A slight confusion, one of your goal is to reduce cost spent by both job seeker and hirer by acting as a bridge for both side. While this aim can be reached and actualized on the job seeker's side, doesn't the opposite effect happen to the job hirer side? To recruit employee, companies had allocated certain funds bestowed to HR department. Now, because they hire you as their bridge, they'll need a higher cost as they had to pay to use your service as well as still has to funds their HR dept.
Dear Miiike,
thank you for your interesting question, it's good to be able to clarify elements of our project through your help.
I run several rounds of hire and the real cost from hiring side is in the time spent by the HR or the headhunter going through hundreds of CVs and trying to figure out which experience matches their expectations.
You may understand how much would cost even a week of analysis run by a team of 2 (normally you have 2 people, one expert in recruitment and the second expert in the field.
Our aim is to reduce this cost to the minimum: by having a more focused group of candidates, the team may concentrate on the actual experiences and lookup the certificator's skills.
Querying through Fiduxa would not be a cost if the candidate sends the certified CV to the company, only when the company wants to select directly candidates.
Let me know if we've been able to clarify your question
BR
Fiduxa Team