and present colleagues to include others in your field, industry and region

If after creating the fitness plan, you decide that you definitely want and need a change, don’t be reckless about it. Try to follow these key steps:

  • Know what you want.  What does the new job or career look like? What doesn’t it look like? Will you be able to leverage your current skills for a successful transition?
  • Find out what it takes. In order to transfer into a new role or field, will you need additional training, education or certifications?
  • You still have to eat and live.  Will this new position pay enough to cover the rent/mortgage and put food on the table? Does it fit with your family life and lifestyle?
  • Create a plan. Put together a timeline of what you need to do and by when. You will need a financial plan as well. Don’t try to just wing it without the proper planning.
  • Shift your brand. Change your resume, online presence and profile so they make sense to your new target audience that you’re trying to reach.  Make sure they “get” you and your aspirations.
  • Network. Network. Network. You need to get to know the influencers and successful people in your new field. Ask people you know for introductions to them. Also, find out what associations they are members of.  Spend time on LinkedIn, Twitter or their company website to obtain more information and make connections.

Your career is one of the most important assets you will manage in your life. Therefore, you have to give it the proper time and attention it deserves. It’s in your best interest to take stock every quarter to make sure your career is still on track and if it’s still what you want.

Cybersecurity Professionals in High Demand & Jobs Growing at Rapid Pace

Cybersecurity professionals are in high-demand for all industries and job openings are growing at a rapid pace. In fact, according to Forbes.com, the cybersecurity industry will grow from $75 billion in 2015 to an estimated $170 billion by 2020. In addition, the demand for the cybersecurity workforce is expected to rise to 6 million by 2019.

With cyberattacks becoming more common in the last two years especially in manufacturing, healthcare, retail, finance and government, executives and hiring managers are in the hunt for skilled cybersecurity professionals. However, the current demand outstrips supply. The good news is that this could change in the next couple of years as more colleges are now offering degrees in cybersecurity. In addition, many new options exist for current professionals to augment their skill sets, including certificates from technical training companies.

A career in this IT sector can mean a six-figure salary, job security, excellent benefits, and upward mobility. Jobs that require cybersecurity know-how will usually have a range of titles and the following median salaries:

Chief Security Officer:  $225,000
Lead Software Security Engineer:  $233,300
Global Information Security Director:  $200,000
Chief Information Security Officer: 192,500
Cybersecurity Engineer: 170,000
Cybersecurity Lead: 175,000
Security/IT Director:  $178,000
Security Consultant  $198,000
Application Security Manager: $165,000
Security Analyst:  $ 89,000

*Median Salaries from Forbes.com, April 2016

Additionally, to be considered for a position, there are a number of core skills needed by everyone entering the cybersecurity workforce including:

– Communication Skills
– Knowledge of Scripts & Programming Tools
– Ability to Work in a Team Environment
– Ability to Assess Client’s Security Needs
– Working Knowledge of Malicious Codes
– Ability to Recognize Intruder Techniques
– Working knowledge of Common Network Protocols

Cybersecurity will continue to be a major concern for executives and hiring managers in 2017 due to the number of increasing cyber threats that recently resulted in a record number of patient records compromised, retail chains extorted financially and manufacturing operations disrupted.  With that in mind, there’s no better time to enter the cybersecurity field since you will be among the most sought after professionals in the tech sector.

High-Tech Demand Drives Up Salaries

October 5, 2016

Technology has become a driving force across all industries, making the need for IT talent at an all-time high.  As companies work to fill high tech positions, they are faced with the challenge of offering the right compensation packages to entice these individuals or risk losing them to competitors. That’s why we’re seeing companies up the ante and boost salaries as a way to draw-in IT candidates with the right tech minds and experience.

A recent Wall Street Journal article tells how one well-known company found out that investing in tech talent has become a necessity.  In 2012, GE was not interested in paying high dollars to attract engineers to their new software division.  As a result, they were losing tech talent to Apple, Inc. and Cisco Systems, Inc.  Today, four years later, GE’s thinking has changed. They now offer base pay bonuses and equity to software talent to compete with Silicon Valley companies such as Facebook and Google.

There are a variety of high-demand IT positions that are driving up salaries and compensation.  Based on surveys these are the top 8 (salaries are national median incomes): Network Security/Cybersecurity Analyst $103,677, Senior Software Engineer $97,355, IT Project Manager $84,118, Software Engineer $81,397, IT Consultant $75,009, Software Developer $70,173, Network Engineer $69,956, and Systems Administrator $60,905.

However, with the high-demand for tech talent, Software Developers can earn top dollar, even more than the national median income, just out of college.  In fact, according to the Boston Globe, recent software college grads can earn around $90,000 in Massachusetts. Other hotbeds for IT job growth and high salaries are: California, Texas, Florida, New York, and most recently, Colorado.  In addition, these same candidates are also getting as many as 20 recruiting phone calls a day and the promise of a 20-25% bump in salary.

While the need for IT talent is at an all-time high, there’s a real shortage of qualified IT staff in all industries. Colleges and universities have stepped up and started diversifying their technology degrees to include more specialized fields, but it isn’t an instant fix by any means. And since many CIO’s intend to expand their technology plans in Q4 of 2016 and throughout 2017, we will continue to see lucrative salaries for IT professionals.

Meet Generation Z Part II…How to Attract & Retain Them

May 18, 2016

In Part I of “Meet Generation Z”, we mentioned that they are the next generation to enter the workforce and according to Wikipedia, some sources start this generation at the mid or late 1990s or from the mid-2000s to the present day. Right now, they comprise about 7% of the workforce, but by 2019 it is estimated that 30 million will be employed.

As more information about Gen Z emerges, it’s most interesting how they differ from other generations when it comes to being happy at work . What will it take for your organization to attract and retain them?

  • Create a young professionals employee group. Starting an employee group for Gen Z will engage and empower these individuals to become future leaders by providing personal and professional development opportunities. Within this group, encourage networking and civic involvement.
  • Provide the latest and best technology. Gen Z is accustomed to having the latest and greatest technology. They’ve been raised on smartphones, laptops, desktops, iPods, etc. and using multiple screens are the norm. Therefore, to get their attention and keep them happy, continuously invest in new technologies and provide Gen Z with the tech tools that will engage them and make them more successful.
  • Provide a career path that is tailored to them. As we know, the HIT Industry is exploding which is creating all kinds of employment opportunities. In order to attract and retain Gen Z, offer them a broad range of areas within your organization where they can specialize and succeed. Think about tailoring positions that leverage Gen Z’s quick adoption of technology and their desire to move up quickly.
  • Expand flexible work hours and remote connectivity. As the tools and technology evolve, make it part of your culture to allow remote participation in meetings. Think about embracing Web-based video conferencing and on-line meetings, if you haven’t already.
  • Offer coaching and mentoring. Gen Z expects your organization to offer formal coaching and mentoring programs. They will especially need training in interpersonal skills and communication.  They are so accustomed to communicating through the use of technology, that most could use pointers on how to have an effective face-to-face dialogue.
  • Refresh your rewards and/or recognition programs. Gen Z professionals need more rewards and recognition programs than any other generation. They look for accolades on even minor accomplishments. You will need to reward often and keep changing the rewards program to keep up with their expectations.

Generation Z is quickly approaching and they’re ready to live and compete in the digital world like no other. This technologically savvy and extremely innovative generation feels that they can achieve anything and they will expect your organization to support them and provide growth opportunities or risk losing them.

What are your thoughts about Gen Z in the workplace?

Meet Generation Z Part I

May 4, 2016

Who are they and what are their work expectations?

Barb Miller (2)The next largest generation is ready to enter the workforce this month. The generation has been coined “Generation Z” or “Gen Z.”  Gen Z refers to the group of people born after the Millennial Generation. There is no agreement on the exact range of birth dates however, according to Wikipedia, some sources start this generation at the mid or late 1990s or from the mid-2000s to the present day. As of this month, they represent 7% of the workforce but by 2019 it is estimated that 30 million will be employed.

This generation is the most digitally connected and they have no concept about life before the Internet, mobile devices, digital games, or iTunes. This screen based generation utilizes technology as a tool to communicate, share information, be entertained, receive and complete school assignments, obtain breaking news, and so much more in every aspect of their lives.

What do hiring managers need to know about Gen Z’s arrival in the workplace?

  • They expect leadership to be transparent. Because Gen Z knows the power of sharing and openness, they want leaders to be honest and forthcoming. There will be no place to hide for inept leaders.
  • They want leaders to provide immediate results. Gen Z is used to real-time information and moving at a fast pace. They want leaders to offer exposure to new projects as well as show them how to attain a high level position in a short period of time.
  • They have an entrepreneurial spirit. 72% of Gen Z expects to create and run their own startups at some point in their career (HRCloud.com). This means heavy competition. Organizations will not only have to compete against each other for talent but against entrepreneurial startups.
  • They may help companies derive possible cost savings. Expect a savings by hiring Gen Z.  Since they’re transient and want to work remotely from any location in the world, you’ll probably save on office space, infrastructure, and relocation.
  •  They expect higher education. For the most part, when talking to Gen Z, they plan on traditional college careers but it’s as much for the social benefits and networking connections as it is for honing IT skills. After graduation, most plan to gain higher education and many plan to accomplish this through online learning.
  • They plan for idealistic generation. They want to change the world, feel that their work has to be of value to society, and love the idea of volunteer work, which many are already doing.

No doubt, Gen Z will have a strong influence on the workplace and affect both HR and technology initiatives. Employers need to find business solutions and processes that will work for this generation as they enter the workplace.

Are you a member of Gen Z or a hiring manager? If so, share a story about Gen Z entering in the workplace.

Companies Capturing Attention at BIO-IT World 2016

Sarah PozekApril 19, 2016 By Sarah Pozek, Director of Life Sciences, DRI

As we continue to grow our Life Science practice it is more important than ever to get the pulse of what is going on in the industry, which is why I was so excited to head to Bio-IT World this year. It did not disappoint! All of the chatter at the conference was around Precision Medicine/Genomics… software to support it, storage for the data derived from it and if/when we can expect to see consolidation occur. Definitely a space I will be keeping my eye on!

Bio IT WorldBelow are some of the companies that I’ve had my eye on the last few months that I was able to meet up with in person.

Genospace – Matt Fischer, VP of Sales and Marketing, was our first meeting of the show, and he definitely set the tone for the day with Genospace’s innovative product offering. Their mission to make biomedical data useful and usable by everyone is achieved through their comprehensive platform that enables interpretation, analysis of large clinical and research data sets, reporting and collaboration. This technology can be found in such big names as PathGroup, Seattle Children’s Hospital, Inova Healthcare and the Multiple Myeloma Research Foundation. In addition to security, storage and a web-based platform, Genospace offers physician and patient portals. This is taken a step further in the form of their Patient Communities. These online forums are designed to drive engagement, education, communication and data management.
http://www.genospace.com/

Core Informatics – Coming off of a Best of Show win in 2015 for the Web-Based Services category, Core Informatics was once again a Best of Show nominee, this time for its Platform for Science Marketplace. This ground-breaking informatics solution was designed for unparalleled flexibility. The PFS Marketplace features apps which can be combined to form solutions for scientific domains and run on Core’s cloud-based platform infrastructure: the Platform for Science. New applications are constantly joining the PFS Marketplace. The most recent collections of apps are for:  Biopharmaceutical Drug Discovery, Genomics (including NGS), and Biobanking.
http://www.corelims.com/

Datalytic Solutions – Starting as an idea within the Mind Research Network, Datalytic Solutions has grown into a company all its own. While initially focusing on neuroscience, they have now expanded their offerings into other industries, such as telecommunications, genomics, healthcare, and workforce optimization. Their experience in managing exceedingly complex data sets guided them in developing a platform that can securely streamline and organize data, analyze hidden patterns, and predict future trends. I really enjoyed the example of Huntington’s Disease presented by Sergey Plis, VP for Research, and Eric Verner, Senior Data Scientist. Definitely worth a read on their website! http://datalyticsolutions.com/

ClinCapture – Recently I had the pleasure of doing a Thought Leader interview with ClinCapture’s (formerly Clinovo) CEO, Glenn Keet, so I was very excited about the opportunity to meet with Chief Technology Officer, Marc Desgrousilliers, at this year’s show. Marc’s paper called “Disrupting Clinical Trials in the Cloud” was a finalist for the Best Practice Awards. Disrupting is just what ClinCapture is doing with their cloud based eClinical system. This EDC system allows smaller companies to start and run their own clinical studies, without dealing with the ramp up time or expense of the standard technology. Not to mention that their “freemium” model completely eliminates the barrier to entry. At last count, there were over 1,000 studies utilizing this opportunity!
http://www.clincapture.com/

https://www.directrecruiters.com/uncategorized/blog/interview-with-glenn-keet-ceo-clinovo/

Biomatters – Keeping with the genomics theme, Biomatters has been offering solutions to translate genomic data into insight since 2004. Their platform, Geneious, was the most highly cited bioinformatics platform due to its innovation in the research community. It’s currently being used by all 20 of the top 20 Universities globally and seven of the 10 largest pharmaceutical companies. http://www.biomatters.com/

Starfish – Spinning off from Cambridge Computers, Starfish offers end to end life cycle management for research data collections. This virtual global file system provides storage, data and collection management in one platform. Loved by scientists for its content classification and streamlined workflows and by storage administrators for its advanced automation, I think we can expect big things from them! Being newer to the industry, I also have to thank Enrico Palmerio and Don Preuss for their creative explanations and patience in explaining their technology (and for giving us a much needed moment to sit).
http://www.starfishstorage.com/

Lab7 – System efficiency was a big theme at BioIT. Lab7 identified this need in the lab space and has built an end to end platform that streamlines the lab’s workflow. Taking the lab’s multiple systems from data collection, through processing, analyzing, reporting to when it will be queried and putting them into a single, flexible platform is a giant leap up from traditional LIMS data management. What really sets Lab7 apart according to Varshal Dave, VP Sales and Marketing & Chief Product, Positioning, Promotion Officer, is their ability to integrate with existing systems and be customized to each client’s needs.
https://www.lab7.io/

DDN – Genetic sequencing is very compute and data heavy, leaving institutions with the challenge of clearing this bottleneck. Laura Shepard, Senior Director – Products and Vertical Markets, shared a particular example of how DDN’s solutions can help remedy this issue. Children’s Mercy Hospital in Kansas City uses a rapid genome sequencing protocol as a diagnostic tool in the NICU. This innovative approach to diagnosing  genetic disorders in newborns used to take several days. Multiple enhancements – including a move to DDN storage which accounted for almost doubling the speed of the rapid genome testing phase of the process – will soon reduce the time from patient admission to preliminary diagnosis in the hands of the physician to the hospital’s goal of under 26 hours.

A talk by Children’s Mercy on their process, goals and outcomes to date can be found here. http://www.ddn.com/

Nexsan – A global leader in storage, back up and data management solutions that focuses on connecting a workforce as seamlessly and securely as possible has found themselves another niche in the Healthcare/Life Science industry. The vast amounts of patient and participant data needing to be stored and retained in an environment that meets HIPAA/HITECH regulations in these industries creates a unique set of issues. Nexsan presented its newest answer to these challenges at BioIT this year. Their newest product Transporter is able to deliver the cloud experience that users demand while IT is still able to have full control (think Dropbox without the fees plus more security). Bonus: it works on mobile devices.
http://www.nexsan.com/

Signet Accel – Co-Founded by Dr. Philip R.O. Payne, PhD, FACMI and Dr. Peter J. Embi, MD, MS, FACP, FACMI, Signet Accel’s Avec platform was developed and refined over 12 years at The Ohio State University (Go Buckeyes!). Offering true interoperability, this platform allows for analysis of even the most complex, distributed healthcare data in a highly secure and controlled environment. I had the pleasure of speaking with COO, Dave Billiter and Dr. Payne at this year’s conference. Dave’s unique skillset and experience combined with Dr. Payne’s vast industry knowledge made for a truly interesting conversation. Definitely a company to keep an eye on!
http://signetaccel.com/

Whitepaper by Dr. Payne: http://resources.signetaccel.com/data-driven-approaches-to-improving-health?portalId=1739321&hsFormKey=1ace81c2d66fea09ec709f42bca1ff9c&submissionGuid=12cd5b24-d8a1-4fd8-8de6-ca8d58066ac3#module_14543409480658952

Eagle Genomics – The release of Eagle’s new solution, eaglediscover, was honored with a new product award for Knowledge Management at this year’s show. Building upon eaglecore, this new web-based platform allows pharmaceutical and biotech firms to most effectively use their scientific data. Instead of spending time “data wrangling” customers are able to focus on the scientific interpretation removing the threat of “data analysis paralysis” by enabling the exploration of meta-data rather than raw-data. This system of providing prioritized data selection will encourage re-use and create more valuable data sets.
https://www.eaglegenomics.com/

RCH Solutions – Around since 1991, RCH Solutions serves the Life Science industry as a trusted partner in offering hardware, software and consulting solutions. Supported by a team of professionals, it is these services that focus on “making all the innovation work in the real world” as Phil Eschallier, Director of Managed Services, so eloquently explained. With Life Science/HIT being such a dynamic industry, it is so important to have a partner like RCH that offers a single point of contact for guidance, support, security and integration.

http://rchsolutions.com/

Being my first time at BioIT I was absolutely blown away by the innovation. Matt Fischer from Genospace said it best, “Precision Medicine is today where the computer was in 1972… everything we learn shows us how much further we have to go.”

The next trade show I am planning on attending is DIA in Philadelphia…if you are interested in having your company highlighted in my recap, please contact me: 440-996-0597/ spozek@directrecruiters.com.

Internet of Things (IoT) & The Talent Rush

April 15, 2016

Internet of Things (IOT) is emerging as the next technology mega-trend across the entire business spectrum. The IoT is the network of physical objects or “things” embedded with electronics, software, sensors and network connectivity, which enables these objects to collect and exchange data. While IoT has been in the industry for several years, we will witness more things being connected to the Internet every day. According to Gartner, the IoT installed base will grow to 26 billion units by 2020.

The wide range of IoT uses will be sold into various markets such as medical device, factory automation sensors, industrial robotics, sensor motes for increased agricultural yield, automotive sensors, and infrastructure integrity monitoring systems for diverse areas, such as road and railway transportation, water distribution and electrical transmission.

With the IoT revolution, the demand for new positions and skills required to build the IoT is skyrocketing. The rush for talent includes a high demand for software developers, software engineers, hardware engineers, solutions architects, cloud architects, integration architects, information security analysts, computer systems engineers, cloud and product engineers, and commercial and industrial designers.

In addition, exactly what skills are needed? Hiring managers for IoT positions are looking for excellent communication skills, creativity, big data knowledge, security knowledge, artificial intelligence knowledge, and the ability to collaborate with people in different industries.

With the increasing Internet of Things technologies and jobs, there are also new ways for students or professionals to gain the skillsets needed for IoT industries.  Select universities such as the Global University of Engineering, Santa Clara, California has bachelor’s degree programs in IoT and UC Berkeley and Carnegie Mellon University have introduced Master’s programs related to data science.  Additionally, MIT offers an online IoT course and University of Wisconsin-Madison has an Internet of Things Lab dedicated to students in order to learn, research, and experiment with IoT technologies.

Not only are there opportunities for students to become IoT proficient, but companies are also finding ways to keep employees trained and up to speed with the Internet of Things.  General Electric, for example, opened a software center in 2011 to train data specialist to consult on company Internet project and Cisco is revising its IT and OT training in light of IoT.

The Internet of Things has been called the next Industrial Revolution. Businesses will be the top adopter of IoT solutions with 95% of CEO’s saying that their organizations will be involved in IoT someway over the next 3 years.  Such rapid adoption and growth requires the right talent with the right skill sets. Therefore, the talent rush is on.