You've outgrown informal training. What comes next isn't a course; it's a function.
For organizations where training is SME-dependent, inconsistent, or too important to keep managing as a side job; I help you build a real learning function without hiring a full-time L&D leader before you're ready for one.
Who this is for
Onboarding is inconsistent. Institutional knowledge lives in a few people's heads. You have a content library that nobody would honestly call a curriculum. Training happens when someone requests it, not because there's a strategy behind it.
You know something needs to change. But the answer isn't "build another course" or "buy another platform" or "hire someone to figure it out." The answer is a function: a way of deciding what training matters, building it well, and measuring whether it worked.
This path builds that function with the right scope for where your organization actually is.
Services
L&D Foundation Assessment
$5,000 - $7,500
Assess current learning capability and produce a prioritized L&D roadmap.
We look at what training, content, governance, technology, and measurement currently exists; what your organization actually needs; and the gap between the two. You leave with a clear picture and a roadmap that tells you what to do next, in what order, and why; not an overwhelming inventory of everything that could be improved.
This is the right starting point if you're not sure what you have, what you need, or which problem to tackle first.
Performance & Learning Diagnostic
$3,000 – $7,500
Addressing a specific performance problem, not a general L&D audit.
We figure out whether training is actually the right intervention for the problem in front of you, what performance the job requires, where the gap is, and what would genuinely close it.
Sometimes the answer isn't a course. When it isn't, I'll tell you.
Build Your L&D Function
$30,000–$50,000+
The full build: Assess → Design → Build → Operate.
We establish the strategy, architecture, processes, SME model, measurement plan, and priority programs, leaving you with a working L&D operating model, not a stack of recommendations you'll have to figure out how to act on. This is the engagement for organizations ready to go from informal to intentional.
Stakeholder interviews, training inventory, performance gap analysis, audience/role mapping, technology and governance review
L&D strategy, priorities, competency architecture, curriculum model, measurement framework
Processes, standards, SME model, LMS requirements, priority programs, operating infrastructure
Fractional leadership, portfolio management, stakeholder reporting, measurement, continuous improvement
Price depends on organizational complexity including factors such as size, number of roles and audiences, volume of existing content, and how much starts from scratch.
$30K–$50K+ is a planning range, not a fixed quote.
Fractional L&D Leadership
$3,000 / $5,000 / $7,500–$9,000 per month
The right amount of learning leadership for where you are now without the overhead of a full-time hire you're not ready for.
Strategy, program oversight, stakeholder management, curriculum decisions, measurement provided at the scale the work actually requires. Three tiers matched to organizational capacity and L&D maturity.
Monthly leadership cadence — roadmap management, program prioritization, SME consultation
Biweekly leadership cadence — curriculum oversight, SME management, measurement, technology guidance
Weekly leadership cadence — portfolio management, governance, executive reporting, direct oversight of development
