DKAM is the trust layer for HR, learning, risk and executive teams. Verify employment as a trusted source, structure your knowledge into pillars, see real capability across teams and reduce continuity risk before it shows up in the boardroom. Built to complement the systems you already run.
Confirm role, dates and responsibilities as a trusted source. Contribute directly to your people's Blucks.
Structured domains with owners, experts, contributors and validation status. Capability, not org charts.
Search verified internal expertise. Map who actually knows what across the enterprise.
See where capability is dangerously concentrated. Plan succession and cross-training with evidence.
Issue training credentials that stick with your people. Measure real uplift, not attendance.
Prefer verified candidates who arrive with employer and university-issued evidence already anchored.
DKAM produces a governance-grade view: verified people, verified pillars, verified evidence, with an audit trail for every action. The kind of picture executives, auditors and regulators can actually rely on.
Employees confirmed as employees. Contractors confirmed as contractors. No more chasing paper.
Move from self-reported skills matrices to evidence-backed capability across pillars.
Single-point-of-failure roles become visible before they become a problem.
Capability travels with your people internationally, without new bilateral agreements.
DKAM is designed to complement, not replace, the systems your organisation already depends on. In plain English: your HRIS stays your system of record. DKAM becomes the trust layer that turns what you already know into something portable, verifiable and consent controlled.
Workday, SAP SuccessFactors, Oracle HCM, BambooHR, HiBob and similar remain authoritative. DKAM consumes confirmed employment records, it does not own them.
Greenhouse, Lever, Workday Recruiting, SmartRecruiters and iCIMS keep managing your pipeline. DKAM adds verified proofs to candidates once they consent.
Cornerstone, Docebo, SAP Litmos, Moodle and your in-house learning platforms continue running delivery. DKAM issues at the credential layer, after you decide to award.
Start with a manual issuance console, move to CSV batch, then API or event-based integration when your team is ready. No mandatory rip-and-replace.
Designed to work with corporate SSO and federated identity (SAML, OIDC, Azure AD, Okta). Pilots can begin without heavy IT integration.
All issuance and verification events are logged and exportable. Feed them back into your existing reporting, risk and audit processes.
Specific integration depth depends on your systems and pilot scope. We confirm what is in place today and what is on the roadmap before any commitment.
Lawful basis, data minimisation and consent are built into the workflow, not bolted on.
Role-based access, row-level data isolation, audit logs and revocable consent for every record.
Designed against WCAG 2.2 AA principles. Accessibility statements published per release as the platform matures.
Every organisational conversation is owned by a named contact at DKAM. Use the route that fits your remit and we will respond personally, not from a generic inbox.
CHROs, HR directors, talent, learning and workforce planning teams.
people@dkam.ioRisk officers, internal audit, resilience, succession and executive sponsors.
risk@dkam.ioDPOs, information security, legal, procurement and accessibility leads.
trust@dkam.ioNamed role holders are assigned per conversation. If a role is between holders, the DKAM founding team responds directly while a permanent contact is appointed.
A simple expression of interest sets up a scoped conversation. We agree pilot scope, success measures and a data handling note up front, before any technical work starts.