KYC passing required Yes | Whitelist Yes | Restriction for countries USA, China
|Tokens for sale||230,400,000|
|Token distribution in ICO||
|Price||5700 BLK = 1 ETH|
Blok search trends in Google
Table of contents
Table of contents
Token Generation Event
The gig economy
Business model and projections
Token economy projections
Anatomy of a gig
Working with a gig
Platform elements overview
Purpose and usage
Anatomy of BLK
Marketing & Strategy
Blok development roadmap
Token generation event
Basics of the sale
Use of proceeds
Governing law and arbitration
Working nine to five for a single employer runs counter to the way a significant share of the
workforce makes a living today. The strategy for millions of people is to compile various
income streams and working independently rather than in structured payroll jobs. With the
emergence of technology and workflow applications, escaping the cubicle is within reach
for millions of workers. The common struggles are lack of transparency, the efficiency of
payments times, and connecting workers with buyers of their services.
Furthermore, contingent or independent workers need to be looked at as more than a
passing trend as the global workforce continues to change and grow. The rise of the
so-called, “gig economy” is helping organizations address needs in the modern workforce. It
was only a matter of time before technology altered the structure of how we work.
Blok leverages blockchain technology to connect employers and workers across the globe, ...
The gig economy
Specifically, the gig economy is defined as short-term work relationships between
employers and employees. The gigs take on varying lengths from short-term assignments
to long-term projects based around on-demand needs. This allows the work to be
completed on whatever schedule is agreeable to both parties. Flexibility for employers and
employees while meeting the needs of on-demand consumers is the primary benefit of the
Granted the use of the term gig economy is more recent, the tasks are an extension of many
nontraditional jobs that have been held for decades such as independent contractors and
temporary workers. Technology has been a major driver in the growth of the gig economy,
making it easier for employees and employers to connect.
Such advances in technology have increased the independent workforce to approximately
162 million people or 20-30% of the working-age population in US and EU-15 (McKinsey
Blockchain will fu...
the gig economy. (McKinsey
) A decentralized database of gigs would allow these 1 to 6
people employees to make an effortless transition into the gig economy.
Furthermore, a study from the McKinsey Global Institute categorizes gig earners by using
four key segments. The categories help us further understand the make-up and needs of
the gig economy.
1. Thirty percent (49 million) are free agents who actively choose the gig economy
and derive their primary income from it.
2. Approximately 40 percent (64 million) are casual earners, who use the gig
economy for supplemental income and do so by choice.
3. Reluctants who make their primary living from the gig economy buy would
prefer traditional jobs, make up 14 percent (23 million).
4. The financially strapped participate in the gig economy out of necessity account
for 16 percent (26 million).
As you see, the motivation for joining the gig economy ranges based on the needs and
desires of the employee. It is important to foc...
Unlike participants in the traditional economy, gig economy workers cannot form unions or
collective bargaining agreements. This puts workers at risk to potential exploitation if
platforms monopolize power thus degrading trust in the marketplace. In addition, employers
must trust the skills of the potential independent worker to ensure their credentials and that
the work will be completed on time.
However, a decentralized and competitive marketplace will hedge the risk of exploitation by
employers. Making sure employees are paid promptly and fairly for their time is a concern
that is alleviated through a blockchain. Using the Blok platform, payments are instant and
verified using blockchain technology.
Furthermore, companies want to make sure they are paying a competent individual that will
not only perform the work but perform it at a high level. They cannot risk falling behind on
deadlines and missing projections due to poor staffing, which leads to reluctance in
In addition, unfair contracts where companies take a majority in fees has exposed workers
to insecurities in terms of their hours and earnings. Decentralized and dynamic contracting
will allow the market to remain competitive and lowers the risk of exploitation.
The fact that corporations are still operating on a hierarchical structure created in the
industrial era reduces transparency and their ability to meet the demands of an on-demand
modern day workforce. This structure is based on fixed roles and rules, which can leaves
employees in the dark and creates large bureaucracies. According to Accenture, 73% of
executives report that corporate bureaucracies are stifling productivity and innovation.
Utilizing blockchain and the gig economy presents an opportunity for companies to ease the
tradition away from the outdated hierarchical model.
Further, as companies create traditional hierarchy models, executives seeking to maintain
control push for more centralization. The power grab reduce...
so that gig economy workers are paid the same amount no matter how they are classified,
they will be meeting their personal quotients.
Given these points, government and corporate bureaucracy hinder productivity. If you have
worked in local governments, federal governments, or any medium-large scale business you
have experienced bureaucratic inefficiencies.
Where there is fast growth, regulation is slow to catch up. Therefore, with such much
ambiguity and uncertainty, decentralization is the only hedge against constraints on
companies and workers. As the global economy continues to grow, bureaucracy is a threat
to resilience, innovation, and initiative.
In the age of dynamic transformation, teams must transcend the organizational chart.
Picture employers seamlessly mixing resources into ad-hoc teams that form to accomplish
ever-changing goals. These teams can be shuffled to accomplish tomorrow’s goal rather
than stuck solving yesterday’s problems. Companies want to achieve t...
Quarter 4, 2017
Quarter 1, 2018
Assembling the team, pre-ICO
Quarter 2, 2018
ICO, protocol development
Quarter 3, 2018
Client apps launch
Quarter 4, 2018
Partner integrations, scaling up