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Top 10 Paying IT Jobs in 2021

Posted in: career development, Careers, high paying IT jobs, Hiring, IT hiring, IT job, IT job market - Aug 23, 2021

Millions of Americans are looking for ways to increase their salaries and advance their careers. Fortunately, IT jobs are plentiful and lucrative.

IT professionals account for some of the most in-demand workers in the job market today. For example, data scientists, product managers, and DevOps engineers account for some of the best and top-paying jobs overall, according to Glassdoor.

So how do you get the IT career of your dreams? To get that job, you have to put in the time. The most high-paying companies tend to recruit employees with the most extensive experience, both in the classroom and the workplace.

Top 10 Paying IT Jobs in 2021

Check out the table below to see the top 10 high-paying IT jobs you could go after, according to average U.S. salaries on Glassdoor. Click each title to learn more about the required skills, experience, and certifications for each. Keep in mind that your paycheck may be higher or lower depending on your location, education, experience, and other factors.

Job Title	Average Salary
CIO	$174,999
Machine Learning Scientist	$135,196
Cloud Architect	$134,844
AI Engineer	$118,415
Data Scientist	$115,383
Product Manager	$111,624
Desktop Developer	$110,405
DevOps Engineer	$103,252
Full-Stack Engineer	$101,919
IT Support	$51,187

CIO

Average salary: $174,999 a year

Skills and requirements:

A bachelor’s degree at the least; some companies require a master’s or Ph.D
Various IT certifications
5-15 years working in IT
Ability to translate tech jargon into easy-to-understand language
Knowledge of business goals
Crisis management skills

Machine Learning Scientist

Average salary: $135,196 a year

Skills and requirements:

Bachelor’s degree in Computer Science or related field
Understanding of data structures and data modeling
Knowledge of quantitative analysis methods
Experience building out data pipelines and statistics
Software engineering experience
System design experience

Cloud Architect

Average salary: $134,844 a year

Skills and requirements:

Bachelor’s degree
Experience with client systems and applications
Knowledge of multiple programming languages
Experience with databases and big data
Networking experience
Data storage fundamentals
Security foundations
Knowledge of AWS, Microsoft Azure, and/or other cloud services
Cloud-specific patterns and technologies
Communication skills

AI Engineer

Average salary: $118,415 a year

Skills and requirements:

A bachelor’s degree
Strong programming skills
Foundation in statistics, linear algebra, and mathematics
Understanding of software development life cycle
Comfort with software design patterns
Experience with machine learning, deep learning, and neural networks
Familiarity with Spark and big data technologies
Work with algorithms and frameworks
Communication and problem-solving skills

Data Scientist

Average salary: $115,383 a year

Skills and requirements:

A bachelor’s degree; you can also take a boot camp
Understanding of SQL databases
Python and R programming
Comfort with Hadoop platform
Understanding of machine learning and AI
Data visualization experience
Business strategy experience

Product Manager

Average salary: $111,624 a year

Skills and requirements:

Bachelor’s degree
Strong communication skills
Technical expertise
Business skills
Research skills
Marketing knowledge
Interpersonal and delegation skills

Desktop Developer

Average salary: $110,405 a year

Skills and requirements:

Bachelor’s degree
Knowledge of probability and statistics
Data modeling and evaluation skills
Software engineering and system design experience
Knowledge of various languages, such as Python, SQL, and Java

DevOps Engineer

Average salary: $103,252 a year

Skills and requirements:

Bachelor’s degree
Version control experience
Experience with Continuous Integration servers
Configuration management skills
Deployment automation skills
Infrastructure orchestration experience
Monitoring and analytics skills
Knowledge of testing and Cloud Quality tools such as Slack, GitHub, and Phantom

Full-Stack Engineer

Average salary: $101,919 a year

Skills and requirements:

Bachelor’s degree
Deep understanding of front-end languages (HTML/CSS)
Deep understanding of back-end languages (JavaScript, Python, PHP)
Database Management Skills
Knowledge of Web architecture
Knowledge of database storage
Familiarity with Git and GitHub
Basic design skills

IT Support

Average salary: $51,187 a year

Skills and requirements:

Working knowledge of hardware and software
Understanding of the latest IT and software trends
Strong customer service skills
Strong communications skills
Excellent organization skills

How to Get a Top-Paying IT Job

Remember that if you want to pursue a career in IT, or are looking to advance your current career, some IT jobs are more in demand than others. Before you enroll in school or go back, be sure your education will help you land a top-paying job in IT. Here are some education areas to consider:

Cybersecurity
Cloud computing
Data analytics and data science
Software development
AI and machine learning
Project management
Programming

You can also pursue certifications online, jumpstarting your way into a top-paying position in IT. For example, if you’re looking to be a DevOps engineer, you can pursue the Certified DevOps Engineer certification through AWS. Before you pay out-of-pocket for a certification, check with your current company — they may reimburse you!

The post Top 10 Paying IT Jobs in 2021 appeared first on CIO Insight.

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Why Do Good Workers Leave Bad Managers During a Pandemic?

Posted in: Careers, Hiring, hiring challenges, IT worker retention, keeping tech talent - Aug 20, 2021

The COVID-19 crisis fundamentally changed the global workforce in myriad ways. The pandemic has had a direct impact on why good employees leave bad managers and bad companies.

At the beginning of the pandemic, the world didn’t shut down or stop working. Corporations laid off millions of workers to save money. Shortages of products created panic buying. People were nervous about their future. Businesses held the upper hand on who would work and who wouldn’t. Many employed individuals were just thankful for having a job.

As the months dragged on, employees started to see that working from home had benefits. People noticed they could have a new work-life balance.

Read more: Hiring Crunch Hits IT

Remote Work

The biggest game changer for workers is remote work. Before COVID-19, most corporations frowned on working from home. Many companies did not possess the technical infrastructure because the cost and setup could expensive to add.

The organizations allowing people a remote or hybrid work option had an early advantage. They augmented existing infrastructure to get the rest of the staff connected. As the world’s population stopped traveling and everyone stayed home, the remote work option became necessary, and employees became accustomed to it. Working from home became heavily desired by employees.

Commute Time

With so many workers staying home, commute time drastically changed. However, managers didn’t recoup as much time as workers. “Managers were able to recoup only 23 minutes of personal time, whereas independent employees gained more than an hour,” according to a Harvard Business Review study of 1,300 U.S.-based knowledge workers in 2019 and 2020.

In general, work began earlier, lasted longer, and productivity stayed the same or better. Once seen as a privilege, telecommuting is here to stay and has become another reason for employees to change how they work. However, professional workers without access to high-speed internet or technical skills risk being seen as “unessential workers.”

Wages

Unemployment became a huge factor in 2020. Employees affected by the loss of income feared losing everything, and not knowing when things were going to get better.

Things were also complicated for workers that weren’t laid off. They had to pick up more responsibilities, or risk losing their job. Early in the pandemic, many companies promised bonuses and higher salaries when things returned to normal. For many though, those promises were empty.

Now that there is a labor shortage, employees have the upper hand and can demand more from their employers. Although COVID-19 may have rattled them, eventually all good employees leave bad managers and bad companies.

A New Workers’ Revolution?

No matter the industry or location, employees experienced something genuinely revolutionary during the global pandemic. People realized they could change how, where, and why they worked. Productivity has increased but pay hasn’t kept up, according to the Economic Policy Institute.

What’s more, Apple, Microsoft, and other giant tech organizations want to see their employees back in the office. To many employees, the strides in remote work appear as if they were for nothing.

Though fast-food and retail stores promised large bonuses for employees coming in during the pandemic, the promises were far from significant. Healthcare workers putting their lives on the line received little but a thank-you. Teachers concerned with student education and health may not get raises.

The way people work is changing faster than businesses can adjust. Before the pandemic, everyone became used to how companies and people worked. When the pandemic became global, that dynamic rapidly changed. Businesses cut employees without remorse to maintain profits. Now, workers are making tough decisions.

Good Employees Leave Bad Managers

What happens next? Will companies accommodate the new demands in the workforce? Remote work, shorter commutes, and wages are the driving forces behind workers demanding more.

Workers saw during the pandemic that things could be different, but did COVID-19 change the rules? Without a doubt. When opportunity knocks, good employees leave bad managers and bad companies. Workers are demanding more from their employers or quitting for better opportunities.

Remote workers during the pandemic found that their work-life balance was much better. According to the Bureau of Labor Statistics, workers enjoyed more time for themselves last year: “Time spent in leisure and sports activities increased by 32 minutes per day, from 5.0 hours in 2019 to 5.5 hours per day in 2020.”

The remote workforce is creating change. If the pandemic only lasted a few months, these questions about workers’ rights might be non-existent. But the pandemic continues, and workers have opportunities they never thought possible.

The post Why Do Good Workers Leave Bad Managers During a Pandemic? appeared first on CIO Insight.

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Hiring Crunch Hits IT

Posted in: Blogs, Careers, Hiring, hiring challenges, IT hiring, IT hiring challenges - Aug 20, 2021

A number of factors are combining to make IT hiring more difficult. This includes a COVID-19 induced reticence about returning to work, insistence from companies that employees return to the office, and of course, a skills shortage.

Teams Are Struggling

A surge of cyberattacks has companies scrambling to step up security and IT hiring. Yet these resources are becoming difficult to find, according to a study by Information Systems Security Association (ISSA) and Enterprise Strategy Group (ESG). It found that 57% of the nearly 500 organizations surveyed noted a worsening cybersecurity skills crisis.

“For business and cybersecurity professionals, the data should be seen as a set of guidelines for maximizing cybersecurity investment, improving cybersecurity job satisfaction, and aligning cybersecurity with the business mission,” said Jon Oltsik, an analyst at ESG.

Among the study’s key findings:

62% respondents experienced rising workloads for the cybersecurity team
38% have unfilled open job positions
38% also noted high levels of employee burnout
95% said the skills shortage has not improved over the last few years
44% said the skills shortage worsened

Skill Shortages Abound in IT Hiring

There are general shortages of personnel within IT and cybersecurity. But there are acute shortfalls when it comes to cloud security, analytics, security investigation, and application security. The sad part of the situation is that while businesses are well aware of the shortages, they aren’t investing or acting in a way to remedy it.

“There is a lack of understanding between the cyber professional side and the business side of organizations that is exacerbating the cyber skills gap problem,” said Candy Alexander, Board President, ISSA International. “Both sides need to re-evaluate the cybersecurity efforts to align with the organization’s business goals.”

The study found that almost two thirds of respondents felt their organization could be doing more to address the cybersecurity skills shortage. To emphasize the lack of effective action, 38% said failure to offer competitive levels of compensation was the biggest factor in the skills shortage, with three quarters of organizations confessing to difficulties in recruitment.

To make matters worse, a third of CISOs said they would be willing to bail on their current organization if someone offered more pay.

HR Issues

A disconnect between HR and IT seems to lurk behind some of the hiring and skills shortage woes. In the survey, 39% believe more investment in cybersecurity training for candidates and new hires could help ease the situation. The vast majority of organizations failed to pay personnel for the recommended 40 hours of training per year.

Job postings, too, were problematic. Some felt that HR tends to aim to high in requirements, demanding too much from experience, qualifications, certifications, and specific technical skills. Yet such lofty requirements often don’t marry up with the annual salaries offered to applications. The result is long waits before anyone is hired.

Read next: Are Your Containers Secure?

The post Hiring Crunch Hits IT appeared first on CIO Insight.

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The Future of IT Is Hybrid: Four Tips for CIOs to Find Success

Posted in: Blogs, hybrid workforce, Leadership, remote teams, remote work, remote workforce - Aug 18, 2021

A major lesson most CIOs have learned in the past 18 months is the importance of being agile and open to change. The teachings of this lesson will remain important as we head into the rest of 2021. However, one business trend that probably won’t change is employees’ receptiveness to hybrid work.

Hybrid Work Is the Next Normal

According to a study we conducted in partnership with Pulse, the majority (52%) of IT and engineering leaders anticipate that their team structures will follow a hybrid model until the end of the year. Close to a third (31%) believe their team structure will continue to be fully remote, while only 17% believe they’ll be in-office full time.

TELUS workplace structure graph

While the majority of organizations will continue to operate remotely for the remainder of 2021 in one way or another, enabling a “digital-first, remote-first” mentality is critical for success. It’s also clear that “anywhere operations” models remain vital for organizations to retain talent.

According to a Morning Consult survey, almost 40% of polled Americans would quit their job if their bosses weren’t flexible about their organization’s work-from-home policies. Similarly, an April survey by FlexJobs found that 58% of 2,100 respondents would “absolutely” look for a new job if they couldn’t continue remote work in their current role. Only 2% of its respondents said they wanted to work in the office full-time.

The Great Resignation is upon us. Here are four things for CIOs to consider as they empower their organization for hybrid work and retain (and gain) great IT talent into the next normal.

Your Team and the Power of the Cloud

It’s easy to peg remote work as a trend or fad caused by the pandemic, but the technology behind it is something IT teams have leveraged for years to support colleagues in different offices or countries.

Companies and their IT functions have done this by using cloud platforms, virtual desktop interfaces (VDIs), and collaboration tools and apps that can be accessed from anywhere that has a secure internet connection, allowing for “business as usual” — even in unusual circumstances.

Organizations need to implement technologies and infrastructure that allow work to continue seamlessly.

Leveraging this technology beyond IT and across the organization will allow teams to continue to be productive. Organizations need to implement technologies and infrastructure that allow work to continue seamlessly, even outside a physical office.

Cloud-based systems that securely centralize customer information and internal tools are just an example of operations that will allow for business to be accessed, delivered, and enabled from anywhere.

Finally, it will be imperative for CIOs to provide team members with tools powered by cloud technology to enable effective and efficient collaboration. That way, everyone is on the same page whenever there’s an issue. Beyond the scope of work, these collaboration tools also empower team members to connect more effectively with each other, promoting engagement and connection in a remote or hybrid working environment.

The IT Help Desk

According to Gartner, 25% of customer service operations will involve a chatbot or other virtual assistant daily by the end of 2021, further creating a world in which businesses aren’t limited by “regular” hours of operation. Automating support services (such as IT and HR inquiries) with the use of chatbots may be the key to getting team members the support they require swiftly, with 24/7 availability, as we work remotely.

When we implemented a chatbot to support password resets and account unlocks on behalf of our IT service desk, our team members were able to access their accounts in half the time while their IT service desk colleagues were able to focus on taking on more complex tasks.

Further to this, we also saw that our IT service desk team members were more engaged post-chatbot implementation, largely due to their ability to focus on more challenging work, and we experienced reduced attrition levels overall.

The Importance of Security

Security in the remote age is tricky, no matter the industry. Each business, depending on the output, will deal with security differently. At TELUS International, a key part of our work-from-home approach is leveraging a virtual desktop interface (VDI) to securely connect employees to work on any device from anywhere that has a secure internet connection.

As the VDI is hosted in a secure cloud environment, it can be deployed quickly and easily through a unified approach, thereby streamlining the workload on IT teams during the deployment process and beyond.

While the ability to work from anywhere is possible, security should never be an afterthought.

CIOs should be aware of their team members’ place(s) of work in this new hybrid-work world. While the ability to work from anywhere is possible thanks to cloud solutions, security should never be an afterthought. Technology leaders must educate themselves and their teams on the dangers of weak security.

Teaching safety and security best practices such as always locking computers, keeping network passwords encrypted, and ensuring devices (personal or not) are up to date with the latest security updates can be the difference between a normal and a very bad day at work. Take the time to implement these learnings — your staff and end-users will thank you in the long run!

Conduct Frequent Check-Ins

If the wellbeing and engagement of your entire team was a top priority before the pandemic, it should be even more so now. Technologies accessed through the cloud and supported by the IT team can allow the rest of the global team to feel connected to one another despite the distance.

Now that many aren’t in a physical workspace, it’s important to offer opportunities to connect virtually and develop closer connections. Don’t underestimate the value and impact of a virtual coffee chat!

Having leadership that cares for its team has never been more important as we continue to work remotely. We conducted a study in 2020 that found that the vast majority (90%) of U.S. workers agree that someone can be a great leader whether in-person or virtually.

According to respondents, these are the top components of a thoughtful remote check-in from a manager or company leader:

A manager asking how they can help the employee (60%)
Sharing updates on the state of the business (51%)
Creating employee development plans and suggesting new learning opportunities (47%)

As we embark on this next normal, ensuring your team knows where to find you will help them remain connected and engaged at work. And in turn, this will motivate them to provide thoughtful and helpful support to one another as well.

CIOs Must Be IT Cheerleaders

For companies to be successful in the future of work (and life), they must equip their IT teams with technology that will support their work, no matter their location. CIOs must act as their IT teams’ cheerleaders, gauging what technology is working well, and which isn’t working, to effectively enable their teams.

As the world continues to be impacted by the COVID-19 pandemic, brands should take this opportunity to create a workforce strategy that encompasses the best of different technologies (and the workstyles they empower) to better prepare for the future.

The post The Future of IT Is Hybrid: Four Tips for CIOs to Find Success appeared first on CIO Insight.

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Top Business Continuity Software for 2021

Posted in: business continuity, business continuity management, business continuity planning, continuity, disaster recovery/business continuity, IT Strategy, Security - Aug 17, 2021

There is a lot of complexity and technology that goes into business continuity planning (BCP) software and tools. Whereas disaster recovery (DR) products are involved with recovering data and applications following a massive data loss, cyberattack, or disaster, BCP tools take things a stage further.

BCP software and tools encompass DR and all the aspects of continuity planning, including the documentation of recovery plans, personnel organization, the processes and procedures to be followed, and a whole lot more.

Core Functions of Business Continuity Solutions

There are certain core functions that should be in place for business continuity planning. These include:

Backup

The traditional approach is to always maintain two backup copies of each cycle: one copy onsite and one offsite. The sole reason for the onsite copy is to service fast restores. When called upon, the backup sets protect against two different needs: operational restore and disaster restore.

RPO and RTO

It is important to align Recovery Point Objectives (RPO) and Recovery Time Objectives (RTO) with ongoing data expansion, as well as economics. It is all very well to set severe RPO and RTO targets, but there comes a point when the cost spirals out of control.

Business Continuity Planning

Executives and key stakeholders should be involved in the planning phase, along with department heads. Ideally, the plan should ensure the business can keep employees safe and operations running in the event of fire, cyberattack, trouble with a vendor, or anything else that could occur.

The plan must address questions such as:

How much downtime can the business afford?
If equipment fails, how much data can the business afford to lose?
What actions must the company take following a disaster, and what are the objectives?

The plan should make it possible to cope with a large disaster, a major data breach, an interruption of the line of succession, or the closure of a critical vendor.

Documentation

Someone must gather the key pieces of information on the plan, ensure it is documented, and lay down the appropriate protocols and procedures clearly. In terms of employees, the documented plan should assign who does what, how they can be contacted, and what their role is if something goes wrong.

Vendors need to have a fallback if something goes wrong. The workings of all equipment and their dependencies should be diagramed out. The plan must encompass desktops, servers, and more. Standard operating procedures, too, must be created.

Testing

Schedule time to test scenarios and ensure what has been planned is actionable and functional. This includes fire and earthquake drills, as well as testing backup and recovery plans to ensure servers and other critical equipment can be restored promptly.

Top Business Continuity Software

There are plenty of options for server business continuity software. CIO Insight selected the following, in no particular order:

Arcserve Business Continuity Cloud

Value Proposition

Arcserve Business Continuity Cloud is cloud hosted. It combines backup, availability, and email archiving to eliminate downtime and data loss from applications and systems in any location. Its goal is to solve all data protection challenges as a single vendor, with a broad data protection portfolio that can protect any environment, small or large.

Key Differentiators

Prevents downtime
Restores SLAs
Automatically tests
Safely moves data without draining bandwidth
Restores data under any circumstance
Scales as you grow
Supports corporate compliance
Multi-cloud and cross-cloud data protection
Live cloud migration without downtime
Integrated cybersecurity protects on-premises and in-the-cloud environments from data loss and ransomware
Manage explosive data growth with scale-out storage solutions protected by immutable snapshots

Quantivate

Value Proposition

Quantivate Business Continuity Software reduces the time spent managing and maintaining plans. It enables the organization to develop implementable business continuity and disaster recovery plans, keeps plans up to date, and increase the availability of critical operations. It uses a repeatable methodology that removes single points of failure in processes and technology. This ensures quantifiable risk measurement capabilities and allows business continuity and disaster recovery data to be harnessed for the greater governance, risk, and compliance (GRC) good.

Key Differentiators

Understand connections and dependencies across the organization through integrated data-sharing
Guided processes to develop a complete continuity program, rather than disconnected activities and data silos
Digitize and centralize BC/DR plans and other documentation
Record organizational procedures for disasters, emergencies, and other unexpected incidents
Built-in tools to identify critical processes, analyze risks and their impact, test the efficacy of plans, and respond to incidents
Access plan templates, a built-in editor tool, and optional consulting services

FalconStor StorGuard

Value Proposition

FalconStor StorGuard is a heterogeneous continuous replication software that operates between the application servers and target storage systems to protect the data. It logs every write to the server and enables a single RPO across the stack. It operates on-premise, in cloud, and on tape backups, and offers IT the ability to find the right mix of backup, security, and business continuity. FalconStor’s StorGuard and StorSafe are heterogeneous software that enable organizations to standardize their process and knowledge bases, achieve security, and avoid vendor lock-in.

Key Differentiators

Takes application-consistent snapshots of mission-critical servers so a user can recover all components of the application to a single RPO
Can operate on a LUN-by-LUN basis from one disk array to another
A second copy of data can be kept for safety, or used to migrate across arrays, data centers, colos, or public clouds
StorGuard can copy entire sites of virtual machines and volumes to a new remote site, or even to a public or private cloud to failover
FalconStor’s companion product, the StorSafe disk-based backup target, has deduplication rates of 20:1 or greater
Copies can be made on tapes to be sent offsite, or copies can be run at a remote site or cloud
All changes are continuously replicated from on-premise to remote copies
All transmissions done over encrypted links, and all data at rest encrypted with AES256

Datadobi DobiProtect

Value Proposition

datadobi logo Datadobi DobiProtect deals with data protection, helping companies protect unstructured file and object data from cyber threats such as ransomware, accidental or malicious deletion, and file system bugs that can cause data loss. It enables users to make a copy of data between any NAS or object storage system on-premises or in the cloud.

Key Differentiators

Copy can be isolated from the primary systems through an air gap via tape
DobiProtect can use any system as a target, as it is vendor and protocol independent
In the case of loss of data on the primary, the copy can be recovered to any storage system
Select the most critical folders or files to restore first
Where data is being stored on the same protocol (NAS-to-NAS or Object-to-Object), can failover users and applications to the copy
Scales to any size system based on Datadobi’s unstructured data management engine
Vendor neutral

StorCentric DMS

Value Proposition

The StorCentric Data Mobility Suite (DMS) empowers organizations to move data to where it needs to be. It offers the ability to copy and move data to the environment(s) that will ensure operations and business functions are not impacted by an outage or disaster. It provides vendor-agnostic file migration, replication, and synchronization across storage environments — including disk, tape, and public or private clouds. DMS is deployed on a non-proprietary server, integrates with current infrastructure, and makes data management and business continuity easier.

Key Differentiators

Policies are configured for the organization’s requirements
Supports S3-compatible clouds
Seamless movement of data in and between heterogenous, hybrid, and cloud infrastructures
Streamlines data movement onto new systems by ingesting legacy files with filtering and continuous incremental updates
Tackles data flow requirements from any storage platform to another
Enables files to be synchronized across multiple storage repositories, including disk and tape, as well as cloud providers
Complete visibility and management control for replication and content distribution
Includes an object storage cloud connector supporting Amazon S3, Google Cloud Storage, Backblaze B2, Wasabi, and IBM ICOS, and others

DH2i DxEnterprise

Value Proposition

DH2i logo DH2i DxEnterprise delivers enhanced high availability (HA) and DR capabilities to ensure business continuity. It was engineered to improve the performance and resilience of transaction processing workloads found in financial services, as well as other sectors running on top of Microsoft SQL Server. As such, it offers improved SQL Server database resilience, zero trust security, and scalability across private and public clouds, as well as between on-premises and remote locations.

Key Differentiators

Cross-cloud, hybrid IT, and datacenter-to-datacenter clustering technology
Enables high availability, distributed SQL Server clusters on Linux without the complexity and performance limitations of traditional clustering, replication, and VPN technologies
Standardizes HA and DR by combining failover instances in a single DxE cluster
Delivers scalable end-to-end multi-subnet automatic failover management for sub-15 seconds RTO
Accelerates SQL Server performance with Express–tunnel technology
SDP technology provides secure multi-site, multi-cloud network communications that eliminate VPN-associated lateral network attack surfaces
Reduces costs by eliminating multiple clustering (WSFC or Pacemaker), replication, and VPN technologies
Health and performance QoS monitoring, alerting, and orchestration
Supports mixed Linux/Windows, Azure and AWS environments

StorageOS

Value Proposition

storageOS logo StorageOS is a software-defined, cloud-native storage platform for running containerized production applications in the cloud, on-prem and in hybrid/multi-cloud environments. Powering Kubernetes persistent storage, enterprises can run any services and stateful applications on any infrastructure. It scales with application demand, delivering market-leading performance, high availability, data security, and business continuity.

Key Differentiators

StorageOS aggregates storage across all nodes in a cluster into a pool
Allows volumes to be provisioned from the pool and for containers to mount those volumes from anywhere in the cluster
Transparently redirects reads and writes to the appropriate volume, so the container is unaware of whether it is accessing local storage or remote storage
Volumes are thin provisioned to avoid consuming disk space unnecessarily
Labels can be passed to StorageOS via PersistentVolumeClaims (PVCs) or applied to volumes using the StorageOS CLI or GUI
Ensures high availability and rapid recovery for critical applications wherever they are running
Run applications faster than other storage solutions, with low latency for stateful applications

Vcinity Ultimate X

Value Proposition

Vcinity logo Vcinity’s Ultimate X (ULT X) family of products provides a horizontal technology that enables applications and data to perform over any WAN as they do over the LAN, eliminating distance or latency. In addition to the ability to reach and execute on data directly over long distances, the technology also provides the fast migration of data for BC/DR workloads. Whether acting on data directly, or moving it in the more traditional sense, ULT X achieves this without the use of any compression or de-duplication.

Key Differentiators

Executes applications on-prem, in another cloud region, or in a completely different cloud
Expedites backup directly to an off-site location with the option to eliminate requirements for an on-premises copy
Ensures real-time access to data at a remote site
Recovered applications immediately work on remote backed up data with the same performance and user experience; RTO is near zero
Instant LAN performance when working with remote data

The post Top Business Continuity Software for 2021 appeared first on CIO Insight.

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