A claim is not a signal until something else vouches for it.
Verifiable credentials, issuer integrations and zero trust identity checks, built for a market where one in four candidate profiles could be fake by 2028.
Gartner projects that by 2028 one in four candidate profiles worldwide could be fake. That is not a fraud problem at the margins. It is a change in what a submitted document is worth, and it lands on a hiring process that was built on the assumption that a document means something.
The security industry solved a version of this. It moved from perimeter defence, where anything inside is trusted, to zero trust, where nothing is trusted until it is verified. Hiring is making the same move, and most talent stacks have no place to put the result.
The Boomband whitepaper sets out where this goes: the static resume replaced by cryptographically verified skill wallets, and the human in the loop becoming an identity auditor. That is the destination. This practice builds the plumbing that gets an enterprise there.
A claim is not a signal until someone else says so.
Every layer here answers one question: what outside the candidate confirms this, and can you prove it later.
- Verifiable credentials
- W3C verifiable credentials and decentralised identifiers, so a qualification is a signed object the holder carries rather than a PDF you have to phone a university about. Cryptographically checkable, and checkable offline.
- Issuer integrations
- Direct connections to the bodies that actually issue the thing: universities, professional registers, certification authorities and previous employers. The integration is the point. A credential nobody can trace is decoration.
- Blockchain anchoring
- Where an immutable, independently checkable record is genuinely required, we anchor credential hashes on chain. Where it is not required, we say so. Anchoring is a tool for tamper evidence, not a reason to run a project.
- Identity and liveness
- Document verification and liveness checks at the points that matter, sized to the role. A high volume support hire and a lead engineer do not need the same gate, and pretending otherwise just adds friction where it buys nothing.
- Interview integrity
- Controls for a world where a video call is not proof that a person exists. Structured verification steps that are workable for the candidate and defensible for you.
- Audit trail
- Who verified what, when, with which method, and what the result was. Retained, queryable, and built to be handed to a regulator or an acquirer without a fire drill.
Verification has to stay survivable for the candidate.
Sixty two per cent of job seekers say they would avoid an employer known to lean heavily on AI screening, and eighty four per cent want a human to review their materials. A verification programme that treats every applicant as a suspect will cost you the people you most wanted. We design the gates to be proportionate and to be explained, because the ones that are not explained are the ones candidates walk away from.
Start with the map.
Before anything gets built, you get a written view of every system holding a person record and every handoff between them. That map is useful to you whether or not we build the rest.