Problem Statement

Verification Friction, Validation Friction, Search & Match Friction, and Onboarding & Exit Friction

Social Reclusion, Anxiety about Future, Lack of Career Progression, Access to Financial Services

Time is the most common factor across the globe.

How that time is spent and what it is spent on, and what's the worth of the output and who is spending that time.

Moving away from productivity to well-being and quantifying it with more public involvement. Thus incentivizing well-being pursuit.

Build Institutions built on Labour with equity (NOT equality) as a founding principle, so value distribution is taken care of in an equitable way. Thus making such institutions promote frictionless skill movement.

Since the SAOs are structured around Skills it's easy to find the skills at a macro and micro levels thus reducing the search and match frictions

Within a community members are onboarded into projects and jobs based on skill levels backed by real work tagged as learning, executing and community building. Thus a smart contract will suffice and hence reducing the Onboarding & Exit Friction.

The Skill Level and clarity on how many hours a person has to spend on learning, executing and community building to level up reduces anxiety + at an organisation level speeds up the decision making process

The SAOcommons protocol along with the wellbeing protocol results in a well-being score that gives credit and other financial services access to the SAO / community members at a local level.

The Execution Activities are logged only for jobs and projects that a community / SAO brings to the members. Hence the anxiety of future jobs reduces

Members are not freelancers anymore they can choose to be as active as possible within the community.