Claims, not evidence
Credentials and self-reported experience rarely capture what a person actually delivered, in which context and at what level of responsibility.
BUILDING THE TRUST LAYER FOR FLEXIBLE WORK
Work should be
proven.
Not just claimed.
TalentLedger turns completed work into portable, verifiable evidence — then uses explainable AI to connect people with assignments that match what they can actually deliver.
JooLC Tech s.r.o. · Prague, Czech Republic · Pre-seed stage
PORTABLE WORK RECORD ✓
Verified capability
Evidence from completed assignments
Issuer-verified✓ Valid
STUDIO · AI FIT-CHECK
Right expertise.
Right assignment.
Right assignment.
Human-reviewed recommendation
with a documented rationale.
✦ Every completed task compounds trust
01 / THE THESISScroll to discover ↓
THE OPPORTUNITY
Flexible work has a
verification problem.
Enterprises buy skills based on CVs, platform ratings and interviews. Yet evidence of actual delivery is fragmented, non-portable and repeatedly checked from scratch.
Expensive mismatches
Buyers can over-specify seniority because the task requirements and demonstrated capability are not compared consistently.
Reputation that cannot travel
Each platform or employer maintains a separate record. Professionals often restart the trust-building process when they move.
OUR THESIS
Better evidence leads to better matching. Better matching creates more completed work. Every completed assignment creates better evidence.
ONE PLATFORM · THREE CONNECTED EXPERIENCES
From potential to proof.
From proof to opportunity.
TalentLedger combines an entry pathway for young talent, an evidence-led decision tool for employers and a marketplace for actual engagements — built around a shared credential infrastructure.
01FOR EMERGING TALENT
Ladder.
Make capability visible before the first CV looks impressive.
Gamified competence levels help 16–26-year-olds build demonstrable skills, discover gaps and progress toward real paid assignments. Free for young people; offered to schools and universities through institutional licensing.
SKILLS → EVIDENCE → FIRST VERIFIED WORK
02FOR EMPLOYERS
Studio.
Buy the expertise a task needs. Not the seniority a brief assumes.
An AI-assisted fit-check evaluates the assignment against verified delivery evidence and may identify a capable, less senior alternative. It explains the rationale and potential cost difference. An authorized human retains the decision.
DEFINE → COMPARE → EXPLAIN → HUMAN DECISION
03FOR BOTH SIDES
Marketplace.
Turn verified fit into completed, attributable work.
TalentLedger connects employers with professionals for engagements. In the planned MVP model, the client employs the worker; TalentLedger facilitates placement and invoices the employer. Verified completion strengthens the worker-owned record.
MATCH → ENGAGE → VERIFY → REPEAT
THE COMPOUNDING ADVANTAGE
Every assignment makes
the next decision stronger.
01
Verify
Capture attributable evidence of delivered work and earned credentials.
↗
02
Match
Use evidence to explain professional fit for a real assignment.
↗
03
Deliver
Complete the engagement with an employer-verified outcome.
↗
04
Advance
Recommend relevant learning and unlock the next opportunity.
Learning partners can issue verifiable certificates into the same credential wallet. Over time, outcome data can help evaluate which qualifications actually improve access to work.
TRUST INFRASTRUCTURE
Built for scrutiny.
Designed for portability.
The proposed architecture makes verification and accountability first-class product capabilities — without turning professional identity into a speculative crypto product.
Discuss technical architecture ↗Signed, portable evidence
W3C Verifiable Credentials, with the proposed walt.id stack and an eIDAS 2-aligned approach, are designed to make work evidence independently verifiable.
Explainable AI, human oversight
Recommendations carry documented evidence and a review trail. People, not models, make consequential access-to-work decisions.
Personal data stays off-chain
Proposed EU-resident data storage and a tamper-evident, permissioned audit layer. No tradable token, crypto payments or public-chain identity data.
Stage-gated engineering
Proof of concept first, then a Czech–Polish MVP, followed by scaled production infrastructure. Final stack choices remain subject to architectural validation.
BUSINESS MODEL
Trust is the product.
Employers fund access.
Revenue is designed to align with successful outcomes, not paid visibility. Workers do not have to pay to access jobs or improve their ranking.
01 / EMPLOYER
Placement fees
A percentage of completed engagement value, priced by category and constrained relative to comparable marketplace fees.
02 / EMPLOYER
Studio subscriptions
Planned annual tiers: €2.5K Starter, €9K Pro and €30K Enterprise, with a defined initial trial.
03 / INSTITUTION
Ladder licences
Planned annual school and university licences from €1K to €15K. Young participants use Ladder free.
04 / OPTIONAL
Worker tools
Optional paid professional utilities, such as evidence-based CV creation and earnings analytics. Not offered to under-18s.
Non-negotiable principle: jobs, visibility and ranking are never for sale to workers.
GO-TO-MARKET
Start focused.
Expand on evidence.
Czechia + Poland
Validate Ladder with students and first-jobbers; launch employer placement workflows; shadow-test Studio on historical engagements before paid deployment.
Broader expert work
Expand into IT, fractional white-collar and blue-collar assignments, subject to demonstrated matching quality, repeat usage and viable economics.
Cross-border scale
Extend to additional European and international talent corridors only when demand, compliance and operational readiness support expansion.
GOVERNANCE & LEADERSHIP
Experience in complex,
regulated environments.
Operating leadership and independent strategic oversight are explicitly separated. Biographies below follow the October 2026 leadership deck.
EXECUTIVE LEADERSHIP
Marek Dotlačil
Mathematician and banking leader with almost 30 years of experience; former Head of ALM, deputy CFO and ALCO member at Komerční banka. Transformation, DWH and MIS programmes.
Blanka Havelková
Former České dráhy board member responsible for HR and IT. Senior executive experience across people, technology and complex operations.
Ivana Sliwková
Head of Hedging Operations, ALM, Komerční banka. Experience in financial controls, banking and treasury operations.
Jiří Kram
Cloud, data and AI architect; experience at Oracle, Accenture and Deloitte, with international executive and technology education.
SUPERVISORY BOARD · NON-EXECUTIVE OVERSIGHT
Adam Sliwka
Director, KPMG CEE Advisory. Enterprise strategy, business development and regulated-industry transformation.
Andre Dravecký
Founder of Ringil, bringing entrepreneurial experience building logistics technology businesses.
Petr Brávek
Former Erste Group C-suite executive with extensive banking leadership and executive oversight experience.
INVESTMENT OVERVIEW · OCTOBER 2026
Building a new
category of trust.
TalentLedger is at pre-seed stage. The proposed financing is intended to develop the credential core, prove initial demand in Czechia and Poland, and validate the economics of evidence-led matching.
Start an investor conversation ↗PRE-SEED CAPITAL SOUGHT
€1.5M
PLANNED 18-MONTH VALIDATION- Operational Czech–Polish MVP
- Ladder institutional onboarding
- Studio fit-check pilot and initial paid tiers
- Measured fill rate, repeat work and realized fees
Forward-looking objectives, not achieved milestones. Financial projections and underlying assumptions available for investor discussion.
QUESTIONS THAT MATTER
Clear answers.
No hype.
Is TalentLedger a recruitment agency or a software platform?
It combines an employer-facing decision tool, a placement marketplace and worker-controlled credentials. In the planned MVP, the employer hires or contracts the worker directly, while TalentLedger facilitates the placement and charges the employer.
Does AI decide who gets work?
No. Studio produces evidence-based recommendations and explanations. Decisions affecting access to work remain subject to human review, with accountability and auditability designed into the workflow.
Is TalentLedger a blockchain or cryptocurrency venture?
No. A permissioned audit layer is proposed for tamper-evident records and verification anchors. There is no token, no crypto payment system and no requirement for a public-chain wallet.
What has been launched already?
The October 2026 investor materials describe a planned PoC, MVP and market-validation programme. This website does not imply that forecast metrics, intended partnerships or product milestones have already been achieved.
How do education providers participate?
Partner learning providers can supply relevant courses and issue signed credentials after completion. The longer-term objective is to connect qualifications with observed work outcomes and improve the quality of matching.
CONNECT WITH US
Let's make work
verifiable.
We welcome conversations with investors, enterprise design partners, academic institutions and credential technology partners.