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Managing IT Talent In A Talent-short World: MSP Adnet Shares Its Secrets

Joseph F. Kovar, Konstantin Vengerowsky

‘I think for any employee, they want to know what their growth capability is. And isn’t the largest challenge for a small employer to show a future trajectory? I think without question the largest selling point for our current and new staff is to show them they’re part of something larger and that there are opportunities within the entire ecosystem for them to work together,’ says Adnet Technologies CEO Chris Luise.

As part of New Charter, are there any new skill sets that you’re now able to access that you really couldn’t do before as an independent?

Oh, for sure. I’ll give you a great example. We’ve been very focused in our managed cloud business. You have to be an expert in some domains, right? So we’ve chosen to focus on the Microsoft domain, and a secondary focus in the AWS domain. But now we’ve got [sister companies] with private data centers. Having private cloud is important to certain solutions for us. And we didn’t have that. We didn’t spend the capital to build our own private data center, as one prime example. But we’re better able to acquire [the necessary] talent now much more seamlessly as a national MSP. We’re talking about national benefit programs and those types of things. That ability to scale has really made us more competitive and better able to adopt our employees remotely way outside of the regions that we normally would have. A perfect example is California. It has very different labor laws. If I have with a remote employee in California, I have to wrap my head around those labor law issues. To have that figured out for us by New Charter is a huge relief. And that as well as buying power and those types of things is tremendously helpful and absolutely drops to our bottom line.

 
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