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
How it works

Skills decay against a moving market.

Your best people were 1.0x the day you hired them. Most teams sit below the median for their roles today — and the median moves monthly. 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.

Pages of Paul A. David, "The Dynamo and the Computer: An Historical Perspective on the Modern Productivity Paradox," American Economic Review, 1990

Electricity didn't transform the factory. The redesign did.

  • The most common mistake with any new technology: drop it into the old organization and declare the transformation done.
  • Factories that “adopted” electricity barely got faster — they swapped engines and changed nothing else.
  • The gains arrived only when the factory was redesigned around the new power.
  • AI is the same mistake, replaying right now. Bolt it on and you've bought a faster steam engine. Implement it at the core and you create an autonomous system of agents that multiply the productivity of your team and product.

Paul A. David, “The Dynamo and the Computer: An Historical Perspective on the Modern Productivity Paradox,” American Economic Review, 1990 · read the paper

Two ways to a 40x team

Upskill the people you have. Hire the ones you don't.

Right now, someone in your market is rebuilding the way work gets done. It isn't you — yet. Every quarter you wait, their lead compounds and your team slips further below a median that doesn't wait for budget cycles.

There are two ways to close the gap. The third option is the one most companies choose — wait, and become the case study.

Path 01

Upskill

Your team already knows the business. Train them to the frontier and re-certify as the bar moves — before the market reprices them.

Keep your people →Path 02

Hire

Some gaps can't wait for training. Bring in operators already certified against the current median of their role — ready now.

See certified talent →
From the founder
“If you're AI proficient, it's kind of like you come with 50 team members of your own.”

The host of the largest business podcast in the world hired me this year. In his words, he didn't just get me — he got fifty agents working alongside me: going through the business, re-architecting systems and upskilling employees through AI expertise. And the line for what counts as being AI Proficient keeps moving forward.

Your team is on one side of the line or the other — and right now, most leaders are guessing which. Don't guess. Measure where every person stands against a real-time benchmark for their role, and implement an AI-first infrastructure.

Every day you wait, your competitors get farther ahead.

— Kaz, Founder
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.

Quarterly re-certification costs 0.1% 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
When upskilling isn't enough

Sometimes you just need to hire.

New opening, new function, no one internal to grow into it? Every operator we list is certified against the current median of their role before you ever see a profile. The marketplace is opening soon.

Top 1%
••
Anonymized profile
Software Engineer·Brooklyn, NY
31.4x
Software Engineervs. median dev
LLM evalagentic systemsTypeScript
available nowExam 982
••
Anonymized profile
Growth Marketer·Bengaluru
18.2x
Growth Marketervs. median marketer
paid acquisitioncreative opsClaude pipelines
interviewingExam 941
••
Anonymized profile
Product Manager·San Francisco
24.8x
Product Managervs. median PM
spec writingPRDsresearch synthesis
available nowExam 967
••
Anonymized profile
Operations Lead·Austin, TX
12.4x
Operations Leadvs. median ops
workflow automationinternal tools
available nowExam 902
••
Anonymized profile
Data Scientist·Toronto
21.6x
Data Scientistvs. median DS
eval frameworksagent benchmarks
in demand · 6 offersExam 955
••
Anonymized profile
Designer·Berlin
15.1x
Designervs. median designer
prompt-to-figmadesign systems
available nowExam 928
••
Anonymized profile
Software Engineer·Remote (EST)
27.9x
Software Engineervs. median dev
Claude CodeinfraRust
in demand · 6 offersExam 974
••
Anonymized profile
Sales Engineer·Lisbon
22.3x
Sales Engineervs. median SE
demo automationPOC scripts
available nowExam 949
Top 1%
••
Anonymized profile
Software Engineer·Brooklyn, NY
31.4x
Software Engineervs. median dev
LLM evalagentic systemsTypeScript
available nowExam 982
••
Anonymized profile
Growth Marketer·Bengaluru
18.2x
Growth Marketervs. median marketer
paid acquisitioncreative opsClaude pipelines
interviewingExam 941
••
Anonymized profile
Product Manager·San Francisco
24.8x
Product Managervs. median PM
spec writingPRDsresearch synthesis
available nowExam 967
••
Anonymized profile
Operations Lead·Austin, TX
12.4x
Operations Leadvs. median ops
workflow automationinternal tools
available nowExam 902
••
Anonymized profile
Data Scientist·Toronto
21.6x
Data Scientistvs. median DS
eval frameworksagent benchmarks
in demand · 6 offersExam 955
••
Anonymized profile
Designer·Berlin
15.1x
Designervs. median designer
prompt-to-figmadesign systems
available nowExam 928
••
Anonymized profile
Software Engineer·Remote (EST)
27.9x
Software Engineervs. median dev
Claude CodeinfraRust
in demand · 6 offersExam 974
••
Anonymized profile
Sales Engineer·Lisbon
22.3x
Sales Engineervs. median SE
demo automationPOC scripts
available nowExam 949
Join the hiring waitlist →

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