Industry-current curriculum. Rebuilt every quarter against what frontier teams are actually shipping — not last year's playbook.
Keep the people who know your business. Give them the AI skills, tools, and workflows the frontier is shipping — certified against a median that moves daily. Stand still and they fall behind by default.
Same person. Same hours. One learns to drive AI — and has 100× more impact in your organization.
And the gap widens every year you wait.
Your best people were 1.0x the day you hired them. Without re-certification they're 0.6x today — and 0.4x by year-end. Not because they got worse. Because the floor rose and nobody moved them with it. That's how good teams quietly become unhireable.
Every certification is measured against the rolling 30-day median of working professionals in that role. As the market bar moves, the certification moves with it — so a current score means someone is still ahead of today's field, not last year's.
The people who know your customers, ops, and hard-earned relationships aren't the problem. The skill gap is. Keep context inside the company, move your team onto AI tools and workflows that the frontier already uses, and get the business to the right side of the median before the market moves past it.
Industry-current curriculum. Rebuilt every quarter against what frontier teams are actually shipping — not last year's playbook.
People benchmarked to their actual jobs. Each employee is measured against the live median for the role they do, not generic AI fundamentals.
People re-certified on your cadence. Quarterly, semi-annual, or annual — skip a cycle and that person's multiplier starts sliding back.
Outcome-priced. If the cohort's median doesn't clear 20x in 90 days, you don't pay the back half.
Replacing a senior means lost context, search, onboarding, and a productivity gap. Keeping the person certified is a tiny recurring cost.
Lost context + 60-day search + onboarding + productivity drag.
Annual output differential in a knowledge-worker role.
Per employee / quarter. Keep the certification current as the median moves.
We certify people, not roles. Train employees once, then choose how often people in each job family get re-certified. Use candidate screens separately when you want to test a new applicant before interviews.
Core cohort starts at $460 per employee per quarter for training and first certification. Re-certification starts at the prices above. Candidate screens are separate and billed only when an applicant starts the test.
New opening, new function, no one internal to grow into it? Skip the 60-day search. Every operator below is already certified against the current median of their role — pre-vetted, frontier-current, ready this week. You're seeing roughly 0.4% of the pool.
Certified senior talent is the constraint. We don't generate it overnight. If you wait for next quarter's budget cycle, these numbers are zero.
Start with a 15-minute team-gap check. We'll map your people to the work they actually do, show where the current benchmark sits, and tell you who needs training, re-certification, or no action at all.