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IDC FutureScape: Top 10 Predictions for the Future of Work

NEEDHAM, Mass.–(BUSINESS WIRE)–#AIML–The Future of Work predictions from International Data Corporation (IDC) signal an enduring adoption of hybrid work models by a majority of G2000 organizations, supported by broad adoption of automation and artificial intelligence and machine learning (AI/ML) technologies.

To keep pace with accelerating digital transformation initiatives and the realities of global health, climate, and social challenges, organizations must adopt more dynamic and hybrid ways of working. Workers must redefine themselves as members of dynamic and reconfigurable teams that can adapt quickly to business demands and new market requirements – anytime, anywhere, and from any physical location.

Driven by senior executives and executive boards, Future of Work initiatives will be enterprise-wide imperatives. Rapid adoption of more automated, cloud-based, and AI-enabled work practices will improve work productivity and introduce new, more agile ways of working. The insights gained from these digital-first ways of working will enable organizations to respond to the needs of customers and employees, driving improvements in employee retention and customer satisfaction.

“As organizations continue to define and refine work models best suited for their industries, they inevitably will need to calibrate the right deployment of automation, digital and physical workspace, and place technologies,” said Amy Loomis, research director, Future of Work. “Far from being a means to an end, deployment of these technologies is sparking new leadership conversations around empowering workers to be more autonomous and innovative working with IT, across functions and with clients.”

IDC’s Future of Work 2022 top 10 predictions are:

  • Prediction 1: By 2024, 80% of the G2000 will use AI/ML-enabled “digital managers” to hire, fire, and train workers in jobs measured by continuous improvement, but only 1 of 5 will realize value without human engagement.
  • Prediction 2: By 2023, G2000 line of business employees will use tools to automate their own work using codeless development, but 90% of these programs will fail without supporting COE and adoption methodology.
  • Prediction 3: 40% of the G2000 will see a 25% improvement in information usage by 2026 due to investments in intelligent knowledge networks that turn structured/unstructured data into findable and actionable knowledge.
  • Prediction 4: By 2023, digital transformation (DX) and business volatility will drive 70% of G2000 organizations to deploy remote or hybrid-first work models, redefining work processes and engaging diverse talent pools.
  • Prediction 5: 70% of enterprise businesses will have extensively invested in diversity, equality, and inclusion data, tools, and benchmarking by 2024 to define recruitment and human capital strategies.
  • Prediction 6: By 2023, 60% of G2000 businesses will deploy AI- and ML-enabled platforms to support the entire employee life-cycle experience from onboarding through retirement.
  • Prediction 7: DX-related IT skills shortages will affect 90% of organizations by 2025, costing over $6.5 trillion globally through 2025 due to delayed product releases, reduced customer satisfaction, and loss of business.
  • Prediction 8: By 2025, 90% of new commercial constructions/renovations will deploy smart facility technology supporting flexible workplaces and sustainably improving occupant experiences and operational performance.
  • Prediction 9: By 2023, 70% of connected workers in task-based roles will use intelligence embedded in adaptive digital workspaces from anywhere to engage clients/colleagues and drive enterprise productivity.
  • Prediction 10: G1000 firms will use intelligent digital workspaces with augmented visual technologies (hardware/software) in 8:10 regularly scheduled meetings by 2024 to enable high-performance distributed global teams.

These predictions are discussed in greater detail in a new IDC FutureScape report, IDC FutureScape: Worldwide Future of Work 2022 Predictions, (IDC #US47290521), which is available for download at: https://www.idc.com/events/futurescape?tab=latest-research.

The Future of Work predictions were also presented in a webinar hosted by Amy Loomis and featuring IDC Group Vice President Sandra Ng. Details and registration for an on-demand replay of the webinar can be found at: https://goto.webcasts.com/starthere.jsp?ei=1488683&tp_key=e6617ef757.

Finally, IDC has published a blog which further explores the implications of this year’s Future of Connectedness predictions. The blog can be found at: https://blogs.idc.com/2021/11/18/idc-futurescape-worldwide-future-of-work-2022-predictions/.

About IDC FutureScape

IDC FutureScape reports are used to shape IT strategy and planning for the enterprise by providing a basic framework for evaluating IT initiatives in terms of their value to business strategy now and in the foreseeable future. IDC’s FutureScapes are comprised of a set of decision imperatives designed to identify a range of pending issues that CIOs and senior technology professionals will confront within the typical 3-year business planning cycle.

To learn more about IDC FutureScape reports for 2022, please visit: https://www.idc.com/events/futurescape.

About IDC’s Future of Work Practice

As organizations accelerate and expand digital transformation initiatives, traditional work models are no longer sufficiently nimble, adaptive, or scalable. IDC’s Future of Work research practice helps organizations recognize the necessity of moving to work models that support an increasingly diverse, distributed, and dynamic workforce securely, effectively, and productively. To learn more about IDC’s Future of Work research practice, please visit https://www.idc.com/promo/future-of-x/work.

About IDC

International Data Corporation (IDC) is the premier global provider of market intelligence, advisory services, and events for the information technology, telecommunications, and consumer technology markets. With more than 1,100 analysts worldwide, IDC offers global, regional, and local expertise on technology, IT benchmarking and sourcing, and industry opportunities and trends in over 110 countries. IDC’s analysis and insight helps IT professionals, business executives, and the investment community to make fact-based technology decisions and to achieve their key business objectives. Founded in 1964, IDC is a wholly owned subsidiary of International Data Group (IDG), the world’s leading tech media, data, and marketing services company. To learn more about IDC, please visit www.idc.com. Follow IDC on Twitter at @IDC and LinkedIn. Subscribe to the IDC Blog for industry news and insights.


Michael Shirer


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SAIC Announces New Industry-Leading Employee Benefits For 2022

Company to take bold steps in expanding flexibility, holiday and other unprecedented benefits aimed at creating a differentiated employee experience that attracts and retains top talent

RESTON, Va.–(BUSINESS WIRE)–Science Applications International Corp. (NYSE: SAIC) today announced a new array of expanded and additional employee benefits for calendar year 2022, designed to provide greater work flexibility, commemorate the Juneteenth holiday and enhance support for employees and their families. These investments are aligned with SAIC’s strategy to deliver an industry-leading employee experience for top talent.

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“SAIC is committed to taking meaningful steps to provide an exceptional experience for our employees that further establish our company as the employer of choice in our industry,” said Nazzic Keene, CEO at SAIC. “I am proud that we are providing these market-leading benefits in support of the well-being of our employees and their families. We are increasing our investments in an area of highest priority – our people – because we know an engaged and diverse workforce is vital to the growth and success of our business.”

“Our employees are a critical part of what differentiates SAIC, which is why we are laser-focused on investing back in our people,” said Michelle O’Hara, executive vice president and chief human resources officer at SAIC. “As we optimize our benefits programs with the lens of the future of work, we are embracing and accelerating opportunities to maximize flexibility, grow a diverse and talented workforce and foster an inclusive culture.”

Beginning in 2022, SAIC is enhancing its employee benefits to include the following measures:

  • Expanding flexible work– In addition to supporting greater telecommuting and hybrid work options, SAIC is introducing a 4-day workweek and other alternative work schedule options for its employees.
  • Adding Juneteenth as a paid holiday – Official recognition of Juneteenth is an important demonstration of SAIC’s core value to advance diversity, equity and inclusion, both inside and outside the company. SAIC is honored to be one of the first in the industry to recognize this historically significant day as a paid holiday.
  • Increasing paid family leave– To further support parents and multi-generational families, SAIC is substantially raising paid family leave for the care of a child, spouse or parent and is offering company-subsized backup child care and elder care.
  • Keeping medical costs down – As healthcare costs continue to rise in the U.S., SAIC is fully covering the cost of increases to employee premiums in the company’s medical insurance plans and holding employee premiums flat for the second year in a row.

For more information on SAIC’s commitment to employees, visit www.saic.com/who-we-are/life-at-saic.

About SAIC

SAIC® is a premier Fortune 500® technology integrator driving our nation’s technology transformation. Our robust portfolio of offerings across the defense, space, civilian, and intelligence markets includes secure high-end solutions in engineering, digital, artificial intelligence, and mission solutions. Using our expertise and understanding of existing and emerging technologies, we integrate the best components from our own portfolio and our partner ecosystem to deliver innovative, effective, and efficient solutions that are critical to achieving our customers’ missions.

We are more than 26,500 strong; driven by mission, united by purpose, and inspired by opportunities. SAIC is an Equal Opportunity Employer, fostering a culture of diversity, equity, and inclusion, which is core to our values and important to attract and retain exceptional talent. Headquartered in Reston, Virginia, SAIC has pro forma annual revenues of approximately $7.1 billion.​​​​ For more information, visit saic.com. For ongoing news, please visit our newsroom.

Forward-Looking Statements

Certain statements in this release contain or are based on “forward-looking” information within the meaning of the Private Securities Litigation Reform Act of 1995. In some cases, you can identify forward-looking statements by words such as “expects,” “intends,” “plans,” “anticipates,” “believes,” “estimates,” “guidance,” and similar words or phrases. Forward-looking statements in this release may include, among others, estimates of future revenues, operating income, earnings, earnings per share, charges, total contract value, backlog, outstanding shares and cash flows, as well as statements about future dividends, share repurchases and other capital deployment plans. Such statements are not guarantees of future performance and involve risk, uncertainties and assumptions, and actual results may differ materially from the guidance and other forward-looking statements made in this release as a result of various factors. Risks, uncertainties and assumptions that could cause or contribute to these material differences include those discussed in the “Risk Factors,” “Management’s Discussion and Analysis of Financial Condition and Results of Operations” and “Legal Proceedings” sections of our Annual Report on Form 10-K, as updated in any subsequent Quarterly Reports on Form 10-Q and other filings with the SEC, which may be viewed or obtained through the Investor Relations section of our website at saic.com or on the SEC’s website at sec.gov. Due to such risks, uncertainties and assumptions you are cautioned not to place undue reliance on such forward-looking statements, which speak only as of the date hereof. SAIC expressly disclaims any duty to update any forward-looking statement provided in this release to reflect subsequent events, actual results or changes in SAIC’s expectations. SAIC also disclaims any duty to comment upon or correct information that may be contained in reports published by investment analysts or others.



Brad Bass
240.418.0168 | public.relations@saic.com

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Survey: 3 in 4 Employees Consider Voluntary Benefits as a Deciding Factor for Whether They Work for and Stay with an Employer

Corestream’s “2021 State of Voluntary Benefits” Report Finds Voluntary Benefit Offerings That Address All Aspects of Employee Wellness, Including Physical, Financial and Mental Health, Play a Strategic Role in Talent Recruitment, Retention and Employee Engagement

TAMPA, Fla.–(BUSINESS WIRE)–Corestream, the leading platform for connecting employees with personalized voluntary benefits, today announced survey findings that show increasing employee demand for voluntary benefits, particularly mental health and financial wellness offerings, to ease burdens brought on by the pandemic. The survey also found that employers are listening, and more are adding multiple types of voluntary benefits to their employee benefit plans as they have seen a positive impact on their retention and recruitment efforts. The survey was conducted with an independent third-party panel of 215 employees and 207 HR professionals from across the nation, in companies of at least 5,000 people.

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Millions of employees are looking for reasons to stay in their jobs as they give serious thought to leaving – the Great Resignation is real,” said Neil Vaswani, CEO and co-founder of Corestream. “These mindset changes and life reprioritizations caused by the pandemic are here to stay. The newest data indicates that, compared to just one year ago, employers have a much bigger opportunity to improve employee retention by adding highly demanded voluntary benefits and helping employees understand the value of each of them, as well as how to best use their features. Mental health and financial wellness are clear priorities, as well as life, pet, accident and critical illness insurance.”

Voluntary Benefits Are Key to Hiring, Retaining and Engaging Talent

Dealing with the challenges of the “turnover tsunami” – a term coined by the Society for Human Resource Management (SHRM) to describe the increased employee turnover companies are facing as a result of the pandemic – adds pressure on employers as they manage the return to the office and navigate what the hybrid workforce will look like. The survey found that according to HR professionals, voluntary benefits improve retention and employee engagement and help attract new talent. Employees increasingly recognize that voluntary benefits play a major factor in their decision to work for and/or stay with an employer.

  • HR professionals believe that offering more voluntary benefits will retain employees (83%), engage employees (72%), and attract new talent (72%). They also believe that a more robust voluntary benefits offering will save employees money (63%) and increase employee productivity (53%).
  • Voluntary benefits are increasingly affecting employees’ decision to work for and/or stay with an employer. Today, three in four employees (76%) said voluntary benefits would impact their employer’s ability to retain them compared to 68% in 2020.

Employees Now Demand Financial Wellness and Mental Health Benefits in Addition to Traditional Health Offerings – Employers Are Listening

The COVID-19 pandemic led to some of the most challenging times for employees and their families in the areas of physical, financial and mental health. Amid the pandemic, employees asked for – and continue to demand – voluntary benefits that address all three concerns. Evidence shows that as employees ask for more assistance, employers are also listening and delivering.

  • This year, 80% of employees shared that they would take advantage of financial wellness and financial assistance programs offered by their employer compared to 69% in 2020.
  • The top three financial wellness benefits employees would sign up for, if offered, are purchasing programs (48%), low-cost loans (45%), and debt refinancing (29%).
  • The top three supplemental health benefits employees are interested in signing up for, if offered, are Life Insurance (54%), Accident Insurance (35%) and Critical Illness Insurance (35%).

More employers are offering a larger variety of voluntary benefits categories to meet the needs of an increasingly diverse workforce. Eighty-two percent of employers surveyed offer three or more types of voluntary benefits compared to 71% in 2020.

  • The top 3 voluntary benefits HR professionals added as new offerings to employees within the last 12 months are mental health (48%), financial wellness or assistance (37%), and life insurance (25%).

A Benefits Communication Gap Exists Between HR Professionals and Employees

Results from the survey underscore a communication gap between HR professionals and the employee base they serve. Less than a fourth (22%) of employers shared that they communicate benefits to employees on a regular cadence throughout the year. This helps explain why only 54% of employees agree they have an adequate understanding of the benefits available to them. Additionally, over a third (36%) of HR professionals believe that their employees don’t fully understand the core and voluntary benefits available to them.

  • Less than half (49%) of employees agree that there are enough communication materials leading up to open enrollment.
  • Twenty-nine percent of HR professionals express that their employees will not be well prepared to make choices during the next open enrollment, and that the HR team will have an influx of questions during open enrollment.

The data shows that to bridge this gap, there’s an opportunity to improve benefits communication with employees to prepare for the upcoming open enrollment period. Email is still the preferred method of communication for most employees (67%).

Efforts surrounding workforce retention will be critical to the success of all businesses,” continued Vaswani. “Looking at what’s happening in the job market, plus employees’ demand for more benefits as a top motivator to stay, makes employers stop and look around to realize that their competitors are also enhancing their offerings. The time to act is now – the risk of maintaining the status quo is too high.”

About Corestream

Corestream is a leading voluntary benefits technology provider that believes the success of any organization relies on the holistic wellness of its workforce, from physical and mental health to financial wellbeing. Corestream’s revolutionary SaaS platform scales the distribution and adoption of voluntary benefits to become an integral part of protecting and enhancing the employees’ livelihood. By removing barriers, streamlining administration and optimizing the user experience Corestream has become a powerful tool in the arsenal of HR teams, brokers, vendors and employees. For more information, visit Corestream.com.


Missy Jones


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GoodHire Survey Finds Americans Are Willing to Take Pay Cuts or Forgo Benefits to Work From Home

GoodHire, a leading background check platform, urges employers to get smart—remote work is the “new normal,” and employers need to understand how employee sentiment impacts hiring and building a trusted workforce.

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SAN FRANCISCO–(BUSINESS WIRE)–#backgroundscreeningGoodHire, a leading provider of employment and background screening services, today released its inaugural report, “The State of Remote Work in 2021: A Survey of the American Workforce.” The report is based on an online survey of 3,500 Americans, ages 21-59 years, who shared their opinions about jobs, money and life in the era of remote work and COVID-19.

New or not, remote work is wildly popular in 2021. 68% of respondents said they preferred working from home to in-office work. So much so that 45% of Americans would either quit their job or immediately start a remote work job search if they were forced to return to their office full-time. Almost one-quarter of the respondents said, specifically, they would quit if a return-to-office mandate was instituted.

Some of the respondents even said they would be willing to take a pay cut of up to 50% to continue working from home. And, 70% of American workers would forfeit benefits to maintain remote working status, most commonly: health insurance, paid time off, retirement accounts, and more.

“Many Americans have acclimatized to working from home and do not want to see a return to ‘normal,’” GoodHire’s Chief Operating Officer Max Wesman said. “Permanent remote working is the ‘new normal’ for many professionals and a large proportion of companies have come to accept this fact as their new status quo,” he said. “Our survey clearly shows that those employers resistant to this change will risk losing employees and applicants to more adaptable companies.”

According to Wesman, the floodgates have opened and there’s no turning back.

“The office is no longer the primary location of choice for employee collaboration and productivity,” he continued. “In fact, our survey showed that people are bypassing job ads altogether that don’t mention a remote work option.”

The survey found that 85% of Americans prefer to apply for jobs that offer remote flexibility, while just 15% would apply for a position that requires total full-time office work. Further, 74% of respondents would need some sort of remote working arrangement to stay at their current job.

Wesman cautioned the prevalence of remote work brings along with it a new set of legal and practical challenges for employers and recommended companies update their hiring policies. “Since a new employee might be working remotely from a different state, a company wishing to conduct a background check will have to familiarize itself with applicable screening laws for the different states, counties, and cities they’re hiring in,” he said.

As employers navigate the new world of remote work, they can turn to a trusted background check partner that makes it easy to screen candidates remotely with a 100% paperless workflow. GoodHire’s background check platform features a mobile-optimized candidate experience with e-consent, as well as localized built-in compliance tools that help employers maintain compliance with various local screening laws and regulations.

For press kit/graphics of the survey, please visit: https://bit.ly/ghsurveygraphics2021

About GoodHire

Since 2013, GoodHire has been a trusted background check partner to more than 100,000 organizations. With its innovative, technology-first approach, coupled with an intense focus on customer delight, GoodHire has redefined the background check service industry. GoodHire uses automation and advanced data engineering to help customers accelerate hiring and make more confident hiring decisions. Thanks to its easy-to-use platform and responsive, FCRA-trained support team, our customer satisfaction and NPS scores match those of America’s most trusted brands. Headquartered in Silicon Valley, GoodHire is owned and operated by Inflection. To learn more, visit www.goodhire.com.


Media Contact
Caroline James


DirectlyApply Reveals Work Benefits Job-seekers Want Most in the Post-Covid Era

  • 17.5% of job seekers surveyed chose health insurance as their top benefit
  • DirectlyApply surveyed 6,000 job seekers in the two weeks to 11 July 2021
  • Fewer than 1% want free gym membership
  • More women opted for working from home, flexible working and childcare
  • More men chose equal shared parental leave

NEW YORK–(BUSINESS WIRE)–#jobsearch–Workers are in high demand in the USA, with 9.2 million active job openings recorded at the end of May by the Labor Department. Within this landscape, employers are trying to attract candidates with benefits such as signing bonuses and free gym membership.

However, according to original research by job site DirectlyApply, job seekers looking for their next position are less interested in such perks, and instead want healthcare, dental cover, paid vacations and other “fundamental benefits” in the post-Covid era.

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DirectlyApply asked 6,000 job seekers to choose what they wanted most in a post-pandemic America from a list of 11 potential job benefits. Perhaps unsurprisingly, given the impact of Covid, the results revealed that health insurance was the winning benefit with 17.5% of the vote.

Next most-popular was paid vacations (15.7%), and dental insurance came a close third at 15%. 401K pension coverage was the fourth most popular with 14%, while vision insurance came in fifth place with 11.9%, and life insurance came sixth with 10.4% of the votes.

At the opposite end of the scale, “softer” benefits were apparently low down on the priority lists of those surveyed during the first two weeks of July 2021. Fewer than 1% opted for free gym membership as their top benefit, while just 2.2% prioritised a signing bonus.

Just 0.5% of respondents chose equal parental leave as their preferred benefit, despite the shift to working from home and the childcare and homeschooling problems caused by the pandemic.

Similarly, only 2.9% of respondents chose childcare, and 3.1% opted for working from home as the benefit they would look for most in a potential workplace. Meanwhile, flexible working hours were the most attractive workplace benefit for just 6.2% of respondents.

There were slight variations in what male and female job seekers wanted most across the USA, with more women choosing working from home, flexible working and childcare than men. By contrast, more men than women opted for equal parental leave.

“In the post-Covid era job seekers are really most attracted to jobs offering fundamental benefits, like healthcare,” said Dylan Buckley, co-founder of DirectlyApply.

“Employers are offering ‘softer’ benefits, such as gym memberships or discounts, but the job applicants we surveyed were only marginally interested in those things.

“Even benefits we’d have expected job seekers to have a greater appetite for as a result of the pandemic, such as childcare, flexible working or equal parental leave, were far outweighed by healthcare, paid vacation and dental care.”

Ends –

Notes to editors

About DirectlyApply

DirectlyApply is the job discovery platform aiming to ensure that anyone can find the job they want. It lets job seekers match their interests and abilities to thousands of roles from great companies that are currently hiring, and offers them powerful tools to help with their search, including a free resumé builder, diversity & inclusion checker and job application tracker. Founded in 2018, DirectlyApply is levelling the playing field. It is the world’s only search engine for jobs you can apply to directly.


Abigail Shiers

Sonder London



Sontiq’s Fourth Annual Benefit Broker Survey Reveals Major Shifts in Employee Benefit Trends

More than 250 Employee Benefit Brokers Say Telemedicine, Employee Wellness, and Cyber Protection Are Top Business Concerns

BOSTON–(BUSINESS WIRE)–#benefitbroker–Seismic shifts in the way people live and work — caused by a range of forces from technological advances to COVID-19 — have fundamentally changed employee benefits expectations. Sontiq’s 4th annual Benefit Broker Survey spotlights this key finding, backed by four years of primary research on benefit trends. This year’s report surveyed the largest pool of employee benefit brokers, with more than 250 responding.

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Among the 2021 Benefit Broker Survey’s findings, employers are seeking to balance the needs of an ever more remote workplace. They are also focused on keeping employees healthy and productive to a degree not seen before. In addition, the move toward virtual human interactions is a sea change that puts increased focus on protecting employees’ privacy, as well as physical and digital health.

“The impact of employees moving to virtual environments during the pandemic is fundamentally changing how employers think about employee wellness,” said Sontiq’s President & CEO Brian J. Longe. “This year’s survey reveals that benefit brokers see themselves positioned to help meet the growing employee interest in migrating to digital and virtual interactions. For example, using mobile apps and having access to telemedicine and telehealth are hot benefit areas. Employee wellness also encompasses financial health and securing employees’ online identities as part of this equation. Benefit managers can help organizations establish programs that reflect these modern and in-demand benefits.”

Key findings from Sontiq’s 2021 Benefit Broker Survey include:

  • Employee wellness and rising healthcare costs tied as the top employer concern (64%). Delivering a competitive benefits package was the third most common concern (58%). Rising healthcare costs were once the clear leading concern, topping the list for 83% of brokers surveyed in 2018; but the percentage has dropped each year to this year’s 64%.
  • Nearly half (42%) of benefit brokers surveyed said their clients expressed concerns over data breaches, cyber threats and other security issues during the previous 12 months. But, fewer than half of brokers surveyed said they were ready to help their clients handle a data breach.
  • Identity theft protection (54%) concerns have increased steadily over the four years of the survey and reached an all-time high this year. In 2021, 65% of brokers reported that their clients requested a recommendation for identity theft protection to add to their employee benefits mix, compared to 32% in 2018.
  • This year’s top ID theft benefit request (61%) was Social Security number alerts, rising 26 percentage points to leapfrog credit monitoring, which was the top request in 2020.
  • For the first time over the span of the last four years, employee restoration protection around ransomware (22%) appeared as a requested benefit. The increased virtual environment puts employees at greater risk for these malicious attacks that use malware to encrypt files and lock victims out of their data until a “ransom” is paid.
  • Mobile app access to benefits (91%) has become a table-stakes benefit, with the number of broker clients reporting that having a mobile app is “very important” or “extremely important” increasing by 8% year over year.

About Sontiq

Sontiq (pronounced Son-tick) is an Intelligent Identity Security company arming businesses and consumers with award-winning products and services built to protect what matters most. Sontiq’s brands, IdentityForce, Cyberscout and EZShield provide a full range of identity and cyber monitoring solutions, best-in-class restoration, and response products and services. Sontiq’s products are used by an ever-growing community and empower millions of customers and organizations to be less vulnerable to the financial and emotional consequences of identity theft and cybercrimes. Sontiq and its brands have an outstanding track record for delivering high-touch support and fraud remediation services, demonstrated through its 99% customer satisfaction ratings. Sontiq is a portfolio company of the Wicks Group. Learn more at www.sontiq.com or engage with us on Twitter, Facebook, LinkedIn or YouTube.


Kelly Moore