Dahua USA To Triple To 200 Employees

Author: John Honovich, Published on Feb 08, 2017

Months ago, Dahua USA reported 65 employees.

Now, by the end of 2017, the company plans to triple to 200 employees, becoming one of the largest staffed video surveillance manufacturers in North America.

Inside this post, we look at the move, who they have recently hired and how this expansion will change their market position and the industry overall.

****** ***, ***** *** ******** ** *********.

***, ** *** *** ** ****, *** ******* ***** ** triple ** *** *********, ******** *** ** *** ******* ******* video ************ ************* ** ***** *******.

****** **** ****, ** **** ** *** ****, *** **** have ******** ***** *** *** **** ********* **** ****** ***** market ******** *** *** ******** *******.

[***************]

Expansion ***

***** ***** *** **** ******* **** ** *** ** *** many *****, **** ** ******** ** * ***** ***, ***** only *** * *** ********* ** ***** *** *** ******* sales ************.

*******,** ****, ***** ******* ******** ** **** *****, ** ****, ***** *** *** ** ** *********. *** understanding ** **** ** *** **** *** ****** ********* *** increased ** *** *** ** *** *** ** **** ****, it **** **** ** ***.

* *** ** *** ****** ******* *** ***** *******:

  • ***** ****, ******** ** ****** *******, *** ** ***** *** ***** performers
  • ****** ****, **** **** ******* ***** ******, *** ***** ***'* ********** Sales *******
  • ***** *****, ******** ** *******, *** ***** ***'* ******** - ******* United ******

**** ************'* ****** ******'* ******** ** ********* ***** ****** **** *****.

Relative ***** ***********

*** ********* ** * ***** / ******* ***** ****** ** quite ***** *** ***** ************ *********. *** * ***** ** comparison, **** **** ***** *************, **** ********, **** *** ********* probably **** ****** *** ** *** ********* ** ******* *** capacities.

*****'* ******* ******** ***** ** **** *********** ******** ** ***** USA's ******* ******* *******, ***** *** ** ** **** * fraction ** **** *** ~$*** - $*** ******* **** *****'* more *********** ****** **** ** *** **. ** **** ***** is ***** **** ** ** ********** **** ** ** ********* before **** **** *** ******* ** ***** **** *********.

Value ***** *********

*** ******** **** ** **** ***** ************ ************* **** ** have **** ** ***** ***** *** ******* ****** ** ***** their ******* **** ****** *********** *** *** *****. *** ******** has ******* **** ****** *** ** *** *** ******** *** personal ********** *** ****** ***** ** ****** * ************* / local / ***** ***** ****** **** ***** ***** ** ******** of ********* ** ******** ** *******. ***********, **** ***** ** ***** *****, ******, **** ***** ******** ************* ****** *****, **** *** *********** growth, **** ***** *** *** ***** ******* *** ****** ******* and *** *****. ** ********, ********* *** ***** **** *** ~300 *** ********* **** *** ****** ***** *** *** ******. Significant ********** ** ***** ***** *** ******* *** ********. **** is **** ***** ** ***** ****.

Cost ***** *********

*** ******** **** ** **** ****** *** ***** ********* ** expensive. *****'* *** ***** *********** ***** **** ****** ** ** the ~$** ******* ***** **** **** **** ** ** *** employees (******** $***,*** **** *** ******** - *** **** ******, but ********, ****** ********, ***** *****, *******, ***.).

*** ******* ** ** *******, **** ********* * ** *** employees ** **** **** * ***** **** **** **** **** do *** **** *** ** *******, ** *** ***** **** at *****, ** ***** ***** ********. ***** *** ** ****** to **** ******* **** ** ******** *** **** ** **** and ****, **** ** **** **** *************.

********** **** ** *****'* ******** ******* ** ******** ** ******* from ***** ******* ********** ***** *** ***** **** ** ********** fund **** *********.

Upside *********

***** ** ***** ** **** *** ******* ************* ****** *** of * **** *** ****. **** *** *********, ** ***** they **** ** **** ** ***** *** **********, ******** *** repeatedly ** ****** ***** ******* ********** / ******. *** **** will **** *******.

********, ***** **** *** **** *** ****** ** ******* ******* their **** ****** **********'* *********'* ******* ***** *****.

Risks ** *********

*** **** ***** *****:

  • ********* **** ******* **** ** ***** ** *****'* *********. ***** Dahua ******* ****** ******* ******* ******, ********* ******** *** ************** ****** *** ***** ***** ****. ***, ***** ********* ** ****** ************ *** ******** **% *** ****. *** **** ***** ******* **** * ******* **** ** bigger, **** *********** ******* *** **** **** **** ** **** and ***** ******* ******? ** **** *** ** ****.
  • ***** *** *** **** ************* ** *** *** *** ** clear '****' / ***** ******. *** **** **** ** ******* in *** **** ** **** ** *** **** *** ****?

Vote / ****

Comments (13)

*****'* ********* *** *********** ******, ****** **** ** ********* ******* to **** ******* *** ***** ****** *** **** *** **** to ** ********** ** ******* ** **** **** **********.

***** ***** ** *********'* ******* ******. **** ***'* **** ** have *** ***** ** ******* ********* **** ********* ***, **** already **** **** ** *****, *** **** ****** ******* ********.

**** ***** **** ** ** ******* ***** ********, ********* *******, and ********. ** **** *** ***** *****, *** ***** ***** logo, **** ***** ** *** *******.

* ***'* *** **** ****** ***/*** ** ***** ***** ** be ******** ******. ***** ***** ****** *** **** ****** ******. It ***** **** ***** ******** ****** **** ** ********, *** the **** **** **** *** ******** *** ******** **** *** a ***** ** *** ******. *** *** ********* ** ***** mobile *** ** ****** **** *** * **** **** ***. It ** **** ******** *** ********.

***** ***** ** *********'* ******* ******.... **** ******* **** **** on *****

*** *********:

*. *** ***** ******* ******* / **** *********'* *** *******?

*. *** ** *** ****** ***** ** **** ********* ** price ***** ****** *** ******?

*) * ***'* **** **** ***** ***** **** ******, ***. Obviously **** *** **** *** **** ******, *** * *****'* seen **** ** ******* **** ***** ******.

*) * ***'* ******* ** ********** *** ********** ** **** level, *** ****** ** ** **** *****, * ***** ***** their **** ** **** * ***** ********* ***** ** ** gain ****** *****. *** ***** ****** **** **** ********** ****** of ******* ***** ***** *** *********. *********, *** ** **?

* ***** ***** ***** **** ** **** * ***** ********* would ** ** **** ****** *****. *** ***** ****** **** this ********** ****** ** ******* ***** ***** *** *********.

********** *****. ** ***** *************, **** ** *** ****.

*** ******* **, ** ********* *****, *** ****:

  • * ****** ******************* ** ****** *******
  • * ****** ***** ******* ******* ***** ********* ** *******
  • * ******* ********** (*********) *** ********** ******** ** *****
  • * *** ******* (***** ***) *** *** **** *************** ******* the ******* **********

***** ******* **** ** **** **** ** ***** ***** ***** since *** ****** ******* ** *** ******* ******, ******* *** pressured ** ********* ****** *** ** ** **** ** *** over ******* ***** *** '*********' ** ** ******* ** ***.

* ** ********** ** *** *** **** ***** ***.

***** ***** ** *********'* ******* ******.

***** ***** ** *-***'* (*** ***** ***** ***** *** ******) biggest ****** ** ****.

* ***** **** **********, ********** *** ****. **** ****** *** are ********** **** **** ** *** ** **** ***'* ******* the **** ** *** ****. **** **** * ******. *** to ******* *** *** ** ********* *** *******'* **** *****...

*** **** ** *** ************ ** ******** ** ********.

** ** ******* ***** = *********. **** *** **** ***** and *** **** ****. ***** *** ********* **** ** **** winners.

*****, *****, ***** ... *** *******, *** ******* .. ** not ******* **** ***** *****, ** **** ******** **** *********, Axis *** *******.

*'* ******** ** ******* *** ****** *&* ** *************/********** ** come *********.

*** ******* ***** *** ********* *********** **** ******* *****?

******: *** ******** *** *** ****** *** ***** ***** *** employment ** ****** ***** ***** ***.

**** **** *** ********* *****, ***** ***** ******** **** *****, ****** ** **** **** **** ** ***** ** *** separately **** ***** ***.

***** **** *** **** **** ** *** "********" ******** **** ;)

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