Hi Shaan, I appreciate when services get creative with monetization approaches. The 10% fee of first year income is quite interesting. It seems like a good way to charge for education because it incentivizes the educator to put the student in the best earning position possible.

Are you able to shed light on how you are able to protect Flockjay from anti-discrimination laws? My guess is perhaps your students become "independent contractors" that makes it not subject to the Civil Rights Act? Does this mean that as a student I would be unavailable for hire as employee and would have to commit to enter into service agreements as contractor instead? Or is the risk not on Flockjay because they are not the one making the hire. If that is the case would this not put companies that use Flockjay at risk of breaking anti-discrimination laws?

From https://flockjay.com/diversity

> We aim to promote diversity and inclusion in our application and training process, in the hiring partners we work with, and in our own company. [...] Diversity includes race/ethnicity, gender, sexual orientation, socioeconomic/educational background, geographic location, and age.

From https://www.dol.gov/oasam/programs/history/herman/reports/fu...

> Title VII of the Civil Rights Act of 1964 prohibits discrimination in employment on the basis of race, color, sex, or ethnic origin; the Age Discrimination in Employment Act (ADEA) prohibits discrimination against employees 40 years and older; and the Americans with Disabilities Act (ADA) prohibits discrimination in employment on the basis of disabilities and requires that employers reasonably accommodate individuals with disabilities who can otherwise perform a job. As with other labor standards, independent contractors generally would not be covered by anti-discrimination laws.