Solutions
Infrastructure for every node in the talent chain.
SMH serves three distinct audiences — each with a specific role in the Talent Supply Chain. The infrastructure adapts to the position, not the other way around.
Companies
Hiring organisations that need defensible, evidence-based selection at industrial scale — not probabilistic matching.
Ranked Shortlists
AI-scored candidate ranking with transparent scoring rationale per role
Structured Screening
Multi-level gates with standardised interview output
Gap-Targeted Training
Post-selection training to close specific competency gaps before day one
Multi-Tenant Isolation
Per-company data isolation with sovereign governance controls
Cross-Border Compliance
Infrastructure designed for regulated transnational hiring environments
Institutions
Academic bodies, government agencies, and certification authorities that need to anchor credential issuance to verifiable evidence chains.
Foundation Integration
Trust Layer governance under the ILS Foundation's certification chain
Credential Anchoring
WRITTEN → VALIDATED → CERTIFIABLE → CERTIFIED four-stage chain
Audit Trail
Full evidence log from assessment through certification — defensible in regulated contexts
Piano Mattei Alignment
Pre-configured for Italy's bilateral skills framework requirements
Separation of Powers
Foundation / ILS.AI / Factory roles structurally separated — no conflicts of interest
Candidates
Professionals who want their competencies documented, portable, and independently verified — not self-declared on a CV.
Skills Passport
A living digital asset aggregating AI grading, training history, and verified credentials
Candidate-Controlled Sharing
You decide who can access your Passport. Evidence governed by SMH; access governed by you
Targeted Training Paths
Role-specific learning assigned to close real gaps — not speculative course catalogues
Cross-Border Mobility
Credentials designed for recognition in regulated transnational hiring contexts
Real Employability
Selection based on evidence of capability — not biographical proximity to the job
Positioning
Infrastructure vs. tool.
The structural difference.
Competitors optimise for speed of matching. SMH optimises for integrity of outcome. These are architecturally incompatible objectives — which is why the market gap exists.
View Operating Case| Dimension | SaaS HR tools | SMH |
|---|---|---|
| Methodology | Probabilistic matching | Verifiable Trust production |
| Action | Aggregate & surface | Select, train, certify |
| Governance | Commercial, sales-driven | Foundation / ILS.AI / Factory separation |
| Output | Ranked list (probabilistic) | Certified hire (evidence-based) |
| Candidate asset | Profile on vendor platform | Portable Skills Passport |
| Cross-border | Not designed for it | Built for regulated corridors |
Infrastructure for verified hiring.
Built for regulated talent mobility, institutional trust, and evidence-based employability at scale.