Employee onboarding without the manual work for HR

The account is ready to work right after registration. The real timeline depends on whether your internal policies exist in writing: if the materials are already gathered, the first welcome course with its structure, lessons and tests is built in a few days by a single HR specialist.

15 days of free access is usually enough to build the course, run one employee through it and look at the report.

The basic set for onboarding new employees: the company's mission and values, the structure and who is responsible for what, job descriptions, corporate rules and ethics, a product section, work tools and the department's internal policies.

After that you add sections for the specific role. A course like this answers most of the questions a new hire spends the first week asking colleagues.

No. The lesson builder, tests, roles and groups are set up in the account without code — an HR specialist or a department head can handle it.

A developer may only be needed to integrate with a third-party CRM through the open API, or for custom development to fit a non-standard process.

Yes. Universal settings let you build both group and individual training programs for a department, a job title or a specific employee.

Everyone takes the shared section about the company, while specialized modules are assigned by group. The curator can add extra lessons for one employee without changing the program for everyone else.

Documents, presentations and videos are uploaded into lessons as they are — there is no need to rewrite the materials from scratch. Files the employee has to receive for work are attached separately and stay available for download.

That is exactly what a company knowledge base is: one source of truth instead of folders on drives and attachments buried in chat threads.

Text lessons, images, presentations, videos and files in any format, plus live streams through the closed player of a video hosting service.

You can fill lessons with a mix of materials for variety and better comprehension, and display the structure either as a list or as a graphical diagram — a knowledge tree.

Stop-lessons take care of that: the next module won't open until the assignment for the current one is submitted. The company sets the order of study, not the employee.

On top of that, the performance table shows how much time a person spent on each lesson. If a lesson was "completed" in a minute, you see it right away.

Yes, and it is one of the strongest scenarios. Give potential candidates access to the onboarding course and the knowledge base with assignments and a final test, and invite only those who got through all of it to the office.

You get an employee immersed in the processes from day one, plus free screening of everyone who isn't ready to put the work in. More detail in the section on candidate screening.

There are four kinds of assignments: auto-graded tests with automatic point counting, standard assignments with long-form answers or project work, video assignments recorded on a webcam, and a final test covering the whole course.

For tests, you set the time limit and the number of attempts.

It is the closing check across the whole course. The system assembles the test itself from your quiz assignments, with as many questions as you need — you don't have to write an exam by hand.

The final test works well as a decision point: they passed, so you invite them to an interview or clear them for work.

That is what the video assignment is for: the person records an answer on a webcam straight from their personal account, with no prompts and no editing. You see the train of thought, the way they speak and how they carry themselves.

The reviewer checks the answer against the answer keys for the control questions prepared in advance and marks whether the candidate covered every point.

Yes. Staff assessment is built on the same mechanism: you assign a course or a standalone test to the right group and set a deadline and a number of attempts.

The results feed into the performance table and the ranking, so you see how an employee moves from one assessment to the next, not just at a single moment.

Yes, after completing the course an employee receives a professional development diploma based on your own layout. The document carries a unique QR code for verifying authenticity.

That is convenient for internal certification and for dealer networks, where a partner needs proof of training.

A performance table for every employee and group, the time spent on each lesson, points for the course, lesson completion statistics in percentages, an employee ranking and a regular summary in the chatbot.

The time spent on lessons shows where the program is stalling: if the same module slows everyone down, it is time to simplify it or split it in two.

Yes, that is a separate use case. Being able to train franchisees remotely on an ongoing basis, having set the course up once, is what makes franchise companies successful.

For dealer networks, the platform keeps all the information about product lines at hand: the range is updated, you add a lesson, and partners get a notification.

You can create as many access roles as you need. Co-organizers and curators fill in the course structure, track employee registrations and results, and assign extra lessons.

Lecturers fill their own lessons with materials, create assignments, grade knowledge and talk with employees in private chats. Access is granted precisely — down to specific courses.

All personal data of employees is protected by security protocols. Access to it is limited to the users whose roles carry the corresponding permissions.

That means a lecturer sees the results for their own lessons, while the full picture across the staff goes only to the account owner and the roles they have designated.

The training materials in your courses are protected from copying and downloading. Employees view texts and videos in their own accounts, but they cannot share them or save them.

Only the documents and files you have specifically attached for their further work are available for download.

Yes. Corporate style settings, a course website builder and support for your own domains are all available, along with flexible lesson design settings in your brand colors.

The employee studies inside a familiar brand rather than on a third-party service — and that noticeably changes whether training feels like part of the job or like someone else's obligation.

There are 15 days of free access — enough to build a welcome course, run an employee through it and look at the reports.

After that you pick a plan that matches the size of your company. Current prices are on the pricing page, and non-standard configurations can be discussed with support in the Telegram chat.