Talent Protocol price

TALENT

#1599

We’re also building a strong data business.

With reputation data from 1.3M+ builders already indexed, Talent Protocol is being adopted as the industry standard by top players like Base or Etherscan, and even got the attention of the Coinbase CEO.

Within 3 months of launch, 70+ apps had already integrated the Talent API, reflecting growing interest from recruiters, job platforms, and developers.

$TALENT is the utility token for Talent Protocol, and a currency for professional reputation data. It helps fight entropy, by making the protocol's data better with scale.

The token encourages all participants to continuously improve the reputation data powering the protocol, making sure that finding top talent gets easier as the network grows.

In a world of AI-generated noise and inefficient hiring processes, finding meaningful work has never been harder. Job hunting is one of the most stressful events of our lives, and most talent still has to submit hundreds of applications before landing a role.

Our professional reputation is so scattered that recruiters need to look at 5+ different platforms to get enough context about a candidate. Talented candidates often go unnoticed, with most feeling their resumes don’t fully reflect their abilities.

It's clear that current solutions aren't working, but the market keeps growing. The HR market was valued at approximately $25.53 billion in 2023, and expected to grow +10% annually until 2032.

Billions are wasted every year betting on the wrong talent, according to Gallup that reports employee disengagement costs the world $8.8 trillion in lost productivity, equal to 9% of global GDP.

While our immediate focus is on transforming HR for the better, the truth is, Talent Protocol has the potential to revolutionize professional reputation across any industry. From tech to finance to creative sectors, every industry needs a more efficient, transparent way to recognize and reward talent.

We believe the answer to this problem is in the data, not the tools. No one needs yet another job board. What’s missing is better reputation data that can help separate average people from great talent, at scale. If we had access to richer reputation data, we could easily:

• Automatically match talent with work or education opportunities, at scale.
• Discover trusted talent much more efficiently.
• Reduce the need for first interviews or background checks.
• And, even look into financial applications, like under-collateralized lending for talent.