Train the human edge.AI role-play for your team.

Text, audio and video — six ways to hold the same conversation

• Text chatThe fast, repeatable drill. Type, get pushed back on, iterate — ten minutes between two meetings.
• DM & inboxThe same text practice, in the surface the conversation really starts in: Instagram, LinkedIn and an email client, rendered as the real thing.
• Audio callReal-time speech. Talk over the AI mid-sentence and it stops, exactly like a real conversation.
• Multi-person meetingUp to six AI people in one room: an ally, a counterpart, a skeptic. Stay silent and they carry on without you.
• Pitch your own deckImport the PDF and present it slide by slide, with feedback per slide against the key messages you defined.
• Video avatarA face that reacts, plus the user's own camera on screen — so the pressure is genuinely there.

Feedback that changes the next conversation

• Scored against your criteriaYour criteria, weighted your way — not a generic rubric someone else wrote.
• Grouped evaluationCriteria group into chapters, so what was said and how it was said are judged separately.
• Focus deep-divesPick up to two competencies before the run and get verbatim key moments plus concrete recommendations.
• Replay from any momentJump back to the exact message where it slipped and take the conversation from there.
• Difficulty levelsThe same case from cooperative to brutal — and the counterpart is allowed to walk out.
• Dynamic casesNever the same case twice. Persona, setting and pushback shift with every run, so the tenth attempt is still practice — not memorization.

Practice inside a path, not next to it

• Learning journeysVideos, articles and practice cases on one path, unlocked in order if you want them locked.
• Interactive blocksQuizzes, flashcards, decision scenarios, open questions and scales — with every past answer kept.
• XP, levels, streaksA soft skill turned into something people can watch themselves improve at.
• An AI coachOne suggestion at a time — what to work on next, drawn from the person's own results and open assignments.

Capability you can finally see

• Personal dashboardWeak spots, trend and recent activity, generated from the person's own runs.
• Manager viewSee where a team stands and where it is getting better — strengths, gaps and a trend line per team. Individual results stay with the individual.
• Twelve-month trendCapability as a line per team, so a training decision has evidence behind it.
• Teams and rolesManagers create teams and appoint managers themselves, scoped to what they are allowed to see.