ProRecords

A key problem in an egalitarian society is verification of merit. Career frauds are able to unlock opportunities that would be better suited for truly worthy people. For example, Garry Tan, YC CEO indicated that YC has just over 100 employees but over 3500+ people are ex-employees of YC on LinkedIn. This raises a meritocracy issue as YC is a brand that will open undeserved doors and prestige to people who are not verified ex-employees but tapping from the benefits.

A professional ledger updated by affiliated organizations to enhance merit based selections.

Every institution has activities that they offer to their alumni. This includes verification of historical outcomes and character recommendation. We enable schools and businesses register an individual's career details on a ledger across their professional career all in an EduTech and HR Tech solution for schools and people managers respectively. This is a centralized career asset manager for creators of career records to log alumni career highlights on a centralized platform with ability to request share to third party.

1. Verifiers of career history: A key value proposition for us credential verification and usually who do this are those interested in the history of a particular individual for academic, professional, social or political reasons. Our business will allow these verifiers access to trusted information directly from the organization sources of the history.

2. Internal needs of schools and employers: Alongside being an external credential sharing tool, the tool also serves the internal resource and operational needs for the organizations. This comes with a B2B marketplace where this organizations can partner with vendors.

I have gained admission into a top European business school previously. Truthfully, i overestimated my professional history section and i did this because the school had no way to verify the credibility of what i submitted to it. This may have been a proximity issue because my employers were in Nigeria and the school is in Europe. This should have been a size issue as the employer may not have been in the purview of the school.

Regardless, i knew that if I had a professional ledger that is updated by the affiliated organizations, it would have been different. Hence, i believe this insight will be a gamechanger for merit based selections.

We only have a product demo.

1. Access to recruiters, payroll agencies and consultants for usage.

2. Access to academic organizations, standard test bodies, embassies and credential evaluators.

Think of a linkedin page that the career related sections - work experience, academic background, recommendations, awards etc- were filled by the institutions the interested individual passed through, ensuring the validity of the source during credential evaluation. This will drastically reduce career fraud as people who understand how evaluation works game the loopholes for personal advancement. 

It reduces the possibility of career frauds having their way. If it leads to a more comprehensive way to ascertain the validity of a professional history down to details, and only credible people get to reach positions of responsibility that they qualify for, we would believe that ProRecords will be a success.

In 2010, Dr. Anil Potti left Duke University after allegations of research fraud surfaced. The fraud came in waves. First, Dr. Potti flagrantly lied about being a Rhodes Scholar to attain hundreds of thousands of dollars in grant money from the American Cancer Society. Now, if the Rhodes school used ProRecords to detail all courses Dr Anil did with the grades, recommendation letters, etc., in her learner's asset section, other subsequent institutions would have simply requested for her history with the program from us which would carry all such information. Simply, it would have deterred her from such.

1. Number of learners added

2. Number of professional institutions added

3. Number of assets shared.

Data migration to view an individual's data originated from a third-party.

2

2 months

DEI is a very sensitive topic in education as different people have different backgrounds and different educational contexts. This is why we believe that converting the GPA of foreign students to the 4-point American standard may not reflect the true standing of a student. While we have not started the GPA conversion feature, we would be using the percentage based evaluation model where results will be weighed as a proportion of a 100 percentage. This will make them easily comparable with other

1, Software

2. Credential verification fee

3. B2B marketplace marketplace: