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HR managers at SMEs (10-100 employees) who are required by law to conduct retirement pension (DB/DC/IRP) training spend 1-2 million won (~$750-$1,500) annually and 20-30 hours either manually creating training materials or hiring external instructors. Legal training requirements change every year, but existing materials go unupdated, creating compliance risks.
Automatically tracks changes in retirement pension regulations and generates up-to-date training slides, quizzes, and completion certificates each year. Uses LLM to create customized training scenarios tailored to company size, industry, and employee age distribution, while managing per-employee completion records to provide audit-ready documentation for labor inspections.
| N Novelty | 1-5 | How uncommon the service is in market context. |
| U Urgency | 1-5 | How urgently users need this problem solved now. |
| M Market | 1-5 | Market size and growth potential from proxy indicators. |
| R Realizability | 1-5 | Buildability for a small team with realistic constraints. |
| V Validation | 1-5 | Validation signal quality from competition and demand data. |
| Tech Complexity | / 40 | Difficulty of core implementation stack. |
| Data Availability | / 25 | Practical availability and cost of required data. |
| MVP Timeline | / 20 | Expected time to ship a usable MVP. |
| API Bonus | / 15 | Bonus for viable public API leverage. |
| Competition | / 20 | Signal quality from competitor landscape. |
| Market Demand | / 20 | Demand proxies from search and mention patterns. |
| Timing | / 20 | Fit with current shifts in tech, behavior, and regulation. |
| Revenue Signals | / 15 | Reference evidence for monetization viability. |
| Pick-Axe Fit | / 15 | How well the concept serves participants in a trend. |
| Solo Buildability | / 10 | Practicality for lean-team implementation. |