BY ROLE
HR & L&D Programmes measured against what the team could not do before.
Role-based training programmes
A capability baseline first, so nobody sits through a day of material they already know. Labs are rebuilt from your own environment, and a closing assessment repeats the baseline so the result is a number.
What the engagement looks like. Fixed in writing before it starts.
four steps, in the order they happen · scope and dates are fixed in writing before anything is touched
Baseline the team
A short technical assessment establishes what each role can already do, which is what stops a programme being pitched at the wrong level.
Build from real findings
Labs are rebuilt from your own vulnerable code and infrastructure patterns, sanitised.
Deliver by role
Developer, SOC and leadership tracks run to different lengths and formats, from a half-day executive session to a lab-heavy week.
Measure and report
The closing assessment repeats the baseline, and seat-level reporting shows who completed what.
What you get. Files, sessions and letters.
Deliverables, not promises. Every one of them is a file, a session or a letter you can hand to somebody else.
- Role-based curriculum for developers, SOC and leadership
- Labs rebuilt from your own patterns, sanitised
- Team licences with seat-level progress reporting
- A post-programme assessment against the baseline
NEXT STEP
Talk directly to an operator. Scope and cost come back in writing.
Tell us what you are trying to prove and to whom. You get a written scope, timeline and fee within 2 working days - and an honest answer if the work you asked for is not the work you need.