BOAMAN · IZZYAKOS LLC · PRE-PILOT

Recognize real capability. Hire for fit. Learn what improves retention.

BOAMAN is a workforce-intelligence and retention platform. It starts with real skills and experience, maps candidate-controlled evidence to actual job requirements, and helps employers and workforce partners test whether clearer candidate-to-role fit can reduce avoidable rehiring and strengthen early retention.

Start with five research questions Explore interactive product preview ↗ Review the pre-pilot Talk with IZZYAKOS

For first-time visitors: BOAMAN is conducting short research conversations, not selling a finished product. You can read the five questions without an account; online submissions use a separate secure portal.

Truth boundary: BOAMAN is in MVP / pre-pilot validation. We are testing—not claiming—that résumé/ATS-first screening and incomplete evidence of transferable capability can contribute to poor fit and early turnover. Customer discovery, pricing, pilot evidence and measurable retention outcomes remain active gates.

Problem / solution

Repeated hiring is expensive when fit breaks down.

Employers repeatedly recruit, screen, hire, onboard and retrain. BOAMAN is testing whether better evidence of real skills and transferable experience can help identify stronger candidate-to-role fit before and after the hire.

The problem

High turnover and low retention create repeated recruiting, onboarding, training and productivity costs. At the same time, conventional screening can make real capability difficult to see.

The BOAMAN layer

BOAMAN sits before or alongside the ATS as an evidence layer: real experience → job requirements → Supported / Partial / Unknown / Gap → hiring/start → 30/60/90-day outcome signals where observable.

The validation question

Do employers and workforce systems experience this problem strongly enough to change workflow, run a bounded pilot and pay when fit or retention outcomes improve?

How BOAMAN works

Evidence → fit → support → retention.

The workflow makes uncertainty visible instead of hiding it inside a score, then follows agreed outcomes after the hiring decision.

Choose a real target

Start with a current job or documented occupational goal.

Build evidence

Add resume, work history, training, credentials and candidate-confirmed experience while preserving provenance.

Map requirements

Mark job requirements as Supported, Partial, Unknown or Gap. No hiring probability is produced.

Measure what happens next

Route legitimate gaps to training/support and, in a pilot, track starts and 30/60/90-day retention signals where the partner can observe them.

Who BOAMAN serves

One evidence record, several accountable users.

BOAMAN is designed to complement—not replace—the systems and professionals already responsible for hiring, staffing, training and workforce support.

Job seekers

Make capability visible, preserve evidence and understand the next legitimate step toward a target role.

Employers

Review clearer evidence against actual role requirements, test fit before hiring and measure whether the process improves early retention.

Staffing agencies

Reduce repeated reconstruction of candidate history and test which evidence makes screening more useful.

Workforce programs

Connect candidate evidence, referrals, training/support and employer outcomes across state and local workforce infrastructure.

Customer-discovery comparison

BOAMAN is testing a different layer of the workflow.

This matrix is a working competitive hypothesis for discovery, not a claim that other platforms lack all comparable capabilities.

Company / approach	Candidate-controlled evidence	Transferable capability translation	Job-requirement alignment	Explicit gaps / next action	Reusable evidence workflow
BOAMAN	Core hypothesis	Core hypothesis	Core hypothesis	Core hypothesis	Core hypothesis
Conventional resume + ATS	Limited	Often keyword / recruiter dependent	Yes, employer-side	Often opaque to candidate	Limited
LinkedIn	Profile-based	Partial	Yes	Partial	Platform profile
Indeed	Structured profile	Partial	Yes	Partial	Platform profile
ZipRecruiter / CareerBuilder	Job-board / profile oriented	Varies	Yes	Varies	Platform workflow

The Rev1 exercise is to validate whether buyers care enough about BOAMAN's proposed combination of provenance, transferable-capability translation, explicit uncertainty and reusable candidate-controlled evidence to change behavior or pay.

Rev1 / pre-pilot

Fewer assumptions. More evidence.

The current goal is a bounded Columbus-area discovery and 90-day pilot design that can test hiring-fit, workflow value and early retention with measurable outcomes.

ProductMVP / release hardening

Discovery10–15 interviews target

BuyerEmployers + workforce programs / state-local infrastructure

Pilot90-day fit + 30/60/90 retention validation

Start with five research questions Explore interactive pilot ↗Discuss a BOAMAN pilot Funder / sponsor evidence Back to IZZYAKOS

Capital discipline · FUNDMEISTER

Turn the BOAMAN funding ask into an accountable operating plan.

Authorized BOAMAN operators can build the cap table, model SAFEs and notes, itemize use of funds, reconcile expenditures to approved items, and expose read-only evidence to authorized funders without publishing private financial records.

Cap table + dilution

Issued securities, option-pool capacity and convertibles remain distinct so ownership and potential dilution are not silently mixed.

Use of funds + evidence

Each planned purchase can carry quantity, price, vendor/source, milestone, approval state and evidence before it becomes an expense.

Ledger + reporting

Financial-control events are recorded in an append-only hash chain and can feed scheduled expenditure statements for authorized stakeholders.

Authorized capital workspace (sign-in) ↗Review FUNDMEISTER architecture

Bank/card-provider connection and outbound email delivery remain provider-gated. The workspace does not claim a live financial feed until an approved provider connection is actually configured.