How Atlanta’s Fastest-Growing Companies Manage IT Without Slowing Down

There is a specific moment in every fast-growing company's journey when IT stops being infrastructure and starts being a constraint. It usually arrives quietly:

a new hire can't work on Day 1;
a security audit surfaces credentials belonging to someone who left 8 months ago; or
a finance review shows you're paying for 40 software licenses nobody is using.

By the time those symptoms appear, the underlying problem has been compounding for a while. Growth put pressure on IT processes designed for a smaller, more informal organization, and the processes didn't adapt fast enough.

We’ve seen this from both sides. As an Atlanta-based managed IT company named to the Inc. 5000 two consecutive years, Montra has lived the growth challenges we help our clients navigate. Here are the four IT problems that most reliably surface during rapid business growth and what the companies that handle them well are doing differently.

1. Rapid Hiring Growth

Hiring fast is the most visible sign of business health. It’s also the activity that most reliably exposes whether your IT processes scale.

Manual IT onboarding is a fixed-labor process: each new hire requires someone in IT to create accounts, assign permissions, order a device, and verify access. When you're adding two or three people a month, that's manageable. When you're onboarding a cohort of ten or fifteen at once, you've created 150 to 300 individual manual actions that didn't exist last week, and your IT team didn't get bigger when your hiring plan did.

The companies that navigate rapid hiring without IT breaking down have one thing in common: provisioning is triggered by their HR system, not by a manual request. When a new hire record is created in the ATS or HRIS, it automatically kicks off account creation, license assignment, identity configuration, and device ordering with no IT staff executing each step manually. IT's job shifts from manually enforcing the standards to only reviewing the exceptions.

The result is Day 1 readiness at scale. The tenth new hire in a month takes the same IT labor as the first: almost none.The full cost breakdown of direct labor, lost productivity, error remediation, and security exposure is cover in The Real Cost of Manual IT Onboarding. For the specific failure patterns that show up during hiring surges, see Why IT Always Breaks During a Hiring Surge.

2. Accelerated Device Procurement and Deployment

Software provisioning can happen in seconds once it’s automated. Hardware can’t. A laptop still needs to be ordered, received, imaged with your security baseline, and shipped or handed off with a process that typically takes two weeks from purchase order to usable device.

That lead time is invisible during stable periods. During a growth phase, when hiring decisions are made fast and sometimes late, it becomes urgent. When someone submits a device request three days before a start date, the timeline doesn't work. The new hire arrives, borrows a colleague's machine, and spends their first week on hardware that isn't configured for them. That creates both a security and productivity problem.

Fast-growing companies solve this by automating the trigger. When the HRIS creates a new hire record, the device order is placed automatically instead of when someone remembers to file a ticket. Two weeks of lead time requires two weeks of notice. When the system handles the request, you always have it.

These lead times can be reduced significantly by maintaining an inventory of spare devices. Spares serve double duty: they cover new hires when procurement timing is tight, and they replace devices that are inevitably broken, lost, or stolen. But a spares program is only as good as the systems behind it. Devices in unsecured storage create their own risk as hardware can quietly "walk away." And without accurate counts tied to your device management platform, you won't know inventory is running low until someone needs a laptop and there isn't one.

The right setup is secured storage with real-time inventory visibility: serial numbers tracked, condition logged, and automated reorder thresholds so procurement happens before you run out, not after.

The other piece is deployment infrastructure. Companies managing 50 or more devices need a mobile device management (MDM) platform that pushes a standardized security configuration to any device automatically. Zero-touch enrollment means a new laptop can ship directly to a remote employee and configure itself on first boot with no IT hands required. At 100+ employees, this isn't a nice-to-have; it's the only way to maintain consistent security across a distributed, growing workforce.

The same infrastructure handles the full device lifecycle: warranty tracking, refresh schedules, and retrieval when someone leaves. Companies that manage this well don't lose track of $1,500 laptops during a period of high attrition.

3. Managing Growing SaaS Costs

The average 100-person company runs more than 100 SaaS applications. Companies growing from 50 to 150 employees often double their SaaS spend before anyone notices how much they're paying or whether the licenses are actually being used.

Manual SaaS management during a growth phase produces three predictable problems:

Over-provisioning: everyone gets the premium tier because it's faster to grant broad access than to evaluate what each person actually needs.
License accumulation: seats get purchased for new hires but never recovered when people leave or change roles.
Shadow SaaS: departments move fast and buy tools without going through IT, creating a parallel software stack that finance and security don't know about.

For a 100-person company, the combination of unused licenses, over-provisioned tiers, and untracked applications typically represents 20 to 30 percent of total SaaS spend. These costs don't show up as waste in any single line item and don't get caught without active visibility.

The fix is visibility paired with automation. A SaaS management platform gives IT a single view of every application, every license, and actual usage data by user. When that's connected to your identity provider, license assignment and recovery happen automatically: access is granted when someone joins a role and recovered when they leave it. The question of "who actually needs the Salesforce Enterprise license" gets answered by usage data, not assumptions.

Growing companies that get SaaS management in place consistently find they can consolidate vendors, right-size tiers, and recover budget that gets redirected to tools people actually use.

4. Balancing Security and Access

Growth creates access sprawl. Not through negligence. It's the natural result of people changing roles, getting promoted, transferring departments, and leaving, all at a rate that outpaces manual access management.

The pattern looks like this: a new hire is provisioned with the access template for their role. Six months later, they're promoted. IT grants the additional access the new role requires. The previous role's access stays in place, because removing it wasn't part of the ticket. A year later, they're managing a cross-functional team and have accumulated access from three different roles some of which they haven't touched in months.

When that person eventually leaves, the deprovisioning request covers whatever anyone still remembers they had. The rest lingers.

This is how companies in rapid growth mode end up with significant over-provisioning and active credentials belonging to people who left months ago. The industry benchmark puts orphaned accounts at 10 to 20 percent of SaaS application instances at companies without automated deprovisioning. In regulated environments like healthcare, financial services, and government contracting, that's not just a security risk, it's a compliance exposure that shows up in audits.

Fast-growing companies that manage this well implement role-based access control (RBAC) enforced at the system level, not just as a guideline. Access templates define exactly what each role gets. Promotions and transfers trigger a role change in the HRIS, which automatically adjusts access removing what the previous role required and granting what the new role needs. Departures trigger immediate, cross-application deprovisioning.

The companies that have this infrastructure in place stop dreading security audits, because the audit trail is generated automatically and access always reflects current reality.

What This Looks Like as a System

These four challenges: hiring at scale, device deployment, SaaS cost management, and access control, aren't separate problems. They're interconnected symptoms of the same underlying issue: IT processes built for a smaller organization that haven't kept pace with complexity of the business.

The fix isn't hiring more IT staff. It's connecting your IT systems to your business systems like the HRIS and ATS, so that routine work happens automatically and your team focuses on decisions that require human judgment.

Montra built the Via platform to solve exactly this for mid-market companies in real growth phases. Via connects to your ATS, HRIS, identity provider, MDM, and ticketing system, to automate the full employee IT lifecycle: onboarding, device management, SaaS access, and offboarding, from a single platform. When your HR system adds a person, Via handles everything downstream. When HR removes them, Via handles that too.

For Atlanta companies on a growth trajectory, whether you're adding 20 people a year or 200, Via is how IT stays ahead of the org chart instead of falling behind it.

Ready to see what this looks like for your organization? We're happy to walk you through it.

Montra Technologies is an Atlanta-based managed IT and automation company. We help mid-market organizations manage workforce technology, device lifecycle, SaaS access, and security compliance through the Via platform and services built for scale. Named to the Inc. 5000 two consecutive years and recognized multiple times by Channel Futures as an MSP 501 company.

The Real Cost of Manual IT Onboarding

Most companies know that manual IT onboarding is slow. Fewer have done the math on exactly how much it costs.

The direct labor cost of an IT administrator spending 4 to 8 hours per new hire creating accounts, ordering devices, and setting up access is visible and measurable. But it's probably the smallest part of the real number. When you add up lost new-hire productivity, error remediation, helpdesk ticket volume, and the security exposure from accounts that don't get configured correctly, the true cost of manual IT onboarding is often two to three times higher than the IT labor line alone.

This post walks through that math. We'll cover each cost category, give you benchmarks to work with, and show you what a realistic automation ROI looks like for a growing company.

The Direct Cost: IT Labor per Hire

Let's start with what's easy to quantify.

A complete manual IT onboarding — account creation across all business applications, device ordering and configuration, identity provider setup, license assignment, and access verification — takes an experienced IT administrator 4 to 8 hours per new hire under normal conditions. In a hiring surge, when multiple onboardings are running simultaneously, the number often rises because task-switching and batching reduce efficiency.

Using a fully-loaded IT staff cost of $75 to $125 per hour (salary plus benefits, overhead, and tools), the math looks like this:

At 4 hours / $75/hr: $300 per hire
At 6 hours / $100/hr: $600 per hire
At 8 hours / $125/hr: $1,000 per hire

For a company hiring 50 people per year at the midpoint, that's $30,000 in direct IT labor on new hire setup — before anything goes wrong.

The Indirect Cost: Lost New-Hire Productivity

This is where the number gets significantly larger, and where most companies have no estimate at all.

When a new employee cannot access the systems they need on Day 1, they are not productive. They sit in orientation. They shadow a colleague. They set up their desk. Some of them — especially technical hires who expected to hit the ground running — have a negative first impression that affects their engagement.

Research on new hire time-to-productivity consistently shows that incomplete system access on Day 1 delays full productivity by one to three days, depending on the role. For a knowledge worker earning $80,000 per year (roughly $385/day in compensation cost), a two-day delay in productivity costs the company approximately $770 per hire — not counting the cost of the colleague whose time was consumed helping them navigate their first week.

For a company hiring 50 people per year, that's another $38,500 in productivity loss, on top of the IT labor cost.

The Error Cost: Fixing What Was Configured Wrong

Manual provisioning has an error rate. The wrong application template gets applied. The wrong security group gets assigned. A license for a required application doesn't get added until someone asks for it two weeks in.

Each error creates a helpdesk ticket. Each ticket takes IT time to diagnose and resolve — typically 30 to 90 minutes per ticket. In studies of IT onboarding processes at mid-market companies, between 20 and 35 percent of new hires generate at least one access-related helpdesk ticket in their first two weeks, with an average of 1.4 tickets per affected hire.

For a company hiring 50 people per year with a 25% error rate and 1.4 average tickets at 60 minutes each:

50 hires × 25% error rate = 12.5 affected hires
12.5 × 1.4 tickets = 17.5 tickets
17.5 × 1 hour × $100/hr = $1,750 in remediation labor

That's smaller in absolute terms, but it also doesn't count the cost to the new hire themselves — the frustration, the time lost waiting for the fix, and the signal it sends about how the company operates.

The Security Cost: Accounts That Shouldn't Exist

Here's the cost category that is hardest to quantify and potentially most expensive.

Manual IT provisioning fails at the end of the employee lifecycle just as reliably as it does at the beginning. When someone leaves — whether voluntarily or through a reduction in force — deprovisioning their access requires the same manual steps as provisioning it. Under the pressure of an active transition, those steps frequently get missed or delayed.

The industry benchmark: orphaned accounts (active credentials belonging to departed employees) affect approximately 10 to 20 percent of SaaS application instances at companies without automated deprovisioning. For a company with 80 SaaS applications and 200 employees with 15% annual attrition, that's potentially 30 departures per year with incomplete deprovisioning — and each orphaned account represents an active attack surface.

The cost of a security incident attributable to orphaned credentials varies widely, but the IBM Cost of a Data Breach report consistently puts the average breach cost for companies under 1,000 employees at $3M to $5M when fully loaded (investigation, remediation, regulatory, reputational). Even if the probability of an incident from orphaned accounts is low in any given year, the expected cost is not.

For compliance purposes, the cost is more concrete: HIPAA fines for access control violations range from $100 to $50,000 per violation, depending on the level of negligence. SOC 2 findings related to access provisioning and deprovisioning have derailed audits and client relationships.

The Full Picture: What Manual Onboarding Actually Costs

Pulling together the quantifiable costs for a company hiring 50 people per year:

Cost Category	Annual Estimate
Direct IT labor (6 hrs × $100 × 50 hires)	$30,000
Lost New-hire Productivity (2 days × $385 × 50 hires)	$38,500
Error Remediation (help desk tickets)	$1,750
Total Quantifiable Cost	$70,250

And that's before any security incident — which, if it happens, would dwarf all of the above.

The Automation Math: What Changes and by How Much

Automated IT onboarding — triggered by your HRIS, executed by a connected IT platform — reduces each of these cost categories differently.

IT Labor: Automation handles account provisioning, license assignment, identity configuration, and device queuing automatically, with no IT administrator manually executing steps. IT review time drops to exceptions only. Typical labor reduction: 65 to 80 percent per hire.

New-hire productivity loss: When provisioning happens automatically at the moment of hire record creation, access is ready before the employee's first day. Productivity loss from access delays drops to near zero. Devices ship on schedule because the order is placed automatically. Typical improvement: 80 to 90 percent reduction in Day 1 access issues.

Error Rate: Role-based access templates, enforced by a system rather than recalled by a person, eliminate the most common class of provisioning errors. Typical error rate reduction: 70 to 85 percent.

Deprovisioning: Automated deprovisioning, triggered by HRIS termination events, closes accounts immediately and consistently — not when someone remembers to do it. Orphaned account exposure drops to near zero for connected applications.

Applied to the same 50-hire company:

Cost Category	Manual	Automated	Savings
IT Labor	$30,000	$8,400	$21,600
New-hire Productivity Loss	$38,500	$5,775	$32,725
Error Remediation	$1,750	$350	$1,400
Total	$70,250	$14,525	$55,725

That's a rough annual savings of $56,000 for a company hiring 50 people per year — before the security risk reduction is counted.

What Does Automation Cost?

Managed IT automation through a platform like Via is typically priced per user per month as part of a broader IT management agreement. For a 200-person company, full automation of identity and device lifecycle management — including HRIS integration, role-based provisioning, device management, and automated deprovisioning — is generally included within a managed IT services agreement in the range of $85 to $150 per user per month.

But the relevant comparison isn't automation cost vs. zero — it's automation cost vs. the labor, productivity loss, and risk that manual processes accumulate. For most growing companies, the math favors automation significantly.

Run Your Own Numbers

The inputs that matter most are: how many people you hire per year, your average IT staff cost, and your average new-hire compensation. Plug those into the calculator below to see what your current manual onboarding is likely costing — and what automation would change.

IT Onboarding ROI Calculator

Estimate what manual IT onboarding costs your company — and what automation saves.

Your inputs

New hires per year 50

IT staff fully-loaded hourly rate $125 / hr

IT hours per manual onboard 6 hrs

Average new hire annual salary $80,000

Results

Annual cost — manual

—

Estimated annual savings
—

Cost per hire — manual

—

Cost per hire — automated

—

Cost category	Manual	Automated	Savings
IT labor	—	—	—
Lost new-hire productivity	—	—	—
Error remediation	—	—	—
Total	—	—	—

Cost reduction with automation —

Estimates use industry benchmarks: 72% IT labor reduction, 85% new-hire productivity-loss reduction, and 80% error rate reduction with HRIS-connected automated onboarding. Security risk reduction from automated deprovisioning is not included. Actual results vary. Talk to Montra about your specific numbers →

The Bottom Line

Manual IT onboarding has a real cost that extends well beyond the IT administrator's time. When you account for lost new-hire productivity, error remediation, and security exposure from incomplete deprovisioning, the number for a 50-person-per-year hiring company is typically in the range of $50,000 to $80,000 annually.

Automation doesn't eliminate all of that — but it eliminates most of it, and it does so while also improving the experience for the new hire, reducing security risk, and freeing IT to focus on work that actually requires human judgment.

If you'd like to understand what automated onboarding would look like for your company specifically, we're happy to walk you through it.

Montra Technologies is an Atlanta-based managed IT service provider and automation company. Our Via platform connects directly to your HRIS and identity provider to automate employee onboarding, offboarding, and access management — for mid-market companies managing real growth. Named to the Inc. 5000 two consecutive years and recognized by Channel Futures as an MSP 501 company.

Why IT Breaks During a Hiring Surge (And How to Fix It)

Growth is supposed to feel good. You've won the clients, you've gotten the budget approved, and you're finally adding headcount. And then, just weeks into the hiring surge, one of your new hires sends you a Slack message: "Hey‚ I still can't get into [the CRM / the ERP / the whatever]."

You check with IT. They're aware. They're working on it. There are a lot of new people right now.

This is one of the most predictable failure patterns in business technology, and it happens at companies of every size from 30-person startups adding their first team to 500-person firms opening a second office.The root cause is almost never the people in IT. It's the way IT is structured. And once you understand what breaks IT and why, fixing it becomes a lot more straightforward to fix.

What Actually Breaks (and When)

IT doesn't fail randomly during a hiring surge. It fails in specific, predictable ways and usually in the same sequence, at the same points in the onboarding process.

The Provisioning Backlog

Every new hire needs account access. Email. The core business applications. The VPN. The project management tool. The CRM. The communication platform. The industry-specific software. Depending on your stack, that's anywhere from 8 to 80 separate accounts, each requiring a manual action by someone in IT.

When you're hiring one or two people a month, this is manageable. When you're onboarding a cohort of 10 or 15 at once, you've just created a 150-to-300-item manual task list that didn't exist last week. Your IT team didn't get bigger when your hiring plan did.

The result: provisioning gets batched. Not everything gets set up before day one. New hires spend their first day, and sometimes their first week, waiting for access.

The Role-Access Mismatch

Even when accounts get created on time, they often get created wrong. Manual provisioning relies on whoever is doing the setup knowing what a specific role actually needs access to. That knowledge lives in someone's head or a spreadsheet, but not in a system.

The wrong template gets applied. The new marketing manager gets the same permissions as the last marketing coordinator. The new finance analyst gets access to systems she doesn't need and misses one she does. These mismatches aren't caught until someone asks why they can't do something, or worse, until a security audit surfaces over-provisioned accounts six months later.

The Equipment Delay

Hardware has a lead time problem that software doesn't. A laptop needs to be ordered, received, imaged with your security configuration, and shipped or handed of. This is typically a two-to-three-week process if everything goes right. When a hiring decision is made late, or the request doesn't get submitted until an offer is accepted, the timeline doesn't work.

New hires show up without a computer. They borrow a colleague's device. IT scrambles to find something in inventory that may or may not have current software. The employee's first impression of your company is that you didn’t care to be ready for them.

The Offboarding Residue

Hiring surges eventually end. Sometimes they reverse. And when someone leaves during or after a growth period, the same manual process that struggled to get them set up now has to undo everything. Accounts that don't get deprovisioned promptly are a security liability, and in regulated industries, they're a compliance liability.

A company that grew from 80 to 130 employees in 18 months and then had some attrition can easily have 10 to 15 orphaned accounts sitting in various SaaS applications: people who left six months ago but still have active credentials.

Why IT Teams Aren't the Problem

Most IT administrators who are overwhelmed during a hiring surge are competent, hardworking people who are simply dealing with a process problem. Manual provisioning is slow not because the people doing it are slow, but because the process requires human attention for every step of every new hire.

When your IT team is managing 12 new hires at once plus normal helpdesk volume, triage is inevitable. Something doesn't get done on time. That's not a people failure. It's a capacity model that doesn't scale with growth.

The companies that handle hiring surges without IT breakdowns aren't doing it with better IT people. They're doing it with a different kind of process.

What a Fixed Version Looks Like

The companies that solve this problem consistently have one thing in common: IT provisioning is triggered by your HR system, not by a manual request.

Here's what that means in practice.

When a new hire record is created in your HRIS (i.e., your system of record for people)‚ that event automatically kicks off a structured workflow in your IT platform. The role associated with that hire maps to a predefined access template: the exact set of applications, permissions, and security policies appropriate for that job function. Accounts get created. Licenses get assigned. Your identity provider gets updated. The device order gets queued.

By the time IT sees it, the routine work is already done. IT's job becomes exception-handling: reviewing edge cases, approving access outside the template, handling requests that don't fit the standard workflow. The 150-item manual task list becomes a short list of things that actually require human judgment.

For equipment, the same trigger creates a device order and kicks off the imaging and configuration workflow automatically the moment the hire record is created. Two to three weeks of lead time means you need two to three weeks of advance notice. When the system creates the order automatically at the point of hire, you have that notice. When a human has to remember to submit a form, you often don't.

For offboarding, termination in the HRIS triggers the reverse: immediate deprovisioning across all connected applications, device return initiated, access logs closed. The accounts don't linger because there's no human step that can be delayed or forgotten.

The Numbers Are Hard to Ignore

The math on manual vs. automated IT onboarding is worth doing explicitly.

A typical manual onboarding process, which includes accounts creation, device ordering and configuration, access verification, new hire orientation on their setup‚ takes 4 to 8 hours of IT staff time per person. At a fully loaded IT staff rate of $100 to $150 per hour, that's ~$750 per new hire, just in IT labor.

For a company hiring 60 people in a year, that's ~$40,000 in IT labor on new hire setup alone. That’s before counting the helpdesk tickets generated by the mistakes, the productivity lost by employees who couldn't work on day one, and the security exposure from access that wasn't provisioned or deprovisioned correctly.

Automated onboarding, run through a platform connected to your HRIS, reduces IT labor per hire by 60 to 80 percent. The savings accumulate fast. More importantly, the errors‚ the mismatched access levels, the late equipment, and the orphaned accounts‚ largely disappear.

What to Look for in a Solution

Not all IT automation is the same. If you're evaluating options, here's what matters:

HRIS integration is non-negotiable. The trigger for IT provisioning must be a real-time event in your HR system, not a form someone fills out. If the two systems aren't connected, the delay and manual handoff come back.
Role-based access templates need to be configurable. Your company has roles that don't look like anyone else's. The platform needs to let you define exactly what each role gets and enforce it consistently, every time.
The system needs to handle the full lifecycle, not just onboarding. Promotions change access needs. Transfers between departments do too. Offboarding has to be as automated as onboarding, or you've only solved half the problem.
Reporting and audit trails matter. In a regulated industry, you need to be able to demonstrate that access was granted correctly and revoked promptly. A system that acts but doesn't log is a compliance problem waiting to happen.

How Montra Handles This

Montra built the Via platform specifically for companies experiencing this kind of growth. Via connects directly to your HRIS and identity provider to automate the full employee IT lifecycle from a single place.
When your HR team creates a new hire record, Via reads it, maps the role to your access templates, provisions accounts across your connected applications, queues the device order, and updates your identity policies automatically, before the first human in IT is even aware of the hire.

When someone leaves, Via initiates immediate deprovisioning, triggers the device return workflow, and closes out the access logs with a full audit trail. For Atlanta-area companies that are growing fast‚ hiring 20, 50, or 100 people a year‚ Via is the reason IT doesn't become the bottleneck. The provisioning scales with your headcount because it's automated. The 10th hire in a month takes the same amount of IT labor as the first: almost none.

If your company is heading into a growth phase and you're already feeling the strain on your IT team, this is the right time to look at what automated onboarding actually looks like in practice. We're happy to walk you through it.

Montra Technologies is an Atlanta-based managed service provider and IT automation company. We help mid-market companies manage workforce technology, device lifecycle, SaaS access, and security compliance through our Via platform‚ built for scale and powered by agentic AI. Named to the Inc. 5000 two consecutive years and recognized by Channel Futures as an MSP 501 company.

See how Via can handle onboarding automatically for you.

Montra Achieves SOC 2 Type II Compliance

Montra Technologies Achieves SOC 2 Type II Compliance

Independent auditor confirms the operating effectiveness of Montra’s security and confidentiality controls

ATLANTA, GEORGIA — (September 2, 2025) — Montra® Technologies today announces the successful completion of its SOC 2 Type II examination. This achievement reinforces the company’s commitment to security, confidentiality, and operational excellence for its customers.

Laika Compliance LLC conducted the independent audit. The firm evaluated the design and operating effectiveness of Montra’s controls over a six-month period, from February 1, 2025 to July 31, 2025. The examination covered the Trust Services Criteria for Security and Confidentiality, as established by the American Institute of Certified Public Accountants (AICPA).

The auditor found that Montra’s software and services description was fairly presented. Moreover, the controls operated effectively throughout the review period. As a result, the audit confirmed reasonable assurance that Montra met its service commitments and system requirements.

“This achievement reflects the discipline and rigor we bring to both our managed IT services and the Montra Via Platform,” said Matthew Singley, COO of Montra Technologies. “Our customers trust us with their data, systems, and users — which is mission-critical to their businesses. Achieving SOC 2 Type II demonstrates that our security controls are not just designed well, but that they operate effectively over time.”

What SOC 2 Type II Means for Customers

SOC 2 Type II compliance shows that Montra has implemented and maintained effective controls across key operational domains, including:

Logical and role-based access controls
Change management and secure software development
Vulnerability management and patching
Continuous monitoring and incident response
Data classification, retention, and secure disposal
Vendor risk management and oversight

Notably, the audit confirmed no exceptions across tested controls during the review period.

Montra delivers its services across multiple platforms and infrastructure layers. Furthermore, the company incorporates layered security measures including encryption in transit and at rest, multi-factor authentication for privileged access, network segmentation, intrusion detection, and continuous vulnerability scanning.

Strengthening Trust in Unified Identity and Device Lifecycle Management

This SOC 2 Type II compliance covers the Montra Via Platform. Via supports critical IT operations such as onboarding and offboarding automation, device lifecycle management, SaaS access management, security monitoring, and logistics orchestration.

Via is the company’s unified identity and device lifecycle management (UIDLM) platform. It brings together identity, device, application, and logistics data into a single system built for modern, distributed workforces.

By embedding security controls directly into identity and device workflows, Montra helps mid-market organizations reduce operational risk. Additionally, this approach minimizes human error and supports alignment with Zero Trust security principles.

“For many growing organizations, onboarding, offboarding, and device management are where operational risk quietly accumulates,” Singley added. “Consequently, SOC 2 Type II reinforces that our platform is built on a foundation of structured governance, strong internal controls, and continuous risk management.”

Ongoing Commitment to Security and Compliance

SOC 2 Type II is part of Montra’s broader commitment to industry-standard safeguards. These safeguards span administrative, technical, operational, and organizational controls, including HIPAA compliance.

In addition, Montra conducts annual risk assessments, quarterly vulnerability scans, and ongoing monitoring. Together, these practices ensure the company’s security posture evolves alongside emerging threats.

The SOC 2 Type II report is available to customers and prospective customers under NDA.

About Montra Technologies

Montra Technologies is a managed IT services and solutions company. The company delivers secure, scalable technology operations for modern organizations. From identity and access management to device lifecycle management, SaaS governance, security, and compliance, Montra simplifies IT so businesses can focus on growth.

Montra combines decades of enterprise IT expertise with modern, intelligent automation. As a result, the company reduces risk, improves security, and enhances the technology experience across modern workforces. Learn more at www.montra.io and follow us on LinkedIn and X.

Media Contact:

Monty Rachleff
Marketing Manager
Montra Technologies
+1-404-665-9675
mrack@montra.io

Send Them on Their Way: The Benefits of Automating Your IT Offboarding Process

Saying goodbye can be tough, especially when it comes to offboarding employees. There's paperwork to collect, access to revoke, and a multitude of other tasks to complete. And, let's be honest, no one wants to waste their time on a process that's notorious for being bureaucratic and time-consuming. But what if I told you that automating your IT offboarding process doesn't have to be a headache? In fact, it can be one of the smartest things you do for your organization. Here are just a few benefits of automating your IT offboarding process.

A 2019 study by the Society for Human Resource Management (SHRM) found that the average cost per employee for manual offboarding is approximately $15,000, a significant expenditure considering that the Bureau of Labor Statistics reports a median tenure of 4.2 years for employees. By automating the IT offboarding process, organizations can reduce this cost by up to 50%, according to an Oxford Economics study. Furthermore, a survey by ITProPortal found that 89% of IT professionals agree that automation significantly reduces the risk of human error in the offboarding process, enhancing data security.

Save Time and Money

Manually offboarding an employee can be time-consuming. It requires searching for and revoking access to various systems, collecting company equipment, and completing paperwork. However, by automating the offboarding process, companies can save time and cut costs. Without automation, IT and HR teams can spend hours manually removing access to various systems and returning equipment. With automation, however, these tasks can be completed quickly and accurately, freeing up staff to focus on more strategic tasks.

A study by Nintex reveals that HR professionals spend an average of 49 minutes on a single manual offboarding task. This duration can escalate when considering the multiplicity of systems and access privileges an employee might have. Indeed, a survey by the Ponemon Institute found that 62% of respondents who had left their job retained access to their former employer's systems, implying the failure of manual processes to thoroughly revoke access. The same study highlights that automated offboarding could mitigate this risk by 85%.

When it comes to cost savings, a report by the Aberdeen Group found that organizations with automated offboarding processes experienced 60% lower administrative costs and 12% lower overall turnover costs. Furthermore, an IBM study showed that automation can reduce the time spent on administrative tasks by up to 20%, freeing HR teams to focus on strategic business initiatives.

Reduce Risk

Offboarding is a risk management issue, and failing to do it correctly could result in costly data breaches and compliance issues. When offboarding is manual, it can be challenging to ensure that access to all applicable systems and data is revoked. Automation ensures that all appropriate systems and data access are terminated, reducing the risk of data breaches and the potential for compliance violations.

According to a study conducted by the Ponemon Institute, the average total cost of a data breach in the United States is $8.19 million, a figure that underscores the financial risks associated with improper offboarding. Additionally, the Verizon 2020 Data Breach Investigations Report found that 30% of all data breaches involved internal actors, highlighting the critical importance of properly revoking system access upon employee departure. Automating the offboarding process can mitigate such risks. According to a survey by ITProPortal, 73% of IT professionals believe automation significantly reduces the risk of data breaches during offboarding. Furthermore, IBM's Cost of a Data Breach Report 2020 found that companies that had fully deployed security automation saved $3.58 million compared to those with no automation. These statistics clearly illustrate the financial benefits and risk mitigation potential of automating the IT offboarding process.

Simplify the Process

Most IT and HR teams dread the offboarding process because it can be complex, with several steps that need to be completed in the correct order. With automation, this process can be streamlined, and tasks can be completed simultaneously, which makes offboarding less daunting for HR and IT staff.

Research further supports the simplification benefits of automation. According to a report by Deloitte, 65% of organizations cite complexity as the most significant barrier when it comes to offboarding employees. Gartner reports that automation can reduce the number of steps in the offboarding process by up to 60%, significantly simplifying the task for IT and HR teams. Furthermore, a survey by ServiceNow found that organizations that have automated their offboarding process experienced a 50% reduction in HR inquiries related to offboarding, further underscoring the efficiency and clarity that automation brings to the process.

Boost Employee Morale

While it's not often highlighted, automation of the offboarding process can significantly improve the morale of existing employees. A study by the Society for Human Resource Management (SHRM) found that workers tend to feel disengaged and less productive when they see their colleagues go through a messy or disorganized offboarding process. Automating this process ensures it's handled professionally and efficiently, which can boost the morale and productivity of your remaining team members.

In a recent survey conducted by KPMG, it was discovered that companies that automate their offboarding process see a 50% reduction in the time it takes to offboard an employee. Furthermore, according to a report by the Ponemon Institute, businesses that automate their offboarding process have seen a 30% decrease in the occurrence of data breaches related to former employees. These statistics underscore the significant benefits of automating the IT offboarding process.

Enhance Security

It's easy for former employees to take sensitive company information with them if their offboarding process isn't done correctly. Automating the process ensures that all data and system access is removed, reducing the chances of sensitive information being accessed or shared without authorization.

Automation significantly reduces the risk associated with human error in the offboarding process. According to a report by Symantec, human error accounted for 27% of data breaches in 2019. Automating your IT offboarding process can prevent such lapses by ensuring that each step is performed accurately and consistently. In fact, a study conducted by Ipsos found that organizations that have automated their offboarding process reported a 60% decrease in data breaches related to former employees. Such statistics underscore the importance of automation in maintaining data security during the offboarding process.

Ensure Compliance

Various regulations and compliance requirements mandate proper offboarding of employees. Manual processes can be error-prone, leading to violations of compliance policies. By automating the offboarding process, organizations can more easily achieve compliance and avoid penalties.

For instance, according to a report by the Ponemon Institute, non-compliance costs 2.71 times the cost of maintaining or meeting compliance requirements. This statistic clearly illustrates the financial implications of non-adherence to compliance policies during the offboarding process. Moreover, a study conducted by Osterman Research found that 67% of organizations have suffered a data breach as a result of employees having inappropriate access to company data, underlining the compliance issues associated with improper offboarding. By automating the offboarding process, companies can significantly reduce such risks. Indeed, a survey by ITProPortal revealed that 75% of IT professionals believe that automation significantly reduces compliance risks during offboarding.

In Conclusion

Offboarding processes can be burdensome on HR and IT departments, but automation can make it a lot easier and more efficient. By streamlining the process, automating can save time, reduce risk, simplify the process, enhance security, and ensure compliance. Don't be daunted by the seemingly complex IT offboarding process. With the help of automation, you can streamline the process and enjoy a more efficient HR system while at the same time being confident that your compliance requirements are always being ticked off.

Four Reasons to Outsource IT Logistics and What to Look for in a Partner

IT logistics is the set of process a business must execute to securely and efficiently deploy and manage IT devices in their remote operations. Whether in retail, consulting, healthcare, tech, or sports & entertainment, companies are deploying more technology in more far-flung locations than ever before. The IT logistics processes of your business can be quite tricky and require an extensive amount of expertise. From ensuring the security of sensitive data to tracking the location of your hardware and software assets, IT logistics can pose quite a challenge to modern tech-enabled companies. One way to tackle this challenge is outsourcing your IT logistics processes. We discuss here the top four benefits of outsourcing IT logistics processes, which can assist you in making an informed decision about how to handle your company's IT logistics needs.

1. Increased flexibility

Outsourcing IT logistics processes provide businesses with the flexibility to scale their IT needs up or down, depending on the changing market conditions. This flexibility allows businesses to manage their IT budgets better, and only pay for what they need. With outsourcing, businesses can supplement their internal IT teams during peak periods, or reduce their contract requirements during the off-season. Outsourcing IT logistics processes make it possible to align IT logistics with business goals and requirements.

Consider the findings from a survey conducted by Computer Economics, which revealed that 56% of businesses have outsourced their IT functions due to the scalability and flexibility it offers. Additionally, the Information Services Group's (ISG) Managed Services Study found that 70% of businesses that outsourced their IT logistics services experienced improved budget management, primarily due to the ability to scale their logistics operations according to business needs. These numbers not only highlight the benefits of outsourcing in terms of flexibility but also illustrate how outsourcing IT logistics can contribute towards efficient budget management.

2. Improved Risk Management

Outsourcing IT logistics services help businesses to reduce their risk exposure when preparing devices for deployment, and managing and securing devices deployed in the field. A study by IBM revealed that the average cost of a data breach in 2020 was $3.86 million, showing the substantial financial risk businesses face. By outsourcing IT logistics services, businesses can leverage best-in-class logistics software and processes to optimize availability, security and cost. Similarly, a survey by Intel Security found that 43% of businesses had experienced at least one data breach in the past year, further illustrating the need for businesses to outsource IT logistics to reliable, expert providers.

Good IT logistics companies offer pre-deployment security testing as well as post-deployment secure and private processing of data collected from devices in the field or when returned for processing. Good IT logistics partners will also provide data backup and recovery solutions that help businesses recover from data loss, ransomware, and other cyber-attacks.

Outsourcing IT logistics processes can also improve compliance with industry-standard regulations such as HIPAA, PCI DSS, and NIST by deploying the necessary security and privacy measures to protect sensitive data. A Verizon report found that only 28.6% of organizations are fully PCI DSS compliant, indicating the challenges that businesses face in adhering to industry standards. Outsourcing to a company with proven expertise in compliance can significantly alleviate these challenges.

3. Competitive Advantage

Outsourcing IT logistics processes provide businesses with access to high-end technology and top-notch expertise. Outsourcing companies typically have trained personnel and the latest technologies, making it possible for businesses to benefit from both. This is especially important for small businesses that cannot afford to hire and maintain a full-fledged IT team. CompTIA's 6th Annual Trends in Managed Services report also highlighted that 89% of businesses that outsourced their IT logistics felt they had a competitive advantage over businesses that didn't.

Outsourcing IT logistics processes not only provides businesses with access to current technologies but also future-proofs their operations against rapidly changing technologies. A recent study by Gartner revealed that 65% of organizations that outsource their IT logistics services have experienced technological advancements that would have been otherwise inaccessible. Furthermore, a survey by Deloitte showed that 66% of businesses that outsourced their IT logistics services had gained access to intellectual capital, which they wouldn't have procured otherwise.

This access to top-notch expertise not only provides an edge over competitors but also allows for a focus on innovation and business growth. Outsourcing IT logistics services provides a significant competitive advantage in both technology access and expert knowledge.

4. Cost Reduction

Last but not least, outsourcing your IT logistics processes can be an excellent way to save money. Hiring an in-house logistics team can be quite expensive, with salaries, benefits, and training costs. Conversely, outsourcing IT logistics can offer financial advantages such as lower costs of operation, fixed contracts, and reduced overhead costs. Such benefits allow businesses to free up capital for other areas, such as product development, marketing, and other critical business functions.

According to a study by Deloitte, 59% of businesses outsource to cut costs. CompTIA's 5th Annual Trends in Managed Services report shows that the average cost of a mid-level IT professional's salary is $82,000. This doesn't include additional costs such as benefits, office space, and training. On the other hand, a managed IT logistics contract could cost a mid-size business as little as $3,000 a month, which totals around $36,000 per year. This represents savings of more than 50% a year, which can then be invested in areas like product development and marketing, thus fueling business growth.

Additional Factors

While outsourcing IT logistics processes also helps with certain challenges that businesses must be prepared to address. These include potential issues with quality control, data security concerns, and the need for effective communication and collaboration with the outsourcing partner. It's crucial for businesses to carefully assess their potential partners' capabilities and establish clear expectations and guidelines to ensure a successful outsourcing relationship.

In Conclusion

Outsourcing IT logistics processes can provide businesses with numerous benefits such as cost reduction, competitive advantage, increased flexibility, and improved risk management. The advantages of outsourcing are ideal for businesses that need the benefits of IT logistics processes but without the high costs associated with recruiting and retaining an internal logistics team. It is essential to choose a reliable, trusted, and experienced logistics company. With the proper software and services solution, businesses can improve their bottom line by focusing on their core business functions, while the outsourcing company takes care of the IT logistics processes.

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