Maria T., case manager — "I know every participant’s story. I just never had time to tell it."
Who this is for
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Your programs, your credentials, your hires — in one system that shapes itself around how you run them.
Compliance without spreadsheets. Credentials verified in one click. Fast matches to real jobs.
Choose your role
Credential verified
sha-256 · 9f2a…c41d
0
compliance performance indicators, automated
6–15 mo
before wage records confirm outcomes
0+
local workforce boards — the buyers
~0
American Job Centers nationwide
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Built with the program managers, instructors and participants already on the waitlist.
Credential verified
sha-256 · 9f2a…c41d
ETA-9169
Ready to file
Employer match
87/100
0
compliance performance indicators, automated
6–15 mo
before wage records confirm outcomes
0+
local workforce boards — the buyers
~0
American Job Centers nationwide
The problem
Proving the work has become the work. Every year of funding is audited, every participant is a file, and a failed audit puts next year's funding at risk.
Compliance is reconciled by hand
PIRL asks for hundreds of numbered fields per participant, each with code sets and validation rules. Today that means a human review of paper evidence against system entries — month after month.
Audits find what's missing
In a 2026 DOL Inspector General audit, two thirds of the case files sampled — 130 of 195 — lacked the required eligibility documentation.
Credentials go nowhere
Certificates sit siloed in the systems that issued them. Nothing connects a completed credential to a verified hire — so you cannot prove the outcome while it still matters.
The problem
You did the work — proving it shouldn't be the hard part. Your credentials shouldn't stay behind when the program ends.
0
employers can verify your paper certificate without a phone call
Credentials are trapped
Certificates live in whichever system issued them. When the program ends, so does your access to the proof.
?
is what your application looks like next to a verified one
The job search is a black box
Employers have no way to tell your verified skills from anyone's résumé claims. Good candidates get skipped for it.
×0
of your history carries into the next program
Progress doesn't travel
Finish one program and start another, and none of your history comes with you.
The problem
Every unverified hire is a bet. Behind every résumé is a person you can't quite see — verification shouldn't be the reason you guess.
1 call
per certificate to verify it with the issuer — so mostly, nobody does
Résumés are claims, not proof
There's no standard way to check a workforce credential. You call the school, wait for a PDF, or take it on faith.
100s
of unverifiable applications per volume-hiring funnel
Screening burns the timeline
MSP and volume hiring mean stacks of applications screened by hand, with no signal of which credentials are real.
90 days
before a mis-hire shows up in retention
The cost lands late
Without retention tracking, a bad match surfaces long after onboarding is already paid for.
The market
About 3,000 workforce programs still run a $3B compliance obligation by hand. The infrastructure to produce the proof doesn't exist yet.
~90%
of programs run compliance reporting in Excel
The market runs on spreadsheets
Roughly 3,000 workforce programs track hundreds of compliance fields per participant by hand. Nobody has built the layer that does it for them.
3–4 mo
of staff time to prepare a single audit
Compliance is the cost center
Audit prep eats a quarter of the year, and a failed audit can claw funding back. Programs already pay for this problem; today they pay in staff time.
$3B / yr
in workforce compliance funding across ~3,000 programs
Mandated, recurring spend
Compliance isn't optional, and the budget renews every program year. The buying decision sits with the organization running the program, and that is who we sell to.
The thesis
Compliance is the way in — the mandatory work every program already has to do, and the wedge into credentials, matching and outcomes.
Wedge
Nobody has to be convinced
Federal reporting is mandated and audited. The pain is already priced into every program's year; we only have to show it can end.
Moat
Verified credentials compound
Each credential issued and each verified hire makes the network more useful to the next employer. That kind of data is slow to copy.
Model
SaaS on a renewing budget
Per-organization subscriptions paid from program funds that renew every year. Under 20 CFR 683.215 the spend counts as a program cost rather than admin overhead.
Timing
De-risked before the raise
A signed K-12 district LOI, an engineering partnership, a healthcare hiring pipeline and a working demo, all before the first institutional dollar.
Raising a $1M seed
The brief covers the market map, the product demo, current traction and the roadmap to the MVP.
Product tour
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1Step 1 · Compliance
Enrollment that validates itself
Denise enrolls in a CNA program. Eligibility, barriers and attendance are checked against program rules the moment they're entered — you see the flags while there is still time to fix them, months before the audit.
2Step 2 · Credential
A credential anyone can verify
On completion, her certificate is hash-signed and lands in her portable wallet. Any employer verifies it at a public URL in one click — no login, no phone call.
3Step 3 · Matching
Matched to employers, with an explainable score
Weighted matching scores Denise 0–100 on credentials, location and availability. Employers see a shortlist of verified candidates instead of a stack of résumés.
4Step 4 · Outcomes
The outcome is proven, months early
Her hire feeds 30/60/90-day retention check-ins, and the quarterly compliance report assembles itself — evidence attached, ready to file.
It works the way you work
The required compliance rules ship with it. You set everything after that yourself.
Your rules
You pick the indicators your programs are held to and the checks that run before you file. When a rule changes you change them yourself.
Your weights
You decide what counts in a match: credential, location, availability. You set the weighting, and the shortlist re-ranks when you change it.
Your brand
Certificates, the participant portal and the public verification page carry your logo and your domain. Participants and employers see your name on the proof.
Industries
Built for the programs you run — some of the sectors already modelled in the platform.
Healthcare
CNA, home health aide, phlebotomy, medical billing. State-registry credentials with expiry dates, and clinical hours counted separately from classroom hours.
Manufacturing
CNC, mechatronics, industrial maintenance, OSHA 10. Multi-term programs where one participant holds three stacked credentials at three different completion states.
Trades
Welding, HVAC, electrical. Bay-based instruction, so attendance is taken per session rather than per day.
Transportation
CDL Class A and B, warehouse and supply chain. Licensure lives with the state, so the credential is verified and imported rather than issued in the platform.
Construction
Pre-apprenticeship, apprenticeship readiness, OSHA 10. Work experience hours count toward the 20% local-area spend requirement, which makes hour categorisation a reporting problem.
Not on the list?
The model is the same either way. Define the target credential, and the evidence, cohort construction and compliance mapping follow from it.
The AI does the parts nobody should do by hand
One engine reads your records, scores your matches and drafts the follow-up. Managers, participants and employers each see its work in their own portal.
It scores every match, and shows the arithmetic
Attaynly scores each candidate 0–100 against the requirements you set, then shows where the points came from. An employer gets a ranked shortlist, a participant sees the same score and what would raise it, and a manager can tell before the placement whether it will hold.
D. Alvarez · CNA
92/100
Credential100%
Location86%
Availability78%
Weights set by you · every score traces back to the record
Proof anyone can check in one scan
Your program issues it, the participant keeps it, and the employer checks it without a login or a call to the registrar. Every credential prints with a QR code and a public URL. Scan the code with your phone.
Tamper-evident · verifiable at a public URL
It reads your records like an auditor
It finds the missing attendance log, the compliance field that contradicts the one next to it, the barrier documented nowhere. You get the finding and the drafted fix while you can still file on time.
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Draft emails
Dismiss
It drafts the follow-up
It writes the reminder to the case manager, the 30/60/90-day check-in and the note to the employer. You approve before anything sends, and the message stays attached to the record.
DA
Just passed the state exam! What's next for placement?
Congratulations, Denise! 🎉 Your credential is already in your wallet — I've shortlisted you for two CNA roles nearby.
Plays well with your stack
Attaynly owns case management and compliance, and syncs contacts, pipelines and outcomes to the CRM you already use.
GoHighLevel
Salesforce
HubSpot
Credly
Badgr
REST API & webhooks
Why Attaynly
Your state system of record isn't going away. Attaynly sits above it — the layer between your evidence and the state's system.
Capability
State system
mandated, free
mandated, free
Generic case
managementconfigured per client
managementconfigured per client
Names ETA-9173 / 9169 as an output
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Flags issues while participants are still enrolled
—
if configured
Holds the evidence behind every number
—
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Models periods of participation, not just people
—
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Verifiable, portable credentials with public URLs
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Match scoring you can explain
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Configured by you, not by a consultant
—
vendor-configured
It doesn't touch your 10% admin cap
Under 20 CFR 683.215(c)(6), participant-tracking and performance-accountability systems are a program cost. We provide the cost-classification memo for your allocation plan.
Compliance & security
Built for people who get audited: isolated tenants, row-level security and an audit trail designed around regulatory requirements.
NY Ed Law §2-d & FERPA
Student data held to New York’s stricter standard, not just the federal baseline.
Tenant isolation
Row-level security keeps every organization's data its own.
Hash-signed credentials
SHA-256 signatures make every credential tamper-evident.
Full audit logging
Every change to participant data is recorded and attributable.
Role-based access
A permission matrix scoped to what each role actually needs.
Accessible by design
WCAG 2.1 AA / Section 508 mindset for public-sector users.
Your team, your participants, your employers
One record underneath, a different view on top. A manager, a participant and an employer each open the part of it they work in.
Manager
Run programs, pass audits
Enroll participants, document barriers, resolve flags, and assemble compliance reports from one compliance hub.
Participant
Own the journey
Track milestones, carry a credential wallet, and see job matches with a score and the skill gaps to close.
Employer
Hire verified talent
Post roles with credential requirements, browse match-scored candidates, and report retention in two clicks.
Where we are today
First institutional partner
A signed letter of intent from a Long Island K-12 school district — the platform's first institutional partner.
Engineering partnership
An equity-for-build engineering partnership accelerating the platform toward the MVP.
Healthcare pipeline
A healthcare curriculum partnership targeting Northwell Health's workforce pipeline on Long Island.
