It's good to have you up here.
I think it's Morgan behind Seeker and we've got Alfa from Eclipse up here.
Just waiting for one more from Gregory from Everbuild.
Yeah, going well, Steve, going well.
Thanks for having me, man.
It's been a hectic week here.
A lot of roles were shopping in the middle of some fun stuff that you know about as a Roo community holder.
So yeah, man, I'm excited to be up here.
Appreciate you having me.
Yeah, looking forward to hearing all about it.
And yeah, some of those roles as well.
And yeah, maybe there'll be some alphabet.
But how are you doing, Paul?
I've just got Superman listening with his Eclipse account.
I was wondering if you could invite him up.
But yeah, no, I've just been chilling, working.
Hey, Morgan, how's things?
Yeah, and thanks for stepping in last minute as well.
Obviously, we had a slight change of guest and you were a true gent and stepped right in.
The kids are going to bed.
It gave me an excuse to get away from the wife and give her, you know, putting the kids to bed duty today.
Yeah, I've got a night off my wife's house with my daughter as well.
So I could blare the music out a bit louder than usual, which is nice.
And I thought, given that we're a majority British as well, it's only right to get some British hip-hop on the go to start us off.
Well, what we're doing, we're going, because Morgan, I know the daylight savings just messed me up this time of year.
And I know you sort of have to leave us about half past the hour.
Yeah, so I'll get going and then we'll hopefully some more people sort of flow in as the conversation starts going.
But I thought we'd just start by sort of summarizing the projects that you're both obviously involved with, Seeker, Eclipse.
We've got Everbuild coming up shortly, hopefully.
And obviously, there's, you know, centralizing around web free recruitment.
So it's only right to get you guys up.
And yeah, I thought we'd just go around the room, introduce yourself in the project for one or two minutes, and then we can sort of dive into the topic.
So Morgan, did you want to go first and then Paul, you can follow?
And again, apologies about that mix up.
Daylight savings on this side of the world in New Zealand is on a different schedule than it is on the other side of the world, which is very buzzy and Calumly does not like to pick those discrepancies up.
So yeah, apologies for that, but I'll try to be succinct and get the most value out of this as possible for the first half.
So yeah, Seeker at its core is a talent acquisition platform.
We are designing this platform to bring a new level of transparency, ownership and efficiency to the traditional recruitment model.
Our goal here is to solve a lot of the inefficiencies of recruitment today.
So we've got really cool tools like an integrated AI tool that reduces talent search and match times by 80%.
And of course, our proprietary proof of experience tech, which leverages the power of the blockchain to combat resume fraud and boost freelancer efficiency.
So some other inefficiencies of recruitment that we're aiming to solve being ridiculously high fees.
Any other platform and service is typically charging between 15% and 30% placement fees.
Platforms like Upwork and Fiverr also charge the gig worker a fee off of the revenue that they produce.
Seeker, all job seekers retain all of their earnings.
We just charge a modest 7.5% placement fee.
Of course, the fact that references and CVs are very untrustworthy.
Over 50% of applicants admit to lying on their resume in some capacity.
So we have built this proof of experience tech to hopefully combat some of that resume fraud.
But also on the flip side, it's not all just about catching freelancers and their fibs because, you know,
at the end of the day, like all of us in this room have probably lied on our resume in some capacity,
where it's, you know, fitting how long we're there, exactly what tasks we're doing, right?
But on the other side, for freelancers, especially in the Web3 space where anonymity and pseudonymity thrive,
it's very tough to chase up quality references.
And so having this mechanism that automates a verifiable credential means that freelancers can efficiently get more work,
land more roles, get placed in front of employers more easily without them having to extend so much trust and effort out to actually verify those credentials.
And then, of course, one of the other big ones, and I'll kind of pause there because there's a lot of stuff to talk about on Seeker,
is that, you know, we are positioned in the Web3 space specifically today.
This will change in the future as we scale.
But as of today, you know, our platform is in the Web3 space.
We serve as blockchain and crypto companies for the most part.
And blockchain and crypto talent are very, very hard to find.
You know, legit, blockchain and crypto talent are hard to find and hard to uncover.
They don't live on traditional platforms.
And so, you know, over 25 percent of businesses globally are expected to migrate to Web3 in some capacity over the next five to six years.
So having access to a talent pool like we have built up over the last few years is a really big value add for these kind of bigger brands coming into the space.
So over the past couple of years, acting as a recruitment service, we've made over 340 successful placements.
As of today, you can jump on Seeker as a job seeker, build out a free profile, get into our talent pool immediately and be up for consideration for any of the roles we are currently working on.
So I'll pause there and kick it over to Paul.
That's the first one. But make congrats, some amazing stuff that you're building there.
Yeah, no. So my background is in talent and headhunting.
I've been a headhunter now for 21 years.
I've got a Web2 company that specializes in headhunting.
We are one of those firms that Morgan was mentioning. We charge 25 to 30 percent placement.
We don't take anything from the contractor.
We do take something from the client, even when we're placing contractors.
In fact, we created a brand new model of working, which is the first ever global hybrid of management consulting and recruitment at the same time.
Although a few companies have tried it in the past.
We were the first company to try it, get it successful and actually grow it.
Eclipse, which is what we're doing now in Web3, it was really to see how do we solve some key problems.
And a couple of the problems Morgan's already highlighted, the first problem is of trust, trust from the client of proof of work.
We're looking at zero knowledge technology.
We're looking at not just creating everything ourselves, but working with partners to move certifications onto Solban tokens and credentials onto Solban tokens.
And so that's the problem we're solving for the client.
But this problem we're also solving for the candidate is the problem, especially contractors, is the problem of payment.
So we will be building on blockchain, hopefully with escrow wallets.
But our idea is to not create a job platform, which is for everyone.
I think, again, Morgan, you hit something there on the head that, you know, it's easy to find talent, but it's very, very difficult to find great talent or good talent.
You know, I would go as far as saying 95% of the CVs you're going to receive when you put a job application out are going to be of no use to you.
About 4% of the 5% that are left over are going to get lost in process because you're going to be flicking through CVs and you're not going to want those, right?
So what we're doing is we're creating an elite talent platform, which is going to be limited to 400 of the most elite people within our industry.
So when a company or a project wants to come on, set up a new project, they know exactly where to go, not just to find loads of talent, but to find the best talent in the industry.
So it really is looking at different blockchains, looking at Web3 and becoming the evangelists for Web3 by not just promoting this talent to other NFT projects.
But like I said, my background is in Web2, is in headhunting.
I have over 300 customers that we work with.
The company in four years now generates over $15 million in revenue.
So we've got a lot of customers we can bring over and showcase this talent to, but we just need the talent.
So that's what we're doing at Eclipse.
We're going to be creating hackathons.
We're going to be creating gamification of attracting talent because you can either attract talent by putting out adverts or you can go out there and get that talent.
And that's my background.
I call people at their desk, headhunt them, you know, so and that's what we're going to be doing.
We're going to be creating a platform that brings that talent to us.
Let's stick with that because obviously being a headhunter in Web2 probably has different challenges and you touched on some of it than Web3.
And I guess one of the benefits of Web3 is having the community behind these sort of projects like you're doing with Eclipse.
Obviously, you've got the NFT element of that.
So how does your headhunting in Web2, how is that going to differ to Web3?
Are you going to approach it in the same way?
Is it completely different and how is that sort of NFT and that community behind Eclipse going to change things?
Well, for me, when I first came into Web3, it was all about the technology.
It's about the tech. It's about the devs.
It's about, you know, this great thing that we've created, which is going to create, give us financial freedom.
But what I learned very quickly in Web3, actually Web3 is more than just technology.
It's also about community.
It's a new way of working.
And in fact, if we want to onboard Web2 into Web3, we don't need to get them to start adopting our technology.
We just need to start to get them to adopt our culture.
And that's how we're going to use NFTs.
Our parent company has spent thousands to mint NFTs.
We're going to be using them as incentives.
Similarly, as founders do in NFT projects with their communities, you know, we're going to be using that with our employees worldwide.
We're going to experiment with our own Web2 firm.
And once we've built that as a case study to see how we're going to use it, we will take, first of all, that culture part.
Because one of the biggest problems that employers have right now is not attracting talent, but retaining their best talent.
And what we as a company, the whole company core team group, which is now owns Eclipse, is going to be rebranding for a company that specializes in headhunting to a company that specializes to a company that becomes a place where CEOs and execs can go to turn their own companies into communities.
And I think that the future of companies is to turn your employees into a real community, just a little bit like founders here do with our community members.
And that will start to solve the problem, hopefully, of employees really starting to believe in your vision.
Yeah, I completely agree with that.
You look at the stories of like Elon Musk and like the companies that he's bought and sort of created and built and, you know, love it or hate it.
He's definitely created a culture of people that want to work the way that he works and build the way that he does.
And that's kind of what's made his company so successful.
And he talks a lot about the culture behind it.
It's a different culture to Web Free, but it's the same sort of principle for what you're talking about, having a culture and those employees, you know, part of that culture as well.
So we'll go back to Morgan in terms of like what sort of roles are available or what the culture creates for different roles in Web Free.
Do you think we're going to see, obviously, there's going to be the technology side of it and the community building and community management side of Web Free as well.
But is that going to change what roles we see? What are you tending to see at Seeker at the moment?
Yeah, I mean, today at Seeker, we're mainly servicing engineering roles, just kind of high ticket engineering roles, because that's what fits in with our model best today, given we are acting as a manual recruitment service still.
So, you know, today alone, we're working on 13 different engineering roles, mainly comprised of full stack engineers.
We've also got some mobile wallet engineers.
We just placed a game dev specialist with Nifty Island.
So, you know, a lot of developers, a lot of engineering roles, but we also see some higher ticket community manager positions, which is not uncommon at all.
We actually got one recently that, you know, they just called it a different name, which was more Web 2-esque, but at its core, all the responsibilities were community manager, right?
But our anticipation is that, you know, kind of two things.
One, as more businesses do build out their Web 3 arms of their company, you know, we'll see more traditional roles surface as well, right?
You'll need operations, you'll need finance, you'll need this, that, and the other.
Right now, we're just kind of focusing on the engineering stuff, and I think a lot of companies are just focusing on the engineering stuff because they're trying to get their entry into the space, which requires actually building a product of some sort, right?
The other thing is that, you know, as we launch Seeker as a self-service talent marketplace, we'll be able to handle a higher volume of positions.
And I know we've got a lot of great kind of lower tier roles, not lower tier talent by any means, high quality talent, looking for those type of roles that they can take on, you know, five or six of them at a time, being like the lab managers, partnership managers, moderators, et cetera, which we just don't service much of today anymore.
Sorry if you hear my dog in the background.
Just because the fee structure we operate on, it's not really worth our time at the moment.
But once we open up that talent marketplace, which is self-service, and we can handle volume at scale, we anticipate a lot more of those positions getting placed because that's another thing that these companies need getting into the space is, you know, they need someone who has the know how to operate in this space.
They need people who understand who the key players are, you know, how to approach different projects in space because it is a totally different landscape in terms of marketing, in terms of collaboration, in terms of partnerships.
So yeah, definitely think that we'll see a lot more traditional roles start surfacing over the next few years as big brands enter and build out their products.
But for now, a lot of these companies are moving in stealth mode. So they're just focused on engineers to actually build the product that will get them into the ecosystem.
Yeah, so, yeah, a lot of sorts of the tech elements. And yeah, it's interesting to hear some of those roles that you're focusing on and I was having a conversation with someone else in the space earlier today from on chain monkey and he was talking about,
you know, they're super knowledgeable about Bitcoin, for example, over there. And the conversation we were having was that people in this space know so much more about the space that they then they think of.
And, you know, when we're talking to other people within the web free space, you might think, oh, you know, I'm not so worthy of getting jobs in the space at the moment and things like that.
But when you compare when you look at our knowledge and compare that to someone outside of the web free space, then we're like a lot of people in here could probably get a lot of the roles in that the sort of web to people from web to coming into the space are looking for.
So yeah, it's just it's just I think it's worth people sort of pursuing it and going ahead with things like that. Sorry.
Yeah, that brings up another point. It's a little off topic, but I figure let's just snowball it naturally.
You know, we were having a chat with someone yesterday about one of the goals of Seeker is to create a more merit based hiring ecosystem where people are getting hired, not because of their age, race, location, you know, anything of that sort that includes bias when you are getting hired,
but rather just their skills and qualifications. And that's kind of what our proof of experience tech aims to do long term is create this system where, you know, people can remain anonymous, they can remain pseudo anonymous and, you know, still be up for these positions that they might not get access to in the web to world.
You know, we've placed a 16 year old engineer with a big company that, you know, no shot he would have ever had this chance if it was just going through a rigorous hiring process and web to which is just looking for, you know, senior engineers or 12 years of experience and, you know, located in this part of the world.
Now, that's not how this space operates. And a lot of companies understand that here.
So I think, you know, creating this pool with verifiable credentials attached to them long term will allow these legacy brands to come in and also hire from that pool.
Yeah, I definitely love that. And like the on chain element that you're talking about with Soulbound tokens is something that Paul, you touched on as well. And I think that's going to be a key part of how this space works and having like an on chain identity.
Obviously, with CCA, you're going to be using that for on chain resumes as well. So definitely see a future in that element as well. And yeah, Paul, did you want to come in on that?
Yeah, it was just that last couple of things that Morgan was talking about. And this is something that actually I look at this industry and I look at myself and I think, you know, if the governments were ever to come off the NFT projects and come after us as companies, they wouldn't have to look at whether we're trading securities or anything.
They just need to look at our payroll structures and our employment structures. You know, in most countries, and I don't mean to have a dig in Morgan in any way, but in most countries, it's illegal for a 16 year old to be working.
Right. So it's especially then on top of that, you know, on top of that, most companies that are then doing the payroll, for example, our core team has offices in 10 different countries.
We hire contractors in different countries all over the world. And there are payroll regulations that we have to comply by in every single country, regardless of whether we're working with a contractor as a corporate.
If you're if you're a project that's looking at creating something for a short while, and you know, you don't give a really give a shit about taxes or anything like that, then all good.
But if you're going to be a registered court anywhere in the world, and if you're building a big company, you are even you go labs are a registered court.
You know, you have to justify every transaction that goes out of your bank account, which means if you're making a payment to somebody overseas, you have to be able to provide an invoice or some sort of evidence that that this has happened.
And the blockchain is, you know, it provides us that it's a ledger or all the transactions are on chain. So we as companies can't even hide where we're doing it.
And I think this is something that I hope that, you know, people like Morgan Alex is building and myself that are in this space that are doing we've got to start educating project founders that yes, hire people wherever you want.
Do but keep in mind, local regulations, make sure you're not doing anything illegal by by hiring people about underage, as much as we as founders would love to give 13 1415 16 year olds a chance, because they're showing the hunger to come out there and do it and web three allows us to do it.
In fact, you know, if the if the news were to find out about it, you would probably be regarded as somebody who's doing child labor. Right. So you've got to really focus on who you're hiring.
And, you know, I think hopefully the proof of credentials and stuff like that, that secret I'm bringing out will cut some of that stuff out.
Yeah, Paul, great, great. No, absolutely. Don't take it as a dig whatsoever.
Just because the company that we placed them with was in the US where 16 year olds can work.
But, you know, something to put in front of you as well as you're working with your clients is I'm not sure if you've been connected with the team called team to global.
They're actually based out of the UK as well. But they're all about kind of standardizing the hiring and payment process internationally, specifically for web three companies where it is a very distributed hiring landscape.
So you don't have to worry about what type of regulations, what type of contracts you need to send out. You just tell them who you're hiring and they kind of handle everything for you to make sure you're up to par.
It's a really great service and happy to connect you.
I think I think these are these are called these services existing in web two.
So I forget I forget the exact technical name name for it, but they're basically payroll providers that have set up companies all over the world.
And in technically, they're hiring the people for you and making the payments that taxes are done for you.
In US, there's companies like PGC, there's companies like Safeguard, you know, and we actually deploy that technology in web two.
So to for the I'm glad that there's somebody trying to look at it for web three.
But I can tell you now if they've started looking at it in the last year, it's going to take them at least five years to be able to to do this because you're looking at every single country in the world has different payroll regulations.
And then on top of that, you look at the US, every state has slightly different regulations in terms of taxes, you come into Europe, it's the same.
So I'm glad they're looking at it. But if you if you want to look at companies that are already doing this and makes it available, there's several that are in web two that provide the service on a global scale.
Yeah, and I think that's definitely what's what's needed. And you talk about regulation is like the crypto space has such a bad, bad image on that on that side of things.
So it's the way I look at it is actually a way to improve it like you were saying with the blockchain being transparent and help improve those sort of elements.
Morgan, I'm just conscious on time, you've probably got to shoot fairly soon.
How do for those listening and listening to the recording, how would people get involved with Seeker and sign up to the job marketplace?
Yeah, thanks, Steve. And yeah, I really appreciate you setting up the session. Paul, great to connect again and hear a little bit about what you guys are working on at Eclipse.
I think there's definitely another chat in store for us soon.
Yeah, so if you're looking to get involved with Seeker as a job seeker, as somebody looking for work in the space, it's as simple as going to Seeker.io.
The link is in our Seeker Twitter bio. It takes about three to five minutes to create your profile, go through the onboarding, build out your work history, build out roles you're in the market for.
Just kind of bolster your profile, right? And then you'll be up for consideration for any roles we're working on.
As I said, today, we are pretty low volume with the work the roles we're servicing. And those are mainly engineering. So if there's any really talented full stack engineers, backend engineers, mobile engineers would love to get you in the pool and up for consideration.
If you are listening and you are thinking about hiring, similar, you can just go to Seeker.io and reach out to us through the contact form.
And we'll get some job details from you and see if it's fit. But other than that, very, very simple. Really appreciate your time, Steve. Paul, great to connect and good luck with what you're doing at Eclipse.
And I'm sure we'll cross paths again very soon.
Awesome stuff. Yeah, thanks for coming up. And yeah, appreciate your time, Morgan. I know you're a busy man. And yeah, I love having Seeker and obviously a rue as well. So really, rue.
But yeah, Paul, let's talk about a bit about Eclipse. Thanks. Yeah, I'm super grateful you came on last minute as well then because time daylight saving and then mix up with dates would have left me talking to myself.
So but yeah, let's talk about Eclipse because you said about you started off talking about the 400 key members that you're going to be really focusing on having like a super core talent like a group that you'll be able to connect with all the Web 2 companies and connections that you've got.
So how how is that working? And so how do people get involved with with Eclipse?
So first of all, if you hold an Eclipse NFT, you will be able to get on that platform in any case.
Outside of that, we are going to be offering or working with hand selected, you know, other communities who will be given the opportunity to, you know, put.
So I was speaking to basically a few project founders the other day, and they said one of the problems that they have is that when they every time they want to hire someone, they need to put out a post in their server again.
They need to speak to all of their community members again.
They need to also, you know, after doing speaking to the community members, they need to interview everybody again. So it's just such a time consuming process.
So what we're going to be able to do is number one, the hand selected communities are going to be able to pick their team members or offer it as a utility to maybe 15 to 20 people in their community who are really talented in either content creation or developers or whatever.
It may be inventory that they're good at. And then we can showcase them. What that would do is number one, it will showcase the best builders in the community to other communities.
Number two, when that, you know, when the founder of the project is looking to hire for another position, they can go on to the platform and actually filter the profiles on there by their project first.
Right. So that they'll be able to then see their own community members first. And if that then can't find someone, they'll be able to select, you know, from another community member.
So it's going to be a we've been working on this on the background. We already have our first few communities signed and lined up to partner with us on this.
But the first thing really is getting our community members because we've got some proper heavyweight community members that are eclipse holders who create, you know, who are very, very good creators in this space.
And they're very good builders in this space. So we want to start showcasing that as soon as possible.
But in the meantime, like even with you guys, APDA, right, you've got members that are builders that we should be highlighting. We should be highlighting you guys. So, you know, that's the sort of thing we'll be doing to grow this.
Yeah, I love that. And then what we're hoping to, it's kind of similar to what we're looking at at APDA. Obviously, you're looking at it from a talent point of view and you have sort of those 400 key members and those connected communities that are, you know, highlighted from a talent point of view.
And then we'll be looking at it from a professional point of professionalism and ethics point of view. And similarly, we're having quite a tight knit community.
So our first cohort is only going to be 200 digital member cards. And then, you know, eventually we'll grow bigger than that.
But yeah, I love the fact that you decided to have that sort of core group that you're really going to be highlighting. And I love how that's going to work.
So we're looking to use obviously Solvan tokens. I know you mentioned that earlier for our digital membership cards. So all the training and education that people do will sort of come as on-chain certification.
And that will be linked to their digital membership cards. And I know we've talked a bit about certification and on-chain certificates previously. And how is that going to link on your side in terms of sort of a recruitment?
Well, we've got a... So we tried to basically do master classes and workshops in the Eclipse server before we minted, right? So we didn't want to experiment after we minted.
We want to do the experiment before so that when we launch things after we mint, we know exactly what we're doing, right? And that's what we did on this side.
So one of the things we learned was that a lot of projects, including us, run master classes in their server, right? They invite specialists to come in and talk to people, to talk to them about particular skills.
And then what happens? The people that are, you know, that we're teaching, they attend with loads of enthusiasm, but they don't know what to do with it, right?
And because they don't know what to do with it, they end up just forgetting everything and not using it in two weeks and basically losing interest.
Ultimately, people are in web three because they want to make money, right? And that's what we thought we've got to do here with our master classes.
So the way we're going to be experimenting with the Solban token first is we've created where I've come currently writing a sales training course, which is going to be complete very soon. Once that training course is complete, we shall be.
Number one, at the end of the course, you will get a certification which shows you that you've done that certification. That certification will then be delivered to you as a Solban token.
But along with that certification, there'll be an internship program which allows you to actually sell some of our services and generate revenue. You'd be paid commissions while you're doing that work.
And if you're successful at the end of that internship, you have a choice. You can either continue as you are and go and work with multiple projects and use your sales skills.
Or it's quite likely we're building a company ourselves. It's quite likely that if you pass that internship and you ace the exams that we give you, then we'll probably give you a job at the end of it anyway.
Yeah, I love that. So you've really given people opportunity to sort of choose what they do once they've completed those courses then.
Yeah, exactly. And we're going to try it with sales, right? So we're going to teach them how to head hunt. We're going to teach them how to do lead generation. We'll teach them how to contact and communicate with other...
I mean, where is sales applied in Web3? You can be a collab manager, you can be a partnership manager, or you can be somebody that actually goes out and sells the services that your project may offer.
And all of these skills exist in Web2, right? They're just given different job titles. So we're taking those exact things, just changing it slightly in terms of the wording, making it a little bit more degenerate, which is what we require in this piece.
And then we can take it from there.
Yeah, I love that. I think that's a similar sort of rule to eventually take. So at the moment, we're just sort of verifying professionalism and ethics, but I think there's something about getting a standard for what job roles are in this space.
Because like you say, they're called something completely different in here. And people might have the same skills outside, but they might be afraid to come in to be a community manager or like a Web3 native job role.
But if we had like a standard for what a community manager is or what a project manager is in this space, it'd be a lot easier for people to relate and kind of know what that is.
And it sounds like that's what you're going to be basically developing in terms of sales and headhunting. And we'll be looking to do something similar for community manager roles and founder roles.
But yeah, I think if you want to do something for mods and community managers, you might want to pick up with Superman because I think we've already prepared a course for mods.
Yeah, maybe we'll just sort of direct people your way kind of thing. That might be a more efficient way of doing it.
Yeah, we don't mind sharing information. We can't run everything ourselves. And it's about creating an economy, an ecosystem that everybody can use together.
And this is one of those instances where I'm hoping that we start to not just create technology that other people can use.
You know, ideally, there are some projects that will turn around and say, Paul, you know, Morgan was talking about, you know, demonetizing and reducing the fees that agencies charge and, you know, making it open.
I openly tell everybody what the hell they charge.
Yeah, 30%. If there's a project manager, there are times where we place roles and we make almost 100% markup.
Right. So but we also make sure that the candidate gets paid exactly what they want. So I don't think that's where the transparency is needed.
I think what is actually needed is transparency in terms of payments, transparency in terms of, you know, I don't think it's about transparency at all.
I think it's more about culture. I think what we what Covid has done, to be honest, is take business leaders away from their employees.
Okay. And the next two, three years is what companies are going to be focusing on is how do we start to reconnect with our employees? Right.
More people are working at home now than ever. Right. For the first time in our lives, there are four different generations of people at work. Right.
You've got Boomers, Gen X, Gen Z, and then whatever the fuck you got now. Right. So you got all of these in the workplace at the same time. Me as the CEO of a company, I have to be able to accommodate a culture and create a culture that is suitable for the people that help me get here, the Boomers.
And the people that are going to help us take this company and potentially take my company over, you know, in five years time, you know, and those are the young people that are currently sitting in Web3.
So how do you know, this is a challenge that's never come around before. There isn't a CEO in the world that has the answer to this right now. Right.
So if we're going to create products in Web3, don't create a product that's going to solve an NFT problem for about 200,000 people. Look at the problem in talent that exists globally. Create a product and you watch hundreds of millions of Web2 people on board into Web3 just like that in a click.
Yeah. Looking forward, like, can't wait for that to happen. And like, so what is it that sort of transparency of payment that you think of finances that you think is the key?
No, because that transparency already exists. Companies don't like paying me 30 percent, but I don't give a fuck. They can go to one of my competitors and pay them 10 percent. It's OK. Not a problem.
But, you know, I tell them openly when a company comes up to me and says, I don't want to pay you 30 percent. I want to pay you 10 percent because one of your competitors is charging 10 percent.
So do you know what? Go to my competitor first. How urgent is your job? You've got four weeks. Not a problem. When does it become desperate? When there's a week to go? OK, no problem. Go and try my competitor for three weeks. When it becomes absolutely desperate, you can come back to me.
I guarantee delivery within 24 hours, but I'm going to charge you 30 percent. Right. Go and call me in three weeks. That's it. Go. I know what I'm worth. Right.
You guys really think that I'm going to spend day night searching the Web for names of people. I'm going to then spend the rest of the day trying to find their phone numbers.
I'm going to be cold calling hundreds of people to to get rejection, to get nose, to get told to fuck off. And then I'm going to do that for as little money as possible.
Yeah, there's a space for both, isn't there? Because obviously there's going to be needs for the way that you're doing it at Eclipse, isn't there? There's going to be those people that need that urgent employment and that needs that, you know, are willing to.
They're for free, which is what which is what Eclipse platform is. We're not charging any hirer, right, or any community member that's going to be displayed their opinion. Right.
A person who's starting a project, we know the amount of financial pressure NFT projects are under. So why would I put them under more project pressure? I won't. They can go onto the platform. And as long as they book people through the platform, right, they'll be able to book them for the cost that the person charges.
OK, if you if all of those people are booked and then you need my services and you need me to pick up the phone, that's when the payments start coming in. OK.
But in reality, where are we going to be making our money on the platform? Well, we're creating a platform that's limited to 400 people. Right. There are far more than 400 jobs. There are also far more than 400 talented people.
The idea is that we're creating a platform that can be white labeled. So other big communities, they don't have to go out there and spend hundreds of thousands to build the platform like we have. They can take hours.
They can white label it. They can license it and they can start showcasing their own communities and use the platform however they want. That's in the NFT space. I can also sell this platform if it works to every single global corporate because corporates are fed up of having to go to recruiters again and again.
To go out there to hire the same contractors. Now, if they have all of a sudden a system that they can have all of their contractors there where all of their proof of credential is there, their proof of rating of previous work is there. Right.
And all you got to do is log into the system, see who's available and send them a message and book them. I think they'll do that.
Obviously, having that proof of work there, I think that's going to be vital. It's not just the proof of work that we're going to see on your platform or these platforms.
I think that's going to be created like an on-chain identity. So you might have your work history and your proof of experience and things like that that people will be looking for a job.
But you'd also have anything else like you do in your job that helps demonstrate who you are. If those platforms recognize, say, our digital membership cards, they know that that person's professional.
If they see that they're a member of a certain NFT community, they might have certain traits and associate them for certain things.
And as long as all these sell-down tokens and all these credentials all can talk to each other and recognize each other, they're going to be able to create a whole ecosystem of these things and be able to really target those specific people that hold those NFTs and be able to know that they are good for the job kind of thing.
Yeah, I think proof of credentials is one thing, but in order for proof of credentials, putting them on-chain is very, very difficult, right? Because the data is readable, metadata is readable, so you must work with zero-knowledge technology, right?
And what zero-knowledge technology does is that although all your credentials go on-chain, you, as the owner of that data, can choose who sees what part of that data and for how long.
Yeah, is that available now, then? Is that there to use? Like, people can choose which metadata is turned on and off because that's something we have to think about.
There are a couple of companies that have solved it, but they've literally, when I say solved it, I got a call from one of them last week to say, Paul, we're ready to demo our product to you, right?
So, I know that this is almost there. It's not there as yet, right? And until zero-knowledge is there, we can forget proof of credentials, right?
What we can do is use simple things like Fiverr does and other systems use, which is rating, right? So, at the first time, when you're on the platform, it's our job as headhunters to be able to give you a rating using our experience.
But moving forward, every time somebody books somebody from the platform, the client will be able to go on the platform and rate the candidate on four or five different areas, and the candidate will be able to go onto the platform and rate the client on four or five different areas.
So, it's a two-way rating system that then shows, actually, you don't have to show your credentials, you're actually being rated by the people that you've done work for and peers you've done work with, right?
And I think that's far more credibility.
Do you think that's going to take a bit of time for that to happen? Because, I guess, I don't know what the average time is, people staying in jobs. For contractors that do shorter amount of work, it's probably really valuable because they can go through four or five jobs within a month and then quickly get that rating.
Yeah, I mean, if you're a contractor that's going through four or five jobs a month, you're just not very good at what you do.
No, I mean, for like one-off tasks, that's what I mean, like, that's possible, but what I was thinking, most people are longer than, you know, they spend time in a job longer than that, so it will take months for these ratings to get up, basically.
Yeah, that's all right, because you're in a job in that time anyway, you only want another job at the end of the job.
So, you don't need the rating there, you know, like, keep it simple, think about it, like, very simplistically, very logically, and you'll see that, actually, this isn't something that's very difficult to pull off.
You know, it takes a lot of planning, and there is a famous saying, behind everything that looks simple, there is somebody that's created something very complex, you know, and that's the difficult part of it, is that I want to try to stay away from
the technology language, right, because a CHR in a business doesn't give the fuck whether it's built on blockchain or whether it's built on zero knowledge.
They just want to know, can I retain my best employees? Can I build a culture that's going to bring my cost centre down for hiring people, because it actually costs a hell of a lot more to hire somebody new than it does to retain somebody.
Right, so those are the problems that they want to be solved, so it's that language we've got to speak with them, so we're not speaking to them about blockchain technology.
What we're speaking to CHROs about is using emerging technologies to turn your companies into communities, right?
People find it very difficult to leave a community, but anybody can leave a company.
Yeah, do you see the LinkedIn's of the world coming into this space, because in every other industry, these big companies are a bit regretting to come in, and it's sort of like Starbucks Odyssey was one of those projects and companies that I used to say, look, Starbucks are coming in and doing it, that's great, and then we've just seen that they've cancelled their Odyssey programme for their rewards programme, which is on-chain.
Do you think we're going to see LinkedIn and people like that come in, or are they just waiting for you guys to prove that it works, and then they'll come in later, I guess?
Sorry, can you just say that last bit again?
Yeah, it's just whether like, do you see LinkedIn coming into this space, because I feel like a lot of the time, these big companies are waiting for us to do the hard work, and then they'll follow suit when...
I don't think LinkedIn and these sort of companies are the platform companies that we need in, LinkedIn isn't, you know, it's just the platform that people use, what you want is people like IBM, people like Deloitte, people like SAP, people like Oracle.
These are the companies that we want in the industry, and to be honest, they're already in the industry.
You know, LinkedIn are so far behind when it comes down to blockchain technology. If you look at SAP, SAP are about to launch their own NFT marketplace for their customers.
You know, and SAP is in the top two software providers in the world with over 80,000 customers.
You know, they create an NFT solution, they're taking it to 80,000 companies, we're taking it to 80,000 people.
You know, so, Starbucks, I wouldn't be too disappointed with that. I think Starbucks came into a space when NFTs were at their prime and thought, okay, let's see how we can take advantage of this.
But what was their model? What was their business model? What was their perk? Nothing.
Yeah, I mean, what have they done? Adidas came in, gave you some images of tracksuits. I could have gone to their shop and taken a picture.
Yeah, no, yeah, but I think it does help. It helps those sort of companies coming in to highlight, you know, they do bring in, you can't deny that they bring in people.
Yeah, they bring in people, but they also exit people at the same speed. Now, how many people that came in because of Starbucks are now going to use the same Starbucks excuse to leave the industry?
You know, like, I wish projects like, you know, Pudgy Penguins would work with doodles, would work with yoga.
You know, I wish all the top 10 projects would just fucking work together for once to try to see what can be done together rather than trying to do everything individually.
Can you imagine the money and brain power that would come together if the top 10 projects in Ordinald, in ETH and in Solana came together to try to work together and really advance this space?
Yeah, I completely agree. Because we're such a small space at the moment, and it just doesn't make sense that we have all these people competing against each other, does it?
I would, I would understand if there were all 1000 people, companies that were competing against each other, but we've got teams of eight to 10 people who are set up, who are trying to compete each other to, you know, change industries, you know, and I come from talent, I come from headhunting, right?
And I've heard a lot of people over the last couple of months claim that they're going to change the whole recruitment industry.
And, you know, like, be careful when you make statements like that, because somebody like me is going to call you out on me.
Yeah, some good points. Good points. And like, it's just, I mean, it's like to see where it goes, really, like what sort of model starts working.
You know, the key for everybody is that, you know, me as a headhunter, how am I going to find you a job? I'm going to phone loads of people, find out who's hiring and put your CV in front of them.
It's as simple as that, right? There's no reason why you can't do the same thing.
Yeah. And I do see the benefit of, like, I see the benefit of these other, you know, having somewhere that you can do it sort of, it's being done sort of remotely and automatically as well.
But yeah, so what's coming next with you?
What's coming next is we are going to be launching phase one off the platform very, very soon. So over the next two months, you will be seeing a whole lot of marketing going out and conversations happening with us about communities that are going to partner with us.
So when we launch it, we've got the right type of people. We've got good people on the platform to be able to go, you know, help us with everything.
So not help us but to grow the platform. So is that I know the teams going out to NFT New York, they're about to hire a big villa, not villa, but a big apartment out there, six, seven bedrooms to help community members that are going out there.
We, you know, we're not a huge project. So, you know, we'll do what we're not going to do is do giveaways where random people are going to win things outside of our community.
But we'll absolutely spend money to make sure that our community benefits wherever they can. So I think NFT New York will be renting a big house for any of our members that are going there that don't have a place to stay.
We'll be doing the same in Dubai at Topher 24, I think, or Topher 29, whatever it's called. At the end of April, I know Eman's going out there, so we'll be doing that.
We're going to continue to do these and our real goal is not to showcase our platform. Our real goal is to gamify talent attraction.
Right? How do I attract the best talent without having to make a phone call? So you will start to see a whole load of hackathons coming out for not just for devs, but also for people.
Content creators. But yeah, the next next two to next month to six months is going to be really exciting for us. And I think people are finally going to start seeing what we've been building.
And it's been a year, you know, a year and a half now that we've been building behind the scenes. And even until today, very few people apart from the inner circles know about us.
And when other people do find out that they're going to regret missing out.
Yeah, nice. Yeah, look forward to seeing what comes to that. And I'm looking forward to seeing people sort of realize that. I'm also looking forward to seeing the next sort of steps of Seeker, obviously, of Morgan Stone up on that side of things.
And the route troop element of what they've got going on is really cool as well in terms of the commission that you can get for being a route troop holder.
And so similar model to what you were saying in terms of allowing people to create their own business from your courses that we've got.
Yeah, so that's like an element that I think is going to be really good on the Seeker side as well. And I love seeing that there's obviously so many things.
A few of the job recruitment companies yourself, Seeker, we had Everbuild planning to come on today. They're another UK job marketplace where they've got a platform for web free jobs as well.
Yeah, like you were saying with the top 10 NFT projects, I think that you all come in together and bringing the space forward and getting these people jobs in the space is a real good thing for web free.
Yeah, yeah, 100%. I like what Morgan's doing. I love what Alex's building is doing. I think these two I have a lot of time for.
Trying to do things for the better, which is great. I have a lot of time for that. Again, I wish people would be more open to working together.
And if they are, they would absolutely see that the value that we can all bring to each other would be huge.
But these are big barriers that we need to break down at the moment.
Unless, yeah, let's break them down. In terms of referrals, we are going to be launching our referral scheme.
It's not going to be to do with candidates. It's going to be to do more with clients across three or four different services.
I think that, again, will be launching in the next week or so. We're just finalizing the referral fees and what the percentages are going to be, etc.
But, yeah, that's probably going to be the first thing we finalize over the next week or so.
Also, I'll just finish on in terms of Apto. Obviously, we had the three projects that were Apple plan to be up today.
We're all involved in the pledge to our code of conduct a couple of months ago.
And what we're looking to do to sort of repay the favor is for the retrooping seeker community, the eclipse community and the ever built community.
Is get you guys involved in our mint that's happening next week early on.
So all the members of your communities will be able to get access to our digital membership cards early.
So obviously, your communities are all people that are trying to find a job or work in this space.
And what I think Apto is going to help those people do is really verify their professionalism on change.
So our digital membership card will allow people to demonstrate that they are adhering to our code of conduct.
We've got that coming next week, so I'll get the information over to you guys on that, which should be shared with your community.
And hopefully, like I said earlier, all these Soulband tokens are going to all interlink together.
I think it's just going to be one big economy of people building their professional identity and
Yeah, so looking forward to that.
We'll share the information next week on that.
Thanks for joining and thanks everyone for dropping by as well.
We've got another space on tomorrow on building a business in web free.
We've got Michael from WalletGuard and Fun Fronten from Elegy Ventures.
Yeah, that's going to be another really good conversation.
But yeah, thanks for stepping in Paul.
Cheers everyone for listening in and catch up soon.