Teema Press

Innovative. Informative. Insightful. Find out how TEEMA is creating news across the country. We’re focused on impacting the industry in a positive way.


By Brian Antenbring, President

web-design-trends-2015 (1)If you’re thinking of hiring in the next few months, it pays to know what’s in demand. In a knowledge economy driven by business intelligence, those with the skills will have no problem paying their bills. Companies need to pay to play if they want to retain top talent.


Employers who have been paying attention to the overall economy in North America over the last few years, characterized by a glacial rebound and sluggish growth, may have the wrong idea about their leverage. In the areas of IT, Accounting and Finance especially, overall packages of salaries and benefits remain higher than in other sectors. Mid-to-top tier executives are not afraid to jump ship and climb aboard with a competing firm.


Offering competitive salaries is an obvious way to lure in capable employees – but creative compensation packages that go beyond the allure of cash to offer employees a more comfortable work-life balance are needed to instill loyalty and avoid putting out a pricey counter-offer to keep ‘essential’ staff. Signing bonuses and other incentives are common for acquiring specialists in hot areas like regulatory compliance. Offering telecommuting and extra vacation time can be the difference between a great hire and no hire.


Consumer market trends, technological innovation and increasing regulation (especially in the financial sector) mean that adaptability and a generic skill set won’t cut it anymore – at least for those who are getting hired and paid at the top of their range.

For IT, mobile development, security compliance and big data are the buzzwords around in-demand skill sets. Mobile collaboration and apps are hugely important for business and modern living; protecting business and customer data is mission-critical and the skills required to pull it off are increasingly sophisticated; meanwhile, IT employees need to not just be able to harvest and collate big data, but use it to create actionable strategies to give their companies the edge.

In Accounting and Finance, that ability to offer strategic insight is also valued more than ever. It’s not enough to be able to put together an accurate balance sheet; CFOs, Treasurers and Accounting Managers are increasingly seen as strategic leaders who can control costs and boost productivity internally while also keeping an eye out for M&A opportunities. Those who can best tell stories with the data through sophisticated Excel models while offering actionable recommendations from business intelligence are poised to succeed – and are the top targets of savvy companies and recruiters.


In IT, it’s hard to overstate the growth of opportunities in a wide range of sectors, especially for Mobile applications developers, Software developers and Business intelligence analysts. In the Accounting and Financial areas, growing M&A activity have helped spur hiring in investment banking, as well as the commercial and regional banking area. Public accounting firms presently suffer from a shortfall of skilled staff, giving leverage to qualified recruits. Regulatory changes in health care in the USA are also spurring many companies to look for financial experts who can deal with complex new rules while helping to maintain the company’s bottom line.

In any environment, talent finds a home where it is needed; top talent is actively sought by firms looking for that critical edge over the competition. In our knowledge-based economy, those with the right combination of skills will prosper in 2015.

Looking for a recruiter who can help you take advantage of hiring trends to find a great fit? Let us know about your how we can help.

TEEMA Solutions Group Selected as a 2014 Red Herring Top 100 Global Company

TEEMA Solutions Group Selected as a 2014 Red Herring  Top 100 Global Company
PASADENA, Calif.—November 20, 2014—Red Herring announced its Top 100 Global in recognition of the leading private companies from North America, Europe, and Asia today, celebrating these startups’ innovations and technologies across their respective industries. View the list here.

Red Herring’s Top 100 Global list has become a mark of distinction for identifying promising new companies and entrepreneurs. Red Herring editors were among the first to recognize that companies such as Facebook, Twitter, Google, Yahoo, Skype, Salesforce.com, YouTube, and eBay would change the way we live and work.

“Choosing the companies with the strongest potential was by no means a small feat,” said Alex Vieux, publisher and CEO of Red Herring. “After rigorous contemplation and discussion, we narrowed our list down from hundreds of candidates from across the globe to the Top 100 Winners. We believe TEEMA Solutions Group embodies the vision, drive and innovation that define a successful entrepreneurial venture. TEEMA Solutions Group should be proud of its accomplishment.”

Red Herring’s editorial staff evaluated the companies on both quantitative and qualitative criteria, such as financial performance, technology innovation, management quality, strategy, and market penetration. This assessment of potential is complemented by a review of the track records and standing of startups relative to their peers, allowing Red Herring to see past the “buzz” and make the list a valuable instrument of discovery and advocacy for the most promising new business models from around the world.



Brian Antenbring, President, TEEMA Solutions Group accepting our award in Pasadena, CA on November 20, 2014
“It’s truly an honor for TEEMA to be recognized in Red Herring’s Top 100 Global companies.  On behalf of our Members and staff here at TEEMA, I’d like to thank Red Herring for this recognition; it validates all the hard work we’ve done here to support our great clients across the globe.”  – Brian Antenbring


What is Red Herring Global?

Red Herring Global is the culmination of a year’s work of scouring the globe and reviewing thousands of privately held companies from around the world. The pool of candidates for the award are the top private and game-changing companies from the Regional competitions in Europe, North America, and Asia.


About Red Herring

Red Herring is a global media company which unites the world’s best high technology innovators, venture investors and business decision makers in a variety of forums: a leading innovation magazine, an online daily technology news service, technology newsletters and major events for technology leaders around the globe. Red Herring provides an insider’s access to the global innovation economy, featuring unparalleled insights on the emerging technologies driving the economy.

Welcome New TEEMA Members – November Edition

Meet Samantha Boivin.
Role: Hybrid  |  Specialty: Tech |  Area: QC

Samantha has worked in the field of IT & business dev for 15 years +. She started as a marketing assistant & moved on to an IT services start-up where she worked for 6 years & covered many areas: banking, telco, manufacturing, pharma, retail.


Meet Rick Gilbert.
Role: Hybrid  |  Specialty: General  |  Area: CA

Rick has spent the past 10 years helping companies identify & hire mission critical leadership talent. He brings his vast experience to every search, having been a Vice President of HR, Regional Manager and Director of Training & Management Development.



Meet John Nilson.
Role: Hybrid  |  Specialty: Tech |  Area: AZ

John brings 20+ years of recruiting experience to TEEMA, having started as an Executive Recruiter seeking engineering talent for various clients in the Twin Cities area & moving into IT consulting in 1996. John has placed talent in contract & perm positions locally as well as nationally.


Meet Gretchen Spain.
Role: Hybrid  |  Specialty: Tech  |  Area: AZ

Gretchen has a background in Hospitality & Insurance sales. She likes to build long lasting relationships & is an advocate for both parties when offering solutions. She has a knack for seeing market trends & moves quickly once the “perfect match” is identified between candidate & client.


Meet Scott Bone.
Role: RD  |  Specialty: General  |  Area: OH

Scott Bone is a Senior Recruiter & Business Advisor with 9+ years of experience in conducting retained, direct-hire, consulting, contract-to-hire & contract searches for companies across the nation. Scott specializes in Executive Search, Sales & Marketing, Logistics & Supply Chain, Technology, HC/IT. 


Meet James Dimas.
Role: Hybrid  |  Specialty: General  |  Area: CA

James has 17 years of combined Enterprise Software Sales management, Sales & Marketing expertise & a deep understanding of solutions selling & marketing strategies. James has worked with SAP Canada – Sage Software & Infor Software with targeting customer revenues between $10MM – $1B.


Meet Mark Anderson.
Role: Hybrid  |  Specialty: Tech  |  Area: MN

Mark has 17+ years of sales experience, with 5 years in management. His career started in the IT training industry, where he enjoyed helping people to change careers. Looking for a greater challenge he transitioned into IT Staffing & Consulting, building relationships with clients & consultants.


Meet Jill Osinoff.
Role: TM  |  Specialty: Technologies  |  Area: FL

Jill is an IT recruitment professional with 20+ years of experience placing people in both full time positions & contract jobs  throughout the US. Prior to joining TEEMA, Jill ran her own IT recruiting business & produced career fairs for internet companies in New York City.


Meet Jalynn Andersen.
Role: TM  |  Specialty: Technologies  |  Area: BC

Jalynn has specialized in IT Recruitment since 1996. With experience in both agency and in-house recruitment, she has worked in Toronto, London & Vancouver. She loves the evolving nature of the technology space which adds to her enthusiastic approach to getting great people great jobs. 


Meet Nena LaLumia.
Role: RD  |  Specialty: General  |  Area: TX

Nena has been in the staffing industry for 20 years. She began as a recruiter for a national staffing company, Spherion & TRC Staffing. Over the 10 years, she progressed to a RD position managing 12 branches. She took that industry experience & opened her own staffing company specializing in contact-center staffing.


Meet Matt Hart.
Role: TM  |  Specialty: General  |  Area: Montreal
After many years in sales, Matt was recruited by a small recruitment firm in Montreal to help with their business development & recruitment. He became the owner/operator & has ran this recruitment firm very successfully for the past 4 years. 


Meet Darren George.
Role: Hybrid  |  Specialty: Tech  |  Area: CA

Darren has 20 years in the Tech recruiting industry & is privileged to have been a part of the Silicon Valley Internet revolution. He thrives on being constantly challenged & helping others in the process. He has a passion for making a connection & creating a win/win for client & candidate.


Meet Robert Peysner.
Role: TM  |  Specialty: A&F  |  Area: FL

Bob Peyser has over 25+ years in recruiting and client management positions. He was Vice President of a large recruiting firm supervising their Financial Institutions Practice and for the last 15 year has been owner/principal of his own recruiting practice


Meet Lakisha Fatusi.
Role: TM  |  Specialty: Technologies  |  Area: CA

Lakisha has over 15 years in the staffing industry and 5 years in IT consulting. Her passion is Direct Hire Placement, Contract and Onsite Staffing. Her main focus has been in the Healthcare, Accounting and Information Technology sectors.


Meet Andrew Romero.
Role: Hybrid  |  Specialty: Tech | Area: AZ

Andrew is a TA & HR seasoned professional with 15+ years of full life cycle recruiting experience at the Corporate, RPO/Onsite & Staff Augmentation levels. He brings expertise in identifying & recruiting strong talent while matching both skills and culture for the client & candidate.


Meet Amy Kuecks.
Role: Hybrid  |  Specialty: General  |  Area: UT

Amy is a respected recruiter with over 20-years of experience in the staffing industry. She acquired a passion for staffing while recruiting in college. Over the years, Amy has placed admin, sales, technical, & executive professionals both in contract & direct hire positions

Welcome New TEEMA Members – October Edition

Meet all of the recent additions to our TEEM!

Meet Omeid Tizpa.
Role: RD | Specialty: General
Area: Sandy, UT

Omeid brings great passion to many aspects of life, but solving problems and creating opportunities for others is his favorite. Omeid has been in the staffing industry for the last 13 years, with experience in all verticals.


Meet Nikki Buchanan.
Role: TM | Specialty: Technologies
Area: Olivia, NC

Doug is passionate about the business of technology, and goes the extra distance to understand his current and prospective clients’ to-market strategy, corporate culture and competitive landscape.


Meet Crystal Pisel.
Role: Hybrid | Specialty: General
Area: Newport Beach, CA

Crystal strives to build relationships with all of her clients and works to find them exactly what they are looking for in a timely and efficient manner. She takes pride in placing great people with organizations that are the right fit for both parties.


Meet Dianna Wayne.
Role: Hybrid | Specialty: General
Area: Newport Beach, CA

Dianna has several years of recruiting experience & specializes in placing IT, Healthcare, & Sales roles. With her experience, Dianna is able to truly gauge what her clients are looking for & take pride in placing the right candidate with her clients!


Meet Brandon Baum.
Role: TM | Specialty: Technologies
Area: Raleigh, NC

Brandon is committed to exceeding clients expectations for professional staffing services by delivering qualified technical professionals that fit your business. He has a specific focus in Health IT for Federal and Commercial clients.


Meet Curtis Barrett.
Role: Hybrid | Specialty: Technologies
Area: Mesa, AZ

Curtis is a full cycle recruiter and client manager with over 3 years in the recruitment industry. He started his career with Robert Half International where his title was Division Director of IT placement.


Meet Syed Haider.
Role: RD | Specialty: Accounting & Finance
Area: Sunrise, FL

Syed has 8+ years of recruiting experience managing a full-cycle desk from client acquisition to recruiting. During his tenure, he developed mutually beneficial relationships with 70+ clients across all industries. Syed achieved #1 recruiter status.


Meet James Jindra.
Role: Hybrid | Specialty: Technologies
Area: Minneapolis, MN

Jim has spent 20+ years with global executive search firms, working across a number of industries both private and public companies. He plays an integral part in building & maintaining relationships, not only with the client but also with the candidates.


Meet Patty Disch.
Role: TM | Specialty: General
Area: Solana Beach, CA

Patty has more than 20 years of experience in the Staffing Industry and has recruited for all levels of personnel in a variety of industries, including High Technology, Medical Device, Biotechnical, Pharmaceutical, Aerospace & Defense and Finance.


Meet Drew Jordan.
Role: TM | Specialty: Technologies
Area: Malvern, PA

Drew has 20+ years of experience in the IT industry both in sales and recruiting/staffing. Most recently, Drew has focused on recruiting and staffing with regards to SAP consultants including several years working directly for SAP America.


Meet Shabeen Jaffer.
Role: TM | Specialty: Technologies | Area: Palm Springs, CA

Shabeen has over ten years of experience in the field of Recruitment. One of her biggest strengths is collaboration. The key to her achievement is to nurture relationships with the candidate and be in productive partnership with them.


Meet Camillia Ronzo.
Role: Hybrid | Specialty: Technologies
Area: Boca Raton, FL

Camillia has 10+ years’ experience in the business field including Sales, Marketing, & Staffing. This allows her to understand what clients want. She goes above & beyond in satisfying their needs. Her strength is in nurturing & maintaining relationships.


Meet Ellen Cisco.
Role: TM | Specialty: Technology
Area: Napa, CA

Ellen is a recruiting & customer service professional with 5+ years’ experience in the staffing industry & 16+ years’ experience in hospitality. Her current focus is the Tech Industry. Bringing great people together is what fuels Ellen’s passion for recruiting.


Meet Kim MacLeod.
Role: Hybrid | Specialty: Technologies
Area: Toronto, ON

Kim has evolved from Systems Developer, Project Manager & IT Director into an effective, technically savvy recruitment source. She understands the need for proven skills and environmental fit.


Meet Stephanie Long.
Role: Hybrid | Specialty: Technologies
Area: Phoenix, AZ

With a background in education & HR, Stephanie entered the staffing industry with a desire to help businesses acquire the best talent. Her goal is to grow the TEEMA brand in the Phoenix market & become a leading resource for staffing solutions.


Meet Doug McGhee.
Role: CM | Specialty: Technologies
Area: Toronto, ON

Doug has been in the I.T. Staffing Industry for 17 years. In 1997 Doug moved into the Staffing field as a Recruiter and quickly moved into Client Management where he has leveraged his technical background to excel for the past 15 years.


Meet Jason Ellis.
Role: TM | Specialty: Technologies
Area: Auburn, DC

Jason has been Recruiting in the IT market since 2004 supporting Staff Augmentation, Professional Services and Consulting in the Washington DC area as well as Nationwide.



Meet Don Townsend.
Role: Hybrid | Specialty: General
Area: La Miranda, CA

Don has hired 100+ key professionals, building teams within Technology, Digital Ad Sales, Operations, & Finance. His experience comes from both the agency, & internal recruiting, which has made him a well-rounded, professional recruiter.


Meet Emily Dupuy.

Role: TM | Specialty: General
Area: Toronto, ON

Emily is a French Canadian from Montreal, Quebec, & now bases her business out of Toronto, ON. She has recruited for various industries across Canada & the US including pharmaceutical, oil & gas, automotive & financial.


By Brian Antenbring, President

Richard Branson and Virgin GalacticRichard Branson founded 400 companies before he built a mega-successful brand with Virgin Galactic. James Dyson built over 5,000 prototypes of his famous vacuum cleaner before he hit the big time.

Failure is part of business – but when companies are hiring to help them reach their next milestone, they typically look for people with a proven track record of success. There’s something comforting with this approach. It’s intuitive. It’s easy. But when you only hire success stories, you might just be helping lucky people rise to their level of incompetence. To really get value out of a new hire, it may be a lot smarter to hire the failures.

Naturally, there can be a bit of a financial incentive for companies to do this; people who are reaching out for a rung on their way down can be a bargain to hire compared with those on the express elevator to the top floor. But the hiring strategy here goes far beyond getting a discount for an executive with a stained personal brand.

People who have failed can have critical experience to help companies avoid going down the same paths they went down. By eliminating dead-ends, a company can have a clearer vision of what might actually work. Failures are also risk takers – and no company ever got big by playing it safe all the time. The best failures also have a sense of accountability – which gives them even more incentive to make a big splash at your company to prove they can be winners.

Of course, hiring people who have failed is not an automatic ticket to success. Their answers in the interview will tell you a lot about whether they’ll be a benefit to your company:

1. “What was your biggest failure?” It’s best if you already know the answer to the question from doing your pre-interview research. Compare what you know with what they tell you to see if they try to gloss over it, or just avoid the issue entirely. Candidates will always try to put their best foot forward in an interview, but they ought to be able to answer a direct question.

2. “What caused the failure?” In business, many failures are the result of forces beyond a person’s control. That said, it can be very illuminating to see if the candidate saw the problem coming and had useful insight, or if they just got hit by a truck that they claim “just came out of nowhere”.

3. “What did you try to do when you realized there was a problem?” Did the candidate try to mitigate or reverse the impending disaster? Did they take personal responsibility for fixing the problem at all points of the crisis – or did they see themselves as innocent, helpless bystanders on a sinking ship? Again, their response here will tell you a lot about their integrity and sense of responsibility.

Hire candidates who can roll with the punches, adapt and succeed next time – and you’ll be putting your company in good hands.

Looking for a recruiter who can find the talent to take you from failure to success? Let us know about your how we can help.


By Vaclav Vincalek, CIO

backupThousands of Vancouverites were stranded and hundreds of thousands inconvenienced by the breakdown on TransLink’s modern high-speed trains a little while back – and no one was pleased when the second shutdown occurred about a week later. Overall, transit users were very patient – for about five minutes. By the end of it, many people were ranting online with ALL CAPS tweets as though TransLink had trapped passengers on purpose. From the start, the technical team behind SkyTrain was firing on all cylinders to get the problem fixed. Later, as a goodwill gesture, the proud disaster recovery team let media tour their facility. Locals were amused to find that our new trains were running and backed up on technology that kids today wouldn’t even recognize: good old dependable floppy disks – the kind that nobody makes anymore.

Disasters happen to companies every day, even if we don’t hear about them on the news. Email stops working. Websites go down. Essential applications crash. Just a few hours of off-time mean deals don’t get done, products don’t get sold or widgets don’t get manufactured. Disaster Recovery is about keeping the stoppage to a minimum and getting back online as fast as possible – and it’s something that far too many companies have never even thought about. (Fortunately for TransLink, they appear to have done their homework in this department – people really could have been stranded a lot longer – though you can always do better).

When considering how to move forward with creating or adapting Disaster Recovery procedures, two important metrics are RTO (Recovery Time Objective) and RPO (Recovery Point Objective). RTO tells you how long it will take your system (email, ERP, CRM, SharePoint, etc.) after the crash to become operational again. IT managers and other executives need to ask themselves how long they can be without any of the systems, keeping in mind that what may be unimportant to you might be essential for others. RPO tells you how much data you are willing to lose at any given time. For instance, if your email system goes down, how many received emails, since the last time you ran a backup, are you are willing to lose?

Having backups – and potentially, backups of backups, is critical. But in any organization, identifying what needs to be backed up and how to go about it, is a big job. It’s not just a technical issue; there can also be regulatory issues around backup that internal IT may not know about. You may not be able to prevent all disasters from happening, but your company can have measures in place to get you back up and running ASAP.

More and more companies are turning to CIO in a Box for professional expertise and support in this area. Considering using a CIO in a Box – or want to know more about what options are out there? Get in touch.


By Vaclav Vincalek, CIO


Back when the company was just starting out, Barb asked George to order the hardware from Dell. He ordered a version of the hardware he used at home, with a few changes suggested by a sales guy he doesn’t even remember.

The hardware arrives. Naturally, George gets the job of setting up the computers for their team. The company grows and more computers show up. George does his thing, installing Office, your business apps and making sure there’s virus protection on every machine. George was the guy in the right place at the right time. Somewhere along the way, he officially (or unofficially) became the head of IT.

Which is to say that the head of the IT department – officially, your CIO, CTO or other similarly expert-sounding top tech person, is the guy that happened to be around when someone needed Windows installed.

George is not necessarily a trained technology expert – and there might not be any real technology strategy management training anywhere in his resume.

A can-do-attitude and willingness to read through installation instructions can go a long way when a company is building up; George is still a pretty capable go-to guy when it comes to putting out fires. But at some point, you need the kind of technology expertise that you can only get from someone who has more than improvised, on-the-job training. That’s where the CIO in a Box comes in.

The idea is to bring in a senior technology executive part-time so a company can do more than just respond to tech crises and put out fires. Many companies aren’t even aware this is an option, assuming they will have to put a senior person on payroll full time – which can be a pricey thing to do. CIO in a Box gives companies another option.

What does a CIO in a Box do?

  • Provides a technology perspective during leadership team meetings
  • Help hire executives
  • Strategize technology initiatives
  • Develop disaster recovery plans
  • Assist with IT security audits

And much more. George is a great guy – but companies are well advised to get help for him before he gets in over his head.

Considering using a CIO in a Box – or want to know more about what options are out there? Get in touch.


By Brian Antenbring, President


When companies are looking to hire, it might seem more natural to promote within rather than hiring from outside. After all, you’ve got a bird in the hand, so to speak – a known quality in an internal candidate. They’ve already proven themselves as part of your team (or else you would have gotten rid of them, right)?

Not so fast.

A bad hire from within can be just as damaging as a bad hire from out there. You’re not just paying their salary; a great candidate who turns out to be a terrible employee can disrupt an entire team or campaign. Your company is on the line. It’s important to consider the real reasons why we look beyond our own building for top talent:

Specialized Skills. We operate in a very different business environment than even a decade or so ago. Particularly in the technology field, many skill sets are not easily transferrable, no matter how adaptive and enthusiastic members of your team are. If you can’t easily develop the expertise internally, you’re going to have to look elsewhere.

Needing New Ideas. Whether it’s a creative design team that just isn’t connecting with what the customers want, or changing up the overall direction of a company, hiring an executive from outside can inspire your team with innovative ideas that they never would have touched on inside their own bubble.

Hitting the Talent Ceiling. When the company started, you made do with the team that you had. They’ve done well overall, but now that you’ve worked together a while, the gaps in expertise have become irritatingly clear. As much as you like Tim and think he might have what it takes a year from now, you don’t have the time to get him up to speed.

New Leadership. Culture and personal conflicts aren’t the major cause of low morale and dysfunction on a team. Typically, leadership and communication breakdowns are much biggest factors and you’ve got to get this right. Outside candidates may have a better chance of restoring order and morale than an insider who has contributed to the problem in the first place.

Looking for a recruiter who can find the talent you need right now? Let us know about your how we can help.

TEEMA Solutions Group Makes it on the Inc 5000 as Fastest Growing Companies in North America in 2014

TEEMA Solutions Group (TEEMA), one of the fastest growing staffing companies in the US, announced their second appearance on the Inc 500 | 5000 list with an honor award.

The Inc. 500 is an annual list of the 500 fastest-growing private companies in the United States, introduced in 1982. The Inc. 5000 is an expansion of the Inc. 500, which ranks the country’s top 5000 fastest-growing private companies and also features a special ranking of the top 10% of the list as the Inc. 500.

“We’re honored to make the Inc5000 list for the second straight year.  We would like to thank our clients across the country who have made this difficult accomplishment, a reality.  Without their support and trust in our service, this would not have been possible.”

The see the full results of the Inc 5000, go to 2014 Inc 5000 List.


Steve Reimer
Vice President

About TEEMA Solutions Group:

TEEMA Solutions Group Inc. (TEEMA) is a customized staffing and technology solutions firm, providing full cycle talent and project solutions that achieve targeted results.

TEEMA Staffing Solutions offers end-to-end staffing solutions that align with your company’s values, productivity and bottom line. We’ll take care of finding the right person for the right position at the right time, from Executive and C-Level selections, to professional and technical positions. Our specialties include IT, Healthcare, Accounting and Finance, Supply Chain Logistics, Engineering, SOMAH (Sales/ Operations/ Marketing/ Administration/HR) and Executive Search.

TEEMA Technology helps solve challenging technical problems many businesses face. With TEEMA you’ll get guaranteed results and reliable service, combined with the deep technical knowledge and skill needed in a trusted technology advisor and partner. Our services include Software Development, Enterprise Resource Planning, Mobile Solutions, Systems Integration, Strategy and Innovation, and Technology-Certified Managed Services.

For more information about TEEMA Solutions Group, please visit www.teemagroup.com

About Inc.com.

We’re also the publisher of Inc. magazine, which for more than 30 years has been the premier print publication for entrepreneurs and business owners. In 1982, we introduced the Inc. 500, which showcases the fastest-growing privately held companies in the United States. Twenty-five years later we expanded the list to the Inc. 5000 to help readers get a deeper understanding of the entrepreneurial landscape.

We host several Inc. Events, including the annual Inc. 500|5000 Conference & Awards Ceremony, which celebrates the Inc. 500|5000 and allows honorees, alumni, and other growth-minded entrepreneurs to learn and network.

We launched Inc.com, which is replete with small business ideas, information, and inspiration, as well as practical advice from those who have done it before, in 1996.

TEEMA Solutions in Support of #ALS Ice Bucket Challenge

The Ice Bucket Challenge, sometimes called the ALS Ice Bucket Challenge, is an activity involving dumping a bucket of ice water on one’s head or donating to the ALS Association in the United States.

Below you will find some of our TEEMA members in support of the #StrikeOutALS #IceBucketChallenge. If you wish to donate to the #ALS Association, please click here.