Hi-Tex Solutions

Hi-Tex Solutions Hi-Tex Solutions provides comprehensive IT support for businesses in San Antonio and surrounding ar Need Exchange Email or just Spam Filtering? We do that to!

Hi-Tex offers Onsite and Remote server/workstation support and management, Web design and Hosting as well as Colo Hosting for your own servers. Looking to scale back that server room, ask us about Virtualization and Cloud hosting. Need to integrate security such as IP cameras in your office or remote site? We can help. Virus removal, Data backup and recovery, Home and office Media Centers..No job is to small for the Professionals at Hi-Tex Solutions. Our Techs are able to do a complete system analysis of the business, recommend the most cost effective hardware platform; the best software package to accomplish the organizational mission; and train you and your staff how to use the system day to day. We design stand-alone and network systems to facilitate both local and remote computing requirements. All of the systems that we build or upgrade are designed with the highest quality parts and labor to insure a trouble free platform. For our customers that are on our service plans, we are usually aware, and have responded to any network or hardware problems before you even know an issue even existed. This proactive approach prevents minor issues from becoming major disasters.

10/14/2026

๐—ฌ๐—ผ๐˜‚๐—ฟ ๐—ฉ๐—ฒ๐—ป๐—ฑ๐—ผ๐—ฟ๐˜€ ๐—”๐—ฟ๐—ฒ ๐—ฃ๐—ฎ๐—ฟ๐˜ ๐—ข๐—ณ ๐—ฌ๐—ผ๐˜‚๐—ฟ ๐—•๐˜‚๐˜€๐—ถ๐—ป๐—ฒ๐˜€๐˜€ ๐—ช๐—ต๐—ฒ๐˜๐—ต๐—ฒ๐—ฟ ๐—ฌ๐—ผ๐˜‚ ๐—ง๐—ต๐—ถ๐—ป๐—ธ ๐—”๐—ฏ๐—ผ๐˜‚๐˜ ๐—ง๐—ต๐—ฒ๐—บ ๐—ง๐—ต๐—ฎ๐˜ ๐—ช๐—ฎ๐˜† ๐—ข๐—ฟ ๐—ก๐—ผ๐˜

One thing twenty years in IT will teach you very quickly is that almost no modern company operates alone.

Payroll.

Accounting.

Marketing.

CRM.

Cloud providers.

Internet providers.

Software companies.

Payment processors.

Benefits platforms.

Consultants.

IT providers.

Every one of those relationships can make a company more capable.

I run a business too.

I outsource things because it would make absolutely no sense for me to build everything internally.

That is good business.

But outsourcing a function does not mean outsourcing the responsibility for understanding what happens if that function fails.

This is where vendor risk becomes much more than cybersecurity.

Let me ask a simple question.

Which five outside companies could materially disrupt your business tomorrow if they suddenly stopped working?

Do you know?

And more importantly:

What would actually happen?

I am not suggesting leadership needs a two hundred page risk assessment for every subscription.

That is not practical.

I am suggesting we understand our critical dependencies.

There are vendors in almost every company that store sensitive information, move money, control access, host customer data, or operate systems employees cannot work without.

Those vendors are effectively extensions of the business.

Trust them.

Build strong relationships.

Use great partners.

But understand the dependency.

Because when someone else's system goes down, your customer does not care whose fault it is.

They called you.

That makes it your business problem too.

10/13/2026

๐—ฉ๐—ฒ๐—ฟ๐—ถ๐—ณ๐—ถ๐—ฐ๐—ฎ๐˜๐—ถ๐—ผ๐—ป ๐—™๐—ฒ๐—ฒ๐—น๐˜€ ๐—œ๐—ป๐—ฒ๐—ณ๐—ณ๐—ถ๐—ฐ๐—ถ๐—ฒ๐—ป๐˜ ๐—จ๐—ป๐˜๐—ถ๐—น ๐—ง๐—ต๐—ฒ ๐——๐—ฎ๐˜† ๐—œ๐˜ ๐—ช๐—ผ๐—ฟ๐—ธ๐˜€

I run a technology company.

I hate unnecessary process as much as anyone.

If a workflow takes twelve steps and should take three, I want to fix it.

But there is something leadership has to understand.

Not all friction is waste.

Some friction is a control.

Changing payroll information should probably require more verification than changing someone's office extension.

Sending fifty thousand dollars should probably require more verification than ordering office supplies.

Creating a global administrator should probably require more oversight than creating a normal user.

The mistake businesses make is treating every additional step as inefficiency.

That is not always true.

The question is why the step exists.

If nobody can answer that, maybe you found bureaucracy.

Remove it.

But if the step exists because the consequence of getting the decision wrong is significant, that may be a very good control.

This is where my technical background and business background sometimes pull in different directions.

The engineer in me likes elegant systems.

Few steps.

Automation.

Consistency.

The business owner in me knows that some things deserve another set of eyes.

The goal is not maximum security.

That would make almost every business miserable to operate.

The goal is appropriate control for the consequence.

There is a difference.

Efficiency matters.

So does being right.

Strong leadership knows when to optimize for each.

Struggling with uptime and security? A recent study reveals 60% of organizations turn to MSPs for cybersecurity. Discove...
10/13/2026

Struggling with uptime and security? A recent study reveals 60% of organizations turn to MSPs for cybersecurity. Discover how to choose a managed services provider that enhances your operations.

Watch our video for insights on:
- Key selection criteria
- Questions to ask candidates
- Avoiding common red flags



Watch on YouTube: https://www.youtube.com/watch?v=1PYb93mczV4

10/13/2026

๐—ช๐—ต๐—ฎ๐˜ ๐—›๐—ฎ๐—ฝ๐—ฝ๐—ฒ๐—ป๐˜€ ๐—ช๐—ต๐—ฒ๐—ป ๐—ง๐—ต๐—ฒ ๐—™๐—ฎ๐—ธ๐—ฒ ๐—˜๐—บ๐—ฎ๐—ถ๐—น ๐—ฆ๐—ผ๐˜‚๐—ป๐—ฑ๐˜€ ๐—˜๐˜…๐—ฎ๐—ฐ๐˜๐—น๐˜† ๐—Ÿ๐—ถ๐—ธ๐—ฒ ๐—ฌ๐—ผ๐˜‚๐—ฟ ๐—–๐—˜๐—ข?

For years we taught people to look for the obvious signs.

Bad grammar.

Strange wording.

A signature that looks wrong.

A request that does not sound like the person.

That advice is becoming less useful.

The quality of impersonation is getting better.

Much better.

I think this is one of the places where AI changes the security conversation in a very practical way.

An attacker does not need to be a great writer anymore.

They need enough information.

Your website.

LinkedIn.

Social media.

Public announcements.

Employee names.

Vendor relationships.

Then technology can help them put the pieces together.

That means employees will increasingly receive fraudulent communication that looks completely reasonable.

As a technical person, my instinct is to put better defenses in front of it.

And we should.

As a CEO, I also know we cannot put the entire weight of the decision on the person reading the message.

So the business process has to evolve too.

If the request involves money, credentials, sensitive information, or a significant operational change, verify it another way.

Not because we expect everyone to be dishonest.

Because digital identity is becoming easier to imitate.

This is one of those moments where business practices have to catch up with technology.

Twenty years ago, an email from the CEO felt like verification.

Today?

It is evidence.

Not proof.

That is an important distinction for every leadership team to understand.

10/09/2026

๐—œ๐—ง ๐—–๐—ฎ๐—ป ๐—˜๐—ป๐—ณ๐—ผ๐—ฟ๐—ฐ๐—ฒ ๐—–๐—ผ๐—ป๐˜๐—ฟ๐—ผ๐—น๐˜€. ๐— ๐—ฎ๐—ป๐—ฎ๐—ด๐—ฒ๐—บ๐—ฒ๐—ป๐˜ ๐—›๐—ฎ๐˜€ ๐—ง๐—ผ ๐—˜๐—ป๐—ณ๐—ผ๐—ฟ๐—ฐ๐—ฒ ๐—˜๐˜…๐—ฝ๐—ฒ๐—ฐ๐˜๐—ฎ๐˜๐—ถ๐—ผ๐—ป๐˜€.

This is one of the conversations I probably have more often than I should.

A manager comes to IT and says:

"Can you stop employees from doing this?"

Usually we can.

I have spent enough years on the technical side to know there are very few things we cannot restrict somehow.

Block the website.

Block the application.

Disable USB.

Restrict personal email.

Prevent software installation.

Block AI sites.

Lock everything down.

That is the easy part.

My next question is:

"Has management told employees they are not supposed to do it?"

Sometimes the answer is no.

That is where we need to be careful.

Technology should enforce business expectations.

It should not quietly create them.

Productivity is a great example.

Management thinks someone is not productive.

The next question becomes:

"Can IT show us what they are doing all day?"

Yes.

We can provide data.

Login activity.

Application usage.

Sign in patterns.

Collaboration activity.

System access.

There are tools that can give management a tremendous amount of visibility.

But none of those tools can answer the most important question:

"What does good performance look like for this employee?"

That is not an IT decision.

Management owns that.

HR has a role in that.

Leadership has a role in that.

IT provides information.

I can tell you someone used an application for four hours.

I cannot tell you whether those four hours created value for your business unless you first tell me what that person's job is supposed to accomplish.

That line is going to become increasingly important as businesses gain more ability to measure employee activity.

More data does not automatically create better management.

Sometimes it just gives a manager more numbers to look at.

Technology creates visibility.

Leadership creates accountability.

Those are not the same thing.

10/09/2026

๐—ง๐—ต๐—ฒ ๐—–๐—˜๐—ข ๐—–๐—ฎ๐—ป๐—ป๐—ผ๐˜ ๐—•๐—ฒ ๐—ง๐—ต๐—ฒ ๐—˜๐˜…๐—ฐ๐—ฒ๐—ฝ๐˜๐—ถ๐—ผ๐—ป ๐—ง๐—ผ ๐—˜๐˜ƒ๐—ฒ๐—ฟ๐˜† ๐—ฅ๐˜‚๐—น๐—ฒ

This one may make a few executives uncomfortable.

Good.

I have had plenty of conversations over the years where an organization wants stronger security.

Until the stronger security applies to leadership.

Then suddenly I hear:

"I travel too much for that."

"I need administrator rights."

"I do not want another authentication prompt."

"I need to use my personal device."

"Can you make an exception for me?"

Technically?

Usually.

Should we?

That is a very different conversation.

I say this as a CEO myself.

My account should probably have more protection than most accounts in my company, not less.

Think about what comes with the identity of the owner or CEO.

Authority.

Trust.

Financial conversations.

Customer relationships.

Vendor relationships.

Employee information.

Access to sensitive systems.

If someone wants to impersonate a person inside the company, leadership is an extremely valuable target.

But there is another side to this that is less technical.

Culture.

If I tell my employees that a security control is important and then immediately ask my IT team to exempt me from it, what did I actually communicate?

I told them the rule matters for them.

Not for me.

That is not the culture I want.

There are absolutely times when executive workflows require something different.

We can design for that.

But "I am important" is not a security architecture.

Leadership is visible.

People watch what we tolerate and what we personally follow.

If I expect my team to operate securely, I should be willing to deal with some of the same inconvenience.

That is part of leadership too.

10/07/2026

๐—œ๐—ณ ๐—ฌ๐—ผ๐˜‚๐—ฟ ๐—ฆ๐—ฒ๐—ฐ๐˜‚๐—ฟ๐—ถ๐˜๐˜† ๐—ฃ๐—ผ๐—น๐—ถ๐—ฐ๐˜† ๐— ๐—ฎ๐—ธ๐—ฒ๐˜€ ๐—ช๐—ผ๐—ฟ๐—ธ ๐—œ๐—บ๐—ฝ๐—ผ๐˜€๐˜€๐—ถ๐—ฏ๐—น๐—ฒ, ๐—ฃ๐—ฒ๐—ผ๐—ฝ๐—น๐—ฒ ๐—ช๐—ถ๐—น๐—น ๐—™๐—ถ๐—ป๐—ฑ ๐—”๐—ป๐—ผ๐˜๐—ต๐—ฒ๐—ฟ ๐—ช๐—ฎ๐˜†

I have been on both sides of this argument.

The technical side says:

"Block it."

The business side says:

"My people still have to work."

Both sides can be right.

That is what makes this harder than people think.

I have seen organizations implement a security policy that looked excellent on paper.

Then employees started emailing documents to themselves.

Using personal storage.

Creating accounts on outside platforms.

Sending files through whatever service happened to work.

From IT's perspective, employees were creating risk.

From the employee's perspective, they were trying to get their job done.

That does not mean we ignore the risk.

Quite the opposite.

It means we need to understand the problem we are actually solving.

If ten employees keep going around the approved process, I want to know why.

Did we train them?

Does the approved tool work?

Is it unnecessarily complicated?

Are we asking someone to complete a fifteen minute process to accomplish something that takes thirty seconds another way?

This is especially important with AI.

You can tell everyone:

"Do not use public AI tools."

Fine.

What happens when someone discovers one that saves them two hours every week?

Eventually someone is going to use it.

So now the conversation needs to mature.

What information can go into it?

What tools are approved?

What tools are not?

What do we provide instead?

How do we let employees innovate without putting company information somewhere it should not be?

Twenty years in technology has taught me that users will usually find the path of least resistance.

Running a business has taught me that sometimes they are right to.

The answer is not giving everyone unlimited freedom.

The answer is building a safe path that actually works.

Good security should protect the business without making employees fight the business to do their jobs.

10/06/2026

๐—ง๐—ต๐—ฒ ๐—˜๐—บ๐—ฝ๐—น๐—ผ๐˜†๐—ฒ๐—ฒ ๐—™๐—ผ๐—น๐—น๐—ผ๐˜„๐—ฒ๐—ฑ ๐—ง๐—ต๐—ฒ ๐—ฃ๐—ฟ๐—ผ๐—ฐ๐—ฒ๐˜€๐˜€. ๐—ง๐—ต๐—ฒ ๐—ฃ๐—ฟ๐—ผ๐—ฐ๐—ฒ๐˜€๐˜€ ๐—ช๐—ฎ๐˜€ ๐—ง๐—ต๐—ฒ ๐—ฃ๐—ฟ๐—ผ๐—ฏ๐—น๐—ฒ๐—บ.

One of the first questions people ask after something goes wrong is:

"Who did it?"

I understand why.

We want the sequence of events.

We need to know what happened.

But there is a difference between identifying what happened and deciding who to blame.

I have been involved in situations where leadership was frustrated with an employee for making the wrong decision.

Then we started asking questions.

Was the procedure documented?

No.

Was secondary approval required?

Not really.

Was the employee ever trained on this specific scenario?

No.

Was there an escalation process?

Not that anyone could explain.

So what was the employee actually supposed to do?

Use their best judgment.

That is not a control.

That is hope.

This is something I think about differently now that I run a company.

As a manager, I cannot hold an employee accountable to a standard I never clearly established.

That applies to performance.

Customer service.

Security.

Technology use.

Everything.

IT can put controls around the process.

HR can help document expectations.

Managers can reinforce them.

But the business has to decide how important work is supposed to happen.

Otherwise we are asking employees to recognize when normal suddenly becomes abnormal and then blaming them when they get it wrong.

People absolutely have responsibility for their decisions.

But leadership has responsibility for the environment in which those decisions get made.

Good companies learn from mistakes.

Great companies ask whether the system around the person made the mistake more likely.

That is how you prevent the next one.

Address

9330 Corporate Drive Ste 203
Selma, TX
78154

Opening Hours

Monday 8am - 5pm
Tuesday 8am - 5pm
Wednesday 8am - 5pm
Thursday 8am - 5pm
Friday 8am - 5pm

Telephone

+12104286150

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