Business
Verified capability by role, not hours studied
For L&D and team leads who need to know who is ready to work with international partners — against your own competency framework, with reporting that never intrudes on employees' privacy.
From what you deal with to what you get
The three pains we hear most from L&D and team leads, and how the platform answers them.
One generic course for the whole company; employees drop out because it has nothing to do with their job.
One pathway per role: logistics coordinator, international accountant, engineer, sales.
Reports show hours studied and test scores; they cannot answer “who can actually do the job”.
Verified capability in new situations, with conditions: channel, interlocutor, level of autonomy.
You want to track progress but do not want (and are not allowed) to look at employees' private work.
Managers see cohort aggregates only; recordings and transcripts never leave the learner.
“We do not sell hours of study. We sell verified capability against your framework.”
Cohort report
See the whole picture, never the individual
Reporting for L&D and team leads: aggregate pathway progress, verified capability, seat activation. Groups under 5 show totals only, so nobody can be singled out.
- Seats activated
- 41/48
- ≥ 1 verified capability
- 62 %
- On track
- 71 %
- At risk
- 17 %
Mandatory cohort outcomes
Every number is an aggregate with k ≥ 5. No individual leaderboard; no links to recordings.
Privacy is the default
- Managers cannot listen to recordings, read transcripts or open documents employees upload
- Sharing progress with a manager is a separate consent; employees can toggle it and see its history
- Managing members or billing never grants access to learning data
- Leaderboards are off by default in company tenants
- Audio retention is set by the company and can only be shorter than the platform default
Your framework, a contract the way you buy
Enter role profiles and mandatory outcomes, or start from an industry template. Learners keep up to 50 % of their time for personal goals.
Competency framework & outcomes by role
- Industry pathway templates: logistics, international accounting, IT, sales — copy and adjust
- Mandatory outcomes have a 50 % time floor; the rest goes to personal goals
- Sponsor verification: a line manager confirms capability at the workplace
- Tenant policy: audio retention, realtime on/off, live 1:1, mandatory SSO
Seat contract
Pay per active learner per month. Seats can be reassigned when an employee leaves; the company entitlement stops, a personal plan (if any) continues.
Cohort contract
One group, one outcome framework, one timeline. Includes a group-live pool and an AI budget for the whole cohort. Invoice, bank transfer, net 30.
Domain SSO
BetaSign in with Google Workspace on your company domain; bulk invites via CSV. SAML/SCIM is in Beta with pilot customers.
ROI that is measured, not estimated
The numbers we commit to tracking with you in every contract.
- ≥ 70 %
- of seats activated in the first 30 days
- 8 weeks
- for a learner to reach their first verified capability under the goal's real conditions
- ≤ 1 day
- from signed contract to the first invitation sent
Targets from the product spec; actual figures are reported per cohort in your console.
Book a demo
30 minutes with the right people: we bring a sample cohort from your industry.
- See the tenant console, the cohort report and a learner's progress page
- Walk through a sample competency framework for your roles
- Get a seat or cohort proposal within 2 business days
Contact details
We reply within 1 business day. No newsletter, nothing shared with third parties.