How skaills becomes a category-defining HR-transformation platform inside 36 months.

skaills is a SaaS platform delivered at skaills.ai with a multi-tenant data model, trilingual UI (es/en/fr), and an explicit two-layer product architecture. We sell to organizations (B2B SaaS) and to individuals (free + premium freemium). The platform is fully deployed and operational as of v0.21.x.

Legal vehicle and jurisdiction details are available under NDA. Founder is Carlos Miranda Levy; engineering and product execution to date is solo-founder accelerated by AI-native development workflows.

TAM: Global HR-tech is a US$ 30B+ market growing 10%+ annually. The AI-HR subset is on a 25%+ CAGR.

SAM (serviceable available): SMB and mid-market organizations in markets where skaills has structural advantage — LATAM, Iberian Europe (Spain, Portugal), francophone Africa, US Hispanic-market HR. ~150,000 organizations, average $300/mo addressable spend = ~US$ 540M SAM.

SOM (serviceable obtainable, 3-year): 5,000 organizations at $200–500/mo blended ARPU = US$ 12M–30M ARR.

Why now: Three things had to be true at once. (1) AI models capable of absorbing mechanical HR (current generation: Claude / Gemini / GPT-4-class). (2) Empirical evidence that the AI transition is real and uneven enough to force the “what is our plan?” conversation at the CHRO level (Anthropic March 2026 paper). (3) A founder team that started building this 2+ years before the market needed it. All three converged in 2026.

The product splits cleanly into two layers that map to where AI absorbs vs. augments HR work.

Mechanical Layer (deployed)

• hundreds of evaluation profiles across dozens of sectors and multiple levels · thousands of multilingual competency questions
• Cognitive / personality (Big Five) / DISC / aptitude tests
• CV Evaluator, Creator, Translator
• Salary Aspiration Estimator (with CV auto-extraction)
• Interview Simulator (multi-turn AI mock interview + recruiter decision + 3-track quality review)
• Recruitment campaigns + candidate pipeline (full Position / Campaign / Candidate workflow)
• Climate surveys · 360 reviews · job-fit scoring
• ISCO-08 integration · HR-XML outbound webhook (partner-ready) · certificate issuance
• Public job board · org public pages · talent pool · communities of practice

Transformative Layer (6 shipped · 4 pending)

• ✅ Personal Growth Plan (12 / 24 / 36-month synthesis)
• ✅ AI-Readiness Assessment (individual + organizational variants)
• ✅ Career Path Navigator (3–5 plausible paths, ISCO-grounded)
• ✅ Org Transformation Plan (CHRO-grade roadmap)
• ✅ Scenario Simulators — live decision under pressure: Committee Defense (audit / investment / board), AML Triage, Cash Crisis, Variance Investigation, Skill Simulator
• ✅ Smoother Experiences integration — sister platform (experiences.ailearning.global) surfaces sector/level/role-tailored learning programs on every assessment; orgs can spin up branded Custom Academies / Digital Learning Divisions with our catalog, their own programs, or both
• ✅ Recruitment 7-step end-to-end (Define · Open · Score · Rank · Simulate · Prep · Decide — audit-logged and ISCO-mapped)
• ✅ Unified Activity dashboard
• ✅ Communities of Practice
• ⏳ Mentor Matching · Skills Adjacency Map · Manager AI Co-pilot · Change Playbooks Library

Built around your criteria, your priorities, and your values.

Integrations and ecosystem

• HRIS · ATS · Payroll & accounting
• SSO & identity (Google / Microsoft / Okta)
• Calendars & messaging (Outlook / Slack / Teams / Google)
• Open APIs · webhooks · SCIM · SAML

Standards integration

• ISCO-08 (ILO): Phases 1–4 shipped; HR-XML webhook live; cert verifiability in Phase 5.
• ESCO (EU Commission v1.2.1): CSV bundles ingested for en/es/fr/pt; crosswalk seeder ready; UI attribution component pending.
• O*NET (US DOL), SFIA, DigComp, GDPval, OWCI, OECD AI Observatory Index, OSWorld: research sprint underway; integration phased over months 1–12 post-raise.

Pricing tiers (indicative)

• Free (individuals): personal evaluations, CV tools, growth plan, career paths, communities. Acquisition layer.
• Starter (small orgs): US$ 199 / month. Up to 25 employees, core evaluation suite, recruitment basic.
• Growth (mid orgs): US$ 499 / month. Up to 200 employees, full recruitment, 360 reviews, climate, org dashboards.
• Scale (mid-large orgs): US$ 999 / month. Up to 1,000 employees, Org Transformation Plan, custom integrations.
• Enterprise: custom pricing. White-label, HRIS integration, named CSM, SLA.

Add-on revenue

• Premium AI features (ElevenLabs TTS, advanced model tier): +US$ 99–299/mo per org.
• Certificate issuance: US$ 5–25 per credential issued (ISCO-stamped, verifiable).
• Recruitment campaigns: US$ 199–999 per campaign or per-hire models.
• Org Transformation Plan refresh engagements: US$ 5,000–25,000 per engagement (hybrid product + services).

Unit economics (target after month 12)

• Average revenue per paying org: US$ 300/month
• Gross margin: 75–82% (after AI provider variable costs)
• CAC target: < US$ 600 (3-month payback)
• LTV target: US$ 7,200 (24-month average tenure × $300)
• LTV/CAC: 12× target

Circle 1 — Direct LATAM partnerships (months 1–6). Skaills founder has standing relationships and community access across Caribbean / Central America / Andean region. The first 50 paying customers are landed via direct outreach + HR community partnerships in DR, Colombia, Mexico, Spain. Target: 50 paying orgs at $200 blended ARPU = US$ 10K MRR by month 6.

Circle 2 — Content + thought leadership (months 4–12). The skaills opinion library on Resources is the GTM moat: long-form articles that engage seriously with industry research (Anthropic exposure data, McKinsey/WEF reports, OECD AI capability indicators). These articles are SEO assets and credibility assets simultaneously. Target: 200 paying orgs by month 12 = US$ 50K MRR.

Circle 3 — Channel + ecosystem (months 9–24). Integrations with HRIS systems (BambooHR, Personio, Sage) and certification programs (university-issued professional certificates via ISCO-stamped infrastructure). Partner-led acquisition for the next 800 orgs. Target: 1,000 paying orgs by month 24 = US$ 250–300K MRR (US$ 3M–3.6M ARR).

(See table below.) Conservative case discounts the base by ~40%; optimistic case includes enterprise wins and channel acceleration and lands at US$ 12–18M ARR by Year 3. All scenarios assume the current US$ 100–150K raise plus a likely priced Series Seed in 12–18 months from real ARR.

• 40% Product (US$ 40–60K). Layer-2 connective tissue (Mentor Matching · Skills Adjacency Map · Manager Co-pilot · Change Playbooks). ESCO + O*NET ingestion. Premium TTS and multimodal upgrades. Quality-of-life UX polish.
• 20% Go-to-market (US$ 20–30K). LATAM HR community partnerships · pilot deployments with case-study commitments · content production · paid acquisition tests · CRM and outreach infrastructure.
• 15% AI / infra (US$ 15–22K). AI provider API spend (Claude / OpenAI / Gemini / ElevenLabs); Firebase production scaling; observability and error tracking.
• 15% Compliance + standards (US$ 15–22K). ESCO/O*NET attribution UI; ISO 27001 / SOC 2 preparation; certificate verifiability infrastructure (W3C Verifiable Credentials compatibility); legal/IP cleanup.
• 5% Founders (US$ 5–7K). Modest below-market salary. The raise extends focus, not lifestyle.
• 5% Reserve (US$ 5–7K). Contingency for acquisitions, opportunistic hires, unforeseen runway gaps.

• Solo-founder dependency: mitigated by the raise itself (first hires are 2 engineers + GTM lead).
• Long enterprise sales cycles in LATAM HR: mitigated by SMB-led GTM (Circle 1) before pursuing enterprise (Circle 3).
• Generic AI-HR competitors muscling in: mitigated by the two-layer framing + standards depth (ISCO/ESCO native) + trilingual moat. Generic competitors retrofit; we started here.
• AI provider cost spikes: mitigated by provider-agnostic abstraction + content-addressed caching + premium-tier-only gating of expensive features (e.g., ElevenLabs TTS).
• Regulatory / labor pushback in some markets: mitigated by the editorial framing — skaills explicitly rejects both extreme positions and positions itself as the planning instrument, not the replacement instrument. Aligns with regulators' incentives.