DID for verified Career Audit Trail

Using your DID linked to your job references, skills as an online, standardised & verified CV makes it accessible to humans and machines.

Built various HR Tech & Data Driven products & companies.
Can reuse these components to make Cardano / ADA relevant to the career jouirney.

We have a working semantic model and lot's of data both from a wide anonymous and identified user base, both from corporate as well as from private users. The PoC / stage 1 deliverable would be to provide a cross-link of the cardano PRISM and Metadata features in order to allow the users to curate their own verified and certified "Experience Audit Trail" (including Education, Job References, Skills, Certificates, etc.).

Employers could use this verified set to speed up candidate selection and knowledge workers could use this to gain access to highly specialised and critical jobs, where experience and references will be tracked & verified.

Milestone Overview:

• 1 Month: Deliver DAPP & Backend Connectivity to relevant sources of CVs (Files, LinkedIn, HR Systems, etc.)
• 6 Month: Establish verification and certification processes with top 3 Corporates & Universities (Friends & Family)
• 12 Months: Scale up usage by adopting career / HR Tech multipliers (e.g. Job Portals, eLearning, Talent Development systems)    

Budget Usage:

• DAPP Development 20-40k USD
• Backend Integrations 30-50k USD
• Verification & Certification Process: 50-60k USD  

Of course this budget could be spread out across multiple funds if the DAPP & Backend processes were to be funded first and the required workflows for certifications and verification would be delivered in a subsequent fund / step. However I believe that the commercial viability only occurs once potential employers see the reduction in effort and hence cost for their hiring process.

Hence from a commercial model point of view it is critical that users that leverage the DAPP / metadata platform immediately perceive the comfort and the edge of being at the forefront of the war for talent (while not having any financial obligations) and the employers are willing to pay for the overall service because it adds quality while reducing effort and elapsed time during their hiring processes.    

We believe that this service can be cost positive within the first 3-6 months after launch as we have the direct access to both the talents and their employers via the existing reach and (off chain) services that already are live (Job Portals + Talent Management Platform) .

Expected Public Launch Date Q1 - 2022