2. PROBLEMS
• Garbage In, Garbage Out (GIGO): it’s hard to get clean
data from resumes and CVs when so many people pad
out, embellish or downright lie on them.
• Cognitive Bias: many people have trouble finding work
due to biases of interviewers, hiring managers and
recruiters, such as racism, sexism and ageism, be they
conscious or unconscious.
5. SOLUTION
Search engine that returns candidates with
validated skills and experience claims.
Candidate hiring solution
6. VALUE PROPOSITION
• Saves time
• The hiring process on average takes 23 days, can take up
to 11 weeks and is getting longer all over the world; four
years ago the average was 13 days.
• Projects can be completed more quickly as team is formed
more rapidly
• Saves hiring costs
• Hiring commission fees of up to 35% have been reported
• Average hiring commission fee is 10-16% of total salary
• Prevents incurring further costs for re-hiring
• Minimises opportunity costs
7. RISK MITIGATION: HIRING
MANAGERS
• Data security to protect personal and other sensitive
information
• Anonymity of potential employees to minimise litigation
risk on grounds of discrimination
• Increases fair and equitable employment behaviour of
hiring managers
• Less likely to make poor hiring choices
8. RISK MITIGATION: JOB SEEKERS
• Data security to protect personal and other sensitive
information
• Anonymity of potential employees to minimise litigation
risk on grounds of discrimination
• Increases fair and equitable employment behaviour of
hiring managers
• Fairer job competition; more likely to get the right job for
them
• Lower risk of unemployment
9. TARGET MARKET
• We are focusing on hiring managers and employees in the
IT industry.
• Hiring managers – those who are looking for specific
skills, and want to ensure their potential employees are
actually competent in these skills, rather than just
claiming to on their resume or CV in order to get a job.
• Employees – those who want to find work, and want their
skills to be recognised, validated and valued.
• Online courses – those that want more people to use their
services in order to validate their technical or other skills.
11. AREAS OF POTENTIAL GROWTH
• Partnership with psychometric assessors and behaviour
analysts to use behaviour and attitude as an additional
employment criteria
• Partnership with Massive Open Online Course (MOOC)
creators, such as Coursera, udemy, edX, Khan Academy
and Udacity, to refer employees to validate skills that they
are otherwise unable to validate
