Blockchain in Talent Acquisition

Matthew John Brady
HumanCentered
2 min readApr 4, 2020

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Published on June 6, 2016 | Updated on April 4, 2020

Luca Onniboni (archiobjects.org)

I have received a lot of positive feedback lately about #blockchain in #HRTech. If you’re not familiar with the topic, I would suggest that you start with Mohamed Khalil’s post, and if you want to understand the ecosystem review this visualization.

Like a bridge, blockchain will connect organizations that prefer cooperation to isolation. It allows for decentralized organizations and operations.

In summary, blockchain allows for trust across boundaries.

Trust is the basis of any relationship, and technology is the enabler of collaboration at scale. Our belief is that blockchain is the latest opportunity to more efficiently facilitate the career management process, by allowing job seekers “portability” of their employment history in a manner that is far more reliable than an antiquated resume posted to a job board (black hole) or a purported skill endorsement on LinkedIn (often for a skill they don’t have, from a connection they’ve never actually worked with).

At our new venture Opolis, we are squarely focused on disrupting the Talent Acquisition industry, driving innovation and standardizing processes so that “everyone wins” outcomes are a reality. We fully expect that a number of thought-leading organizations will move quickly towards sharing data via blockchain infrastructure and we plan on leading the sea of change.

We sought out the best blockchain advisory in North America, specifically with Vitalik Buterin and his team at Ethereum (Toronto), as well as the Factom team (Austin). We also closely follow thought leaders like Joel Dietz, as the value of blockchain emerging from within the bitcoin community is remarkable. Based on all these sources, we have started our first development sprint to utilize blockchain as a public ledger for information that our agents (aka recruiters) curate from employers. Information that describes a job seeker, including the agent relationship that they have selected and their vetted peer ratings, will be available to all the parties in our ecosystem. Since the information is immutable and accessed via software connectors that are open and auditable, employers will have greater confidence in the hiring decisions they make and greater incentive to contribute data that validates and expands the collective result set.

There are many other use cases for blockchain that we’re considering, including solving “agency” and “ownership” on both sides of the market. We plan to iterate quickly, sharing our approach and results with our strategic partners. To that end, we’re always looking for opportunities to collaborate on this and other projects.

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Matthew John Brady
HumanCentered

Founder & CEO of @VolleySolutions , Instructor @LeedsBiz. Successful exits as CEO @AbsenceSoft; CTO @Opolis; COO @2lemetry. MBA @Kellogg; BS @TechPurdue