Unlock the Secrets to Efficient and Effective Time To Market in Key Performance Indicator Strategies with Our Knowledge Base!
Are you tired of spending countless hours and resources trying to improve your company′s Time To Market in Key Performance Indicator? Look no further, because our Time To Market in Key Performance Indicator Knowledge Base has everything you need to streamline your process and achieve optimal results.
Our comprehensive dataset is the ultimate guide for professionals looking to enhance their Time To Market in Key Performance Indicator strategies.
With over 1600 prioritized requirements, proven solutions, and real-life case studies, this is the go-to resource for anyone seeking to achieve success in this critical aspect of business.
But what sets our product apart from competitors and alternatives? Our Time To Market in Key Performance Indicator Knowledge Base is specifically tailored for professionals, making it the most efficient and effective tool on the market.
Whether you′re a beginner or an experienced pro, this knowledge base offers valuable insights and advice that can benefit businesses of all sizes.
The product type is easy to use, making it accessible for anyone looking to improve their Time To Market in Key Performance Indicator performance.
No need for expensive consultants or complex software- our DIY approach is affordable and will save you time and hassle.
Our product detail and specification overview will give you a clear understanding of what to expect and how to use it to its full potential.
Moreover, our Time To Market in Key Performance Indicator Knowledge Base covers a wide range of topics, including tips on how to prioritize and urgent needs and scope.
This will help you achieve faster results with greater accuracy, ensuring that your business stays ahead of the competition.
But don′t just take our word for it, extensive research has been conducted on our Time To Market in Key Performance Indicator Knowledge Base, proving its effectiveness and value for businesses.
The benefits of using our product are immeasurable and can lead to increased efficiency, better decision-making, and ultimately, improved revenue.
We understand that every business is unique, which is why our Time To Market in Key Performance Indicator Knowledge Base offers flexibility and customization options.
This allows you to tailor the strategies to your specific needs and see a positive impact on your bottom line.
Worried about the cost? Our product is an affordable alternative to expensive consultants and software.
By investing in our Time To Market in Key Performance Indicator Knowledge Base, you′re investing in the future success of your business.
Of course, every product has its pros and cons.
But we can confidently say that the benefits of using our Time To Market in Key Performance Indicator Knowledge Base far outweigh any potential drawbacks.
With our comprehensive dataset, you can expect to see significant improvements in your Time To Market in Key Performance Indicator performance, ultimately leading to growth and success for your business.
In summary, our Time To Market in Key Performance Indicator Knowledge Base is the ultimate solution for businesses looking to enhance their strategies and achieve optimal results.
Don′t waste any more time or resources trying to figure it out on your own, invest in our product and watch your business thrive!
When was the last time you checked to see if your classification system matched market pay rates? Is technical debt hampering your enterprises ability to speed up software development and time to market? Is the standards sales information collected and evaluated to determine customer profiles, most popular standards and trends over time for use in future planning?
Time To Market
Time to Market refers to the assessment of whether the current classification system is aligned with market pay rates.
1. Regular market analysis to update classification and pay rates.
- Helps ensure competitiveness in the market to attract and retain top talent.
2. Streamline compensation decision-making process.
- Reduces time and effort spent on manually reviewing and adjusting pay rates.
3. Implement performance-based pay structure.
- Encourages employees to boost performance and meet goals within a set timeframe.
4. Conduct regular surveys of industry standards and market trends.
- Provides valuable insights into current market rates and helps make informed decisions.
5. Invest in technology to automate pay rate updates.
- Increases efficiency and accuracy in updating pay rates in line with market changes.
6. Develop a clear timeline for salary reviews.
- Ensures timely adjustments to salaries based on market trends and business goals.
7. Conduct regular employee satisfaction surveys.
- Helps determine if employees feel adequately compensated in relation to the market.
8. Consider implementing a bonus or incentive program for meeting time-to-market goals.
- Encourages and rewards timeliness in bringing products/services to market.
CONTROL QUESTION: When was the last time you checked to see if the classification system matched market pay rates?
Big Hairy Audacious Goal (BHAG) for 10 years from now:
In 10 years, Time To Market will be the go-to source for companies to accurately assess and set market pay rates for their employees. Our classification system will be constantly updated and regularly audited to ensure it aligns with current market trends and accurately reflects the value of each position. Our goal is to provide transparent and data-driven insights to companies, allowing them to make informed decisions about their compensation strategies.
This will not only benefit businesses, but also employees who will receive competitive and fair pay for their skills and contributions. Our long-term vision is to create a more equitable and balanced job market, where employees are recognized and compensated fairly based on their abilities and performance.
To achieve this goal, we will invest in advanced technology and resources to continuously gather and analyze market data. We will also work closely with top industry experts to refine and improve our classification system. With our dedication and commitment, we believe that Time To Market will become a trusted leader in the field of market pay rates, setting a new standard for fair compensation practices.
"I`ve been searching for a dataset that provides reliable prioritized recommendations, and I finally found it. The accuracy and depth of insights have exceeded my expectations. A must-have for professionals!"
Case Study: Time To Market – Aligning Classification System with Market Pay Rates
Client Situation:
Time To Market is a multinational technology company specializing in the development of software solutions for various industries. The company has over 10,000 employees spread across North America, Europe, and Asia. Time To Market has been growing rapidly in the past few years, with new products and services being launched at an unprecedented pace. As a result, the company’s workforce has also grown significantly, leading to a complex classification and compensation system. However, the HR department has noticed discrepancies in the classification system and market pay rates for certain job roles. This has resulted in employee dissatisfaction and retention issues, as top performing employees have left the company for better pay opportunities in the market. In light of these challenges, Time To Market has approached a consulting firm to assess and align their classification system with market pay rates.
Consulting Methodology:
The consulting firm started by conducting a thorough analysis of the existing classification and compensation system at Time To Market. This involved reviewing job descriptions, salary ranges, and employee data. Next, a market analysis was conducted to determine the prevailing pay rates for similar job roles in the industry. The consulting team also interviewed key stakeholders, including HR managers, hiring managers, and employees, to gather insights on their perceptions and expectations regarding compensation and classification.
Based on the findings from the analysis, the consulting team recommended an action plan to align the classification system with market pay rates. This included restructuring the salary ranges, reclassifying job roles, and implementing a more transparent and objective performance evaluation process. The consulting team also suggested a review and revision of the total rewards strategy to ensure it remains competitive and aligned with the company’s overall business goals.
Deliverables:
The consulting team provided a comprehensive report outlining the current state of the classification and compensation system at Time To Market. The report also included benchmarking data from the market analysis, highlighting the discrepancies between the company’s pay rates and those of its competitors. In addition, the consulting team presented a detailed action plan with timelines and resource requirements for implementation. The action plan also included communication and change management strategies to ensure a smooth transition for employees.
Implementation Challenges:
The main challenge faced by Time To Market during the implementation process was resistance from some managers and employees who were accustomed to the old classification and compensation system. The consulting team worked closely with the HR department to design and deliver training sessions to help employees understand the rationale and benefits of the changes. They also provided coaching and support to managers to help them effectively communicate the changes to their teams and address any concerns or grievances.
Key Performance Indicators (KPIs):
To measure the success of the project, the following KPIs were identified:
1. Employee satisfaction with the revised classification and compensation system
2. Reduction in the number of employee resignations due to pay dissatisfaction
3. Alignment of pay rates with market rates
4. Improvement in retention rates of top performing employees
5. Alignment of classification system with job roles and responsibilities
Management Considerations:
The consulting firm recommended that Time To Market conducts regular reviews of their classification and compensation system to ensure it remains aligned with market trends and the company’s growth. They also suggested implementing a formal job evaluation process to periodically review and update job descriptions and salary ranges. In addition, the consulting team emphasized the importance of maintaining transparency and communication with employees regarding pay and classification changes to maintain trust and morale in the organization.
Conclusion:
In conclusion, the consulting firm successfully assisted Time To Market in aligning their classification system with market pay rates. This resulted in a fair and equitable compensation structure and improved employee satisfaction and retention. Regular reviews and updates of the system will ensure that Time To Market remains competitive in attracting and retaining top talent in the industry. By proactively addressing this issue, Time To Market has positioned itself as a company that values its employees and their contribution towards its success.
Citations:
1. Ensuring Market Engagement: Aligning Job Architecture with Market Pay Practices, Mercer (2019), https://www.mercer.us/our-thinking/compensation/new-world-building-blocks-of-job-architecture.html
2. Implementing Market-Based Pay Structures: A Step-by-Step Guide, SHRM (n.d.), https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/implementingmarketbasedpaystructures.aspx
3. Classification and Compensation Strategy: A Guide to Attracting, Engaging, and Retaining Employees, WorldatWork (2019), https://worldatwork-prod.s3.amazonaws.com/waw-research/downloads/professional-services/classification-compensation-strategy.pdf
4. Employee Retention: A Review of Literature, International Journal of Advance Research and Innovation (2018), http://ijarcs.info/index.php/IJARCS/article/view/4053/3153
5. The State of Employee Benefits 2021, SHRM (2021), https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/documents/state-of-employee-benefits-2021-report.pdf
6. Global Human Resource Management Market – Growth, Trends, and Forecast (2020-2025), Mordor Intelligence (2020), https://www.mordorintelligence.com/industry-reports/global-human-resource-management-market-industry
Are you tired of spending countless hours and resources trying to improve your company′s Time To Market in Key Performance Indicator? Look no further, because our Time To Market in Key Performance Indicator Knowledge Base has everything you need to streamline your process and achieve optimal results.
Our comprehensive dataset is the ultimate guide for professionals looking to enhance their Time To Market in Key Performance Indicator strategies.
With over 1600 prioritized requirements, proven solutions, and real-life case studies, this is the go-to resource for anyone seeking to achieve success in this critical aspect of business.
But what sets our product apart from competitors and alternatives? Our Time To Market in Key Performance Indicator Knowledge Base is specifically tailored for professionals, making it the most efficient and effective tool on the market.
Whether you′re a beginner or an experienced pro, this knowledge base offers valuable insights and advice that can benefit businesses of all sizes.
The product type is easy to use, making it accessible for anyone looking to improve their Time To Market in Key Performance Indicator performance.
No need for expensive consultants or complex software- our DIY approach is affordable and will save you time and hassle.
Our product detail and specification overview will give you a clear understanding of what to expect and how to use it to its full potential.
Moreover, our Time To Market in Key Performance Indicator Knowledge Base covers a wide range of topics, including tips on how to prioritize and urgent needs and scope.
This will help you achieve faster results with greater accuracy, ensuring that your business stays ahead of the competition.
But don′t just take our word for it, extensive research has been conducted on our Time To Market in Key Performance Indicator Knowledge Base, proving its effectiveness and value for businesses.
The benefits of using our product are immeasurable and can lead to increased efficiency, better decision-making, and ultimately, improved revenue.
We understand that every business is unique, which is why our Time To Market in Key Performance Indicator Knowledge Base offers flexibility and customization options.
This allows you to tailor the strategies to your specific needs and see a positive impact on your bottom line.
Worried about the cost? Our product is an affordable alternative to expensive consultants and software.
By investing in our Time To Market in Key Performance Indicator Knowledge Base, you′re investing in the future success of your business.
Of course, every product has its pros and cons.
But we can confidently say that the benefits of using our Time To Market in Key Performance Indicator Knowledge Base far outweigh any potential drawbacks.
With our comprehensive dataset, you can expect to see significant improvements in your Time To Market in Key Performance Indicator performance, ultimately leading to growth and success for your business.
In summary, our Time To Market in Key Performance Indicator Knowledge Base is the ultimate solution for businesses looking to enhance their strategies and achieve optimal results.
Don′t waste any more time or resources trying to figure it out on your own, invest in our product and watch your business thrive!
Discover Insights, Make Informed Decisions, and Stay Ahead of the Curve:
Key Features:
Comprehensive set of 1628 prioritized Time To Market requirements. - Extensive coverage of 187 Time To Market topic scopes.
- In-depth analysis of 187 Time To Market step-by-step solutions, benefits, BHAGs.
- Detailed examination of 187 Time To Market case studies and use cases.
- Digital download upon purchase.
- Enjoy lifetime document updates included with your purchase.
- Benefit from a fully editable and customizable Excel format.
- Trusted and utilized by over 10,000 organizations.
- Covering: Transit Asset Management, Process Ownership, Training Effectiveness, Asset Utilization, Scorecard Indicator, Safety Incidents, Upsell Cross Sell Opportunities, Training And Development, Profit Margin, PPM Process, Brand Performance Indicators, Production Output, Equipment Downtime, Customer Loyalty, Key Performance Drivers, Sales Revenue, Team Performance, Supply Chain Risk, Working Capital Ratio, Efficient Execution, Workforce Empowerment, Social Responsibility, Talent Retention, Debt Service Coverage, Email Open Rate, IT Risk Management, Customer Churn, Project Milestones, Supplier Evaluation, Website Traffic, Key Performance Indicators KPIs, Efficiency Gains, Employee Referral, KPI Tracking, Gross Profit Margin, Relevant Performance Indicators, New Product Launch, Work Life Balance, Customer Segmentation, Team Collaboration, Market Segmentation, Compensation Plan, Team Performance Indicators, Social Media Reach, Customer Satisfaction, Process Effectiveness, Group Effectiveness, Campaign Effectiveness, Supply Chain Management, Budget Variance, Claims handling, Key Performance Indicators, Workforce Diversity, Performance Initiatives, Market Expansion, Industry Ranking, Enterprise Architecture Performance, Capacity Utilization, Productivity Index, Customer Complaints, ERP Management Time, Business Process Redesign, Operational Efficiency, Net Income, Sales Targets, Market Share, Marketing Attribution, Customer Engagement, Cost Of Sales, Brand Reputation, Digital Marketing Metrics, IT Staffing, Strategic Growth, Cost Of Goods Sold, Performance Appraisals, Control System Engineering, Logistics Network, Operational Costs, Risk assessment indicators, Waste Reduction, Productivity Metrics, Order Processing Time, Project Management, Operating Cash Flow, Key Performance Measures, Service Level Agreements, Performance Transparency, Competitive Advantage, Cash Conversion Cycle, Resource Utilization, IT Performance Dashboards, Brand Building, Material Costs, Research And Development, Scheduling Processes, Revenue Growth, Inventory Control, Brand Awareness, Digital Processes, Benchmarking Approach, Cost Variance, Sales Effectiveness, Return On Investment, Net Promoter Score, Profitability Tracking, Performance Analysis, Key Result Areas, Inventory Turnover, Online Presence, Governance risk indicators, Management Systems, Brand Equity, Shareholder Value, Debt To Equity Ratio, Order Fulfillment, Market Value, Data Analysis, Budget Performance, Key Performance Indicator, Time To Market, Internal Audit Function, AI Policy, Employee Morale, Business Partnerships, Customer Feedback, Repair Services, Business Goals, Website Conversion, Action Plan, On Time Performance, Streamlined Processes, Talent Acquisition, Content Effectiveness, Performance Trends, Customer Acquisition, Service Desk Reporting, Marketing Campaigns, Customer Lifetime Value, Employee Recognition, Social Media Engagement, Brand Perception, Cycle Time, Procurement Process, Key Metrics, Strategic Planning, Performance Management, Cost Reduction, Lead Conversion, Employee Turnover, On Time Delivery, Product Returns, Accounts Receivable, Break Even Point, Product Development, Supplier Performance, Return On Assets, Financial Performance, Delivery Accuracy, Forecast Accuracy, Performance Evaluation, Logistics Costs, Risk Performance Indicators, Distribution Channels, Days Sales Outstanding, Customer Retention, Error Rate, Supplier Quality, Strategic Alignment, ESG, Demand Forecasting, Performance Reviews, Virtual Event Sponsorship, Market Penetration, Innovation Index, Sports Analytics, Revenue Cycle Performance, Sales Pipeline, Employee Satisfaction, Workload Distribution, Sales Growth, Efficiency Ratio, First Call Resolution, Employee Incentives, Marketing ROI, Cognitive Computing, Quality Index, Performance Drivers
Time To Market Assessment Dataset - Utilization, Solutions, Advantages, BHAG (Big Hairy Audacious Goal):
Time To Market
Time to Market refers to the assessment of whether the current classification system is aligned with market pay rates.
1. Regular market analysis to update classification and pay rates.
- Helps ensure competitiveness in the market to attract and retain top talent.
2. Streamline compensation decision-making process.
- Reduces time and effort spent on manually reviewing and adjusting pay rates.
3. Implement performance-based pay structure.
- Encourages employees to boost performance and meet goals within a set timeframe.
4. Conduct regular surveys of industry standards and market trends.
- Provides valuable insights into current market rates and helps make informed decisions.
5. Invest in technology to automate pay rate updates.
- Increases efficiency and accuracy in updating pay rates in line with market changes.
6. Develop a clear timeline for salary reviews.
- Ensures timely adjustments to salaries based on market trends and business goals.
7. Conduct regular employee satisfaction surveys.
- Helps determine if employees feel adequately compensated in relation to the market.
8. Consider implementing a bonus or incentive program for meeting time-to-market goals.
- Encourages and rewards timeliness in bringing products/services to market.
CONTROL QUESTION: When was the last time you checked to see if the classification system matched market pay rates?
Big Hairy Audacious Goal (BHAG) for 10 years from now:
In 10 years, Time To Market will be the go-to source for companies to accurately assess and set market pay rates for their employees. Our classification system will be constantly updated and regularly audited to ensure it aligns with current market trends and accurately reflects the value of each position. Our goal is to provide transparent and data-driven insights to companies, allowing them to make informed decisions about their compensation strategies.
This will not only benefit businesses, but also employees who will receive competitive and fair pay for their skills and contributions. Our long-term vision is to create a more equitable and balanced job market, where employees are recognized and compensated fairly based on their abilities and performance.
To achieve this goal, we will invest in advanced technology and resources to continuously gather and analyze market data. We will also work closely with top industry experts to refine and improve our classification system. With our dedication and commitment, we believe that Time To Market will become a trusted leader in the field of market pay rates, setting a new standard for fair compensation practices.
Customer Testimonials:
"I`ve been searching for a dataset that provides reliable prioritized recommendations, and I finally found it. The accuracy and depth of insights have exceeded my expectations. A must-have for professionals!"
"I`ve been using this dataset for a few weeks now, and it has exceeded my expectations. The prioritized recommendations are backed by solid data, making it a reliable resource for decision-makers."
"As a professional in data analysis, I can confidently say that this dataset is a game-changer. The prioritized recommendations are accurate, and the download process was quick and hassle-free. Bravo!"
Time To Market Case Study/Use Case example - How to use:
Case Study: Time To Market – Aligning Classification System with Market Pay Rates
Client Situation:
Time To Market is a multinational technology company specializing in the development of software solutions for various industries. The company has over 10,000 employees spread across North America, Europe, and Asia. Time To Market has been growing rapidly in the past few years, with new products and services being launched at an unprecedented pace. As a result, the company’s workforce has also grown significantly, leading to a complex classification and compensation system. However, the HR department has noticed discrepancies in the classification system and market pay rates for certain job roles. This has resulted in employee dissatisfaction and retention issues, as top performing employees have left the company for better pay opportunities in the market. In light of these challenges, Time To Market has approached a consulting firm to assess and align their classification system with market pay rates.
Consulting Methodology:
The consulting firm started by conducting a thorough analysis of the existing classification and compensation system at Time To Market. This involved reviewing job descriptions, salary ranges, and employee data. Next, a market analysis was conducted to determine the prevailing pay rates for similar job roles in the industry. The consulting team also interviewed key stakeholders, including HR managers, hiring managers, and employees, to gather insights on their perceptions and expectations regarding compensation and classification.
Based on the findings from the analysis, the consulting team recommended an action plan to align the classification system with market pay rates. This included restructuring the salary ranges, reclassifying job roles, and implementing a more transparent and objective performance evaluation process. The consulting team also suggested a review and revision of the total rewards strategy to ensure it remains competitive and aligned with the company’s overall business goals.
Deliverables:
The consulting team provided a comprehensive report outlining the current state of the classification and compensation system at Time To Market. The report also included benchmarking data from the market analysis, highlighting the discrepancies between the company’s pay rates and those of its competitors. In addition, the consulting team presented a detailed action plan with timelines and resource requirements for implementation. The action plan also included communication and change management strategies to ensure a smooth transition for employees.
Implementation Challenges:
The main challenge faced by Time To Market during the implementation process was resistance from some managers and employees who were accustomed to the old classification and compensation system. The consulting team worked closely with the HR department to design and deliver training sessions to help employees understand the rationale and benefits of the changes. They also provided coaching and support to managers to help them effectively communicate the changes to their teams and address any concerns or grievances.
Key Performance Indicators (KPIs):
To measure the success of the project, the following KPIs were identified:
1. Employee satisfaction with the revised classification and compensation system
2. Reduction in the number of employee resignations due to pay dissatisfaction
3. Alignment of pay rates with market rates
4. Improvement in retention rates of top performing employees
5. Alignment of classification system with job roles and responsibilities
Management Considerations:
The consulting firm recommended that Time To Market conducts regular reviews of their classification and compensation system to ensure it remains aligned with market trends and the company’s growth. They also suggested implementing a formal job evaluation process to periodically review and update job descriptions and salary ranges. In addition, the consulting team emphasized the importance of maintaining transparency and communication with employees regarding pay and classification changes to maintain trust and morale in the organization.
Conclusion:
In conclusion, the consulting firm successfully assisted Time To Market in aligning their classification system with market pay rates. This resulted in a fair and equitable compensation structure and improved employee satisfaction and retention. Regular reviews and updates of the system will ensure that Time To Market remains competitive in attracting and retaining top talent in the industry. By proactively addressing this issue, Time To Market has positioned itself as a company that values its employees and their contribution towards its success.
Citations:
1. Ensuring Market Engagement: Aligning Job Architecture with Market Pay Practices, Mercer (2019), https://www.mercer.us/our-thinking/compensation/new-world-building-blocks-of-job-architecture.html
2. Implementing Market-Based Pay Structures: A Step-by-Step Guide, SHRM (n.d.), https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/implementingmarketbasedpaystructures.aspx
3. Classification and Compensation Strategy: A Guide to Attracting, Engaging, and Retaining Employees, WorldatWork (2019), https://worldatwork-prod.s3.amazonaws.com/waw-research/downloads/professional-services/classification-compensation-strategy.pdf
4. Employee Retention: A Review of Literature, International Journal of Advance Research and Innovation (2018), http://ijarcs.info/index.php/IJARCS/article/view/4053/3153
5. The State of Employee Benefits 2021, SHRM (2021), https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/documents/state-of-employee-benefits-2021-report.pdf
6. Global Human Resource Management Market – Growth, Trends, and Forecast (2020-2025), Mordor Intelligence (2020), https://www.mordorintelligence.com/industry-reports/global-human-resource-management-market-industry
Security and Trust:
- Secure checkout with SSL encryption Visa, Mastercard, Apple Pay, Google Pay, Stripe, Paypal
- Money-back guarantee for 30 days
- Our team is available 24/7 to assist you - support@theartofservice.com
About the Authors: Unleashing Excellence: The Mastery of Service Accredited by the Scientific Community
Immerse yourself in the pinnacle of operational wisdom through The Art of Service`s Excellence, now distinguished with esteemed accreditation from the scientific community. With an impressive 1000+ citations, The Art of Service stands as a beacon of reliability and authority in the field.Our dedication to excellence is highlighted by meticulous scrutiny and validation from the scientific community, evidenced by the 1000+ citations spanning various disciplines. Each citation attests to the profound impact and scholarly recognition of The Art of Service`s contributions.
Embark on a journey of unparalleled expertise, fortified by a wealth of research and acknowledgment from scholars globally. Join the community that not only recognizes but endorses the brilliance encapsulated in The Art of Service`s Excellence. Enhance your understanding, strategy, and implementation with a resource acknowledged and embraced by the scientific community.
Embrace excellence. Embrace The Art of Service.
Your trust in us aligns you with prestigious company; boasting over 1000 academic citations, our work ranks in the top 1% of the most cited globally. Explore our scholarly contributions at: https://scholar.google.com/scholar?hl=en&as_sdt=0%2C5&q=blokdyk
About The Art of Service:
Our clients seek confidence in making risk management and compliance decisions based on accurate data. However, navigating compliance can be complex, and sometimes, the unknowns are even more challenging.
We empathize with the frustrations of senior executives and business owners after decades in the industry. That`s why The Art of Service has developed Self-Assessment and implementation tools, trusted by over 100,000 professionals worldwide, empowering you to take control of your compliance assessments. With over 1000 academic citations, our work stands in the top 1% of the most cited globally, reflecting our commitment to helping businesses thrive.
Founders:
Gerard Blokdyk
LinkedIn: https://www.linkedin.com/in/gerardblokdijk/
Ivanka Menken
LinkedIn: https://www.linkedin.com/in/ivankamenken/
