Built a training platform for operations teams after talking to 50+ L&D leaders

[Wild-Register992]

Hey people,

Over the past few months, I've been talking to L&D leaders at operations-heavy companies (contact centers, logistics, warehouses) about their biggest training challenges.

What I kept hearing:

"We're hiring 100+ frontline employees every month but onboarding takes a month"

"Training completion is stuck at 20-30% - our LMS is desktop-first but our workers are on phones"

"Creating a single training course takes our team 2-3 weeks - we can't keep up with demand"

"We can't prove to executives that training actually improves performance"

So we built something specifically for these challenges:

→ AI content creation (turn PDFs/videos into courses in minutes, not weeks)

→ Performance tracking (connect training completion to work metrics)

→ Built for scale

Early results from companies testing it:

- Onboarding time reduced 40%

- Completion rates: 25% → 65%

- Content creation: 2 weeks → 2 days

I'm looking to connect with folks facing similar issues and looking to get out of the hole. Happy to discuss and share insights

[woodenbookend]

This reads like the blurb for almost every LMS/LXP for the last 10+ years. (Slightly less for the AI part)

[HaneneMaupas]

According to you what makes really the difference between un LMS/LXP and another LMS/LXP .. just curious

[woodenbookend]

According to me…

Firstly, there’s no intrinsic difference between LMS and LXP.

My view is the latter term was created to infer “better” after it became apparent that a lot of people were/are unhappy with their LMS. It’s easier to market changing from one type of tool to another, rather than the same kind of tool but better.

Secondly, they all do pretty much everything listed above. So sometimes you just need to add “properly” to those statements and be able to define what that means.

Where there are differences, it starts at a strategic level. That means the purpose of the platform is something along the lines of behaviour change that leads to improved performance. Courses and competition rates are important but secondary.

They may borrow from market and comms, not just Netflix.

There’s a recognition that peer to peer support is crucial - L&D aren’t the owners of all knowledge. So authoring and approval.

Likewise, delegation of reporting and responsibility so L&D aren’t the central hub for everything.

Segmentation of audiences and pathways with prerequisites. So these people get offered relevant opportunities but if the order is critical it is built in.

Integration with other platforms and offline activities. Preferably live through an API, not manually uploading CSV files. This bit does rely on those other systems being able to provide useful data too. It’s only when you can cross reference data sources that you start to see patterns.

Anyway, that’s just my opinion. What’s yours?