QUESTIONS AND ANSWERS
What owners ask before they order
We collected the questions from first calls with clients and answered them the way we do on the call: where it won't fit, we say so. There is one price here, the Job Passport; everything else is priced per role.
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.
The order is this: we collect your existing material, spend an hour with you on the role, write the script, show it to your best employee and interview them, film on site, edit and add check questions, review on two levels and launch the first new hire. From you: one point of contact who schedules meetings, the best employee and their time, the site on agreed dates, material up front and someone responsible for rollout at launch. Step by step on the How it works page.
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.
Yes. The base version of the course is made in one language, and additional languages are ordered separately: English, German, Spanish. We produce them after you have approved the base scripts, otherwise one mistake gets copied into every language at once. Every lesson has single-line subtitles, and the main test of a finished video is that it makes sense even with the sound off.
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.
You don't need to make them watch, you need to check. Every module has check questions of three kinds: multiple choice, an open question "what do you do if", and a scenario "you arrive at the site and find this". The reviewer gets the version with answers. Then your mentor signs off on the hands-on practice and clears the person to work. This is a principle: you do the training, we build the tool and walk the first person through it.
No, and we don't promise that. Hands-on skill is learned only in practice, with a person next to you. The course does something else: the new hire comes to practice already knowing what should happen and in what order, what good looks like and what bad looks like. The mentor is left to shape the hands and sign off on the result, not explain everything from scratch to every new person.
All files and the rights to them belong to you; we never resell your course and only show it as an example with your permission. You set up employee access and can revoke it at any time. Nobody can promise that copying is impossible, and neither do we. But look at it this way: the clips can be copied, the system where your best employee, the mentor and the check questions work together can only be built.
We don't guarantee a percentage return, and don't trust anyone who does. We run the numbers on your figures: how many new hires a year, how many months to full output, how many mentor hours each one eats, what one new-hire mistake costs. The calculator on the home page gives a rough estimate in a minute; on the consultation we go deeper. We start with one role and record the baseline before launch, so there is something to compare the result against.