Courses people finish, built from their own gaps.
Personalised learning software for employers and governments. Each person gets a pathway built from their assessment results, interests and target role.
6 lessons · 98 min
4 lessons · 68 min
4 lessons · 74 min
5 lessons · 82 minFour steps from a gap to a new role.
Diagnose
Review each person's profile and competency assessment to find their gaps, interests and motivations.
Design
Build a pathway for the target role from internal content, partner libraries and external courses.
Deliver
Learners take courses in sequence, at a pace they can keep. Managers see progress and the context they need for coaching.
Deploy
HR links new capability to internal openings, succession lists and stretch assignments, so people get to use what they learned.
| Competency | Knowledge | Case study | Score | Target | Gap |
|---|---|---|---|---|---|
| Stakeholder engagement | 4.5 | 4.5 | 4.5 | 3.0 | +1.5 |
| Client communication | 4.0 | 4.0 | 4.0 | 3.0 | +1.0 |
| Delivery planning | 3.5 | 3.5 | 3.5 | 3.0 | +0.5 |
| Service escalation | 4.0 | 3.0 | 3.5 | 3.0 | +0.5 |
| Data interpretation | 2.5 | 2.5 | 2.5 | 3.0 | -0.5 |
| Coaching others | 3.0 | 2.0 | 2.5 | 3.0 | -0.5 |
Courses chosen from each person's own gaps and interests.
- Gap mapping. The distance between current capability and the target role, competency by competency.
- Interest matching. Courses that fit what someone is drawn to, so they keep going.
- Practice simulators. Conversation practice for interviews and difficult scenarios, scored criterion by criterion with a full transcript.
- Badges and certificates. Levels, badges and certificates that learners can add to their LinkedIn profile.
Coaching grounded in evidence.
Managers see each person's psychometric profile and competency gaps before a development conversation, and get a prompt when a course has stalled for weeks.
Your last one-to-one was five weeks ago.
No activity for 37 days. Ask what got in the way: workload, timing or relevance.
Competency assessment complete. Strongest on data interpretation; coaching is the gap.
Two programmes, one national and one commercial.
It is important that we be able to assess and understand our jobseekers holistically. The profiling services allow us to approach interventions from a multi-angled perspective.
Build the workforce you'll need next year.
Start with one cohort. We'll map their gaps and set up their pathways.