The name is the position.

Why this category, why now

Frontline operations — restaurants, retail, hospitality, logistics — lose people in two predictable places: before day 1 (offer ghosting) and during ramp (slow-to-productive, language barrier, inconsistent training across locations). Both gaps cost operations and HR the same thing: a missing person on the floor.

Adjacent tools were built for adjacent jobs. Training platforms are built for ongoing learning — a different window. HRIS and onboarding workflow tools are built for paperwork compliance — a different outcome. Neither was built to close the offer-to-productive gap end-to-end.

We are built for that gap. Only that gap. Deeply — and designed to plug into the HR and ops stack you already run.

What we believe

• Preboarding is not a notification. The gap between “offer signed” and “day 1” is the cheapest place to keep a hire. We treat it as the first half of the journey, not as an afterthought.
• Multilingual is the floor, not a feature. If your line cooks think in Spanish and the platform only speaks English, you are running training through interpreters. The platform itself is available in English, Spanish, and Italian — an admin picks the language in settings and it applies across the account. Your own content stays in the language you wrote it; we do not translate it for you.
• Outcomes, not feature catalogs. We measure ourselves on whether new hires show up, ramp faster, and run the same standard across locations — not on the number of modules shipped.
• Built by operators, with HR. The vocabulary on this site is the vocabulary of a shift manager who lost two hours yesterday explaining the POS in two languages — and the HR partner who has to staff that shift again next week. Both buyers are welcome here.