Corporate training platform development that works with the company you actually run.
For L&D and HR leads who need training records, role-based access, and reporting connected to their organisation, we build the platform around the work.
Buyers who need the platform to fit their operation.
L&D leaders at mid-market and enterprise organisations
Teams responsible for training completion, role clearance, and manager visibility across employees, contractors, and partners. The platform has to fit the organisation chart, not the other way around.
Regulated industries
Financial services, healthcare, safety, and energy organisations where a missing training record is a compliance failure and evidence has to survive an external audit, not just look good in a dashboard.
Multi-tenant partner training operators
Companies training external distributors, franchisees, or partners under separate branding, permissions, and reporting boundaries inside one operational platform.
Companies with mixed workforces
Employees on SSO, contractors on invite links, partners in isolated tenants. One platform, one identity model, and correct access on day one.
Problems we solve
The specific work your current platform leaves behind.
SSO covers employees but not contractors, partners, or seasonal staff.
Hybrid identity: SAML or OIDC for employees, invited access for contractors, tenant-scoped SSO for partners, all mapped to the same role and access model.
HRIS changes don't reach the LMS cleanly.
Scheduled or event-driven HRIS sync (Workday, BambooHR, Rippling, HiBob, custom) with role, department, and manager relationships propagated automatically.
Compliance evidence is rebuilt from exports each quarter.
Structured evidence: attempts, acknowledgement, expiry, certificates, and material version, queryable and exportable per person, per role, per period.
Audits require records that no single system owns.
Immutable audit log spanning training assignments, completions, admin actions, and role changes, with the reporting queries pre-built rather than assembled under pressure.
Manager reporting either shows too much or too little.
Role-scoped dashboards: a line manager sees their team; a regional lead sees their region; nobody sees another client's records. Permissions enforced in the data layer, not just the UI.
Partner training needs isolated branding, admin, and reporting.
Multi-tenant partner portals with separate identity, theming, and reporting boundaries, so each partner runs their own space inside one operational platform.
Capabilities
What we build inside corporate training platform development.
01
SSO
SAML 2.0 and OIDC integration with Okta, Azure AD / Entra ID, Google Workspace, Ping, and custom IdPs. Just-in-time provisioning, group-to-role mapping, and clean deprovisioning when someone leaves.
02
HRIS
Workday, BambooHR, Rippling, HiBob, and custom HRIS integrations for people, roles, departments, and manager relationships. Change events flow to training assignments and access rules automatically.
03
Compliance
Assignment rules by role, region, and start date; renewal windows; grace periods; auto-escalation; and material versioning, so a policy change is a controlled rollout with an audit trail rather than an email chain.
04
Audit
Immutable, exportable audit log covering training assignments, completions, admin actions, role changes, and evidence access. Pre-built queries for the questions auditors actually ask.
05
Reporting
Role-scoped dashboards and scheduled reports for line managers, regional leads, L&D, and compliance. Answers management questions instead of dumping data into a shared drive.
06
Role management
Fine-grained roles and permissions modelled on your organisation: employees, managers, contractors, partners, and administrators, with permissions enforced at the API and data layer, not just the UI.
07
Partner portals
Multi-tenant workspaces with separate identity, branding, admin, and reporting boundaries. Each partner runs their own space; you keep operational visibility across all of them.
How projects work
From first call to handover.
01
Week 1: find the evidence trail
Trace one training requirement from policy to manager report. The handoffs where people email, export, or manually confirm reveal what the first release must solve.
02
Weeks 2 to 3: connect identity early
SSO, HRIS, and role modelling proved before the interface gets polished. A beautiful dashboard with the wrong access model is expensive wallpaper.
03
Weekly builds: real teams, real roles
Pilot with a real department using realistic role changes and completion states. Feedback from actual managers rather than a staged demo.
04
Launch: cutover and handover
Access acceptance tests, audit-report validation, operational runbooks, and code plus infrastructure handed over with continued support available on your terms.
Deliverables
What you receive at handover.
Product discovery and access-model design
Role and permission modelling
SSO integration (SAML / OIDC)
HRIS integration and sync
Training assignment and completion engine
Compliance rules and material versioning
Audit log and exportable evidence store
Role-scoped reporting and dashboards
Multi-tenant partner portals (where scoped)
Automated test suite and CI pipeline
Deployment infrastructure and runbooks
Full source code and technical documentation
Handover training for L&D and operations
Budget and tradeoffs
What moves the price
Corporate training work moves on a small set of decisions: the identity model (SSO, roles, contractors, partners), which HR system is the source of truth, what compliance evidence has to survive an audit, whether partner or multi-tenant training is in scope, and how much historic record migration is required. We scope the reporting questions before estimating, because reporting is where vague requirements become expensive. Once the plan is specific we quote against it and show the assumptions.
We scope in the open. You see the assumptions, what is excluded, and what would change the estimate. A fixed price without those details is only a delayed surprise.
xAPI
the open Experience API standard. It lets a training record follow a learner across systems into a store you own, instead of dying inside one vendor's LMS. That portability is the whole point of building rather than renting.
The platform should make the next decision easier.
Managers get an answer they can act on. Learners receive the training that applies to them. The L&D team stops spending the last afternoon of the month turning exports into evidence.
The moving parts are SSO, HRIS connections, compliance evidence, partner training, and migrating historic records. We scope the reporting questions before quoting, because that is where vague requirements get expensive. Every estimate we share is tied to a specific scope, not a marketing range.
How long does it take to launch?
Around 8 to 12 weeks for the core, in weekly builds. Identity and role data get proven first, because a polished dashboard with the wrong access model is expensive wallpaper.
Will it connect to our SSO and HR systems?
That's usually the point. We confirm the identity provider, the systems of record, and the exact sign-in flow during discovery, then place people into the right roles automatically instead of asking a manager to update a group by hand.
How do you handle compliance evidence and old records?
We record attempts, acknowledgement, expiry, certificates, and the version of the material a learner saw, so an audit is a report rather than a scramble. Historic records either migrate or move to a retained archive with a clear audit path, decided before cutover.
Bring the awkward part of the current setup.
We will map the real constraint, tell you whether a custom build makes sense, and outline a first release that does not pretend to solve every future problem.