Louisville Web Design

Many people often wonder what the difference is between secure website hosting and regular website hosting. Simply put, secure website hosting will afford you the ability to sleep at night, without the worry of whether or not your website or valuable information will become compromised.

Even more alarming, most webmasters are often clueless when their websites are hacked. Over 90% of webmasters surveyed did not notice any strange activity when their website was compromised, despite the fact that their sites were being abused to send spam, host phishing pages, or distribute malware, according to the report Compromised Websites: An Owner’s Perspective.

Perhaps more surprising, nearly two-thirds of the webmasters surveyed did not know how the compromise had happened.

The Threat of Hackers

The portrayal of hackers in the media has ranged from the high-tech super-spy to the lonely anti-social teen who is simply looking for entertainment. The reality, however, is that hackers are a very diverse bunch, a group simultaneously blamed with causing billions of dollars in damages. In 2011 alone, hackers were responsible for cyberattacks against the Justice Department, the FBI, Universal Music Group, The Recording Association of America, Motion Picture Association of America, Visa, PayPal, and MasterCard just to name a few.

The Internet abounds with hackers, known as crackers or "black hats," who work to exploit computer systems. They are the ones you've seen on the news being hauled away for cybercrimes. Some of them do it for fun and curiosity, while others are looking for personal gain.

Adrian Lamo is a good example of a black hat hacker.

Lamo's claim to fame is his break-ins at major organizations like The New York Times and Microsoft. Lamo's intrusions consisted mainly of penetration testing, in which he found flaws in security and exploited them. His hits include Yahoo!, Bank of America, Citigroup and Cingular. When he broke into The New York Times' intranet, things got serious. He added himself to a list of experts and viewed personal information on contributors, including Social Security numbers. Lamo also hacked into The Times' LexisNexis account to research high-profile subject matter.

Hackers that use their skills for good are classified as "white hat." These white hats often work as certified "Ethical Hackers," hired by companies to test the integrity of their systems. Others, operate without company permission by bending but not breaking laws and in the process have created some really cool stuff. Stephen "the Woz" Wozniak, one of the co-founders of Apple, is a well-known example of a white hat hacker. Woz got his start in hacking making blue boxes, devices that bypass telephone-switching mechanisms to make free long-distance calls.

However, no matter the nature of their intent, there is never any reason for a hacker to have access to your system nor the information stored on your servers to risk compromise.

Mediaura Secure Hosting

Security has always been a prime focus for our company. Our clients have long been aware of the lengths Mediaura goes to as a company to protect and secure their information and website systems. We have been vocal advocates regarding a focus on security and the need for extra protective measures, long before this current uprising of cyberattacks and malware began to take place.

Although we formerly only offered our Fort-Knox-level of secure hosting to existing clients, after numerous requests and inquiries from the outside public, we have decided to begin offering secure hosting to outside companies and organizations as well. Therefore companies who either need extra-security around their information or for companies that would just like the peace-of-mind, Mediaura hosting is now available to you.

The Mediuara Difference

While we can't go into all of the details and measures we've taken to insure that our systems are impenetrable (and there are many), we can share with you some key factors.

- HIPPA compliant
- PCI compliant
- Military clientele
- SSL certificates and secure business transactions

We take our virtual security just as seriously as our physical security. Our entire network operates behind redundant high-throughput transparent stand-alone firewalls powered by pfSense. We also maintain a series of VLAN configurations on our private networks in order to further increase security and efficiency between the various segments of our network. As a rule of thumb every single point of failure maintains at least one identical backup. This is true for our servers' power supplies and NIC's as well as our managed switches and firewalls

Mediaura has expanded our cloud by embracing a new and larger rollout of Vmware Vsphere 5 running on multiple Dell Enterprise servers and a fancy new SAN for the ultimate in data redundancy and efficiency. Having expensive equipment and software for the ultimate in redundancy would be a moot point without a highly secure, redundant and reliable data center. That’s why Mediaura chose Peak 10.

Peak 10 Facility Overview

General Facility Features

• 11,500 Square Feet Raised Floor
• Subfloor Cable Management and Power Distribution
• 18" Raised Floor
• Conditioned AC power
• Customized Cage, Private Suite and Cabinet Space Available
• 24/7/365 Customer Access
• 24/7/365 Network Operations Center
• Built above 100 year flood plain

Security Features

• Biometric Fingerprint Readers
• Card/PIN access
• 24/7/365 Monitored Video Surveillance

Environmental Controls/Redundancy

• Internally Redundant and Double End Fed Power Grid
• 2.4 MW Generating Capacity
• Redundant Backup Power via Multiple UPSs and a Generator
• Redundant Network Infrastructure
• Controlled Temperature and Humidity via Redundant HVAC Units
• VESDA/FE-25 Gas Fire Suppression System
• Geographic Diversity/Redundancy via Other Peak 10 Data Centers

Internet/Access Options

• Diverse Fiber Entry Points: OC-12 up to OC-192
• Internet/Network Access Options: DS-1, DS-3 or OC-X Connectivity
• Network BGP Connected to Multiple Carrier Networks
• Internet Access through KDL and TelCove/Level 3
• Tier 1 Gateways through Qwest, AT&T and TelCove/Level 3
• Metro Ethernet at 10 Mbps, 100 Mbps and 1 Gbps Connectivity

Disaster Recovery

• Multiple Equipment Procurement Options
• Hot/Warm/Cold Site Recovery Solutions
• Dedicated Work Area Recovery for Customers
• Direct Connections to Customer Networks
• Mobile Recovery Solutions

VMWare Overview

The VMware approach to cloud computing starts with the best virtualization platform, vSphere 5, and adds a suite of intelligent cloud infrastructure products – VMware vCloud Director, vCenter Site Recovery Manager and VMware vShield. Together, this VMware platform provides customers with an evolutionary transition to the cloud that transforms existing datacenters into secure private clouds, adding seamless extensions to compatible public clouds, and combines the best aspects of each into federated hybrid clouds.

Run business critical applications with confidence and respond faster to your business needs with VMware vSphere, the industry-leading virtualization platform for building cloud infrastructures. vSphere accelerates the shift to cloud computing for existing datacenters, while also underpinning compatible public cloud offerings, paving the way for the only hybrid cloud model.

Host With Mediaura Today

Contact Mediaura today (502-554-9649) or email us This email address is being protected from spambots. You need JavaScript enabled to view it. to learn more about the exciting new Web Hosting services and plans that we offer. With the ability to customize packages to meet the needs of your business, we will work together with you in order to develop the most stringent level of security possible.

Corey Capps has been on the Mediaura team almost since the inception of the team itself. His hard work and dedication to the company not only sets the example for everyone else that joins our team, but it also inspires and motivates them to become better workers themselves. It's not uncommon to find him working until midnight or happily coming in to finish up projects on the weekends of his own accord. Corey is also the person that people in our office turn to when they are having difficulty figuring out a solution to a problem, because even though he may not have an immediate answer he knows how to ask the right questions to help you down the path or see it from an outside perspective.

Corey is also aptly dubbed the "Devil's Advocate" in our office, because he is the person that will highlight or lists problems that may arise on a project before we begin working, so that we have already developed solutions in case they arise. For this reason he is crucial to streamlining our implementation and strategy processes. There have been countless times that this foresight has saved us many hours when the "unexpected" has occurred. It's almost like having an experienced military general on the team, because he is prepared for any situation. This is probably why his mind has compelled him to develop a very thorough Zombie Apocalypse strategy plan, which is quite impressive to say the least.

Corey is also one of the most fun people you could possibly want to work with. An avid lover of Haunted Houses, last year he inspired team members to drive to Atlanta and back in a single day because he heard that there was a particularly scary haunted house (there was).

So without further ado.....

1. Zombie Attack preparedness is important. What are some things people need to have and/or plan for in the event of an undead uprising?
Zombie Attack preparedness is a personal situation.  We all react and plan for the catastrophic in different ways and there are lots of things to consider.  Is this a biological outbreak, or have the dead risen from their graves?  Are these fast or slow zombies?  Did you have time to plan or did an arm just burst through your window?  Taking all these into account you can't prepare for them all.

 

3. What makes you laugh?
Almost everything, the world we live in is full of things to laugh at and people to laugh with. 

Electronic music is a passion for many of the team members at Mediaura. Since electronic music involves a lot of technology in its creation, you often find many programmers/designers DJing or involved in music somehow. In our office for instance, there are several DJs and a few people who have previously ran record labels (our CEO Andrew Aebersold amongst them). However, the one style of electronic music that has our entire office divided is a form called dubstep.

Dubstep is a form of dance music that originated in South London. Its overall sound has been described as "tightly coiled productions with overwhelming bass lines and reverberant drum patterns, clipped samples, and occasional vocals." In other words, it sounds like slowed down music with heavy bass thrown in. If you want to know what dubstep sounds like, click here to have a listen. Dubstep has also generated a new form of dancing, which typically includes a lot of popping and locking and very slow precise movement. When people know how to do it right, it can be quite impressive. One of our favorite videos demonstrating this style of dance is this one.

Now the other half of our office favors a style called Electro House. This is a style of music that originated in America (specifically Chicago) in the 1980s. Early house music was generally dance-based music characterized by repetitive 4/4 beats and rhythms centered around drum machines (specifically the Roland TR-808 Rhythm Composer) off-beat hi-hat cymbals and synthesized basslines. Did you ever wonder why Mediaura's office address is Suite 808? Probably not, but now you'll know that Suite 808 is our nod to the 808 drum machine that was the signature sound of Electro House music. Click here to listen to what Electro House sounds like.

Tecktonik dance (or Electro Dance) is a style that originated on the streets of Paris, France. At the old Mediaura office we used to watch Tecktonik dance videos and tried our best to figure out how it was done. It's a pretty frenetic style and you get a massive workout from it. The best example of this dance style is found in this video. It's a very Euro style of dance.

Since there is a constant debate in our office regarding house music and dubstep, we decided to handle it the only way that was fair....a dance battle.

A few weeks ago I was invited to participate in a panel discussion about Talent Attraction for GLI. If you're not familiar with GLI (Greater Louisville Inc), they are an amazing professional organization that is doing incredible things for both businesses in our community and the city as a whole. As a small company, Mediaura can testify first-hand how becoming involved with their organization can truly transform and help grow a business. There are so many resources and helpful GLI employees that really go above-and-beyond what you would expect, because they believe in their mission and want to help local-area businesses succeed. One of the best decisions we ever made as a company was to become a member and get as involved in GLI as possible. I strongly recommend you check them out if you haven't already done so.

As I said, this morning I was invited to participate in a discussion about Talent Attraction and how corporate culture plays a role in recruiting talent. Joining me on the panel were Melissa Leary from Zappos and Kelly Helegeson from Signature HealthCARE, and they were able to talk about how their own corporate culture plays a role in attracting the talent they require. I was aware of the Zappos culture, because they really do innovative things and have a unique corporate culture that I feel is quite similiar to Mediuara's own model of business. They are a great example of a large corporation that retains "small company" values and celebrates their employees.

For those that were able to attend the presentation, I apologize for my cold (thanks for the water Greg) and the rush (we were running short on time!), but I hope everyone was able to walk away with an idea of Mediaura's innovative approach to corporate culture and how it plays a massive role in our business strategy.

My presentation focused on how attracting the right talent by building a unique environment that makes people want to go to work every day, is imperative - especially for a small business. What many small businesses and startups don't always realize, is that in order to attract extremely talented employees, you have to be able to offer them something that they won't be able to have at a larger corporation. You really have to offer them incentives and a culture that can compete against the type of salary benefits that a larger company can offer. Where I see many small businesses failing their potential, is when they create a rigid and stringent environment. Where is the incentive for that talented individual? What is going to attract them to work for your company if they can join a role in a similiar environment, and frankly make a lot more money at a larger conglomerate? Instead, what you need to do is create a culture that is attractive and engaging enough for them to 'take a chance' and come work for you.

So what are some of the challenges that small businesses face with recruiting accomplished talent? There are many, but here is just a sample that we go up against everyday:

1. Talented Individuals thinking that they must relocate for opportunities that match their potentional (commonly referred to as "the Brain Drain")
Speaking from my own personal experience as someone born and raised in Louisville, I always felt that I was going to have to leave the city in order to achieve the type of success that I wanted for myself. At the time, that was the predominant sentiment in the city as a whole. If you wanted to work in manufacturing, healthcare, or QSR then this was the place to be; but if you wanted to work in a high-tech environment or some other innovative job field, there wasn't much for you in the city. So the bulk of my career has been out-of-state and out of the country for these reasons. The local government has realized this problem can be solved and when I returned to Louisville after a decade of living and working elsewhere, the transformation of this city astounded me. Louisville is quite aptly dubbed "Possibility City" because your potential here is as great as you choose to make it. As a high-tech company, the level of support and promotion that we receive from this community is second-to-none. Think of the early days of Seattle, or Portland, Oregon 4-5 years ago. That's sort of where Louisville is at right now in the realm of technology growth. In a few years, I have absolutely no doubt that Louisville will become a major player in the realm of technology nationally and internationally, because the ambition, drive and community support is there. This is why Mediaura has been able to grow from a one-man operation into a quite competitive (and Nationally Award Winning) small business. Most importantly, the level of talent we have formerly sought out from other cities can now be found locally due to those individuals no longer feeling the need to relocate for opportunities in the tech realm. People are quickly becoming aware that the opportunity and the potential for that sort of career now exists in our city. Organizations such as GLI and the Mayor's office really deserve massive amounts of credit for raising that awareness. It's incredible what they have done to support our industry and help nuture its growth in our community.

2. Location, Location, Location....
When you approach individuals from outside of the area with an opportunity to relocate to Louisville, their reaction isn't always exactly one of elation and enthusiasm. It's more like, "You want me to move where?" because the preconceived notions of the city (while terribly unfounded) do permeate and exist quite heavily. I think they tend to imagine the Beverly Hillbillies sat behind monstrous Commodore 64s trying to program "the interwebs." It's a stereotype and a stigma that again, organizations such as GLI and the local government, have done an amazing job at helping to eradicate. I always feel that there are two types of people; those who have been to Louisville and those who haven't. The people who have never spent any time here, have a very skewed perception of the city to those who have visited and know what it is like. Those who have come to Louisville, they know that it is probably the country's best kept secret. It's safe, it's innovative, the tech industry is growing here at an incredible rate, and there is so much to do socially. The culture of the city as a whole is just phenomenal. Typically when we're trying to bring someone onto our team from outside of the city, all we really have to do is have them spend a day here, because the city does an incredible job at selling itself. I mean let's face it, who doesn't want to live in GQ's "Manliest City in America?"

3. Salary Requirements vs. Talent Level
Let's face it, you're probably not going to have a successful startup if you only hire junior or entry level talent. However, if you're a small company (especially one that is entirely self-funded such as our own), you probably don't have the financial resources to woo that mid-level executive or experienced professional from their comfy corporate job to your team. So how do you win them to your cause? You have to offer them an environment and culture that they can't find anywhere else. If you can't compete with the larger companies on salary then you have to win them through other means. This is where I see most companies missing the mark. At Mediaura we have created a company that we want to work at and an environment that other people are anxious to become a part of. We're quite unconventional, but you have to be, because you have to figure out how your company is going to stand out from the competition and compel people to want to join. If a talented individual is disillusioned with aspects of the larger corporate machine, you can often convince them to bring their talents to a smaller organization as long as you let them know they will be not only appreciated, but that freedom comes with it.

4. Guaranteed Long-Term Employment
Let me share some statistics with you
- 20-30% of Venture Capital based businesses fail (we were not one)
- Almost 90% of startups fail
- Only 48% of new businesses are able to last longer than 5 years
Now imagine you have a secure and stable job at a larger company, but you're terribly unhappy or feel that your talents aren't being utilized or that you're not being challenged. Perhaps you'd like to work somewhere else. Chances are, you'd love to work at a company with a unique corporate culture or in a fun and exciting environment; however you'll be risking a lot in order to do so. Talent attraction comes into play for small businesses here, because you have to sell your dream or the company potential to these people. You need to make them understand and believe in your vision, so that they want to come on board and help make that a reality. You also need to appreciate the gamble these individuals are taking, and that's why it's so important to let them know how valuable they are to your organization whenever possible. As long as a talented individual feels appreciated and that the company is loyal to their needs, they will return the favor.

5. Multi-tasking / Multiple Hats Worn
Smaller companies aren't going to have the resources to fulfill all of the roles traditionally found at a larger company. So there is going to be a lot more that needs to be done and a lot more responsibility expected for someone taking on a role in a smaller business. That's why it's important to not only find individuals that fit into your corporate culture or that meet the job requirements, but also people with that "can do" attitude who rise to challenges. Within our company it's not atypical for one person to have the responsibility of three people. These people being able to operate in such a capacity and not skip a beat is crucial to our success. We have been extremely fortunate at finding and hiring talent that exceeds those expectations. Think of it as getting more "bang for your buck" in terms of talent and salary. What also can be attractive to individuals is the possibilty this creates in experimenting in another field. If they are a programmer but they have a strong interest in graphic design as well, for example, this can be the opportunity for them to explore that avenue.

6. Long Hours Likely
Nurturing and growing a small business takes a lot of TLC and a lot of time and attention. So another challenge that we often face is that you are essentially asking people to work longer hours for less money (than they would receive at a larger corporation). You may be wondering, "how can you do that?" The answer isn't simple, but if you create an environment that people want to be in, then the battle is already halfway won. Nothing is worse than working in an evironment where you're looking at the clock every 15 minutes to see how much closer you are to going home. I know, I've been there. However, when you develop a corporate culture that brings out the best in your talent and nurtures their skills, then they almost never want to leave the office. At Mediaura we have developed quite a unique problem, in that our CEO often has to force people to take a vacation. Why? Because every day is different and there is always something exciting going on, and no one wants to miss it. It's not uncommon for me to come into the office on a weekend or late-at-night and find someone sat at their desk working on a project for no other reason than they had some free time and wanted to get back to work. As a small business, let me tell you, it's a great "problem" to have.

Those are just some of the things we're up against when trying to recruit the level of talent we need. As a software development and Interactive company, we pride ourselves on innovation. Yet, in order to be innovative and cutting-edge, you need to have a team of talented, innovative, and cutting-edge minds. So how do you create that environment? It's a multi-step process but here are some things that small businesses can offer that not all larger corporations can:

1. Autonomy
This facet of our corporate culture, probably more so than any other, is the main attraction for working at our company. Everyone in our organization has at one point in their career worked for a larger company, and while there are many benefits to larger organizations, there are many drawbacks. One of the greatest complaints that our employees have had about that type of environment is the rigid corporate structure. No one likes to be micro-managed and talented individuals - they loathe it. Why? It hinders their creativity and limits their freedom. Think of it like high school versus university. In high school you have a very stringent organization and everything is monitored, whereas at university you're able to work at your own pace in a space of time alotted. That's how the structure at Mediaura operates. Looking at lines of code or dealing with complex algorithms all day can be very taxing, but there is also an art to doing it right. If we were to micro-manage on top of that stress, the burnout rate would skyrocket and employee satisfaction would plummet to paralyzing lows. That's why we focus more on accountability as a whole. Every team member is aware of their project deadlines, and as long as their work is done correctly and on time, we allow them the freedom to work at their own pace. If you want to work for three hours straight and check out your Facebook page for a bit, so be it. As long as your work is getting completed, we're not going to worry about it. This also promotes collaboration amongst the team, because if someone has a question they can take the time to get advice or ask questions rather than hurrying up to get something done. Rushed projects are always filled with issues.

2. "Make An Impact"
One of the most compelling things that small businesses have going for them is the impact an employee will have on a project. Talented individuals really love being able to demonstrate their skills, and in a smaller environment those assets have a major impact. There aren't 10-20 people performing the same function, so a person's skillset becomes their calling card. That same individual at a larger corporation may only work on a small fraction of a project, but at a smaller company their role is much more substantial and vital. Talented professionals want to feel valued and appreciated. They want their skills and talents to be recognized. No one ever wants to feel replaceable or just a cog in a machine, and in a small business environment they are able to see the immediate impact they have on a project. It becomes clear to them that they are a valuable asset and crucial to the overall business. This can also expand past the company and permeate into the community or the overall industry as well. At Mediaura we develop software solutions that transform the way companies are able to do business, and I mean that quite sincerely. Our programmers and developers know that they are working on projects that will have an impact not only on our clients' businesses but also for the community as a whole. Nothing is more rewarding than seeing something you helped to develop change people's lives or their business dynamic, and know that you played a major role in its creation.

3. Freedom to Experiment and Challenge Ideas
A problem with larger corporate cultures is that they are not always quick to evolve or respond to emerging technology. They may be operating on a business model that hasn't changed for 20-30 years; and while some people may think "well if it's not broke don't fix it" and they would be right, the problem arises when something does need to change and doing so becomes quite a large ordeal. Anyone that has worked for a large business knows about those dreaded two words: Red Tape. Smaller businesses have an edge, in that they are often quite more adaptable to change. Therefore, talent that prefers to work at a quick pace and at the forefront of new technology will be attracted to the possibilites that a small business can offer them.

4. Flexible Work Environment
A lot of employers don't quite comprehend the positive impact that a flexible environment can have on employees. Mediaura has won awards based on our flexible work environment, and we continue to evolve those ideas because we have seen what a difference it makes to our bottom line. People, by their very nature, live quite dynamic lives. They have families or personal situations that occur unexpectedly that necessitate their full attention. We recognize that life can be unpredictable sometimes, and we never want to penalize a team member for those types of situations, because we realize that they are often helpless to prevent them or the situation is out of their hands. Andrew and Amy (the owners of Mediaura) worked very hard at developing a flexible work model that accomodates situations such as these. Companies often tell their employees how valued they are, but they don't often put that into practice. A flexible work environment is a great way to demonstrate that you're a company that means what you say. One of the benefits of our industry is that if an employee needs to work from home for whatever reason, they are able to do so. Our team members appreciate this, because they see that what is important to them (their own well-being, their families, etc.) is important to us as well. It's just another way of showing how valued and appreciative we are of the people who work at our company.

5. Appreciate The Individual
People work an average of 40 hours a week (more if you're in technology, trust me), so a major portion of their lives are spent in an office setting and around their co-workers; but how often do you really get to know the people you work with? Not just the people you like but the entire office? More companies need to see their employees as not only functional in their job capacity, but also as walking advertisements for the business itself. What that means is, companies need to start engaging with their employees and learning about them as individuals. A good example of this that I like to give, is the story of the birthday. For many years I worked at a larger company, and whenever it was someone's birthday, we all gathered into the breakroom, sang "Happy Birthday" and ate some cake. In theory, it's a nice sentiment - in reality, it becomes a hollow practice really fast. It felt like we were in the breakroom every-other-day to celebrate someone's birthday (even if I had never seen them before) and aside from an increased potential of diabetes, nothing was really gained from the experience. Even when it was my own birthday, I found myself thinking that I'd rather just stay at my desk and work. There is only so much cake one person can handle in a year. My point is, it became a very generic thing to do and a few times the recipients didn't even eat or like cake. So here they were sat in a room full of relative strangers watching them all eat cake that they couldn't have or want. That doesn't really make a person feel special on their birthday, does it? Employers should take the time to build team comradery (more than just yearly team outings) and make it a daily occurence. The more you can make an employee feel appreciated and unique, the more loyalty to your brand and the company you will build with them. It's an invaluable investment. The Mediaura philosophy is, the more team unity that exists the higher quality of work results. We make it a point to not only get to know the individual but to also celebrate who they are and their interests. For example, we just had a team member who had a birthday and one of his passions is video games. So we planned a surprise for him, and yesterday afternoon we all got together and spent an hour or two having a LAN party with the entire team playing Starcraft. Not only was he surprised, but the first thing he did was to log onto his social media accounts and talk about it; saying things like, "I work at the coolest company ever" "my boss is the best." This not only had a positive impact on him, but his enthusiasm was now apparent to the whole world-wide-web. His friends (and strangers) alike were responding with, "How do I get a job there?!?" By taking the time and making an effort we are now known as "The Coolest Company Ever" and that will have a positive impact on how we are perceived by people in the community.

These are just a few of the examples of things we do to enhance our corporate culture. Mediaura has become quite legendary in the community for our Beer & Ping-Pong Fridays, where every Friday at 3pm those who have some downtime can drink some beer and play ping-pong. It promotes team bonding and helps to alleviate the stress of the week, so that everyone goes into the weekend feeling refreshed and excited to return on Monday. Now you don't have to have a ping-pong table and drink beer to get the same results, you can go about building relationships in countless ways - the point is that you make the effort to do it. Because when you create an environment that people look forward to participating in, job satisfaction increases, productivity increases, work quality exceeds expectations, accountability reigns supreme, and your HR requirements decrease. Most importantly for small businesses, your ability to attract high-quality, competitive talent becomes unstoppable, because you are seen as "a cool company to work for."