Prove L&D Works. Then Make It Work Harder.
Fewer than 10% of training dollars have measurable ROI today. The platform closes the loop from spend to skill gain to business outcome, giving L&D leaders the evidence to defend budgets and direct them where they work.
Platform Overview
L&D Intelligence That Measures What Training Actually Changes
Connects training data scattered across LMS, performance management, assessments, and HRIS into one analytical layer. Traces every program from enrollment through competency gain to observable performance change.
- Skill Gap Heat Maps
- Maps every employee's competency profile against role requirements. Quantifies gaps at individual, team, department, and org levels with weekly refresh.
- Learning ROI Measurement
- Tracks each training program from spend through competency gain to performance delta using matched control groups. Ranks your entire catalog by measured return.
- Personalized Learning Pathways
- Generates sequenced development plans based on measured gaps, career goals, and program effectiveness data. A development GPS, not a course catalog.
- Certification Compliance
- Monitors every credential against role requirements with predictive alerts at 90, 60, and 30 days. Reduces lapse incidents by 90-97%. Audit-ready from day one.
- Competency Currency Tracking
- Benchmarks internal standards against market demand from job postings, certifications, and industry trends. Flags when your competency framework falls behind.
- Knowledge Concentration Risk
- Identifies where critical expertise lives in one or two heads. Cross-references retirement dates and flight risk scores to trigger transfers before departures.
Prove your L&D spend works.
Ask Meg what skills your org needs and whether training is delivering. No surveys, no guessing, no quarterly lag.
Common prompts (click to see!)
Meg AIEngineering Skill Gaps (higher = larger gap)
Cloud architecture gap is driven by 3 recent departures. ML gap is strategic. You need 4 more ML engineers by Q4 to hit product roadmap.
Capability Measurement
Map Every Skill Gap. Measure Every Training Dollar.
Skill gap analysis and ROI measurement form the foundation. The platform builds competency profiles from assessments, reviews, and certifications, then measures whether each program closes the gaps it targets.
Development Engine
Prescribe the Right Learning. Measure Behavior Change.
Personalized pathways replace generic course catalogs with sequenced development plans calibrated to each employee's gaps, career goals, and the proven effectiveness of available programs.
Compliance & Currency
Eliminate Certification Risk. Keep Skills Market-Current.
Automated compliance monitoring prevents credential lapses across regulated roles. Competency currency tracking benchmarks your internal standards against what the market actually demands.
Invest in the skills that actually move the needle.
Meg connects training spend to performance outcomes automatically.
How it works
From skill gaps to measurable growth
How Meg identifies what your people need to learn and proves the training actually worked.
Assess
Map Skills Across the Organization
Meg builds a real-time skill inventory from performance data, project history, certifications, and manager assessments. No self-reported surveys, just actual demonstrated capability.
Assess
Map Skills Across the Organization
Meg builds a real-time skill inventory from performance data, project history, certifications, and manager assessments. No self-reported surveys, just actual demonstrated capability.
Prioritize
Identify the Gaps That Matter Most
Not all skill gaps are equal. Meg ranks gaps by business impact: which missing skills block revenue, create risk, or slow delivery. Development budget goes where it moves the needle.
Prioritize
Identify the Gaps That Matter Most
Not all skill gaps are equal. Meg ranks gaps by business impact: which missing skills block revenue, create risk, or slow delivery. Development budget goes where it moves the needle.
Prescribe
Recommend Targeted Development
Each employee gets a personalized learning pathway based on their current skills, target role, and the fastest route between the two. No generic catalogs, just specific, sequenced recommendations.
Prescribe
Recommend Targeted Development
Each employee gets a personalized learning pathway based on their current skills, target role, and the fastest route between the two. No generic catalogs, just specific, sequenced recommendations.
Deliver
Connect to the Right Learning Resources
Meg maps recommendations to your existing LMS, external courses, mentorship opportunities, and stretch assignments. Employees see one clear plan, not five disconnected platforms.
Deliver
Connect to the Right Learning Resources
Meg maps recommendations to your existing LMS, external courses, mentorship opportunities, and stretch assignments. Employees see one clear plan, not five disconnected platforms.
Measure
Prove Training Actually Worked
Every program is measured against performance outcomes using matched control groups. Did the cloud certification actually improve deploy speed? Did leadership training reduce attrition? Real answers.
Measure
Prove Training Actually Worked
Every program is measured against performance outcomes using matched control groups. Did the cloud certification actually improve deploy speed? Did leadership training reduce attrition? Real answers.
Optimize
Double Down on What Works
Quarterly ROI reports show which programs deliver returns and which are spent budget with no measurable impact. Reallocate from low-ROI programs to high-ROI ones automatically.
Optimize
Double Down on What Works
Quarterly ROI reports show which programs deliver returns and which are spent budget with no measurable impact. Reallocate from low-ROI programs to high-ROI ones automatically.
Pricing
Simple, transparent pricing
Start with a single role or scale across the whole company.
Acquire & Retain
Unlimited hiring, retention intelligence, and internal mobility.
Get StartedDevelop & Succeed
Add succession planning, skill gaps, and leadership development.
Get StartedAll plans include Slack, Teams, and WhatsApp access. See full comparison
Common Questions
What L&D Leaders and Technical Buyers Ask
Direct answers to the questions we hear most from CHROs, L&D directors, and technical teams evaluating learning intelligence platforms.
- How does skill gap analysis work without a mature competency framework?
- Starts with whatever competency data exists, including basic self-assessments and job descriptions. Rules-based gap calculation works from day one. Statistical normalization activates at 6 months, ML predictions at 12. You need a digitized framework and one assessment source to begin.
- Which LMS, HRIS, and PMS platforms does the system integrate with?
- LMS: Cornerstone, SAP Litmos, Degreed, LinkedIn Learning with xAPI event streaming. HRIS: Workday, SAP SuccessFactors, Oracle HCM. PMS: Lattice, 15Five, SuccessFactors. Assessment: SHL, Korn Ferry. API-first with daily batch reconciliation and real-time webhooks.
- How does ROI measurement isolate training impact from other factors?
- Propensity score matching creates control groups of employees who match participants on role, tenure, and performance but did not attend. Difference-in-differences analysis isolates the training effect from time-based trends and role changes. Results include confidence intervals and effect sizes.
- How quickly does the platform deliver actionable insights?
- Certification compliance and skill gap heat maps produce results within 2-4 weeks of data integration. Learning ROI requires 3-6 months of post-training data per program. Personalized pathways go live at month 3. Full maturity with calibrated predictive models takes 12-18 months.
- Can the platform work alongside our existing L&D systems?
- The platform is an intelligence layer, not a replacement. It connects to your LMS via xAPI and API, your PMS and HRIS via REST endpoints. Intelligence flows back through dashboards, alerts, and API feeds your existing tools consume. Typical integration takes 1-2 weeks.
- What does personalized pathway generation look like for an individual?
- Analyzes each employee's competency gaps, career goals, learning history, and schedule constraints. Sequences the most effective programs using constraint-satisfaction optimization. Each pathway shows duration, cost, milestones, and links directly to LMS enrollment.
Turn L&D from Cost Center to Capability Engine
See how the platform maps skill gaps, measures program ROI, and generates personalized development pathways. Bring your hardest L&D question to the demo.