EVO - New Way Of Learning The Latest Technologies

Evo is a decentralized platform supported by blockchain built to assess human skills and development. The project is divided into two stages; EVO.Pro and Evo.Live. The first focuses on developing skills on professional education and recruitment.

Evo is scheduled to launch this year, and will be the pilot phase of the Evo project as a whole. In its part, Evo.Live deals with other aspects of human life such as personal development, sports, recreation, and so on.

Evo.Pro is the leading solution to the mentioned problem. Using blockchain platform technology will provide a lasting solution to the issues hampering the development of the education system.

The ecosystem will create a hunting tool that will significantly simplify the assessment of professional skills as well as business quality. In addition, the existing system will work in conjunction with the assessment center to facilitate the determination of the professional value to their employer. After the assessment, the resulting data will be stored in the database secured by the blockchain technology. This data can be easily accessed by individual professionals for their personal enhancement.

The project focuses on some of the most successful markets: recruitment, education, skills and competency assessment, and sanctification. By creating the value and benefits of participants, it is possible to combine market opportunities from multiple industries.

Robotics, neural networks, blockchain - this technology creates a new era, in parallel making the whole profession layer is not required. Is it always good? How can ordinary people remain competitive in a new era?

If you do not move forward, you move backwards. Modern times require adaptation and skill adjustment very quickly. However, the traditional approach to education and the formation of competence does not provide such speed.

Educational systems with multi-year cycles do not meet the needs of time, when technology emerges and becomes obsolete in less than a year. New professions and knowledge, the most demanding field of competence - the picture changes every year.

Everywhere, a self-taught practitioner without a diploma greatly outperforms university graduates in terms of real competence. Problems with the speed of response can be corrected by the non-government sector, but there are extreme shortcomings of generally accepted standards and a convenient objective tool for assessing acquired skills.

The current situation in the field of career and education is illustrated by all the negative number factors such as: Lack of operational communication between education and business. Lack of system solutions for lifetime competence improvement. Weak adaptive education system in the field of new knowledge and competence. Companies must balance the shortcomings of the education system.

The high significance / social significance of the diploma and the good education is replaced to seek a diploma. Experience (position) does not reflect actual competencies and skills. Diversity and diversity of sources of income for professionals (project, startup, teaching, consulting, etc.) Described by different approaches to professional market assessment.

This situation generates interrelated problems in which the labor market actors on both sides are confronted. For professionals it means: The unbiased self-assessment of a person's market value as a professional. Difficulty in choosing the direction of further training and the filling of lost competencies quickly. Difficulties in maintaining constant demand in the labor market. Difficulty in proving the high value of experience and knowledge. Ineligible intermediaries are represented by HR companies.

Bad attitude at work now when CV is published. Sexism or age. Inability to have control over all evaluation findings and tests passed during interviews and other HR procedures. Focus on employers, not on headhunters targeting narrow groups only from top professionals, and bulk users find it difficult to get attractive offers.

On the other hand, the problems that companies face in mirrored heads reflect the situation: Experience and education are not equivalent to employee competencies, resulting in significant resource expenditure to find acceptable outcomes. The risk of hiring unqualified employees. Forcing to hire highly qualified, highly qualified employees when it is difficult to find qualified employees. Distrust of diplomas and training results, is a formal requirement to produce supporting documents. The staff table for posting does not meet the actual demand of the company for its competence.

Difficulty in identifying gaps in existing employee competencies and rapid filling of them. Problems with efficient motivation of personnel to develop competence, when competence is required for the company. Difficulties with unbiased assessment of subsequent personnel training results. Lack of time to formulate requirements model for new goals and new professions.

However, the trend of digitalization and mobility, the display of ecosystems that solve industry problems efficiently, sustainable lifelong learning, greater corporate willingness to work together with personal offers exciting job / professional jobs, efficient knowledge and career development, the opportunity to try to work in various fields, to find the perfect professional role for someone.

In a new approach, technology should help people, and not contradict them. Entering new levels of knowledge and evolution is possible only through a comprehensive solution in the field of learning and skills assessment, which will provide the necessary network effects.

The size of the global HR market is $ 428 billion. By 2021, the market is expected to increase to $ 644 billion, with CARG at 8.5%. At the same time, the most important trend is related to entrepreneurs who are beginning to play a big role in education. People, in turn, are willing to pay for the knowledge or skills that enable them to make money in the shortest time possible.

Our approach to storing important data is based on the use of features such as blockchain. User data is stored in an internal SQL-cluster, and attachment files are stored in file storage, respectively. For each critical note, a checksum is calculated (eg, SHA512 hash) and a time stamp to be stored in one or more open network networks.

When retrieving data from our database, the checksum is recalculated and compared to the hash received from the block. Currently, we are testing the possibility of multiple network block networks so high commission issues do not hinder business development.

On the scale of network expansion, the solution will be based on the most optimal combination or option storage option, which may be based on personal locker platforms, such as Hyperledger Fabric, Exonum, with periodic network snapshot recording into blockcahin public - this will help balance the high commission issue with complicate the data validation mechanism.

One promising solution can also be a completely new, scalable blockchain cloud database FlureeDB, which builds every transaction in time blocks, creating a customer-centric blockchain. If the test results indicate the possibility of application, FlureeDB technology can be the primary link of the system.

In turn, E-talon tokens are the classic Ethereum ERC223 token. The current usage pro is bigger than a relatively expensive transaction. Token is the internal currency, discount instrument and universal loyalty point for platform partners. Token is used for internal settlement, which makes them significantly more profitable due to the discount system and loyalty program, as well as protected thanks to the smart contract mechanism.

Monetization projects envisage the sale of their own services and obtain service fees from existing and existing interaction and financial flows under construction among platform participants. The application of monetization methods that rely on a platform's unique architecture creates the foundation for breakthrough solutions: this platform allows to exclude small and medium-sized businesses from payments to using headhunting services, which will allow to quickly distribute employed recruitment models of personnel in the market. (enterprise solutions are charged separately).

As if now, Evo already has a working prototype, necessary documents, and on-site marketing strategies. The project will inaugurate Evo.Pro in the third quarter of 2018, alongside Android and iOS smartphone apps. The first beneficiaries are the residents of London, Singapore, and Moscow. Other countries will receive a Beta version of the platform before the end of the year.

Evo comes in the form of a digital currency named ETL. ETL tokens will go on sale from April 17, 2018 to May 8, 2018, at a price of 1 ETL equivalent to 1 USD. The token purchase itself can be done with foreign digial currency such as ETH. Do not forget, get also purchase bonuses at certain time period.

Evo itself is the result of teamwork led by Elena Shegurova, team members have extensive experience in business management, sales and cooperation with partners, manufacturing and managing IT projects, and have deep marketing skills.

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