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What Qualitek Has To Offer...


Since our inception in 1993, we have placed Engineering and IT professionals, such as RF Design Engineers, HW/SW Test Engineers , Firmware/Embedded IT Engineers, ORACLE Database Administrators, and GUI / Internet Developers. Along with finding and placing multiple Helpdesk Support Specialists and professionals in Engineering disciplines, in Optical, Networking and Electronic applications. All of them placed within government or commercial projects and/or positions.


Our solutions drive the acquisition of permanent talent and manage your contingent and project workforce on behalf of your organization. We ensure a superior candidate experience and maximize your employer brand. We provide you with efficiency, flexibility and scalability. We manage and optimize your supplier partnerships and help you leverage the best workforce technologies. We manage risk and give you full visibility of your organization’s talent.


And by continually innovating, we are able to bring you market leading solutions and deliver better business results – every time. Qualitek allows you to focus on your core business, while we focus on ours; bringing together the best people and the world’s best organizations.


Here at Qualitek Services, we are qualified and eager to accommodate your needs with four employment options; In-House Development Contract Employment, Permanent Placement and Temporary to Permanent Placement. All of our services have their own unique advantages depending on your requirements and budget, and we can assure you that only the best and brightest need apply for your company.


IT AND ENGINEERING

Qualitek offers a proven track record of success in delivering top IT talent on an in-house development, contract, contract-to-hire or direct placement basis.


Our technical knowledge and consultative approach ensures we understand your problem clearly enough to find the right solution, not just any solution. Our team of HR professionals designs a recruitment strategy in order to find the proper talent to satisfy your requirements. This is why our professional recruiters take the time to get to know our candidates, to understand their needs and qualifications and ensure they are going to fit within your organization.


Qualitek invests in innovative sourcing and marketing technologies to attract the best talent and understand the strengths and weaknesses of every applicant and how each one will perform on the job. Understanding people from the inside out enables us to find jobs that work for our associates. For our clients, that means workers who are focused and more productive. Our high level of service and commitment to learn about our clients and applicants that is the secret to our extremely high customer satisfaction ratings.


In-House Development Methodologies:

Qualitek recommends a particular development methodology according to project specifics and customer’s needs. We support both Agile (SCRUM or Kanban) and Waterfall methodologies, and choose the one during solutions development stage of the engagement process.


Agile:

A very flexible SDLC methodology in terms of requirements, planning, results, and resources with the following priorities:

  • Individuals and interactions over processes and tools
  • Working software over comprehensive documentation
  • Customer collaboration over contract negotiation
  • Responding to change over following a plan


Agile/Scrum:

Used for long term support projects with changing scope and many independent assignments within an agreed time constrained cycles. This methodology is distinguished by stable project team with well-defined roles.


Agile/Kanban:

Used for developing software products and processes with an emphasis on just-in-time delivery. In this approach, the process, from definition of a task to its delivery to the customer, is displayed for participants to see and developers pull work from a queue.

Waterfall:

Within this methodology each consequent phase begins after the previous one has been done. The Waterfall includes seven stages in the following order:

  • Requirements specification
  • Design
  • Construction (implementation or coding)
  • Integration
  • Testing and debugging
  • Installation
  • Maintenance

TECHNOLIGIES

Qualitek Services always keeps abreast of the latest trends and make sure we are educated, trained, and certified in the latest technologies, across platforms and devices. This will help ensure that we are best positioned to support your business and your customers.


Java/OpenSource:

  • Linux/Unix
  • JAVA, Java EE
  • JSP, JSF,Spring
  • Swing, Portlets,Servlets
  • WebSphere, JBoss, Apache
  • JBPortal, Liferay


Microsoft Platform:

  • C/C++
  • NET, C#
  • ASP.NET MVC
  • WPF
  • WCF, Entity Framework


Cross Platform:

  • HTML5, XML, Javascript
  • Flash/Flex
  • PHP/Python
  • Apache
  • C++
  • Xamarin


Databases:

  • SQL Server
  • Oracle
  • MySQL
  • PostgreSQL


Business Intelligence:

  • Tableau, Qlikview
  • Cognos, Informatica
  • Power Pivot
  • MS SQL Server, SSIS, SSAS, SSRS
  • Oracle Warehouse Builder & Data Integrator
  • Data Quality Services


Mobile:

  • Mac OS/Objective-C
  • Google Android/Java
  • Windows Mobile/.NET
  • Symbian OS/C++
  • BlackBerry OS/JDE
  • Palm Web OS/C++


SOFTWARE ENGINEERS AND DEVELOPERS:

  • Java/J2EE, C++, Python, Scala
  • UI/UX: Single Page Applications, Javascript, Angular.js, D3.js,React.js, Ember, Backbone, CoffeScript JQuery, HTML5/CSS3, Grunt, Bower, Node.js
  • Microsoft:.Net, C#, VB.Net, ASP.Net
  • Big Data/Cloud: Hadoop, Cassandra, Storm, Spark, Apache, Kafka, Hbase, R, Pig, Hive, AWS, EC2,
  • DevOps Engineers: Puppet, Chef, Docker, Vagrant, Ansible
  • Databases: Oracle, SQL, MySQL, PostgreSQL, NoSQL, MongoDB, Reddis
  • Mobile: Android, IOS


BUSINESS INTELLIGENCE

  • Microsoft BI: SSRS, SSIS, SSAS
  • Informatica: Crystal, Teradata, Tableau, Cognos,
  • SAP/HANNA: BOBJ, BODS, Hyperion, Essbase


ENGINEERING:

  • Electrical Engineers
  • Mechanical Engineers
  • Network Management Engineers
  • Network Performance Engineers
  • On Site Support and Maintenance Engineers
  • Safety Engineers
  • Quality Assurance And Test Engineers
  • Instrumentation and Deployment Engineers
  • Telecom Data Networking Engineers
  • Radio Access Network Engineers
  • LAN/WAN Wireless Engineers
  • Converged Core Network Engineers
  • Computer Aided Design Engineers
  • Embedded and RTOS Controller Engineers
  • Industrial Engineers
  • Industrial Controls Engineers
  • Engineering Project Managers
  • Network Operations Center Support Engineers (NOC)


CUSTOMER FOCUS:

Our goal is to consistently provide a positive customer experience through the highest level of customer service. We vow to work diligently to understand our clients’ and our candidates’ needs to ensure success for both. We treat every customer with respect and courtesy with the goal of building a strong, long lasting partnership.


INTEGRITY:

We pride ourselves in treating everyone with respect, honesty and trust.

RESULTS DRIVEN AND PASSIONATE ABOUT SUCCESS

We are committed to bringing our clients together with the best-matched talent solutions possible. When you succeed, we succeed.


TEAMWORK:

We pride ourselves in treating everyone with respect, honesty and trust.We view our “team” as the entire equation, which includes our internal staff, our clients and candidates. We succeed by building strong relationships with our clients and candidates and the results we achieve affirm that commitment.


DIVERSITY:

Diversity and inclusion are essential for us to create a great environment and partnership both internally and externally.


Talent Acquisition :

As the world continues to go through unprecedented social, economic and technological shifts, organizations are having rethink their talent acquisition strategies.

An organization’s future success depends on their ability to attract and retain the best people. At the same time, connecting with desirable candidates is becoming ever more challenging and complex. Which of the many available digital platforms are you most likely to reach them? How do you cut through all the noise to get them truly excited about your company’s culture and brand?

These challenges are affecting every part of the workforce, and apply equally whether an organization is looking for a full-time employee, short-term freelancer, or anything in between. It is for this reason, among others, that organizations are increasingly gravitating towards a “total talent acquisition” approach.

Our organization is at the forefront of this strategic shift. We see a growing interest in total talent solutions across our clients, as they seek to future-proof their enterprises in a climate of constant economic and demographic change.

To gain a more detailed understanding of the trend, we recently partnered with Everest Group to publish a report analyzing the drivers, challenges and benefits of adopting a total talent acquisition approach.

As the world continues to go through unprecedented social, economic and technological shifts, organizations are having rethink their talent acquisition strategies.


So what exactly is total talent acquisition?

Although the phrase “total talent acquisition” is now widely used, it is not yet universally understood. To be clear, unfortunately, there is still no single, unified technology platform that can “magically” take care of all your talent needs, from recruiting to onboarding to candidate management to retention.

Looking beyond today’s platform limitations, we are taking a more universal approach to an organization’s talent challenges, and applying expertise not just to particular silos or pain points but to the talent acquisition strategy as a whole.


How easily can it be implemented?

There are two key challenges organizations need to consider in implementing a unified approach to talent acquisition.

The first is not surprising, it requires significant change. Organizations have historically taken a siloed approach to hiring talent, with HR being responsible for full-time employees, procurement for contract or contingent labor, and individual business areas for outcomes-based engagements. Effecting an organization-wide shift towards a total talent model will not be easy, as change for most complex organizations takes work and commitment.

Top three benefits of total talent acquisition,

Organizations that have successfully implemented a total talent acquisition strategy have been able to gain a number of important advantages over their competitors. If I had to pick out my top three benefits, they would be:

  1. Securing the best available talent:Companies that adopt a broader talent acquisition strategy are able to fish from a bigger pond, and ensure a better candidate fit not just in terms of skillsets but also in terms of culture, values and goals.
  2. Maximizing technology investment:Currently there are a vast array of talent-related technologies that organizations utilize – everything from applicant tracking systems to candidate assessment and management tools. If an organization lacks a unified approach to talent acquisition, the investment in these platforms and the benefits they can deliver is greatly minimized.
  3. Leveraging the brand:People today often relate their career search to a consumer experience. We want to have authentic, meaningful interactions with potential employers, and be sure that the organization’s culture and values are closely aligned with our own. A unified approach to talent acquisition helps organizations fully leverage their brand, and present themselves in a more consistent and engaging manner.

    We would also like to find out where you stand on this topic. What do total talent solutions mean to your organization? Do you consider them a business priority? What barriers would you need to overcome in order to implement them? Please share your opinions and experiences with us by taking part in our global


It would be great to hear what you think.