Four jobs. One number to call.
The engagement, week by week.
Six weeks from the scoping day to staff using it. The right-hand column is the part that costs your team time — we keep it deliberately small, because a vendor who needs forty hours of your people is not saving you any.
| When | What we do | What we need from you |
|---|---|---|
| Week 1 | A day on site with your team. We watch the work, read your SOPs, and map what people actually need to know against what goes wrong today. | One person who knows the work, for a day. Any SOPs, checklists or training material you already have. |
| Week 2 | We write the curriculum and the scripts — module by module, in the order someone learns the job — and send them to you. | One approver, about three hours. Nothing is filmed until you have signed off the scripts. |
| Weeks 3–4 | We film at your sites, with your staff, in all three languages. Two to four shoot days depending on scope, scheduled around your operating hours. | Site access, and a shift manager who can point us at the right people. Staff who appear on camera, if you want your own people rather than actors. |
| Week 5 | Edit, subtitle, build the quizzes, load everything into your academy, create your admin accounts and import the staff roster. | A staff list — a spreadsheet is fine — and one round of review notes on the cut modules. |
| Week 6 | Launch. Staff onboarded, managers trained on the reports, and the first completion report in your inbox. | Thirty minutes for the admin walkthrough. Then it runs. |
The four layers, in detail.
Design
Training fails long before the camera does. It fails because nobody decided what a person actually has to be able to do at the end of it.
What happens
- A day on the floor watching how the job is really done — not how the manual says it is.
- We turn your SOPs into learning objectives: what a person must be able to do, not what they must have watched.
- We sequence the modules the way someone learns the job, so week-one staff aren't sent to module nine.
- We write the scripts and the quiz questions, in the language they'll be delivered in, and you approve them.
What you get
- A module map with a stated objective per module.
- Approved scripts in Sinhala, Tamil and English.
- Quiz banks written against the objectives, not against the video.
What we need
- A day with someone who knows the work.
- Whatever SOPs and checklists already exist, in whatever state they're in.
Produce
This is the layer nobody else in the category does. Global platforms sell you an AI avatar reading a slide; local production houses film beautifully but don't know what a learning objective is. We do both, in the same room.
What happens
- We film in your outlets, on your equipment, with your staff — so the person watching recognises the counter they're standing at.
- Three languages from one shoot. On-camera talent speaks the language; we don't machine-subtitle English and call it Tamil.
- Short modules — most run three to seven minutes, because they get watched between shifts, not in a classroom.
- Two rounds of revisions are included. If a module doesn't land with the first cohort, we reshoot it.
What you get
- Finished modules in all three languages.
- The raw footage, and outright ownership of all of it.
- Stills and short cuts you can use in internal comms.
What we need
- Site access and a shift manager for the shoot days.
- Staff willing to be on camera, if you'd rather use your own people.
Run
The unglamorous half. Somebody has to enrol four hundred people, chase the ones who haven't finished, sort out the ones who can't sign in, and produce the report when an auditor asks. That somebody is us.
What happens
- Roster import and enrolment — including the new hires you add in month four.
- Reminders to staff who haven't finished, and an escalation list for their managers.
- A completion report by outlet, by role and by module — produced by us and sent in a form you can file.
- Sign-in problems, device problems and "it won't play on my phone" — handled by us, not by your HR team.
- An escalation list for managers whose people are behind.
What you get
- Your own academy, with your staff enrolled and your modules in it.
- Admin accounts for the people who need to see the numbers.
- A completion report every month, and on demand when someone asks.
What we need
- A staff list, and someone to tell us when it changes.
- Thirty minutes for the admin walkthrough.
Maintain
Optional, and the one people skip. Processes change. A programme that was accurate in March is quietly wrong by September, and nobody notices until a customer does. The retainer exists so that doesn't happen — plenty of clients build once and simply keep the platform running, and that's a fair choice too.
What happens
- A quarterly review: what's being completed, what's being skipped, where people fail the quiz twice.
- Up to four modules refreshed per quarter when your SOPs change — included, not a change request.
- One reshoot day per year for modules that need re-filming rather than re-editing.
- New modules for new products or processes, quoted separately and produced on the same cycle. Cancel the retainer any time — your academy keeps running on the platform fee alone.
What you get
- A quarterly review document with what we changed and why.
- Refreshed modules, live, without a project.
What we need
- Tell us when a process changes. That's genuinely it.
How it sits alongside your systems.
Neither of the two dominant HR systems in Sri Lanka has a learning module, so this usually sits beside your HRIS rather than inside it. What that means in practice:
Works today
CSV roster import, and a monthly report we produce and send in whatever shape your HR team files it.
On the roadmap
SCIM provisioning, single sign-on, scheduled SFTP drops and an automated completion export. If you need any of these now, tell us on the call and we'll tell you honestly where it stands.
On request
Usually. Tell us what you use and we'll tell you honestly whether it's straightforward — a staff-list import works with anything; a live integration depends on what your vendor exposes.
What we don't do.
Worth saying plainly, so nobody discovers it in month three.
- We don't run classroom sessions or facilitate workshops. If a topic genuinely needs a room, we'll tell you and help you find someone who does that well.
- We don't sell you the platform on its own. The software without the content and the operations is the thing that fails, and there are cheaper licences than ours if that's what you want.
- We don't write your SOPs for you. We turn the ones you have into training, and we'll tell you plainly where they're missing — but the operating decisions stay yours.
- We don't do accredited or examinable certification. Our records evidence that training happened; they aren't a qualification.
Bring us the thing
that keeps going wrong.
Twenty minutes. Tell us what you train today and where it breaks, and we'll tell you what we'd build, roughly what it costs, and whether we're the wrong fit.