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Leadership and HR

Your onboarding process is a person. People leave.

Turn handbooks, SOPs, and leadership frameworks into courses your whole org completes, with quiz scores to prove it.

Systematize my trainingTry it here
  • SCORM 1.2 & 2004
  • Role-based team seats
  • Docs to training in minutes
  • Day 1: Company foundations
  • Day 2: Systems and access
  • Day 3: Role deep-dive

Drag a module to reorder it. You always stay in control.

01The problem

Your best manager onboards new hires from memory.

When she's on PTO, onboarding is whoever's free. Every departure walks institutional knowledge out the door, and compliance training nobody finishes protects nobody. The fix isn't another wiki no one reads. Run the test below.

02Try it here

Your best manager just left for two weeks. What happens to onboarding?

See the difference

New hire starts Monday
ONBOARDING PAUSED
  • Who's covering orientation?
  • Ask Dave? Dave started in March.
  • She'll catch them up when she's back.
  • Nobody is onboarding. Day one has not started.

Same manager, same two weeks off. The only difference is where the knowledge lives.

03How it maps

What you use to build it.

Course Echo

Upload handbooks, SOPs, and training decks. Get sequenced courses with comprehension checks.

See how it works

SCORM export

Drop courses into the LMS you already run. SCORM 1.2 and 2004, no migration.

See how it works

Workspaces and team seats

Separate workspaces per department, with role-based seats and no per-seat fees.

See how it works

People who already did this

A lot of company training is technically complete but painfully hard to sit through. I wanted something our managers would actually use. This turned our leadership material into shorter, clearer lessons people finish without blocking out half their day.

Renee LawsonFounder, Lawson People Strategies

My leadership workshops were strong, but I needed something that continued after I left the room. I created a supporting course with reflection exercises, manager scenarios, and short lessons people revisit. It made the training feel less like a one-day event and more like a development program.

Patrick KimPresident, Elevate Leadership Partners

Common questions

No. Build in MLA, export SCORM 1.2 or 2004, and run it in the system you already have. MLA is the creation layer.

Every course tracks progress and quiz scores per person, so "completed training" is a record, not an assumption.

Separate workspaces per department or client, with role-based team seats, so HR, sales enablement, and safety training stay cleanly apart.

Make institutional knowledge survive turnover.

Upload the handbook. New hires finish week-one training before their laptop finishes updating.

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