Western Asset Management Modernizes their Data Platform to Increase Peak Capacity​

Case Study

Western Asset Management Modernizes their Data Platform to Increase Peak Capacity​

The solution rearchitected the pre-trade compliance engine to provide prompt response times to the trading desk.​​​

Overview

Western Asset is a globally integrated, California-based fixed income asset manager with approximately $450 billion of Assets Under Management (AUM). Risk management is an integral part of the firm’s investment management process.​

Challenge

Western Asset decided to re-architect their pre-trade compliance engine to provide prompt response times to the trading desk for client guideline trading decisions and high-capacity automation between portfolio management and compliance guidelines. Further, they wanted to address peak trade and automation volumes.​

Solution

Ness designed a modern cloud-based streaming architecture resulting in a scalable, high-performance data and computing fabric. Confluent Cloud served as a messaging bus to orchestrate parallel computation of the compliance rules. We recommended AWS as the infrastructure solution to scale and deliver quickly while exceeding Western Assets’ business objectives. We then developed a POC based on Western Assets’ real need, which allowed teams to evaluate the effectiveness of the proposed streaming architecture. ​

Result

The client achieved near-perfect parallelism and massive and near-perfect scaling of millions of calculations. Leveraging Infrastructure as Code, our solution increased peak capacity in line with the future growth.​

A Major TV Broadcaster Builds a Dealer Onboarding System ​ to Increase the Agility and Scalability of the Dealer Onboarding Process​

Case Study

A Major TV Broadcaster Builds a Dealer Onboarding System ​to Increase the Agility and Scalability of the Dealer Onboarding Process

The solution increases agility and scalability of the dealer onboarding process by moving it to Salesforce.​​​

Overview

Operating in North and Latin America, the client is a Forbes 500 digital entertainment service provider. They are one of the largest providers of satellite, streaming live TV, video, and on-demand services.​

Challenge

The client faced recurring license and maintenance costs for the legacy Fastrieve/NDA platform. They had multiple swivel chair functions to input and validate their dealers’ applications and requests. The absence of a single system for sales, compliance, legal, and indirect dealers led to numerous manual tasks. Further, the client was dealing with higher channel partner initialization/onboarding efforts, duplicate data entry and management of dealer information and processes, as well as challenges due to an externally hosted platform.​

Solution

Ness leveraged the Salesforce Experience Cloud to replace the legacy system, including custom forms, covering different types of dealers. Our solution allowed easy business-led administration of the tool, with the flexibility to quickly adjust to market conditions. It integrated the newly created portal into the client’s larger system architecture and implemented guides around dealers’ onboarding and maintenance business processes in Salesforce by leveraging existing capabilities.​

Result

Ness’s solution enabled cost savings in Fastrieve/NDA licensing and maintenance and significantly increased agility and scalability of the dealer onboarding process by moving it to Salesforce. The solution eliminated duplicate data entry and management across systems for partner channel sales, enabled dealer self-service for application submission, and automated the contract management process. Digital signatures eliminated the need for paper signatures. Further, the solution enabled a 360-degree view of the dealer through the community cloud and enhanced the visibility of the application status across all stakeholders.​

V čele marketingu Ness Czech je nově Anna Laviana Ludvíková

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Praha, 16. června 2022: Ve společnosti Ness Czech, která patří mezi přední systémové integrátory na českém trhu a je členem globální mezinárodní skupiny Ness Digital Engineering, řídí od června marketingové oddělení Mgr. Anna Laviana Ludvíková.

Anna Laviana Ludvíková působí ve společnosti od roku 2020, od svého nástupu má zodpovědnost za marketingovou a komunikační strategii, externí a interní komunikaci a podporu obchodních aktivit. V nové roli Head of Marketing CZ se těší na bližší spolupráci s managementem firmy a nové výzvy.

„Za mého působení se nám podařilo významně pozvednout interní komunikaci a obnovit mediální obraz Ness na lokálním trhu,“ říká Anna Laviana Ludvíková, a dodává: „I nadále se hodlám věnovat především růstu povědomí o společnosti a podpoře nových obchodních příležitostí.“

Anna vystudovala filozofickou fakultu Univerzity Karlovy, věnovala se taktéž managementu na VŠE v Praze. Mluví plynně anglicky, španělsky a rusky. V minulosti pracovala jako manažerka vztahů s partnery a byla zodpovědná za PR aktivity a externí komunikaci rozličných mezinárodních firem a organizací. V Českém rozhlase si vyzkoušela roli editorky španělské sekce vysílání, kde se dle svých slov „pořádně rozepsala“.

Ve volném čase se kromě rodiny, kterou má rozesetou po světě, nejraději věnuje divadelnímu herectví, četbě a cestování po neobvyklých a liduprázdných místech.

O společnostech Ness Czech a Ness Digital Engineering
Ness Czech, přední český systémový integrátor a součást mezinárodní skupiny Ness Digital Engineering, patří mezi největší poskytovatele IT služeb v České republice. Od roku 1993 se profiluje jako průkopník v zavádění nových technologií a softwarových produktů. Mezi nejvýznamnější zákazníky patří například O2 Czech Republic, Komerční Banka a ČÚZK. Ness Digital Engineering je globální poskytovatel komplexních řešení a služeb v oblasti informačních technologií.

Kontakt pro média
Kamil Pittner, Media Consultant, PRCOM, +420 604 241 482, [email protected]

The War in Ukraine Intensifies the War for Tech Talent

With the war in Ukraine breaking on the heels of the COVID-19 pandemic and its ensuing shutdown, tech companies have been scrambling to fill a talent void, especially as the virtual economy becomes increasingly larger.

The second year of the pandemic in 2021 saw the combined effect of the Great Resignation and accelerating demand heat up the war for talent in technology to extreme levels. Tech companies doubled down on the SaaS revolution, wherein software is sold as a subscription service through the cloud rather than a licensed product. Corporate executives accelerated their plans for digital transformation as they saw the virtual economy become more real than ever. It was a harsh awakening for those who believed the war for talent was overblown. In 2021, wages escalated by more than 50 percent and attrition rates exceeded 30 percent in India—the epicenter of the technology talent war. Other parts of the world were not far behind. Technology service providers ate some of these costs and passed some to corporations who have thus far resisted passing those costs on to customers. Many are betting on the transformative (if not addictive) power of digital solutions to drive future growth.

One would think that the recent market downturn may take a bit of the steam out of the demand for tech talent as major software and services firms like Meta, Uber, Twitter and Salesforce have announced hiring freezes or slowdowns in the past few weeks. Big buzzy names in start-up ecosystems like Mural, Cameo, On Deck, Robinhood, Workrise and Thrasio have announced layoffs. The size of tech start-up bubbles worldwide in Tel Aviv, Silicon Valley and Bangalore also appears to have reduced (if not already burst).

If you are hoping for some respite in this war for talent, it is not happening anytime soon. Most view this downturn as a minor speed bump with structural tailwinds behind the digitization of the business and economy. “The digital transformation services specialists like Globant, Endava and Thoughtworks are still projecting over 30 percent growth for the next 12 months and a growth trajectory that remains north of the pre-pandemic approximately 20 percent norm for at least a couple of years,” says Aswin Shirvalkar, a senior industry analyst from Citibank. It will continue to be a talent-constrained market for the foreseeable future where demand exceeds supply.

Even worse, the permanent dislocation of demand supported by the nearly 700,000 (as per Staff augmentation companies DAXX and Qubit Labs) IT professionals in Ukraine, Russia and Belarus will continue to keep the talent supply chain scrambling even faster in the months to come.

The second year of the pandemic in 2021 saw the combined effect of the Great Resignation and accelerating demand heat up the war for talent in technology to extreme levels. Above, engineers work in the clean room facilities at the LETI, a French research institute for electronics and information technologies, on June 28, 2017, in Grenoble, France

Over the past 10 years, Eastern Europe has emerged as a large and potent talent market in the global supply chain outside of India. Unlike India, however, it is fragmented across multiple countries. Ukraine, Belarus and Russia collectively represent the largest at-scale markets for high-end technology talent in Eastern Europe, besides Poland. Several other countries like Romania, Slovakia, Serbia and Latvia have robust talent pools but at a much lower scale. While many corporations in the United States and Western Europe continue to support Ukrainian tech services, the market for 450,000 professionals in Russia and Belarus will for a long time be dislocated due to the likely reticence of Western companies to do work out of those regions.

While some firms in Russia and Belarus have proactively started relocating their employees to Georgia, Armenia and Mexico (which allows Russians to get work permits), the sheer scale of this talent dislocation would require other parts of the talent supply chain in the U.S., Western Europe, East Europe, Asia and Latin America to step in to support this demand. But are the talent supply chains ready?

From the perspective of the corporate customers in North America and Western Europe, several options exist for the global talent supply chain to step in to satisfy this displaced demand. Still, they are already scarce on technology talent to support existing demand in almost all cases.

Option 1. Relocation of Ukrainian talent to continue to support the demand: Most Ukrainian firms have successfully relocated their employees and families to western parts of Ukraine and neighboring Poland and Romania. While a long-term solution is uncertain, pending the resolution of the war, it would be fair to say that the national pride caused by the war has increased the likelihood that displaced Ukrainian families will want to return if possible. Nevertheless, even if Ukraine remains a vibrant talent market in the future, it will stay a geopolitical risk that needs to be dealt with. Firms are more likely to limit their exposure to Ukraine than increase it.

Option 2. NATO Eastern Europe as the alternative: Poland represents the ideal alternative to Russia and Belarus, given similar time zones, cost structures, talent quality and an at-scale talent pool of 300,000 engineers. However, Poland was already struggling to meet the demand, with attrition rates approaching 20 percent. We already see the demand-supply gap escalating in Poland as many corporations look to Poland to source talent. Poland will likely become overheated with wage escalations and attrition that may start approaching India. That leaves the other Eastern European alternatives in Romania, the Czech Republic and Slovakia—but the relatively low scale of these talent pools will not be able to handle the influx of demand immediately. It will take a couple of years before these markets expand to support this demand.

Option 3. Acceleration to destinations in Latin America: Perhaps the largest net beneficiary of the Ukrainian crisis could be Latin America—especially Mexico, Argentina and Brazil, which represent the most prominent talent pools. It comes far closer to meeting the demand for the same time zone and lower cost structure relative to India—especially for demand from North America. However, Latin America is still in the early stages of developing the talent needed to enable the digital revolution—full-stack coders and native digital skills in cloud, data and analytics. Mexico is already heating up with wages for high-end digital talent reaching $100,000 to $120,000, approaching those of several Tier 2 and Tier 3 locations in the U.S. Given currency fluctuations, Argentina has been grappling with high attrition rates between 20 to 30 percent and volatile labor markets. Brazil is viable, but English-speaking talent is in short supply. Latin America is an option for traditional IT talent, but the war for native digital talent will be a harder one to fight.

Option 4. Scaling up in India and China: India has been running red hot, with attrition rates approaching 30 percent and wages escalating over 50 percent in some cases. In fact, before the Ukrainian crisis, several customers were increasingly looking for alternate destinations in Asia (Vietnam), Africa (South Africa) and Latin America (Argentina, Mexico) to source their talent. While the scale of India is clearly a core strength, as a talent acquisition leader in a major tech services firm put it, “We could find the cream of the crop in India a few years ago. Today, we find the crop.” Furthermore, in the light of the recent evolution of China’s relationship with the U.S., it is improbable that China, despite its large talent pool of more than 6 million software engineers, will become the preferred destination for handling the demand not met through Russia and Belarus.

Option 5. Rely more heavily on domestic talent pools in the U.S. and Western Europe: Global talent supply chains were created over the last two decades due to the inherent talent shortage at cost-effective rates in domestic markets. The total tech talent pool in the U.S. and Canada is smaller than either India or China, albeit more productive given culture, skill and time-zone advantages. Western corporations could always go back to this more expensive option, but this would only compound their battle with rising inflation rates across all labor and non-labor inputs to production in the current economy.

At a minimum, the Ukrainian crisis will force corporations to redraw their global supply chains for digital talent. It will be based on the availability of skill set, time zone, scale, geopolitical risks and other such parameters. So, at least in 2022 and 2023, the war for talent should remain intense.

About the Author

Ranjit Tinaikar is the CEO of Ness Digital Engineering, a full-lifecycle digital services transformation company. Before Ness, Tinaikar served as the president of Fitch Solutions (a data and analytical services business) and as the managing director of advisory and investment management (a data analytics business unit of Thomson Reuters). Tinaikar was a partner at McKinsey and one of the earliest leaders in forming its digital practice. He also founded the Lean Software Development and IT strategy practices.

About Newsweek

Newsweek is a global news magazine that provides high-quality, in-depth coverage and analysis of the major global events. For more than 80 years, Newsweek has been helping its readers navigate a rapidly-changing world through its weekly US and International editions. The Newsweek International edition is available in English and serves the Europe, Middle-East, Africa and Asia-Pacific regions, with a separate English-language edition is also published for the Middle East, while language-specific editions are available in Japan, Korea, Latin America, Pakistan, Poland and Serbia. The latest news updates are also available online on newsweek.com

Zájem o kyberbezpečnost strmě roste, stejně jako poptávka po odbornících

Praha, 26. května 2022: Změny bezpečnostní situace v Evropě zvýšily již tak značný zájem firem i organizací o ochranu informací a dat. Přední český systémový integrátor Ness Czech registruje meziroční nárůst poptávky o bezpečnostní řešení o 50 %. Ruku v ruce s tímto trendem roste i poptávka po specialistech na kyberbezpečnost. Podobně jako Java vývojáři, cloud architekti či datoví vědci se zařadili mezi nejžádanější pracovníky z IT a jejich mzdy aktuálně rostou nejrychlejším tempem.

Trend zvýšeného zájmu o bezpečnost IT započal před několika lety v USA i v dalších vyspělých zemích a zvýraznil se díky řadě masivních bezpečnostních incidentů po celém světě. Situace ještě více vygradovala v době pandemie a nárůstu vzdálené práce a následně poté, co Rusko rozpoutalo válku na Ukrajině.

Specialisté na kybernetickou bezpečnost chrání organizace před útoky hackerů a zákazníky před krádeží jejich informací. Experti jsou zodpovědní za návrh a implementaci bezpečnostních řešení, monitorování nedostatků a předvídání případných budoucích rizik. Bez týmu špičkových specialistů na IT bezpečnost hrozí firmám finanční ztráty při únicích dat a ztráta důvěryhodnosti spolu s poškozením značky.

Nejčastěji firmy poptávají zabezpečení cloudových služeb a koncových zařízení a samozřejmě řeší i ochranu kritických částí podnikové infrastruktury. Mnoho společností zavádí i zabezpečení na uživatelské úrovni, například vícefaktorové ověření. Stále se však hodně opomíjí lidský faktor, kdy se hodně spoléhá na duchapřítomnost uživatelů, kteří si však mnohdy ani neuvědomují, že svým konáním můžou společnosti nevědomky způsobit nemalé potíže,“ říká Martin Šafránek, ředitel informační bezpečnosti v Ness Czech.

Specialisté chybí napříč trhem

Nedostatek odborníků vládne napříč trhem, největším problémem je však u menších organizací, od obcí a advokátních kanceláří až po nemocnice a podniky, které nemohou nabídnout dostatečně konkurenceschopné mzdy. Specialisté na kyberbezpečnost se totiž vedle Java vývojářů, cloud architektů či datových vědců zařadili mezi nejžádanější a zároveň nejdražší pracovníky. „Stát se odborníkem na kyberbezpečnost vyžaduje několikaletou praxi, nestačí jedno školení nebo teoretické studium,“ říká Martin Šafránek a dodává: „Proto jsou tito odborníci tak žádaní a jejich mzdy rostou rychleji než u jiných IT specialistů. Jejich nedostatek nedokážete, jako třeba u některých programátorů, vykrýt tím, že je pošlete na školení.“

Experti na IT bezpečnost musí umět řešit problémy, znát zabezpečení různých platforem, mít komunikační dovednosti a znalosti počítačové kriminalistiky. Pozice vyžadují silné technické a analytické schopnosti, které umožňují porozumět požadavkům a cílům IT a navrhovat, analyzovat a implementovat bezpečnostní systémy IT. Mezi žádané praktické dovednosti patří mimo jiné zkušenosti s instalací, aktualizací, testováním, analýzou a správou bezpečnostních systémů, penetračním testováním, zranitelností sítě, správou záplat, firewallů, antivirových systémů a konceptů IDPS a v neposlední řadě i dobré komunikační a písemné dovednosti pro vedení řádné dokumentace, včetně znalosti anglického jazyka.

Šesticiferné mzdy nejsou výjimkou

Mezi nejlépe placené pozice v oboru kyberbezpečnosti v USA patří CSO (176 tisíc dolarů ročně), etický hacker (199 tisíc dolarů ročně), inženýr aplikační bezpečnosti (112 tisíc dolarů ročně), penetrační tester (102 tisíc dolarů ročně) a analytik informační bezpečnosti (99 tisíc dolarů ročně). Podle údajů Úřadu pro statistiku práce (Bureau of Labor Statistics) činila v roce 2020 průměrná roční mzda analytiků informační bezpečnosti 107 580 dolarů, což je téměř dvojnásobek průměru všech profesí v USA dohromady.

Podle údajů personální agentury Grafton Recruitment mohou odborníci na IT bezpečnost brát od 45 až do 180 tisíc Kč hrubého měsíčně, přičemž zde běžná mzda kvalifikovaných odborníků v oboru činí 70-130 tisíc. Manažer IT bezpečnosti může v ČR brát 60-180 tisíc, architekt bezpečnostní IT infrastruktury 50-160 tisíc a specialisty kyberbezpečnosti 55-130 tisíc s tím, že nejvyšší jsou v Praze, kde mohou být násobně vyšší než v regionech.

Odpovědí na nedostatek expertů může být do budoucna outsourcing

Podle americké Agentury pro kybernetickou bezpečnost a bezpečnost infrastruktury bude do roku 2025 neobsazených 3,5 milionu pracovních míst v oblasti kybernetické bezpečnosti. „Odhadujeme, že na českém trhu aktuálně chybí až tisíc expertů na kyberbezpečnost, a to jak v soukromém sektoru, tak ve státní a veřejné sféře. Předpokládáme, že nedostatek se bude v dalších letech ještě prohlubovat s tím, jak roste složitost IT infrastruktury a firmy i veřejná správa kladou na bezpečnost svých systémů a dat vyšší nároky,“ komentuje na závěr Martin Silvička, generální ředitel Ness Czech, s tím, že tento nedostatek mohou v budoucnu firmy začít řešit outsourcingem. I když zatím se tento model na oblast kybernetické bezpečnosti běžně nevyužíval, situace na trhu práce firmy donutí začít ho zvažovat.

O společnostech Ness Czech a Ness Digital Engineering

Ness Czech, přední český systémový integrátor a součást mezinárodní skupiny Ness Digital Engineering, patří mezi největší poskytovatele IT služeb v České republice. Od roku 1993 se profiluje jako průkopník v zavádění nových technologií a softwarových produktů. Mezi nejvýznamnější zákazníky patří například O2 Czech Republic, Komerční Banka a ČÚZK. Ness Digital Engineering je globální poskytovatel komplexních řešení a služeb v oblasti informačních technologií.

Kontakt pro média
Kamil Pittner, Media Consultant, PRCOM, +420 604 241 482, [email protected]

A Leading EdTech Company Modernizes their Assessment Solution to Evaluate the Performance of Potential Candidates​

Case Study

A Leading EdTech Company Modernizes their Assessment Solution to Evaluate the Performance of Potential Candidates​​

The new in-house platform defines and delivers products to predict performance and assess a candidate’s suitability for a given position and level.​​​

Overview

The client is a global leader in assessments that help predict performance and assess the suitability of a candidate or employee at any level or position in a company. They offer reliable assessment solutions, delivering complete information about candidates/employees and their potential performance.​

Challenge

The client was entirely dependent on a third party to deliver their products to customers. However, their vendor had bandwidth issues and could not serve their API customers on time, where the client had the most growth opportunities. Also, the vendor did not have the flexibility and agility to accommodate any changes quickly. Due to these challenges, the client was losing control. ​

Solution

Ness built an API bridge to handle internal access and usage of products and services. We designed and created an in-house platform to define and deliver products to predict performance and assess a candidate’s suitability for a given position and level. A new recommendation module helped increase the customer base with highly customized assessments. We leveraged Serverless architecture in AWS, using pay-per-use services that scaled seamlessly without having to manage the infrastructure. AWS cloud distribution, access, and authorization services ensured scalability and security. Also, unified API integration led to common API standards/definitions to remove dependencies for external customers.​

Result

The improved infrastructure enabled an independent microservices strategy to quickly add, replace, or change features without impacting other pieces of the infrastructure. The low AWS prices and the third-party elimination led to a whopping 85% drop in AWS infrastructure spending. The solution also enabled improved flexibility, leading to faster time to market and increased revenue through customized solution offerings.​

A Leading EdTech Company Builds a Customized Adaptive Engine to Make their Product More Competitive​

Case Study

A Leading EdTech Company Builds a Customized Adaptive Engine to Make their Product More Competitive​

The customized adaptive engine for assessments increases the test counts and improves scoring accuracy significantly.​​​

Overview

The client is one of the world’s leading education companies and the largest global comprehensive provider of educational assessment products, services, and solutions that promote learning and academic achievements. ​

Challenge

The client is leading the evolution to more engaged, interactive forms of learning that cater to each learner’s unique needs. They aspired to make their product more competitive to increase the revenue share with higher student coverage by delivering improved learning outcomes and wanted to provide value-added services for one of their assessment platforms that helped colleges make accurate course placement decisions. They desired to implement an advanced adaptive algorithm for a set of new tests introduced in the application. Further, the client was also looking to generate personalized learning paths and provide guided course placements based on the learner’s performance. ​

Solution

With our deep expertise in 1PL (One Parameter Logistic) and 2PL in the IRT (Item Response Theory) model, Ness helped set up the required customized adaptive engine for the new set of assessments and developed a more tailored assessment system based on each learner’s potential. We set up a mechanism within the application to create rules that would apply to the score reports, determining personalized course placements based on a learner’s performance while also taking the learner’s other academic factors and background into consideration. A specific set of assessments decided the accuracy of personalized learning path recommendations for a learner, which helped derive the learner’s proficiency in different test sections within an assessment. These solutions helped colleges and institutions assess the incoming learner’s skill levels to decide the courses that best fit the learner.​

Result

With the customized adaptive engine in place, Ness’s solution increased the test counts for the assessments by 13% to 3.2 million tests a year. It also improved the scoring accuracy by 9%, declined the score wait time by about 2%, and gained accessibility to 20% more learners. Further, smart implementation of the learning path generation made the resources easily consumable by learners.​

A Leading Entertainment Industry ISV Harnesses the Cloud to Drive Hyper-personalization​

Case Study

A Leading Entertainment Industry ISV Harnesses the Cloud to Drive Hyper-personalization​

The solution accelerates the delivery of highly personalized content, facilitating near real-time customizations.

Overview

The client is a leading independent entertainment software and technology provider with operations in 75 countries, offering entertainment metadata, streaming, and personalized viewing search and recommendation services. They sought to leverage and exploit the massive growth and monetization potential connected to the utilization of near hyper-personalization methods.​

Challenge

The client wanted to transform their legacy metadata analytics and processing solution into a high-velocity, cloud-based, scalable platform, delivering near real-time content and targeted updates. ​

Solution

Ness developed the Automated Content Enrichment (ACE) architecture and platform, providing a complete suite of enriched metadata acquisition, mapping, SDR (Software Defined Receiver), and aggregator services, utilizing advanced data pull and orchestration delivery best practices. It enabled a flexible, reliable, scalable, and high-velocity metadata pipeline, facilitating near real-time customizations and adjustments.​

Result

Our solution enabled the client to accelerate the delivery of highly personalized content. The highly adaptable model-driven pipeline realized a 30% reduction in the onboarding time required for new metadata sources.​

A Leading Financial Crime Prevention Solutions Provider Delivers a 360-degree View to Reduce the Onboarding Time for New Customers ​

Case Study

A Leading Financial Crime Prevention Solutions Provider Delivers a 360-degree View to Reduce the Onboarding Time for New Customers

The Identity Resolution solution streamlines the investigation processes and prevents fines to FSOs.​

Overview

The client is a world leader in providing solutions in the fight against financial crime. Their product suite, which delivers risk management, anti-money laundering, and regulatory compliance, is used by the world’s largest banks and financial institutions. ​

Challenge

Financial Services Organizations (FSOs) have a vast amount of data on the activities of individuals and organizations, which is often inaccurate and scattered across internal and external data sources, making it challenging to create a single, accurate view of an entity. This view is critical to creating a master customer profile, the absence of which can lead to FSOs incurring millions of dollars in fines.​

Solution

Ness built an Identity Resolution solution that allowed the client to provide state-of-the-art money laundering filtering capabilities. It helped find relationships or duplications between entities that the Financial Institutions may be unaware of, which helped the client build a single risk view of their customers and their connections. It also reduced the number of AML violation detection alerts and discovered networks among correspondent banking payments. Customizable dashboards helped visualize and monitor performance and processing status. Processed data results were streamed back to the client’s core data store. Each solution component was run in a container for easy and scalable deployment.​

Result

Identity resolution enabled the client to gain a unique and unambiguous 360-degree view of all parties, including customers, corporations, partners, vendors, and employees, and their relationships with others. It reduced the onboarding time for new customers by up to 29% and streamlined the investigation processes. It also enhanced detection and decisioning by a 13% reduction in false positives and 43% less staff time per investigation and prevented fines as high as 400 million dollars to FSOs.​

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