Eva · Valuebased.work
Your employer has HR. You have Eva.
Eva collaboratively builds an independent, verified record of your contribution — with your colleagues, for you — not for your employer, not for HR, not for LinkedIn's algorithm. Owned by you. Impossible to ignore.
Early adopters receive lifetime access to premium features — on us. No spam. No sharing.
Thank you for sharing your experience. It matters — and it's exactly why we're building Eva.
Any evidence that would establish your value is held by them, or curated for them — performance reviews written for HR, LinkedIn profiles optimised for the next employer, references drafted to serve someone else's due diligence. None of it tells your story. Your whole story. None of it was designed to.
And when employers can't verify individual value, they don't try. They manage to the average. Outstanding work gets priced like average work — not out of malice, but because no system exists to see the difference.
When individual value can't be verified, it gets averaged. Organisations calibrate to the distribution — which means your outlier work is invisible where it matters most: the conversation about what you're worth.
Proximity to decision-makers, not quality of work, predicts recognition. The best performer in a room you're not in gets passed over. Every time.
Performance reviews, references, LinkedIn — the evidence of your value exists. None of it belongs to you. All of it was written for an audience that isn't you, to answer questions that aren't yours.
LinkedIn, performance reviews, and salary benchmarking platforms were not designed to give workers structural bargaining power. They were built around employer interests, investor interests, or platform engagement. They are useful. They are insufficient.
Built for your professional network — which means it's built for your labour market value, as employers and recruiters define it. Your profile is optimised for employer readability. The algorithm rewards visibility, not verified contribution. You are the product.
Your manager's memory, filtered through HR's framework, calibrated against a forced distribution curve. The evidence is your employer's. The scoring is your employer's. The record lives in your employer's HRIS — and disappears when you leave.
Glassdoor, LinkedIn Salary, PayScale. These answer the pricing question. They leave the evidence question entirely untouched. Knowing you're underpaid and being able to demonstrate why are different kinds of power.
Performance management systems capture what's measurable in the employer's framework. The rest — the work that holds teams together, prevents crises, transfers knowledge, builds the relationships on which the visible work depends — goes unrecorded. Not because it has no value. Because no system was designed to capture it. Eva — and the colleagues who were there — captures what's otherwise lost.
The meetings that didn't happen because you prevented the conflict. The decisions that got made because you read the room. The projects that didn't stall because you bridged two teams that weren't talking.
What you knew that nobody wrote down. The onboarding you did that wasn't in your job description. The institutional memory you carried that walked out the door with you when you left.
The client who stayed because of you specifically. The colleague who got the job because you advocated for them. The trust you built that didn't appear on any spreadsheet but underpinned the quarter's results.
The supplier you pushed to change their practices. The wellbeing initiative you ran alongside everything else. The mentoring that shaped someone's career trajectory but counted toward no KPI.
Eva assembles the contribution record you and your colleagues are already generating — across economic, social, and environmental dimensions — and publishes it through a channel your employer cannot revoke.
Three modes of input — yours, your team's, or both. Import your history in bulk, let Eva listen via Slack, Teams, and other work integrations, or log contributions as they happen. A colleague can log a contribution on your behalf — recognition fires immediately, and the evidence is built for the long term.
Colleagues, peers, and clients attest to your contributions — not a tick-box endorsement, but a professional statement they put their name to. The record your team builds for each other is stronger than anything you could construct alone. Reciprocal accountability is built in.
Eva frames your verified contributions in triple bottom line terms: economic value created, social impact delivered, environmental stewardship exercised. The language that resonates with employers, regulators, and investors alike.
Your verified contribution record, published through LinkedIn as a portable, employer-agnostic professional record. Your employer granted you the role. They do not own what you did in it.
Eva is more than a personal tool. It is the foundation of a unionised data cooperative — collectively held, independently verified worker contribution records that create structural bargaining power without requiring formal union membership. The architecture is reformist. The destination is structural.
Your record. Your evidence. Your power in pay, promotion, and mobility conversations. Eva starts here — a personal tool that gives you back the narrative of your own contribution, independent of your employer.
When workers pool verified contribution data, patterns emerge that no individual record reveals: who gets recognised, who doesn't, and why. That's a different kind of leverage — information campaigning, policy advocacy, and the regulatory pressure that follows from documented evidence at scale.
The data stays yours, governed collectively by the workers who create it. Access by employers, recruiters, and researchers is decided by cooperative vote. Membership fees — not employer subscriptions — are the primary revenue model.
Every member's contribution record, built and owned by them — verified, TBL-framed, LinkedIn-published, and portable across employment relationships.
Aggregated, anonymised contribution data that makes invisible labour visible at scale — to regulators, ESG frameworks, and policy makers who currently have no verified evidence to act on.
Collective leverage through verified evidence, not disruption. When an employer's recognition record is poor, the cooperative can document and demonstrate it — publicly, verifiably, at scale.
Employers, recruiters, and academic researchers can access aggregated contribution data on terms decided by the workers whose data it is, governed by cooperative vote.
Eva · Valuebased.work