skaills handles what HR shouldn't have to, so HR can do what only humans can.

Anthropic's March 2026 Labor Market Impacts of AI paper is the first quantitative confirmation that AI is reshaping work — not in the future, in the present. The top exposure quartile (programmers at 75% task coverage, customer service, data entry, copywriting, paralegals) is already mid-migration. The 22-to-25 year-old hiring rate for those occupations has dropped 14%.

Every CHRO who reads that paper carefully comes back with the same question: what is our plan? The honest answer at most organizations is: we don't have one. The deck of slides on the wall is not a plan. The reskilling pledge in the annual report is not a plan. A plan is a capability heatmap, role-redesign matrix, reskilling pathways, redeployment commitments, 30/90/180-day milestones, and trust metrics — and the operational system that produces them.

HR work splits cleanly along one axis: mechanical vs. transformative.

The Mechanical Layer is repetitive, scoring-driven, taxonomy-bound work that AI absorbs cleanly — evaluations, CV parsing, salary calibration, interview practice, recruitment pipelines, certificate issuance. Generic AI-HR tools compete here.

The Transformative Layer is judgment-, vision-, and relationship-driven work that AI augments but doesn't replace — growth planning, AI-readiness diagnostics, career-path navigation, org transformation, communities of practice. This is the layer nobody has built well yet. It is where the actual value of the AI transition gets captured or destroyed at the org level.

skaills is the first HR-tech platform organized explicitly around both layers. The Mechanical Layer pays for the floor; the Transformative Layer is the differentiator and the moat.

Two years of focused engineering. Currently shipped:

• Mechanical Layer: hundreds of evaluation profiles, dozens of sectors, multiple levels, thousands of multilingual questions; cognitive / personality / DISC / aptitude tests; CV evaluator / creator / translator; salary aspiration estimator; interview simulator; recruitment campaigns and candidate pipeline; climate surveys; 360 reviews; ISCO-08 integration with HR-XML outbound webhook; certificate issuance.
• Transformative Layer (shipped): Personal Growth Plan · AI-Readiness Assessment · Career Path Navigator · Org Transformation Plan · Scenario Simulators (Committee Defense, AML Triage, Cash Crisis, Variance Investigation, Skill Simulator) · Smoother Experiences integration with branded Custom Academies / Digital Learning Divisions · Recruitment 7-step end-to-end (Define · Open · Score · Rank · Simulate · Prep · Decide, audit-logged and ISCO-mapped) · Unified Activity dashboard · Communities of Practice.

The platform is multi-tenant, trilingual (Spanish/English/French; Portuguese in-flight) from day one, integrated with Firebase (Firestore + Cloud Functions + Storage), and uses Claude / OpenAI / Gemini / ElevenLabs via a provider-agnostic abstraction. Wired into the operational stack out of the box: HRIS · ATS · Payroll & accounting · SSO/identity (Google/Microsoft/Okta) · calendars & messaging (Outlook/Slack/Teams/Google) — open APIs, webhooks, SCIM, SAML. Built around your criteria, your priorities, and your values.

Most AI-HR tools invent their own taxonomy. skaills is grounded in the international occupation classifications used by governments, multilaterals, and major HRIS systems. This is not nice-to-have. It is what makes our outputs portable across borders, auditable by HR, and integrable with the systems organizations already use.

• ISCO-08: integration shipped (4 of 5 phases). HR-XML outbound webhook for partner integrations live since April 2026.
• ESCO: v1.2.1 CSV bundles (en / es / fr / pt) ingested. 3,043 occupations × 4 languages across 426 ISCO unit groups. Crosswalk seeder ready.
• O*NET, SFIA, DigComp, OECD AI Observatory Index, OSWorld, GDPval, OWCI: on the integration roadmap. O*NET specifically bridges to Anthropic's exposure data — every skaills role can be annotated with two independent AI-capability signals.

Competitors who try to build this depth later will spend years on it. We started here.

The HR-tech TAM is $30B+ globally and growing 10%+ annually. The AI-HR subset specifically is on a 25%+ CAGR. Generic players (Workday, SAP SuccessFactors, BambooHR) own the enterprise suite. Vertical players own pieces of the mechanical layer (Greenhouse for ATS, Culture Amp for surveys, etc.).

None of them is positioned around the Transformative Layer as a category. None of them is trilingual at launch. None of them is ISCO/ESCO native. None of them is built for the LATAM / francophone / Iberian markets that represent ~300M working-age adults whose HR-tech is structurally underserved.

Our initial serviceable obtainable market: 5,000 SMB and mid-market organizations across LATAM, Iberian Europe, and francophone Africa, at an average revenue per org of US$ 200–500 / month. That alone is a US$ 12M–30M ARR opportunity inside 3 years — before any global expansion.

Revenue streams, in order of expected weight:

• Per-org SaaS subscriptions: tiered by seats and features. Indicative pricing: Starter US$ 199/mo, Growth US$ 499/mo, Scale US$ 999/mo, Enterprise custom. Free tier for individuals.
• Premium AI add-ons: ElevenLabs-quality TTS, advanced provider models, multimodal upgrades. Scaffolding shipped; flips on when a paying org wants it.
• Certificate issuance: per-credential transaction fee (ISCO-stamped, verifiable). Margin-positive at scale; near-zero variable cost.
• Recruitment campaigns: per-campaign or per-hire pricing for the Recruitment module.
• Talent pool premium: candidate-side optional premium tier.
• Org Transformation Plan engagements: hybrid product + service revenue from CHRO-grade engagements at the high end of the market.

We've been honest with ourselves: the product is built, the GTM is the gap. The platform has run pilot interactions with selected organizations and has the underlying data model to handle scale today. The next 6 months is about turning that into named, paying customer logos — which is precisely what the raise funds.

The discipline of pre-revenue construction was deliberate. We wanted the platform broad and deep enough that prospective customers see a finished product on first demo, not a roadmap. That removes the “come back when you have feature X” conversation from 90% of sales calls.

Carlos Miranda Levy — founder. Background spans technology entrepreneurship, regional HR-tech market knowledge across LATAM and Spain, multilingual product development, and deep AI-integration practice. Has shipped, deployed, and iterated the platform end-to-end at the pace of a multi-person team using AI-native development workflows.

The raise funds expanding from solo-founder + AI-native dev to a small core team (2–3 engineers, a GTM lead, a customer-success generalist) plus strategic advisors in HR-tech and AI ethics.

SAFE instrument with MFN clause. Surgical raise designed to extend an already-shipped platform through the 18 months when the AI-transformation narrative goes from emerging-consensus to enterprise-mandate. The next round will be priced from real ARR, not promises.

The skaills editorial position has been consistent across every article on this site: AI transformation is real, uneven, and brutal in places. The answer is not banning AI; it is not blind embrace; it is not optimism. The answer is to plan the transformation — at the individual, organizational, sectoral, national, and regional levels — carefully, deliberately, and promptly enough that the bridge across can be crossed.

Investing in skaills is investing in the operational system that turns that conviction into shippable artifacts at every layer. The market opportunity is in the question every CHRO is asking quietly this quarter and will be required to answer publicly within twelve months: what is our plan?

We have built the instrument. Help us put it in front of the people who need it.