One-Liner
A consumer app for EU employees to upload their employer's gender-pay-gap report and receive a personalised analysis of their pay position and strongest negotiation levers.
AI Thinking Process
EU Pay Transparency Directive (EU 2023/970): employees gain right to request pay-gap information from June 2026. Workers receive PDF, don't understand job-classification logic, can't gauge pay-band adjustment claim strength.
Syndio, Trusaic, Gapsquare sell to employers. Glassdoor, PayScale, LinkedIn salary insights on consumer side. Trade-union tools likely to provide free equivalents. Signal rejected: memory of specific trade-union tools is soft.
G091: union-distributed free tools are default channel in EU workers' rights space — commercial consumer app competes against free union tools with same data. Revenue viability fatal (r5 very low).
Killed by G091 (union distribution kills commercial upside) + G029 (pay-gap is a 1x use case, fails frequency trap). Lesson: regulatory-rights-as-consumer-product works best where no strong labour union infrastructure exists.
Pivot to litigation-intake lead-gen for plaintiff firms doing gender-pay-gap class actions — same trajectory as T11 PLD consumer kill. Lead-gen for plaintiff firms is low-trust, CAC/LTV brutal. Conviction <40% after pivot. Resurrection FAILED.
Kill Reason
Union-distributed free tools (ver.di, Unison, BEUC) are the default channel for EU workers'-rights products — commercial upside is killed by free alternatives with the same data. One-shot use case (G008 frequency trap): pay-gap reports are filed once per year per employer; consumer cannot justify a subscription for a 1-2 use/year tool.
Risk Analysis
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