Replaces · Your LMS
Your LMS doesn't know who works for you.
Every new hire is created twice and every departure has to be remembered twice. Completion reports are exported and reconciled against a staff list that lives somewhere else, usually the week before a survey.
Training beside the staff record. Assignment by role, records retained seven years.
The real invoice
What it costs, including the parts that never appear on one.
The subscription is the visible line. Everything marked hidden below is paid in staff hours or in revenue that quietly never arrives.
Illustrative. Subscription ranges are typical rather than quoted, and the hour estimates come from the programs we built this with. Your numbers will differ — the point is which lines are on the invoice and which are not.
Where it breaks
Four seams, all of them at the same boundary.
The LMS roster and your actual roster agree only immediately after someone reconciles them.
A module required for a credential is tracked in one system and the credential in another.
A tech who becomes a supervisor keeps the old assignments until someone notices.
A surveyor asks for a training file and it has to be built rather than printed.
Course authoring, media hosting and quiz logic are real capabilities, and dedicated platforms do them properly. The problem is that training is an HR fact about a person, and an LMS is the only system in your stack that has to be told who your people are.
Switching
What moving actually involves.
No implementation fee on Solo or Group Practice. Larger migrations with historical data are quoted separately.
Video, documents and slides with your existing quizzes and thresholds.
Step 1New-hire tracks and annual requirements mapped to job roles rather than to individuals.
Step 2Past completions and dates attached to each staff record.
Step 3Confirm a per-person export is what your surveyor expects before you switch off the old system.
Step 4Operations
Training library
Onboarding, annual compliance, and program-specific training assigned by role, completed in the platform, and recorded with a date and a score — ready for the surveyor who asks.
Read more →Operations
Credentials & licensure
Every license, certification, supervision agreement, background check, and payer enrollment tracked with its expiration date — with warnings early enough to renew rather than to scramble.
Read more →Operations
Payroll, time & attendance
Clock-in, shift differentials, PTO, and hours worked in the same platform as the schedule — then pushed to Gusto, ADP, or Paychex instead of retyped into them.
Read more →The roster is the whole problem
Every failure mode here comes from the same place: a system responsible for tracking your staff that has no independent way of knowing who they are.
Bring your current stack to a walkthrough and we will go through it line by line, including the ones we cannot replace.
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