Turn your 5x team
into a 40x team.

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'll fall behind by default.

See how certification works

And the gap widens every month you wait.

4.2x → 31xmedian team lift, first 90 days
11 weeksenrolled to frontier-certified
$249per employee / quarter · <1% of replacement
73%of uncertified employees fall below median in 6 mo.
How it works

Skills decay against a moving market.

Your best people were 1.0x the day you hired them. Without increasing AI proficiency 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.

The old way

Trust the résumé. Hope it transfers.

Hiring and training built on proxies — tenure, titles, a badge from 2024. Familiar, comfortable, and quietly expensive.

  • Tenure as a proxy. "Ten years senior engineer" says nothing about this quarter's output — half the field hasn't moved with the frontier.
  • Credentials that never expire. A static certification certifies the past. The bar has risen; the badge has not.
  • Self-reported skill. Everyone says they use AI. Without a benchmark, you're pricing a claim — not a capability.

Standing still feels safe — that's the trap. The cost of the status quo never arrives as one invoice, so it compounds where no one is accountable for it.

The new way

Measure the work. Certify the number.

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.

  • Graded on output, not words. Senior practitioners and automated evaluations score real tasks released that quarter.
  • Benchmarked to the field. A multiplier against the live median — where each person stands today, not last year.
  • Expires every 90 days. Re-certification keeps the number honest as the bar keeps rising.

A visible number changes behavior. Teams that can see their multiplier move, move it — an expiring score makes staying current the default, not a hope.

The core program

Keep your people.
Close the gap.

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.

See curriculum
01Program point

Industry-current curriculum. Rebuilt every quarter against what frontier teams are actually shipping — not last year's playbook.

02Program point

People benchmarked to their actual jobs. Each employee is measured against the live median for the role they do, not generic AI fundamentals.

03Program point

People re-certified on your cadence. Quarterly, semi-annual, or annual — skip a cycle and that person's multiplier starts sliding back.

Your strategy

Get your AI infrastructure strategy

An enterprise adoption blueprint, engineered from live benchmark data on what frontier models and teams are actually shipping — mapped to your stack, your team, and your goals.

[1]

Benchmark your team against the live median

Every person measured against the rolling 30-day median for the role they actually do — across 160+ AI-proficiency signals.

[2]

Map your AI tooling — and the gaps

Every skill, tool, and workflow charted into one living graph — so you see exactly where your team sits behind the frontier.

[3]

Get a sequenced rollout roadmap

What to adopt first and what comes next — sequenced from what frontier teams are actually shipping, tuned to your stack.

[4]

Track lift as the median moves

Adoption, proficiency, and multiplier lift tracked quarter over quarter — so the investment stays ahead of a bar that rises daily.

Quarterly re-certification costs less than 0.2% of replacing.

Replacing a senior means lost context, search, onboarding, and a productivity gap. Keeping the person certified is a tiny recurring cost.

Cost exposure

Replace a senior who fell behind

Lost context + 60-day search + onboarding + productivity drag.

$247K

Productivity gap, per year: 1x vs. 30x

Annual output differential in a knowledge-worker role.

$184K
Better path

Keep them certified quarterly

$249

Per employee / quarter. Keep the certification current as the median moves.

0.1%of replacement cost
$247Ktop risk avoided
Pricing

Choose how often your team gets re-certified.

Train your team once — then protect that investment as the bar keeps rising. You choose how often each role re-certifies: tighter for fast-moving teams, lighter for steady ones, so no one quietly slips below today's standard. Just need to vet a new hire? Run a candidate screen on its own, before the first interview.

Recommended
Quarterly
Re-certify each person every 3 months. Best for engineers, product teams, growth, data, and anyone using AI every week.
$249per employee / quarter
$996 annually
Semi-annual
Re-certify each person twice a year. Best for ops, finance, support, and teams whose workflows change a few times a year.
$399per employee / 6 months
$798 annually
Annual
Re-certify each person once a year. Best for stable roles that need a yearly skills check and certification refresh.
$599per employee / year
Lowest annual cost
New
Candidate screen
Test a new applicant before interviews. Send one benchmarked AI-skills screen, no employee enrollment required.
$10per candidate test
Billed when they start

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.

When upskilling isn't enough

Sometimes you just need to hire.

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.

Top 1%
MO
Maya O.
Software Engineer·Brooklyn, NY
31.4x
Software Engineervs. median dev
LLM evalagentic systemsTypeScript
available nowExam 982
DM
Devansh M.
Growth Marketer·Bengaluru
18.2x
Growth Marketervs. median marketer
paid acquisitioncreative opsClaude pipelines
interviewingExam 941
LW
Lin W.
Product Manager·San Francisco
24.8x
Product Managervs. median PM
spec writingPRDsresearch synthesis
available nowExam 967
SH
Sarah H.
Operations Lead·Austin, TX
12.4x
Operations Leadvs. median ops
workflow automationinternal tools
available nowExam 902
MR
Marcus R.
Data Scientist·Toronto
21.6x
Data Scientistvs. median DS
eval frameworksagent benchmarks
in demand · 6 offersExam 955
AK
Aisha K.
Designer·Berlin
15.1x
Designervs. median designer
prompt-to-figmadesign systems
available nowExam 928
JT
Jamal T.
Software Engineer·Remote (EST)
27.9x
Software Engineervs. median dev
Claude CodeinfraRust
in demand · 6 offersExam 974
EP
Elena P.
Sales Engineer·Lisbon
22.3x
Sales Engineervs. median SE
demo automationPOC scripts
available nowExam 949
Top 1%
MO
Maya O.
Software Engineer·Brooklyn, NY
31.4x
Software Engineervs. median dev
LLM evalagentic systemsTypeScript
available nowExam 982
DM
Devansh M.
Growth Marketer·Bengaluru
18.2x
Growth Marketervs. median marketer
paid acquisitioncreative opsClaude pipelines
interviewingExam 941
LW
Lin W.
Product Manager·San Francisco
24.8x
Product Managervs. median PM
spec writingPRDsresearch synthesis
available nowExam 967
SH
Sarah H.
Operations Lead·Austin, TX
12.4x
Operations Leadvs. median ops
workflow automationinternal tools
available nowExam 902
MR
Marcus R.
Data Scientist·Toronto
21.6x
Data Scientistvs. median DS
eval frameworksagent benchmarks
in demand · 6 offersExam 955
AK
Aisha K.
Designer·Berlin
15.1x
Designervs. median designer
prompt-to-figmadesign systems
available nowExam 928
JT
Jamal T.
Software Engineer·Remote (EST)
27.9x
Software Engineervs. median dev
Claude CodeinfraRust
in demand · 6 offersExam 974
EP
Elena P.
Sales Engineer·Lisbon
22.3x
Sales Engineervs. median SE
demo automationPOC scripts
available nowExam 949
EP
Elena P.
Sales Engineer·Lisbon
22.3x
Sales Engineervs. median SE
demo automationPOC scripts
available nowExam 949
RK
Ravi K.
Recruiter·Mumbai
9.8x
Recruitervs. median recruiter
sourcing pipelinesoutreach
available nowExam 887
Top 1%
TS
Tomás S.
Software Engineer·Buenos Aires
38.6x
Software Engineervs. median dev
multi-agentevals at scale
in demand · 6 offersExam 991
NW
Nadia W.
Content Strategist·Cape Town
19.4x
Content Strategistvs. median writer
brand voicelong-form ops
available nowExam 933
BC
Ben C.
Finance Analyst·London
13.7x
Finance Analystvs. median analyst
model auditsFP&A automation
interviewingExam 911
Top 1%
HK
Hye-Jin K.
Software Engineer·Seoul
33.2x
Software Engineervs. median dev
systems promptsbackend
available nowExam 988
OF
Olivia F.
Customer Success·Dublin
8.6x
Customer Successvs. median CSM
support opsknowledge bases
available nowExam 879
VG
Viktor G.
Data Scientist·Warsaw
28.1x
Data Scientistvs. median DS
RAG pipelineslabeling agents
in demand · 6 offersExam 970
Top 1%
MO
Maya O.
Software Engineer·Brooklyn, NY
31.4x
Software Engineervs. median dev
LLM evalagentic systemsTypeScript
available nowExam 982
DM
Devansh M.
Growth Marketer·Bengaluru
18.2x
Growth Marketervs. median marketer
paid acquisitioncreative opsClaude pipelines
interviewingExam 941
LW
Lin W.
Product Manager·San Francisco
24.8x
Product Managervs. median PM
spec writingPRDsresearch synthesis
available nowExam 967
EP
Elena P.
Sales Engineer·Lisbon
22.3x
Sales Engineervs. median SE
demo automationPOC scripts
available nowExam 949
RK
Ravi K.
Recruiter·Mumbai
9.8x
Recruitervs. median recruiter
sourcing pipelinesoutreach
available nowExam 887
Top 1%
TS
Tomás S.
Software Engineer·Buenos Aires
38.6x
Software Engineervs. median dev
multi-agentevals at scale
in demand · 6 offersExam 991
NW
Nadia W.
Content Strategist·Cape Town
19.4x
Content Strategistvs. median writer
brand voicelong-form ops
available nowExam 933
BC
Ben C.
Finance Analyst·London
13.7x
Finance Analystvs. median analyst
model auditsFP&A automation
interviewingExam 911
Top 1%
HK
Hye-Jin K.
Software Engineer·Seoul
33.2x
Software Engineervs. median dev
systems promptsbackend
available nowExam 988
OF
Olivia F.
Customer Success·Dublin
8.6x
Customer Successvs. median CSM
support opsknowledge bases
available nowExam 879
VG
Viktor G.
Data Scientist·Warsaw
28.1x
Data Scientistvs. median DS
RAG pipelineslabeling agents
in demand · 6 offersExam 970
Top 1%
MO
Maya O.
Software Engineer·Brooklyn, NY
31.4x
Software Engineervs. median dev
LLM evalagentic systemsTypeScript
available nowExam 982
DM
Devansh M.
Growth Marketer·Bengaluru
18.2x
Growth Marketervs. median marketer
paid acquisitioncreative opsClaude pipelines
interviewingExam 941
LW
Lin W.
Product Manager·San Francisco
24.8x
Product Managervs. median PM
spec writingPRDsresearch synthesis
available nowExam 967
Unlock full candidate pool →
Q3 cohort closes in 6 days · 9 team slots left

Every quarter you wait, the gap stops being closeable.

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.

Talk to us about hiring
✓ No retainer✓ Outcome-priced — clear 20x or don't pay the back half✓ Avg. response in 2 hours
Benchmark

Track your progress. Predict the future.

Every person gets a live profile — current proficiency, the gap to ideal, and where they're trending. (Placeholder section.)

Skill radar6 dims
Tooling adoption+9 pts
of frontier tools in active use
Hours reclaimed9.4/wkper person, this quarter
Prompt designStrong
82
0ideal 90
Maya O.Software Engineer91440X scoreTop 4% percentile
Output / week2.4×
Trajectory+18 / qtr
with 40Xwithout
GovernanceFocus area
61
0ideal 75
Re-certificationOn track
  • ✓Q1 baseline
  • ✓Q2 re-cert
  • Q3 in progress