1

Disclosure: The information described in this paper is preliminary andsubject to change at any time at the Company’s sole discretion.
Furthermore,

this

paper

may

containforward-looking

statements.

Forward-looking statements generally relate to future events or our future
performance. This includes, but is not limited to, Bondex’s projected
performance; the expected development of its business and projects;
execution of its vision and growth strategy; and completion of projects
currently underway, in development, or otherwise under consideration.
Forward-looking statements represent our management’s beliefs andassumptions only as of the date of this presentation. These statements are
not guarantees of future performance, and undue reliance should not be
placed on them. Such forward-looking statements necessarily involve
known and unknown risks, which may cause actual performance and resultin future periods to diﬀer materially from any projections expressed or
implied herein. Bondex undertakes no obligation to update forward-looking
statements. Although forward-looking statements are our best prediction at
the time they are made, there can be no assurance that they will prove tobe accurate, as actual results and future events could diﬀer materially. The
reader is cautioned not to place undue reliance on forward-looking
statements.

Introduction
Recruiting is a supply-constrained marketplace in which talent is the limiting factor,
yet traditional talent platforms and recruitment agencies primarily focus on theexperience and incentives of the demand side, the employers and recruiters thatpay for subscriptions or 30% fees while neglecting talent. This misalignment of
incentives leads to professional networks having the lowest user engagement in
the social network landscape and, thereby, 80% of professional data on job
boards and talent networks is stale*. It's clear that talent acquisition could be more
eﬃcient and ripe for disruption. Bondex aims to create a superior professional
network by catering to the needs of both job seekers and employers, prioritizing
the experiences and incentives of users (i.e., talent), mirroring those of hiring
professionals.
The Internet of Jobs (IoJ) represents a decentralized architecture that facilitates anongoing and seamless exchange of labor for monetary compensation, operating
at the convergence of Web3 and the Labor Market. This innovative framework has
the potential to integrate value transfer as an inherent characteristic, reducing
dependence on centralized intermediaries that possess unilateral control. By
doing so, IoJ empowers the emergence of peer-to-peer labor marketplaces like
BondexWeb 3 adoption has so far been driven by speculation and limited by its
complicated processes, interfaces, and lack of use cases. For the majority ofpeople, their ﬁnancial lives are dependent on their jobs. Therefore, we believethat Web3 won't go mainstream until the Internet of jobs enables mass adoption.
Bondex seeks to facilitate the widespread adoption of Web 3 by utilizing its
technology to modernize and democratize professional networking and hiring.

Bondex's mission is to democratize access to global talent and opportunities bycreating a disintermediated talent marketplace where Web 3 natives andbeginners can connect to ﬁnd jobs, stay informed, learn new skills, build
productive relationships, and advance their careers to succeed. A distributed
Web3-enabled talent network, Bondex is redeﬁning the economic model of aprofessional network, engendering a new value-sharing business model. This
novel approach distributes the value amongst its global talent pool and hiring
companies, setting it apart from industry incumbents. This strategy eﬀectivelyaligns incentives for long-term growth and more meaningful interactions.

CONTENT
1. Our Values
2. Recruitment is not completely broken, but it sure sucks foreveryone
3. Why use Web 3 for Talent
4. Introducing Bondex - The Human Bond Exchange (IoJ)
5. The BDXN Token Economy
6. The Future of Bondex

1.0 Our Values
Bondex is based on these core tenets:● Individual Sovereignty○ Ownership of your personal and professional data
● Democratize Recruitment○ A level playing ﬁeld to access opportunities and talent● Value Sharing○ The value generated is distributed amongst all the stakeholders
involved in the success of the network● Meritocracy○ Employers, users, recruiters, and the internal team must all add value
to earn value from Bondex● Reputation○ At Bondex, your reputation and skills are your currency● Ethical Networking○ Less noise, less spam, and more meaningful interactions

POWER TO THE USER

2.0 Recruitment is not completely broken, but it
sure sucks for everyone
2.1 The Disruption of Work
Our current approach towards work, rooted in a factory industrial model from the
1920s, is obsolete and needs to be updated. Technology advancements ushered
a new era replacing the archaic high-touch search processes with streamlined,
eﬃcient online talent platform matchings, i.e., LinkedIn, Monster, Upwork, Indeed,
and more. However, these platforms act as centralized intermediaries, taking an
opaque cut for matchmaking while oﬀering no upside to active network users forcontributions in making those networks and companies amazingly successful. The
current platforms predominantly facilitate hierarchical matchmakings, where users
assume distinct roles such as talent, recruiter, or hiring manager. Thereby limiting
users' potential to derive substantial ﬁnancial beneﬁts beyond what is alreadyavailable within their respective roles.
In recent years, there has been a notable acceleration of the future of the work
model, as workers place a greater emphasis on ﬂexibility and achieving a work-lifebalance. This signiﬁcant trend has prompted many individuals to leave their roles
for better-suited jobs or opt out of the labor market, increasing employee turnover.
Despite the 2023 ﬁnancial markets turmoil, ongoing layoﬀs in corporate America,
and fears of the looming recession, employee turnover remains high. The recent
rise of AI and tools like ChatGPT have many recent studies predicting that AI canaugment human capabilities and empower people to do much more. However,technological innovations require businesses and workers to learn and adapt,which can often be challenging. These ongoing trends call for investment inworkforce development while fostering AI-related employment opportunities'
growth. Reskilling the labor force through programs that facilitate smooth worker
transitions.

Ensuring the education of the future workforce - emphasizing the importance ofearly and continuous preparation for students and workers to upgrade theirknowledge, skills, and abilities.
The market dynamics have created a disconnect in labor supply and demand,causing sizable and ongoing unfulﬁlled job placements. Companies are
increasingly trying to bridge these skill gaps by pivoting to nimble on-demand
workforce models, and online platforms are becoming an essential tool for getting
people back to work eﬃciently and at scale. However, many incumbent talent
platforms are centralized, extract onerous value, work with static resumes, andoﬀer little upside to their platform participants beyond matching for speciﬁc
projects. A transformative restructuring of labor markets and talent fulﬁllment is on
the horizon, and Bondex is poised to play a crucial role.
Bondex is redeﬁning the economic model of a professional network - part-owned
by its users' community that participates in the network's growth and successthrough tokenization. With its distributed network ecosystem, Bondex aims toreshape labor markets by incentivizing all users through tokenized rewards for
adopting and vesting in the network while adding value to the platform. Users canplay one or more roles: talent, introducer, recruiter, or employer, creating apeer-to-peer talent marketplace, crowdsourcing referrals, and enabling economic
value participation for all users. Aligning incentives of all the participants in theexchange of talent, Bondex is promoting meritocracy, a win-win for all.

2.2 The current options in the search for talent:
1.

Recruitment Agencies

The typical channel for senior-level or highly specialized searches, this approachoutsources candidate search and initial screening to providers such as Adecco,
Randstad, and Korn Ferry. This hands-on approach commands high fees, up to
20-30% of a placed candidate’s ﬁrst-year salary, plus tax.
2. Job Boards
Career portals like Monster, Indeed, SimplyHired, and LinkedIn provide online
platforms for employers to advertise job opportunities, while applicants caneﬃciently search for and submit applications. However, these platforms often
generate a large inﬂux of applications of varying quality, causing employers toinvest signiﬁcant time in sifting through candidates. Moreover, talent platforms
frequently encounter the challenge of low responsiveness and engagement fromapplicants, primarily due to the absence of incentives beyond job-seeking or
posting. In contrast, Bondex takes a diﬀerent approach by oﬀering multiple
opportunities for users to beneﬁt from its gamiﬁed platform. This unique approachis set to cultivate a highly engaged user base.
3. Digital Talent Marketplaces
The increasing shift towards on-demand workforce models, which are morecost-eﬀective than hiring full-time employees, has led companies to rely on digitaltalent marketplaces and freelancers to fulﬁll skill gaps. These digital marketplaces
oﬀer advantages such as access to global talent, transparency, eﬃciency, andstreamlined process management. However, established platforms like Fiverr,
Upwork, Toptal, and others tend to commoditize users by charging highcommissions ranging from 20% to 50% of their earnings. Acting as fee brokers
provisioning services, they often lack the requisite resources to support talentthroughout their professional lifecycle. Additionally, these platforms often fail toinvolve users meaningfully in their growth and community, and their user data
access and fee policies can be restrictive and burdensome.
The aforementioned platforms focus on speciﬁc aspects of sourcing andmanaging talent and the professional life cycle for individuals. Work, however, isholistic. A new model is beckoned for seamless end-to-end solutions based onshared ownership and long-term value creation rather than the current value chainthat is only as strong as its weakest link and focus.

2.3 The Problem
Existing talent networks and their structures rely on the antiquated extractive work
model, excluding talent or users from the economic gains while monopolizing theirprofessional data. This lack of incentivization leads to low engagement and staledata, which creates ineﬃcient hiring cycles damaging both the employers andtalent.
Legacy professional networks and hiring practices fall short in the following ways:
Expensive
Talent acquisition is an expensive and time-intensive pain point for everyorganization, in any industry and of any size
● Average staﬃng ﬁrm fees range from 10-30%● Existing platforms take 3-4 weeks to provide candidates● Studies show avg. 48 hours spent screening candidates per hire

Ineﬃcient
Users / Talent often lack compelling reasons to actively engage with platforms
beyond their job search/posting, resulting in disengaged user bases, low
response rates, and stale data.

●75 - 88% of resumes received are unsuitable or stale●

The average engagement rate per post on LinkedIn in 2021 is 0.355●

The lack of engagement and responsiveness contributes to a rise in spam,
resulting in talent seekers and valuable proposals getting lost in the
overwhelming volume and noise.

●

Gen Z and Alpha have entirely diﬀerent sets of values and aspirations.

Unfair Proﬁt Monopolies● Middlemen and aggregators retain most of the economic beneﬁts andmonopolize user data.
● Talent is submitted to opaque processes and biases.
● Even with free platforms, the user data is the product without thempartaking in its monetization.
● Traditional platforms monetize user connections and networks throughsocial graphs without sharing that information with them.

2.4 The Challenge is even bigger when hiring in Web 3
Web 3, the next generation of the Internet, encompasses a diverse range of
emerging technologies and ﬁelds such as Blockchain, Crypto, Metaverse, VR andAR, Deﬁ, CeFi, SocialFi, Infrastructure, AI, Machine learning, Internet of Things,
Gaming, Cybersecurity, and more. These nascent and rapidly evolving areas makeit particularly diﬃcult to ﬁnd Web3 talent, creating an ideal opportunity for Bondex
to establish a strong presence in the market. We view this environment as theperfect beachhead market for Bondex to modernize recruiting before expanding
into other industries. As Bondex grows, it plans to expand into other sectors overtime.

WEB 3 Challenges:● The availability of experienced talent is limited, creating a low supply in themarket.
● Competition for senior talent is intense due to high demand and supply
trends.
● The talent pool in Web 3 is driven by a strong sense of mission, making
traditional incentives insuﬃcient to attract and retain talent.
● Traditional recruitment channels are inadequate, as talent pools are often
fragmented across platforms such as Discord or Twitter that are notspeciﬁcally designed for recruitment purposes.
● There is a scarcity of quality education providers, making it challenging forindividuals to know where to begin learning, thereby hindering the growthof the talent pool.
● There is a lack of service providers catering to the unique challenges facedby Web 3 companies.

3.0 Why use Web 3 for Talent?
The Bondex Talent Network represents a perfect use case of Web3 technology,
harnessing the power of blockchain to revolutionize hiring and networking by
incentivizing users and promoting democratization. Bondex aims to facilitateeﬃcient job-talent matching, unveil a multitude of new economic opportunities,
enhance career advancement, and foster a superior networking experience for allparticipants within the talent ecosystem. We have embraced Web3 Talent as our
mission due to three key reasons:1. Incentive Alignment
One of the key advantages of the Bondex Talent Network is its ability to
incentivize users to actively engage in value-adding activities, leading to thegrowth of both the network's size and economic value.
The alignment of incentives results in a highly engaged user base, fresher data,
and a streamlined talent acquisition process for employers. This virtuous cycle ofuser participation and incentivization creates a thriving ecosystem where allparticipants beneﬁt from enhanced opportunities and improved outcomes.
2. Ownership & Governance
At Bondex, users retain control over their data and professional history, in stark
contrast to traditional platforms that view data as a commodity. Additionally, theBondex community plays an active role in shaping the network's growth anddevelopment by actively contributing to decision-making processes.
3. Disintermediation & Value Sharing
On the Bondex platform, employers of any size beneﬁt from increasedtransparency, accelerated hiring processes, and reduced fees.
Users and recruiters, on the other hand, can monetize their network by
democratizing recruiter fees. Network participants can assume multiple roles
within the Bondex network, contributing to the expansion of supply and demandand earning fees for doing so. Help build the new iteration of the internet, help
people and projects ﬂourish so we can make Web 3 a reality, the internet for thepeople by the people.
Blockchain networks revolutionize operations through decentralized protocols
and smart contracts, introducing innovative shared ownership models. Network
validation and record-keeping activities are decentralized and automated byoutsourcing

these

tasks

to

networkusers,

therebyeliminating

many

responsibilities of a central controlling entity. Users can become stakeholders inthe growth and success of the business through tokenized revenue-sharing
mechanisms. Tokens can be paid for network participation, referrals, content
creation, work, etc., a feature unique to blockchain-based businesses. The token
valuation will follow the underlying business performance, creating a compellingincentive to adopt and invest in the network. Token ownership by members,
freelancers, and employers also empowers them to participate in network
governance.

3.1 The Power of Tokenization
A tokenized professional network is the optimal solution for various reasons, with
its use of tokens as paramount. These tokens enable the implementation ofeﬀective mechanisms that incentivize, reward, share, and distribute ﬁnancial value
among all users within the network. Additionally, it can grant governance power tostakeholders who align with its products' vision and overarching mission.
Traditional publicly traded corporations achieve ﬁnancial value sharing throughstock appreciations and dividend distributions. Stock/equity holders canparticipate in stock price appreciation and collect any disbursed cash dividends.
However, to become an equity holder, one must purchase the stock in the publicmarket, be an early private investor, or be an employee with Equity Stock Options(ESOP) grants. In these Web2 and traditional businesses, all users, suppliers,
consultants, and more could be stakeholders but not equity holders; hence cannot
gain any rewards or ﬁnancial upside for contributions to making the businesssuccessful. In these traditional corporate structures, stakeholders receive
compensation for their services, but there are no mechanisms to distribute thegrowing economic value among all users. Conversely, a blockchain-based
business can utilize tokenomics to reward all users, ensuring that theircontributions are recognized and that they share in the expanding economic
value.
Bondex, a tokenized and gamiﬁed talent network, is utilizing tokenomics to reward
and incentivize millions of users. Holders of the Bondex token, $BDXN, gaingovernance power (via epochal airdrops) and can accrue more governance power
or ﬁnancial value by locking $BDXNs to provide liquidity and participate inhigh-value features. Bondex aims to reward users who add value to the network,
delivering on its vision of a user-owned network while creating incentives and acompelling narrative for potential users to join.
Furthermore, as the Bondex ecosystem and social graph grow, so does the valueof governance over it, accruing more value to the token and will lead to $BDXN
token appreciation.
In summary, using $BDXN, a crucial element of the ecosystem, creates a morepotent product ﬂywheel with a competitive diﬀerentiator.

3.2 The Opportunity of Disrupting TalentOver 3.4m recruiters worldwide, both at the agencies and internal HR, generate
600bn revenue annually using antiquated platforms such as job boards andstaﬃng agencies. Although recruiters garner signiﬁcant amounts of dollars, theycapture only 15% of successful hiring. The remaining 85% of hiring occurs throughdirect networking and referrals.
For building teams, referrals are proven to be the superior method. This is evident
as approximately 70% of skilled employed individuals are not actively searchingfor job opportunities, yet up to 90% remain open to new possibilities. As a result,personal networks account for approximately 60% of job fulﬁllment worldwide.
Statistically, the best ROI source of talent is through referrals. Referrals are 4x
more likely to pass through the interview and stay 8x longer than otherrecruitment sources, resulting in 25% more proﬁts for the business. All the bestcompanies in the world run great referral-based programs internally, including
Google, Amazon, Goldman Sachs, and more. But because they are kept internal,building teams through direct networking can only be done at scale if you arealready an established institution.

We believe that a native Web3 solution is a way forward to unlock the power of
recruitment through community referrals and solve the problems in the current
ecosystem, potentially disrupting the trillion-dollar recruitment and HR market.
Bondex aims to build the next-generation ecosystem that facilitates the exchangeof skills for remuneration in the digitized economy. After consolidating the job
market for the Web 3 industries, we will expand our innovative model into thegeneral technology talent market and, eventually, all industries. Further
streamlining the talent markets and helping to make the global labor market more
eﬃcient. In addition, Bondex Phase 2 includes expanding into additional verticals,i.e., freelancers.
Operating at the nexus of several large and fragmented markets presents a large
total of the addressable market:
2022
Staﬃng: $650 billion USD
Freelancing: $5.1 billion USD
Digital payments: $58.5 billion USD
HR Mgmt Collaboration: $19.38 billion USD
The substantial TAM (Total Available Market) opportunity for Bondex is evident
from these statistics. The issues we address directly impact the economic
well-being of millions of individuals and numerous global corporations. As ourplatform and algorithms are validated, we anticipate expanding our SOM(Serviceable Obtainable Market) in the Web3 hiring market and our SAM(Serviceable Available Market) across all verticals in the Web3 hiring market. We
will be uniquely positioned to deliver the organization and innovation this rapidly
shifting landscape requires.

4.0 Meet Bondex - The Human Bond Exchange
We envision a community-driven marketplace starting with Web3 job opportunities
where users can simultaneously choose to be an employer, educator, recruiter, or
all of the above — and get rewarded for their eﬀorts. Building an interface for the
future of work. We are cultivating a vibrant, engaged user community incollaboration with the most inﬂuential jobs-creating entities in Web3.
Bondex is a Web3 Professional network for the future of work, focused on
empowering users through innovative incentive models that will streamline therecruitment process. The network is built on a global talent pool powered by its
tokenization composed of Bond Points and BDXN tokens, implementing
gamiﬁcation and blockchain incentives to disrupt both the demand and supply inthe marketplace for talent.
Bondex is the ﬁrst disintermediated talent marketplace and professional network,
leveraging blockchain within a uniﬁed end-to-end experience across key elementsof sourcing and managing talent, seeking opportunities, and in the future,enabling upskilling within a unique tokenized revenue-sharing model. Additionally,
Bondex is implementing referral bounties as incentives to earn tokens/ﬁat, aunique industry-ﬁrst mechanism. This transforms every network participant into a
recruiter or sales agent, fostering powerful network eﬀects within the Bondex
Ecosystem while beneﬁting the users. By unbundling the economic aspects of thehiring process and making referral incentives/bounties accessible to all users,
Bondex aims to tap into 85% of the hiring market currently dominated by direct
networking and referrals.
Since our launch in August 2021, Bondex has rapidly emerged as the world's
largest and fastest-growing Web3.0 professional network in terms of the userbase. Our innovative model implements blockchain technology to create a newuser ownership model, enhancing engagement and elevating user experience on
both the demand and supply side of the talent marketplace. Users will be real
stakeholders in the growth and success of the talent ecosystem throughtokenized incentive mechanisms.

The Bondex Ecosystem is the ﬁrst economically aligned talent marketplace.
Connections, messages, referrals, credentialing, and more all have economic
incentives attached to regulate and incentivize high-quality interactions.
Traditional talent marketplaces have no hurdles for actions, thereby high volumes,i.e., an unqualiﬁed candidate applying to many jobs. Unfortunately, this leads tospam and low-quality interactions between market participants.
Bondex implements the concept of bonding (Depositing tokens to initiateinteractions between diﬀerent entities within its economy), leading to much moreproductive engagements. In the bonding system, users must deposit points toundertake actions, which they are liable to lose if the action is performed poorly or
unsuccessfully. If successful, bonded points are returned to the user, along withadditional points and rewards at the successful conclusion of the task. This design
reduces noise by cutting spam and helps more thoughtful and value-adding
actions.
The marketplace is owned and controlled by economically-aligned participants,
who may participate in governance and capture a portion of the ﬁnancial value
they help create. This is in stark contrast to web2 models, where value is often
extracted at the expense of participants. Bondex's novel economy design
introduces a positive ﬂywheel, where value is created and captured sustainably.

4.1 The Core Product and Beyond
The Bondex Products and Services are based on four pillars:
1. Gamiﬁcation● Increase engagement in building a professional identity, advancing acareer, and networking.
● Track the value users are providing to the network.
2. Tokenization● In our value distribution mechanism, users are rewarded forcontributing to the network's success by partaking in the value
accrued.
3. Referrals● Users can refer their connections to job opportunities to earnsigniﬁcant ﬁat bounties.
● Companies get better candidates and fulﬁll hiring at a fraction of thecost while achieving faster recruitment processes.
● Users can also refer companies to the network to enjoy revenue
sharing from their expenditures on the platform.
4. Education● Education is a crucial pillar to enable professionals to upskill and train
in emerging technologies and in-demand skills.

Roadmap 1.0
As part of our Roadmap 1.0, Bondex is set to introduce crucial features into theecosystem. Our primary focus is facilitating the matching and exchange of talentthrough our Mobile App and Desktop Job Portal. We have crafted this plan
meticulously to foster growth and active participation, ensuring we provide thebest platform for users on both the supply and demand sides of the market. We
have successfully developed all the elements for an impressive core productlaunch, boasting a global community, a substantial user base, and 20 Beta Clients
ready to engage in job matching and talent exchange. Once we achieve improved
hiring cycles and empower our users, we will embark on Roadmap 2.0.

4.2 Mobile App
Beta
Our genesis was led by the Bondex Origin App, a Beta Mobile Application
designed for user acquisition by utilizing Bond Point rewards and gamiﬁcation toattain exponential consumer/user growth through network eﬀects and virality. The
app will continually upgrade and evolve into the Bondex App with its large existinguser base, which will have its web equivalent and eventually oﬀer 100% parity withall services oﬀered under the Bondex brand.
How does the Beta app work? Gamiﬁcation at Work is designed for people tobuild their reputations, create a large community, and reward engagement
1. Download the app from Google or Apple
2. Build your proﬁle and get a base Bondex Rating
3. Include education and work experience to boost your rating
4. Upload your resume to boost your rating
5. Invite more users to boost your rating
6. Come in daily to start your earning Cycle
7. The rating determines the rate at which you earn Bond Points

Following a successful institutional seed round in the summer of 2022, weestablished an internal tech team dedicated to enhancing the app design from
Beta to Version 2. By gathering valuable user feedback, we signiﬁcantly improved
the user interface and overall experience. Additionally, we have implemented a
new token design centered around the in-app premium currency model and Jobs
matchings and applications into the platform. Our next step involves launching alimited number of jobs in collaboration with a handpicked group of top Web 3
companies, who will serve as our Beta clients. This exclusive cohort will closelycollaborate with us, enabling us to iterate on the technology and demonstrate thesuperiority of our hiring cycles. Ultimately, our goal is to accelerate the commercial
release of the platform.

The next step in our evolution is V3, from Beta to MVPThis version will include key networking features such as user discovery and in
app-messaging, delivering on our vision of a professional networking app. The key
upgrade of this release will be enabling bounty referrals for users connected to
the Web-based Job Portal.

4.3 Web 3 Job Portal + Crowdsourcing Hiring
Desktop Job Portal
This will be our biggest product launch since the company's start, the MVP, which
will commercialize the platform. Employers and recruiters will use the portal for
Job listings, creating company and recruiters proﬁles, and enabling building
candidate funnels and hiring processes.
The Bondex job portal and talent marketplace will leverage Web3 technologies,
Machine Learning (ML), and an internal talent team for reviewing candidate skills
and suitability against the requirements of the role, shortlisting candidates fortesting and interviews, enabling vetting and veriﬁcation much faster and at
signiﬁcantly lower costs.

Referral Bounties
Bondex will introduce referral bounties as incentives, allowing participants to earnﬁat, stablecoins, or tokens. This strategic approach ingeniously transforms each
network participant into a recruiter or sales agent, thereby accelerating andcreating virtuous network eﬀects within the Bondex Ecosystem. Not only does thisbeneﬁt the users, but it also turbocharges the growth and success of the platform.
The Bondex referral program operates similarly to the ones at renowned
companies like Google or Amazon but with a critical diﬀerence. While traditionalreferral programs are limited to incentives for employees within the company,
Bondex expands these incentives to millions of network participants, transforming
them into recruiters. Hiring companies will post referral bounties, specifying theamount they will pay users who successfully refer the ultimately hired candidates.
Users can take on the recruiter role, make a successful referral, and receive thebounty as a reward. This program not only brings qualiﬁed users to the network
and adds skilled participants to the talent pool but also supercharges the networkeﬀects of Bondex. It provides an eﬀective way to compensate and beneﬁt all
network participants. Companies beneﬁt by acquiring high-quality candidates andachieving hiring results comparable to recruitment agencies, all at a signiﬁcantly
lower cost. By crowdsourcing the recruitment funnel, Bondex revolutionizes theprocess at a fraction of the expense associated with traditional agencies.

Roadmap 1.0 will end when we have achieved parity between Job Portal andMobile App, creating a full professional network based on peer-to-peer referrals
and a tokenized economy

5.0 The BONDEX Token Economy
Our dual token design aims to bridge the gap between Web 2 and Web3technologies,

facilitatingwidespread

adoptionandfosteringa genuine

meritocracy in the exchange of talent. In essence, the Bondex talent platform is a
Web 2.5 platform, combining the best features of both worlds.
We have incorporated two types of tokens into the Bondex marketplace: anoﬀ-chain token for the bonding mechanism and an on-chain token for value
capture and governance.
$BDXN is the on-chain token, which exists to:1.

Capture value

2.

Allow users to participate in the upside and governance

BP (Bond Points) We have also introduced Bond Points (BP) as part of thebonding mechanisms within the marketplace. You can earn these by completingthe proﬁle, applying for jobs, referring candidates to open positions, andintroducing companies. You can use them to unlock exclusive features, boost
visibility when applying for jobs, make referrals, introduce companies, build a
reputation, and get BDXN token airdrops.

Users must deposit Bond Points to undertake actions within the Bondex
ecosystem, which are returned after initial acceptance by the platform. If theaction is successful, you get additional points. However, if the action is rejected or
performs poorly, you could lose deposited points. Users are assigned a rating
tracked by the company's gamiﬁcation system based on their value-creating
activities on the platform. The higher your rating, the more rewards and paybacks
you can enjoy.

5.1 Stakeholders & Roles
Stakeholders
The entities that are involved in or have exposure to the Bondex ecosystem
Companies
Institutions or organizations that pay onboarding fees to The Bondex to join the
Network and beneﬁt from the corporate package made available to them.
Reasons for doing so include but are not limited to recruitment, social media
presence, brand strategy, digitization eﬀorts, and more.
Talent/Users
Individuals who utilize the Bondex Platform through web or mobile applications
are driven by their own motivation to demonstrate varying degrees ofengagement.
Recruiters
Professionals or semi-professional recruiters that use the Bondex platform in orderto source, vet, match and recruit suitable candidates for open positions
Investors
Professional entities that have purchased $BDXN tokens in private funding rounds
and are subject to vesting schedules

$BDXN token holders
Any entity that holds vested or unvested $BDXN in a custodial or non-custodialmanner$BDXN Lockers$BDXN token holders who lock their tokens in order to beneﬁt from greater
rewards via airdrops and access/participate in governance. They may be users or
passive speculators
Roles
Stakeholders within the ecosystem have the ﬂexibility to assume various functions
and positions. They can fulﬁll multiple roles simultaneously, as these roles are notmutually exclusive to one another.
● Job applicant● Hirer/Employer● Bounty sponsor● Referee● Connector● $BDXN locker● Governance participant (must be a locker)

5.2 The Bondex Points
Bond points may be earned organically or purchased in-app and must be used toperform various actions due to the bonding mechanism; this entails putting up
tokens as collateral to perform an action, which are promptly returned uponsuccessful completion. In the case of poor performance or negative action,
bonded points are lost.
The below table shows the actions that require bonding, as well as how ‘success’and ‘failure’ are deﬁned.

ActionSuccess

FailureJob application

Basic background initial
screening stage is passed

Basic backgroundinitial screening is
not passed

Connection request

Request accepted

Request denied byrecipient, or isunanswered for 14 days

Cold outreach message

Message accepted

Message denied by therecipient or isunanswered for 14 days

Warm outreach message(message with arecommendation from mutual
connection, requires lower
bond than cold message)

Message accepted

Message denied by therecipient or isunanswered for 14 days

Candidate referral

Candidate passes thescreening stage

Candidate does notpass screening stageUndertaking tests to gaincredentials (provided via third
party assessment provider, e.g.
Hackerrank)

Test is passed

Test is failed twice, or 14
days elapsed since timeof bond without passing
test

Signal interest to be selected
as a juror in dispute
resolution court

Answer summons andconﬁrm participation
within 7 days of receiving
summons

Failure to respond tosummons and accept
case within 7 days of
notiﬁcation

Voting in dispute resolution

Vote in the majority(majority also receives
slashed bond of minority)

Vote in the minority(upon which bond isslashed and distributed
among majority)

case

Users can engage in various activities within the ecosystem, such as updating
their proﬁle, verifying credentials, inviting others to join the network, participatingin events, and creating communities. These actions enable users to accumulate
Bondex Points without requiring any upfront bonding. Users can enhance theirreputation and increase their Bondex Points by undertaking these activities,
further contributing value to the ecosystem. Importantly, these actions do not havesigniﬁcant consequences for other users if they perform poorly, thus eliminating
the need for economic incentives tied to quality.
Additionally, users can earn badges by successfully completing actions or
achieving speciﬁc milestones. These badges play a role in determining airdrop
weightings for users.
Note: Please note that the behavior and incentives associated with Bond Points
may be subject to change due to new or revised regulations from the Apple Store.
Bondex will adapt and modify the system accordingly to ensure compliance withany regulatory requirements.

5.3 The $BDXN Token
Token Utility$BDXN has three main utilities:
1. Value redistribution mechanism (via airdrops to users and Bond Point
exchanges) and Gamiﬁed Locking, which grants:
2. Access to governance
3. User beneﬁts
Revenue Streams & Value Sharing Mechanism
Revenues can be used to repurchase $BDXN tokens from the open market anddistribute them to users regularly. Initially, this distribution can occur quarterly,
gradually transitioning to monthly distributions. These revenues are generated
from various sources, including:● In-app purchases● Company subscription fees
● One-oﬀ content posting/promotion revenues● Traﬃc ﬂow & Advertising (Users choose how and if their data is monetized)● Bounty commissions● Tiered user subscriptions● Other future monetization streams generated from the ecosystem
The amount of tokens a user receives is based on:●User Rating - The user rating is determined by considering several factors
outlined above●

Quality and frequency of user interactions within the network●

Amount of tokens locked (must be locked for the entire preceding epoch toqualify as an airdrop criterion)

Minimum requirements for airdrop qualiﬁcation:● Completely ﬁlled out the proﬁle● Uploaded resume● Three contacts invited and registered● Three months on the platform

These requirements and factors will continually evolve alongside the platform,
fostering the development of a robust talent platform and meritocracy. In the
future, additional requirements may include skill and credential validations toenhance the platform's capabilities further.
Note: It is important to highlight that locked $BDXN tokens are not mandatory forreceiving airdrops. Instead, they provide a boost, ensuring that even users who
have not locked their tokens can still beneﬁt from epochal airdrops.

● This makes the value distribution accessible to those without the ability to
onboard to Web3; whether it be infrastructural or monetary.
●

Any user who creates value for the network can earn $BDXN.

The above criteria are used to derive a ‘user score,’ and locked tokens add a small
boost. The User Score of each user is divided by the total sum of user scores inorder to determine what percentage of the epochal airdrop they are entitled to.

5.4 Value Accrual
The value generated in the ecosystem accrues directly to the token ($BDXN).
Revenue is generated oﬀ-chain from various sources, which can be utilized topurchase $BDXN tokens in the open market. The emergence of market demand
for the tokens lays a solid groundwork for their strength and value. The
purchased tokens are subsequently distributed to users and auto-locked. Thisapproach not only incentivizes new users to join the platform as they can partakein its growth potential but also increases the overall value within the network andtalent marketplace through a larger user base.
These mechanisms establish a direct correlation between the product's successand the token's success. As the platform is utilized more frequently, it generates
increased revenue, leading to a greater value accumulation in the token. This, inturn, incentivizes more users to join the platform, creating a positive feedback
loop within the Bondex ecosystem.

5.5 Token Distribution

Certain jurisdictional limitations apply, as outlined by Bondex’s terms andconditions

6.0 The Future of Bondex - Roadmap 1.0