Deep

Founder @ Zweet
Building trust infrastructure for work
Verified identity • Consent • Accountability
AI • SaaS • AWS

[Deep @DeepSwaroopS]

Most workplace systems were built to process people, not protect them.

We’re building Zweet to change that.

Trust infrastructure for work through:
• verified identity
• consent-led access
• workplace accountability

Still early. Still building.

[Deep @DeepSwaroopS]

Check out my latest article: The ATS Didn't Reject Talent. The Process Did. https://t.co/4Nr9eHtrT8 via @LinkedIn

[Deep @DeepSwaroopS]

I put a huge amount of thought into building this feature because the problem is much deeper than “hide an email address.”

Every user scenario exposed a different trust and safety challenge.

How does a professional stay reachable for opportunities without exposing their personal identity everywhere online?
How do you stop spam, phishing, impersonation, and fake recruiter outreach without creating friction for legitimate employers?
How do you protect professionals while also protecting the reputation of real employers whose names are constantly used in scams?

Most hiring scams today happen under the name of existing and reputable companies. Candidates often have no way to know whether an email is genuine, who is verified, or where their personal information is going.

Zweet Email Relay was designed to change that.

Not by locking communication down completely, but by creating a safer and more trusted layer for professional communication:
• privacy-first contact
• consent-aware communication
• employer trust signals
• safer external outreach
• spam and abuse controls
• protected professional identity

This is one of those features that looks simple on the surface, but took a huge amount of thinking around real-world hiring behaviour, abuse scenarios, and trust infrastructure to get right.

We are still evolving it, but the goal has always been clear: build something that makes professional communication safer for everyone involved.

#Zweet #EmailRelay #ProfessionalPrivacy #TrustInfrastructure #FutureOfWork

[Deep @DeepSwaroopS]

I've been following the recent UK net immigration debate, and there's something we almost never talk about: the accountability asymmetry in skilled migration.

When you're on a Skilled Worker visa, your employer verifies everything about you.

Your right to work. Qualifications. References. Background checks. Your legal status is tied directly to their sponsorship. You're checked, rechecked, monitored, and expected to remain fully compliant at all times.

But you can't verify them.

You can't see whether a company has a pattern of withdrawing sponsorship during probation. You can't know how often sponsored roles disappear after relocation. You can't verify whether previous visa holders were supported properly during restructures or layoffs. You accept the offer, move your life, and hope the employer keeps their side of the equation.

I know someone who relocated from India to the UK with their family on a Skilled Worker visa. Eight months later, the company restructured and withdrew sponsorship. They had 60 days to either find another sponsor or leave the country.

The company's LinkedIn still had active hiring posts from that same period. No transparency. No accountability. No visible record of what happened to the people whose legal status depended on that employer.

The immigration system is designed around the assumption that employers are the trustworthy party and workers are the risk. So workers are endlessly verified, while employers remain largely opaque.

But when someone's immigration status, finances, housing, and family stability all depend on an employer relationship, that power imbalance isn't just unfair. It's dangerous.

That's one of the reasons I'm building Zweet.

I believe employment needs mutual verification and trust infrastructure, not just recruitment software.

Professionals should be able to:
- understand patterns around sponsorship and workforce stability
- report harmful workplace practices safely
- help others make informed decisions
- access support when things go wrong
- contribute verified, timestamped experiences anonymously without risking retaliation

Not as a gossip platform or anonymous review site, but as accountable, consent-based workforce infrastructure built around trust and safety.

The net immigration debate often focuses only on numbers.

But behind every number is a person who trusted an employer with their legal status, career, finances, and family future, often without any meaningful way to verify whether that trust was deserved.

That's the accountability gap I'm trying to close.

#EmploymentTrust #SkilledWorkerVisa #FutureOfWork #WorkplaceSafety #DigitalIdentity

[Deep @DeepSwaroopS]

What trust infrastructure in hiring needs to change before 2030

I've been talking to employers who post jobs they never intend to fill.

Not because they're malicious. Because their ATS requires constant "pipeline activity" to justify the recruiting budget. So they list roles, collect resumes, send auto-rejections, and report healthy funnel metrics to leadership.

Meanwhile, candidates spend hours tailoring applications to phantom opportunities.

This isn't a bug in the hiring process. It's a feature of systems built without accountability.

Here's what needs to change before 2030:

**Verified intent.** If you post a job, you should cryptographically attest that the role exists and has budget approval. Not a legal requirement—just a trust signal. Candidates deserve to know whether they're applying to a real opportunity or feeding a metrics dashboard.

**Portable identity.** Your verified work history, credentials, and consent records should live in infrastructure you control. Not in 47 different ATS databases that you can't access, correct, or delete.

**Community-visible patterns.** If a company ghosts 89% of applicants, that pattern should be visible. Not as a review site where anyone can post anything, but as a trust score derived from cryptographic receipts.

I'm building this at Zweet because I got tired of watching the power asymmetry play out the same way: companies collect data, candidates have none. Companies ghost with impunity, candidates get flagged for "job hopping."

The infrastructure exists. Verifiable credentials, decentralized identity, zero-knowledge proofs—these aren't theoretical anymore. The question is whether we'll deploy them before the trust deficit becomes unfixable.

Five years isn't long.

#TrustInfrastructure #FutureOfWork

[Deep @DeepSwaroopS]

I've been thinking about why UK employment law is actually ahead of most of the world and why that matters for what we're building.

The UK has something unusual: a legal framework that assumes the employment relationship has a power imbalance, and tries to correct for it. Statutory notice periods. Unfair dismissal protection from day one. The right to request flexible working. These aren't just worker protections, they're an admission that the contract alone doesn't create accountability.

But the enforcement gap is massive. An individual employee facing visa dependency or a non-disclosure agreement doesn't care that the law is theoretically on their side. The asymmetry isn't in the statute, it's in the information and the incentive to act.

That's the infrastructure problem I'm trying to solve with Zweet. Not better compliance software. Not another ATS feature. Actual trust infrastructure: verified identity that travels with you, consent that's explicit and auditable, and a community layer that makes patterns visible.

Building this in the UK first isn't accidental. The regulatory environment here already acknowledges the accountability problem. What's missing is the technical layer that makes those rights enforceable without requiring each person to fight alone.

I'm specifically interested in how UK case law around constructive dismissal and discrimination will interact with verified employment records. If an employee can prove, cryptographically, what they were told versus what happened, does that change the evidential burden? I think it does.

The UK has the legal foundation. We're building the technical one.

#FutureOfWork #TrustInfrastructure #ZweetIO #WorkplaceAccountability #TechForGood

[Deep @DeepSwaroopS]

The conversation around skilled worker visas often focuses on compliance, enforcement and abuse prevention.

But one question rarely gets asked:

Who protects professionals when workplace power becomes unbalanced?

Many visa holders depend entirely on their employer for sponsorship, stability and the ability to remain in the country. That creates an environment where people may hesitate to report:
• unfair treatment
• toxic culture
• discrimination
• retaliation
• unethical behaviour

not because these problems don’t exist, but because the risks of speaking up can feel too high.

At the same time, employers also need better systems for trust, transparency and accountability.

Most employment systems today still operate in silos:
- fragmented records
- limited transparency
- no shared trust layer
- little visibility into what actually happened during the employment journey

We’ve been thinking deeply about this while building Zweet.

Not because technology solves every workplace problem, it doesn’t.

But because the future of work will likely require stronger infrastructure around:
• verified identity
• consent-led participation
• accountability
• trusted professional interactions

The challenge is bigger than immigration reform.

It’s about whether modern work systems are designed around trust for everyone involved.

#ZweetIO #FutureOfWork #TrustInWork #WorkplaceAccountability #TechForGood