Value for Technology Companies

  • The Seebox for Technology Companies


    There is a world-wide shortage of electronic engineering skills. So much so that some tech-companies are offering a $30,000 reward simply for a referral that will lead to the successful appointment of an engineer.

    To find and appoint the right person for a job like electronic or software engineering is very expensive. But even more expensive is not finding the necessary skills, or appointing the wrong person for the job.  Engineering is by definition very practically-orientated, requiring problem-solving skills, and it can cost a company dearly to have entire systems depend on a person who doesn’t have what it takes when a problem arise.

  • What if..

    What if a hi-tech company can identify the best problem-solvers at high-school level already?
    What if there’s a way of measuring a young person’s curiosity in technology?
    What if this can be done not by subjecting the young person to any tests, but just by collecting data while they are exploring the world of science and electronics by playing, experimenting and watching entertaining videos?
    What if this can all be done without any supervision?

    The Seebox can do all of this. We took the instruments that every electronics engineer uses on a day-to-day basis and turned it into an educational tool that can also monitor a person’s progress.

  • Seebox Value Proposition for Companies

    To appoint an electronic engineer can easily cost a company in excess of $100,000 per year. Companies pay that kind of money for experience. They do this because experience is their biggest insurance against risk – the risk that the applicant gives a good impression during the interviews, but don’t have the problem-solving mindset needed for the job. This is typically not something that can be accurately assessed during an interview or tested with a few quick tests. By spending a fraction of that amount (about $13,000) they can sponsor a budding township entrepreneur with a franchise. This not only creates new jobs in townships, but also exposes hundreds of learners to the world of electronics.

  • What Tech Companies get out if it

    The company, in return, can pride themselves on investing in the next generation of technology workers. And equally important – because they sponsored the Seeboxes, they will get first access to the Learner ID data of that franchise. So they get to cherry-pick the best young problem solvers of the future. They can use the data to approach those students with job offers or bursaries. The Seebox will enable a company to determine which kids possess curiosity about how things work, the invisible force that makes good engineers and scientists. Text books and exams cannot measure a person’s level of curiosity.

  • Getting the Best Candidates

    And the value of the Seebox for a technology company goes further. Tech companies can now scout and recruit the best young engineers from across the world. They can do this without having to establish local offices or dealing with government bureaucracies. An HR manager for a German company can start picking the best potential young engineers from South Africa, Russia, India or Kenya without having to leave the office.

  • All they need to do is sponsor a franchise in the country of their choice, and K Measure will manage the LID data for them. They will receive reports of all the students who used the Seeboxes containing:

    • The amount of hours they spent using it,
    • The educational videos they watched,
    • Their general progress,
    • The electronic concepts they mastered.
  • And because the Seebox learner data is based on experiments and real-world measurements, and not theory memorised for an exam, it is a good indicator of problem-solving skills and natural curiosity. With an investment of less than 1 senior engineer’s annual salary, a company can sponsor Seeboxes for 5 different franchises in 5 different countries. If the average franchise has 300 learners using the Seebox, that means they get to pick their next junior engineer from a pool of 1,500 potential candidates, without the usual time and costs associated with recruitment.

    see Value for Learners