The new hire hangs on your lead for months.
You found the person, but they will not be productive for months. Until then they occupy your best worker and get paid to learn.
VIDEO JOB COURSES · DONE FOR YOU
New hires productive in days, not months
We film your best employee doing the actual work and turn it into a video job course: structured, translated, ready to train every new hire. Done for you, from filming to rollout.
- to onboard a warehouse operator with the course
- 4 days
- for a new hire to complete an 83-lesson measurement course
- 1 day
- control questions missed by a new hire after the course
- 3 of 40
01 / SOUND FAMILIAR?
Your process knowledge lives in one person's head
Six situations from conversations with owners. If you recognize at least two, you are losing money right now.
Training eats your best people.
Every new hire pulls your top performer off the line to explain the same things, again and again.
Knowledge leaves with people.
When an experienced employee quits or retires, years of know-how walk out the door with them.
Everyone does it their own way.
There is no single standard: three crews, three methods, and quality depends on who showed up for the shift.
The same questions every day.
Your lead answers them for one new hire, then the next, then another. The answers are written down nowhere.
DIY training videos never get finished.
Many companies start filming themselves. The result: a folder of clips nobody uses. Filming is not the hard part. Structure is.
02 / WHAT YOU GET
Five things every course includes
Appendices and extra languages are ordered separately. These five are in every course.
Video lessons for the role.
Step-by-step lessons by work module, filmed on your site, on your equipment, with your best employee. Each three to eight minutes and clear even with the sound off.
Control questions.
For every module, in two versions: for the trainee and for the trainer with answers. You see what the person actually learned, not that they clicked "watched".
Course checklist.
A table of contents with a link to every lesson and its questions. The thing your trainer and trainee actually use, instead of a folder of files.
Handover and rollout.
A joint review, access setup, a briefing for your trainer on how to sign off practice. We bring the first new hire through the course together with you.
Ownership of the materials.
All course files and the rights to them transfer to you. No subscription, no lock-in to our platform, no expiry date.
03 / METHOD
How it works
We film your best employee.
On site, during a normal shift. No scripts to write, no production line stopped.
We structure and translate.
The footage becomes a step-by-step course for the role, in the languages your crew actually speaks.
Control questions lock it in.
After each block, questions confirm the process was understood, not just watched.
Your team onboards new hires on its own.
Access by QR code at the workplace. Your trainer runs the training and signs off the result.
04 / INDUSTRIES
Where this works
The industry matters less than how the work is organized, but in these six the conditions line up most often.
Construction and installation
- Roles
- Measurement technician, window and facade installer, concrete cutter, foreman, solar panel installer
- Case
- LK Bauservice measurement technician: an 83-lesson course, a new hire finished it in a day
Manufacturing
- Roles
- CNC and specialized machine operator, setup technician, warehouse operator, assembler, quality inspector
- Case
- Reimann Industrietechnik warehouse operator: four days on the course, two hours for the exam
Chains and branches
- Roles
- Cashier, sales clerk, shelf stocking, receiving, store manager, branch manager
- Where it pays off
- Every new location and every new person at an existing one: filmed once, trained everywhere
Technical services
- Roles
- Field service technician, equipment installer, maintenance technician, service dispatcher
- Where it pays off
- Field work: there is no mentor standing by, and a mistake at the customer costs more than one on the shop floor
Logistics
- Roles
- Dispatcher, warehouse operator, order picker, delivery driver
- What's different
- Shift work and constant hiring: the standard has to survive any shift roster
Cleaning
- Roles
- Crew lead, floor scrubber operator, site manager, specialty cleaner
- What's different
- Work on the client's site and high turnover: the client sees the new hire's mistake before you do
05 / THE MATH
What does onboarding cost you without a system?
Plug in your own numbers. We count only what is visible right away: the new hire's pay until they reach full productivity, and the trainer's hours.
Estimated annual loss
€33.600
Half of the new hire's pay over the ramp-up months, plus the trainer's hours at the role's rate. Scrap, rework and lost orders are not included, and they usually cost more.
An estimate only: half of the new hire's pay over the ramp-up months plus trainer hours at the role's rate, based on 160 working hours a month. Does not include scrap, rework or lost orders.
06 / THE OFFER
Where to start: the Job Passport
You do not have to order a course right away. First we describe one role in full: the document shows the scope and price of the course, and where the work depends on a single person.
Job Passport
€1.000
net, excl. VAT · one role · 10 business days
- A PDF document: what the role must deliver, the work cycle step by step, tools, software, rhythm
- A day-by-day onboarding program with checkpoints for your trainer
- A separate appendix: where the work depends on a single person
- The table of contents of the future course and its price as one figure
- A walkthrough meeting to review the document with you
- The amount is credited toward the course for the same role within 90 days
You
- One point of contact who schedules the conversations
- Two or three conversations of an hour to ninety minutes: you, the role's supervisor, your best employee
- Whatever you already have: instructions, checklists, photos
- Written approval of the document
A few hours of your team's time
We
- Preparation and conversations with everyone who knows their part
- Assembly of the document and appendices
- Course table of contents and commercial proposal
- The walkthrough meeting
10 business days
What we honestly do not do. The Passport answers what has to happen and in what order. How exactly to do it with your hands is what the video course shows. So the Passport does not replace your trainer: it gives them a program, and showing the work by hand still has to happen.
And we describe the work the way it is organized at your company today, not the way it should be rebuilt. Where the work depends on a single person, we will show it. We will not rebuild it for you.
07 / QUESTIONS
What owners ask in the first conversation
There is one public price: the Job Passport, €1.000 net per role. The price of the course depends on scope, the number of modules and lessons, and the scope is only visible once the role is documented. That is why we don't put a course price on the site: it comes as a single figure in the proposal after the Passport. Every course always includes the video lessons, the check questions, the course checklist, handover and launch of the first new hire, and ownership of all the material. Travel for the camera operator, extra languages and appendices are separate line items.
We don't teach a trade, we film your process as your best employee does it. So the industry matters less than how the work is built. One criterion: a new hire with basic skills takes longer than a month to work on their own. If three days is enough, the course won't pay off, and we will tell you so. Simple labor, narrow specialties with a short cycle, hands-on crafts and jobs where physical presence decides everything don't fit. The fastest check is the quiz on the home page: seven questions, an honest answer.
Five things, always. Step-by-step video lessons by work module, filmed at your site with your best employee, three to eight minutes each. Check questions for every module in two versions: for the trainee and for the reviewer, with answers. The course checklist: a table of contents linking to every lesson. Handover and launch: access setup, a briefing for the mentor and the first new hire walked through the course. And ownership of all the material: no subscription, no lock-in to our platform, no expiry date.
The camera operator comes to your site and films from a ready script and checklist, during a normal shift, without stopping the work. Usually without the owner standing by: with the owner present, the employee starts describing how it should be instead of how it is. The methodologist works remotely: two one-hour meetings and an interview with your best employee over video. From you we need the best employee, site access on agreed dates and written consent from everyone on camera.
Off-the-shelf videos explain a trade in general, not how the work runs at your company: your tools, your order of operations, your standard for a finished job. You can film it yourself, and many start. The result is almost always the same: a folder of clips nobody uses, because filming is not the hard part. Breaking the work into modules, putting a check question under every step and walking the first person through to sign-off is. For one of our clients the do-it-yourself attempts took two years.
The Job Passport: ten working days from the first conversation. The course: roughly a month and a half for one role, if we run it as one project start to finish and your side responds on time. Filming on site takes a few working days; the rest goes into the script, the interview, editing and review. Several roles are done one after another.
08 / DIAGNOSTIC
Is this a fit for your company?
Seven questions, two minutes. An honest answer: if you do not need a course right now, we will say so.
Question 1 of 7
09 / REQUEST
Which role costs you the most right now?
In a free 30-minute consultation we will find the role where a video course pays off fastest. If it will not pay off, we will tell you straight.