英国背调公司Onfido使用人工智能验证身份证，从SoftBank、Salesforce、微软等公司获得5000万美元的融资
文/Ingrid Lunden
恶意黑客获取信息片段，然后用来冒充个人，以获取个人和企业敏感的金融和其他私人信息。安全漏洞已成为数字服务领域的家常便饭。今年在美国发生的一起事件中，就有超过27亿的记录被打破，全球此类事件造成的损失可能高达数万亿美元。
今天，一家名为Onfido的初创公司宣布，将投资5000万美元帮助解决这一持续且日益严重的问题。Onfido使用人工智能技术，结合人工验证器，有效地验证人们在使用数字服务时所说的身份。
在获得这笔资金之前，这家初创公司刚刚实现了非常强劲的增长。该公司成立于伦敦，但目前大部分业务都在旧金山以外的地方运营。在一次采访中，联合创始人兼首席执行官Husayn Kassai说，超过一半的客户，以及大部分的新增长，都来自美国。
Onfido使用计算机视觉和其他一些基于AI技术对大约4500个不同类型的身份验证文件,通过一些技术手段,如“面部活性测试,”看到人眼不可见的模式。现在有1500家企业客户，主要在市场和社区等类别,游戏和金融服务，包括公司汇款，Zipcar Europcar；去年，它的销售额增长了342%。卡萨伊说，到目前为止，它已经核实了“数千万”个身份。
这笔资金实际上是C2轮融资——由一个包括顶级战略科技投资者的团体投资，据HRTechChina此前报道，Onfido于2017年获得过一笔3000万美元的C轮融资。此次融资由软银投资(SoftBank Investment, SBI)和Salesforce Ventures共同牵头，M12(微软风投的新名称)、FinVC以及其他未具名的新投资者和之前的投资者也参与其中。这不仅是一个信号，表明该行业最大的公司目前正在努力解决这个问题，而且还表明它们正在采用何种方法来解决这个问题。
软银的投资从视觉上单独的基金，创始人兼首席执行官侯赛因Kassai指出，但值得注意的是，很多的企业支持的基金——公司像滴滴、Uber、 Oyo、Lemonade和其他——从根本上依赖于人们相信他们是处理个人信息安全同时也仔细审查供应商的平台(意义,他们需要和使用服务,比如Onfido)。
与此同时，微软和Salesforce都拥有广泛的企业业务，它们可以从与身份验证提供者的合作中获得多种好处，这不仅是为了它们自己的目的，而且是作为一种服务出售给客户，作为更大的身份管理和安全产品的一部分。
该公司没有透露其估值，但迄今为止已经筹集了约1亿美元，Kassai证实，这是一个高回报，有“许多快乐的投资者”。
他补充称:“我们有强大的指标，在增长方面还有很长的路要走。”
现在有很多公司提供服务来帮助提供安全的服务来认证用户，例如，帮助他们登录他们的工作帐户或访问他们的在线银行服务。Onfido的业务专注于这一切的第一步——客户入职——特别是围绕面向消费者的服务。
它所面临的机遇不仅仅是违规行为增多的结果，也是越来越认识到有很多服务需要进行验证：要么他们也已经突破——在一些更大的信贷机构，比如Equifax，或不能有效实行，如在面对面的情况下验证。(Onfido声称其系统可以在15秒内进行验证。)
或者，他们是新卫队的一部分，通过选择或武力，已将其方法转向身份验证业务。Kassai指出，过去潜在的竞争对手Checkr现在是Onfido的合作伙伴。Jumio等其它公司似乎仍在努力将自己的业务定位为独立业务。Jumio仍在努力应对前管理层重大违法失误的后果。
Kassai与Ruhul Amin和Eamon Jubbawy共同创立了这家公司。“问题是，到目前为止，还有十多家公司没有做好检测工作。虽然没有一项服务是完美的——Onfido表示，它的“风险敞口”为0.0195%——但他表示，将其服务构建在人工智能之上的优势，意味着算法会利用每一次经验来继续提高其准确性。他指出:“我们从一位客户那里学到的东西适用于任何地方。”
Salesforce前副董事长Frank van Veenendaal表示:“对于企业来说，现在是建立与客户之间信任的最重要时刻，表明它们比骗子领先一步。”“我相信Onfido拥有转变数字身份市场的独特机会，可以提供健壮且可伸缩的身份验证即服务，类似于Salesforce转变客户关系管理的方式。”
以上为AI翻译，内容仅供参考
原文链接：Onfido, which verifies IDs using AI, nabs $50M from SoftBank, Salesforce, Microsoft and more
相关阅读：背景调查公司Onfido委任前谷歌主管作为其首席商务官，意在促进国际扩张
Onfido融资2500万美元，帮你对新入职员工或者用户进行背景调查
这家英国公司靠AI+背景调查拿了千万美金融资，我们也能做到吗？
完成用户背景调查不过数秒，Onfido获得3000万美元C轮融资
背调
2019年04月04日
背调
8种方式区块链将影响人力资源由Norberts Erts撰写
人力资源中对区块链的需求正在增长，我们在此告诉您原因。查看以下8种区块链将影响人力资源职能的方法。
虽然区块链与比特币和其他加密货币广泛相关，但区块链技术将彻底改变人力资源和招聘职能在业务中的运作方式。
Blockchain是一个分散的分布式数据库，正在全球范围内由多个行业的众多公司进行试验和实施。不再局限于加密货币，区块链的能力可以扩展到物流，时尚，医疗保健乃至人道主义事业等领域，我们可以看到ID2020数字身份计划，旨在为难民提供全球身份识别解决方案。
目前，我们看到Hays和NRG等公司正处于跳跃区块链潮流的初级阶段，不久之后人力资源和招聘流程可能会更加精简这项技术。
“区块链对金融行业的影响是众所周知的，但在工作领域使用该技术的潜力巨大，很快将改变人力资源和招聘，”海斯在新加坡的业务总监Grant Torrens说。
那么区块链将如何影响人力资源职能呢？
1. 招聘
招聘在人力资源部门内占用了大量的时间和资源，以至于组织转向第三方机构或招聘人员要求时间。但由于这些方法通常收取高额费用，因此可能适得其反。
由于在招聘阶段通常采购的大多数候选人信息已经可以在区块链中查看，因此已经有大量的流程已经简化。简历将成为过去，查看成绩，证书，工作经历和经验将很容易被直接参与的人员验证和查看。
“我们招聘不同类型的工人存在问题。这些包括偏见和偏见，缺乏可用工作人员的可见性，对集中式社交网络的低信任度，垃圾邮件以及对中介机构的高额费用。我们现在有机会建立下一代工作平台，这些平台由人工智能，移动和区块链等技术支持，这是比特币背后的基础技术。“Andrew Spence，Glass Bead Consulting的人力资源转型总监
随着区块链创建了消除许多第三方和后台招聘元素的选项，区块链可能会导致招聘人员变得多余。
2. 验证
CompTIA发现，51％的区块链早期采用者目前使用它来验证数字身份，这是因为存储的数据来自可信赖的来源，如授权机构。
能够验证个人的身份，背景和工作经验以及与薪酬和索赔相关的实时信息，无疑将释放一些急需的时间，以使人力资源能够专注于业务的更具战略性的目标。
3. 背调
多年来，员工背调的过程发生了很大变化，很快就会再次发生变化。由于人力资源部门可以获得准确且可能无法伪造的候选人就业记录，因此参考流程将变得更加透明并解决欺诈性凭证，从而增加您雇用更适合业务的人才的机会。
“一旦有人完成了学位，他们就会把他们的证书放在区块链中，而且永远不需要再次验证，”
Jacky Carter，集团数字业务总监
4. 智能合约
据报道，45％的区块链早期采用者已在其组织内实施智能合约。
雇主与其员工之间的智能合同将使工人能够自动获得工资，这要归功于一个代码，该代码将确定一旦进入并产生某些条件，资金会发生什么。工资分配可以立即发生，没有延误或欺诈的风险。
智能合约也支持“ gig经济”的兴起，因为如果他们是组织供应链的一部分，那么工人将受益于这样的合同系统和付款。
无需将工作人员上传到工资单系统，能够预先概述条款并具有打开和关闭合同的能力，对于习惯遵守正常程序的雇主及其人力资源团队来说将非常有吸引力。
5. 员工生命周期
区块链技术的实施会破坏整个员工的生命周期，因为目前招聘和招聘新员工的程序可能很长。从进行面试，检查资格，验证工作背景和收集参考资料或申请必要的安全检查 - 这都需要时间。
该过程在整个就业期间继续（例如，如果角色改变，获得进一步的资格或在移交期间分配不同的管理），直到最终雇员离开公司。
它仍然没有结束！
然后，您可能会被要求将这些数据转发给潜在的新雇主，以便对该人进行检查，并且整个流程再次更新。
由于区块链已经包含了所有这些经过验证的信息，因此可以大大减少在此过程中花费的时间和精力，从而简化整个人力资源体验。
6. 安全'交易'
区块链设置中的“交易”可以是从个人信息，工作历史，记录到财务细节和加密货币的交换。
网络安全的能力正在改变这些交易的未来，因为区块链上存储的信息是通过加密来保护的，这使得篡改非常困难。
知道区块链是安全交易的推动者应该让雇主和员工放心。风险越小意味着人力资源部门要求更少的安全声明或数据泄露事件。
7. 出勤
对于ID2020，区块链技术用于存储生物识别数据，例如指纹或虹膜扫描，用于合法ID和记录保存。 组织可以使用这种存储唯一员工数据的技术来跟踪工资和索赔目的的出勤率和费用。
人力资源可以查看实时数据，并且没有争议记录是准确的，加强了支付授权中的信任要素并查看所做的索赔。这将减少人力资源部门和薪资部门之间造成的错误和挫败感。
8. 合规与审计
49％的公司已经在实施区块链，将该技术用于合规和审计目的，很容易理解为什么。
由于区块链中存储的数据已经准确并经过验证，因此对合规性的审计检查很容易进行，并且对于那些授权的人员来说很容易看到。
看起来区块链技术将成为人力资源的一个受欢迎的补充，可能会腾出时间和资源，专注于核心业务目标和目标，同时加强人力资源作为战略合作伙伴的作用。
我们仍在密切关注人力资源中的区块链将如何发展，以及它将如何改善业务运营方式 - 不用担心，我们一定会让您及时更新！
那么您是否在一个已实施区块链技术的组织内工作？我们很想知道您的经历！
简而言之，这里有8种区块链会影响人力资源：
招聘
验证
背调
智能合约
员工生命周期
安全交易
考勤
合规与审计
来自Norberts Erts的Guest Post，人力资源软件公司CakeHR的联合创始人 ，简化了全球客户的出勤和绩效管理。
以上供参考！由AI翻译
原版如下：
While blockchain is widely associated with Bitcoin and other cryptocurrencies, blockchain technology is set to revolutionize how the HR and recruitment functions operate within business.
Blockchain, the decentralized distributed database, is being trialled and implemented by numerous companies across multiple industries on a global scale. No longer confined to cryptocurrency, blockchain’s capabilities can be extended to sectors such as logistics, fashion, healthcare and even humanitarian causes like we can see with the ID2020 digital identity initiative which aims to provide a global identity solution for refugees.
At present, we see companies such as Hays and NRG are in the initial stages of jumping on the blockchain bandwagon and it won’t be long until the HR and recruitment processes are likely to become more streamlined with this tech.
“Blockchain’s implications for the finance industry are well-known, but the potential to use the technology in the world of work is huge and it will soon transform HR and recruitment,” says Grant Torrens, Business Director of Hays in Singapore
So how will blockchain impact the HR function?
1. Recruitment
Recruitment takes up a lot of time and resources within the HR department, so much so that organizations turn to third party agencies or recruiters to claim back the time. But as those methods usually come with a hefty fee, it can be quite counterproductive.
As most of the candidate information usually sourced during the recruitment phase can already be viewed on the blockchain, there’s a huge amount of the process already streamlined. Resumes will be a thing of the past and looking at grades, certificates, work history and experience will be easily verified and visible to people with direct involvement.
“There are problems with our recruitment of different types of workers. These include prejudice and bias, lack of visibility of available workers, low levels of trust in centralised social networks, spam and high fees to intermediaries. We now have the opportunity to build the next generation work platforms enabled by technology such as artificial intelligence, mobile and blockchain, the underlying technology behind Bitcoin.” Andrew Spence, HR Transformation Director at Glass Bead Consulting
With blockchain creating the option to eliminate many of the third party and back office elements of recruitment, blockchain could potentially be responsible for recruiters becoming redundant.
2. Verification
CompTIA uncovered that 51 per cent of early adopters of blockchain currently use it to verify digital identities and this is because the data stored comes from trusted sources such as authorized institutes.
Being able to verify individuals’ identities, background and work experience alongside real time information relating to pay and claims will undoubtedly free up some much needed time to allow HR to focus on the more strategic goals of the business.
3. Referencing
The process of employee referencing has changed a lot over the years and it looks likely to change again soon. As HR will have access to a candidate’s employment record that is accurate and reportedly impossible to falsify, the referencing process will become more transparent and address fraudulent credentials, increasing the chances of you hiring talent better suited to the business.
“Once someone has done a degree, they will just put their certificate in blockchain and it never needs to be verified again,”
Jacky Carter, Group Digital Engagement Director at
4. Smart Contracts
It’s reported that 45 per cent of early adopters of blockchain are already implementing smart contracts within their organizations.
Smart contracts between an employer and its workforce will make it possible for workers to be paid automatically thanks to a code which will determine what happens to the money once it comes in and certain conditions are created. The distribution of wages can happen instantly with no risk of delays or fraud.
Smart contracts also support the rise of the ‘gig economy’ as gig workers would benefit from such a system of contracts and payments being made if they are part of the supply chain of an organization.
Not having to upload workers onto the payroll system, being able to outline the terms upfront and having the ability to switch on and off a contract will be quite appealing for employers and their HR teams that are used to adhering to normal procedures.
5. Employee Life-Cycle
The whole employee life-cycle would be disrupted by the implementation of blockchain technology as the current procedure to hire and on-board a new recruit can be lengthy. From conducting the interviews, checking qualifications, validating work background and gathering references or applying for the necessary security checks – it all takes time.
This process continues throughout employment (for example, if the role changes, further qualifications are obtained or different management is assigned during a handover) until eventually the employee exits the company.
And it still doesn’t end there!
Then you may be requested to forward some of this data to potential new employers for their checks on that individual and alongside this the whole process renews again.
As blockchain would already hold all of this validated information, it would significantly reduce the time and energy spent on this process, simplifying the whole HR experience.
6. Secure ‘Transactions’
‘Transactions’ in a blockchain setting can be anything from an exchange of personal information, work history, records to financial details and cryptocurrencies.
The capabilities of cybersecurity are changing the future of these transactions as the information stored on blockchain are secured through cryptography which makes it extremely difficult to tamper with.
Knowing that blockchain is an enabler of secure transactions should put employer and employee minds at ease. Less risk means less claims of security or data breaches being made for HR to tackle.
7. Attendance
For ID2020, the blockchain technology is used to store biometric data, such as a fingerprint or iris scan, for legal ID and record-keeping. Organizations could use this technique of storing unique employee data to track attendance and expenses for wages and claim purposes.
Human resources would have visibility to the real-time data and there would be no dispute that the records are accurate, strengthening the trust element in payment authorization and looking into claims made. This would decrease errors and frustration caused between the HR and Payroll departments.
8. Compliance & Auditing
49 per cent of companies already implementing blockchain, use the technology for compliance and auditing purposes and it’s easy to see why.
With the data stored within the blockchain already accurate and validated, audit checks for compliance would be easy to conduct and readily visible to those authorized.
It looks like blockchain technology would be a welcome addition to HR that is likely to free up time and resources needed to focus on core business goals and objectives whilst strengthening the role of HR as a strategic partner.
We are still closely watching how blockchain in HR will evolve and how it will potentially improve the way business operates – don’t worry, we will be sure to keep you updated!
So are you working within an organization that has implemented blockchain technology? We would love to hear about your experience!
Just to recap, here are 8 ways blockchain will impact HR:
Recruitment
Verification
Referencing
Smart Contracts
Employee Life Cycle
Secure Transactions
Attendance
Compliance and Auditing
Guest Post from Norberts Erts, Co-founder of HR software companyCakeHR that streamlines attendance and performance management for customers worldwide.
背调
背调
背调
背调
背调
背调
背调
背调
背调
背调
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