Employee Development

Status: in pilot. Available to design partners. Contact us if you want to be one.

Once an assessment completes, the system reads the nine dimension scores plus seniority band, role function, integrity flags and behaviour signals, and emits an ordered session list targeting the specific gaps.

The bar never moves, the path differs

There is one fixed proficiency bar per role × seniority cell, with personalised routes to reach it. We do not lower the standard; we build the bridge to meet it.

Principle 1 — The assessment is the baseline

Training never regenerates a lookalike scenario to rediscover what the assessment already proved. Session one replays the person's own evidence: their actual deliverable, their actual prompts, the specific flagged moments for that gap.

The Teach-Loop

The training follows a strict execution sequence ensuring that concepts are fully mastered before advancing:

1
Attempt:The employee tries to resolve a targeted scenario.
2
Immediate feedback:The system highlights exactly what was missed.
3
Worked example:A demonstration of the optimal approach.
4
Practice reps:Repeated iterations until two clean attempts in a row.
5
Why it matters:Contextualizing the skill in their actual job.

Trust and Separation

ACI signals are never visible to the employee during training. This separates practice from the later measurement and reduces the risk that training directly teaches to the scoring signals.

Corporate Context Injection (Roadmap)

Planned capability: inject company context—such as product, client, and industry details—into generated practice scenarios so training can reflect the work employees actually do.