Business Ethics

  • You are only billed for quality work done. 
  • We don't believe in blind greed.  We pay our consultants a fair and deserved rate because they are the best at what they do.
    • Some of the onshore/offshore lower/middle tier contracting companies pay their consults only 10-20% of vendor contractual rates which is short sided and leads to retention issues.
    • We believe that a happy consultant is a reliable and productive consultant and will give their all until the completion of the project. 
  • Do you really want to rely on poorly treated underpaid consultants?
    • A number of top-tier consulting companies do pay their consultants a fair rate but charge a hefty price. ranging from 300-500 an hour and sometimes more.  For organizations that are tight on IT budgetary spending, that can be a challenge. 
    • By limiting the greed factor at the corporate level, we can offer highly competitive rates that still pay our consultants a fair wage.     
  • We don't provide kickbacks to HR.
    • We are an honest company.  Kickbacks, which are quite common, cost anywhere from 20-40% of contracts.
    • Our costs are very low.  Our office space is derived from a well negotiated state sponsored grant in Connecticut made to the Danbury Innovation Center of Danbury, CT.  effective sometime in July or August 2025.  We do allow our consultants the opportunity to work remotely.  To Ensure productivity, the organization conducts status reports to measure progress.
  • We sponsor training.
    • In order for our consultants to maintain their edge, training and participation at trade events is a must, as are certifications.  Training is conducted outside of working hours.
  • We expect our consultants to publish and to present at outside trade and organizational events.
  • Our consultants are expected to provide rigorous technical evaluations of incoming new hires.  New Hires are expected to be certified in their discipline.  Unlike our competitors, we are not a body shop.
  • Travel Expenses are expected to be competitive with a focus on direct flights and middle tier and proper hotels with preferred rates.
    • You are not billed for travel time, which is industry standard and a mandatory compliance requirement which is evaluated as part of status reporting.  Our lower/middle tier competitors commonly try to take advantage of this to your chagrin.
  • Eventually, offshore consulting will be an option, but only if we can validate that offshore consultants meet our rigorous standards and we validate they are treated and paid fairly. 
    • One of the difficulties of offshore consulting is the need to make them feel like a part of something important and not just a cheap commodity.   
    • Our competitors often only treat offshore as a commodity and nothing more.  Offshore should be properly recognized for their talent and contributions and an effort needs to be made to make them feel a part of an organization.
    • Quality control with offshore talent needs proper vetting before any commitment to offshore consulting is made.  Cultural approaches to quality and honesty vary between offshore locations.  Some are excellent but we need to validate which ones will pass our test.
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