Your Training Budget Deserves Better Than
"We Think It's Working."
Most organizations can’t prove their learning programs work. We can.
We connect what employees know, how they feel about their work, how they perform, and what the business produces. So you can see what’s driving results, and what’s getting in the way.
We’re Ander. The Performance Intelligence Company.
People Development. Proven Impact
You won’t find course catalogs, content libraries, or completion dashboards here.
If you’re looking for an LMS, this might not be what you need.
If you’re trying to improve employee performance and prove it, you’re in the right place. Keep scrolling.
Don’t Just Take Our Word For It. Let the Numbers Do the Talking.
Proven Outcomes. Real Clients. Measured Over Real Time.
· Energy sector
· 12 months post-training
· Automotive OEM
· High engagement vs. control group
· 15-month study
· QSR franchise network
· Self-paced
· 11.5K+ locations
Deployed Across Global Fortune 500 Organizations:
Automotive • Retail • Hospitality • Entertainment • Food Service
What Is Performance Intelligence?
Most learning platforms tell you how many employees finished a course. Ander tells you whether any of it changed how they perform on the job. One system, built to surface exactly what’s driving results, and what isn’t.
The Problem
Most Training Doesn't Work. Here's Why.
Companies invest billions in workforce development every year. Yet most can’t answer one basic question:
Did our training improve performance?
Traditional systems track activity, not outcomes: completions, surveys, reports that prove almost nothing. What employees learned and how the business performs stays stubbornly unmeasured.
Ander has solved this problem.
If This Sounds Like Your Company,
We Need to Talk.
Many executives we talk to describe some version of the same situation. See if any of these hit a little too close to home:
- You’ve invested seriously in training, but you can’t show the board what it’s produced.
- Employees could ace the post-course quiz and forget most of it by next Thursday.
- Managers know coaching matters, but consistent coaching rarely survives a busy quarter.
- New hires ramp up slower than your competitors’, and no one can agree on why.
- Your learning platform and operational data live in separate universes.
If you’re nodding, you’re not failing at training. You’re using tools designed for a different job.
Most learning systems were built for training administration.
Ander was built for performance.
The difference? We prove it.
How Ander Works
We Built Something Different.
A Platform That Proves Learning Works.
Three pillars. One closed loop. From what employees learn to how the business performs. All connected, measured, and continuously improving.
1
Learning Experience
Design
Most training content was built to be delivered, not remembered. We fix that. We transform your existing content into habit-based learning experiences built on behavioral science.
Designed to fit the way frontline employees work: short, relevant, and available in the moment they need it, not scheduled for a time that suits the training calendar.
The kind of learning that sticks.
2
Performance
Intelligence
We connect the dots from what employees know, to how they perform, to what the business produces.
That’s what Ander is built to show you. Connecting learning engagement directly to business outcomes, and tying real-time performance data to the metrics your business runs on.
Not a survey. Not a completion certificate. Actual evidence that development is working.
3
Technology Built for
the Way People Work
Frontline employees aren’t sitting at desks waiting for a training module to load. Ander meets them where they are: on the floor, between customers, in the moment. Mobile-first, adaptive, and smart enough to surface what’s working, so managers can act fast.
Other Platforms Track Training.
We Track Performance.
Traditional platforms were built to manage training. Ander was built to prove it works.
Our Solutions
One Platform. Three Solutions.
Different performance challenges need different tools. Ander’s family of purpose-built solutions each targets a specific performance lever, and they’re all connected by the same intelligence layer. So, the insights from one make all the others smarter.
Most organizations are running training in one place, communication in another, and motivation nowhere at all. FUEL fixes that.
Built for distributed, frontline workforces that need more than a training event, or a course library. Start with what you need. Add capability as you grow. Or deploy FUEL as your complete performance foundation from day one.
Most knowledge disappears within days of training. Trivie fixes that.
Habit-based, game-designed reinforcement that builds lasting retention.
Not just better quiz scores, measurably better performance weeks and months down the road. Built on the science of how memory actually works, not on the assumption that completing a course means retaining it.
Your operational data tells you what’s happening. ESiQ tells you why.
Employee sentiment intelligence that surfaces the human signals your metrics miss, connecting engagement directly to performance before small problems become expensive ones.
Start Proving Your Training Works.
One platform that develops your people, connects learning to performance,
and gives you the proof to back it up.
People Development. Proven Impact.
Frequently Asked Questions
What is Performance Intelligence?
Performance Intelligence is the practice of connecting workforce learning, coaching, employee sentiment, and operational data into one system to prove that people development drives measurable business outcomes. Unlike traditional training platforms that track completions, Performance Intelligence shows whether learning changed how employees perform on the job.
How is Ander different from an LMS?
Ander is not a learning management system. Where an LMS tracks whether employees finished a course, Ander connects learning engagement to real business results, like sales performance, safety outcomes, and operational efficiency. It combines learning experience design, performance data, and employee sentiment in one integrated platform rather than managing training administration.
Who is Ander's employee learning platform built for?
Ander is built for organizations with customer-facing frontline teams across automotive, retail, hospitality, entertainment, and food service. These are environments where the performance of frontline employees directly affects revenue, safety, and customer experience, and where the cost of undertrained employees shows up immediately in business results.
Can training programs be proven to work?
Yes, but only when learning data is connected to real operational outcomes. Statistically validated studies, like a 15-month study Ander conducted across 3,500 participants at a major automotive OEM, have shown a 3x monthly sales improvement tied directly to learning engagement. Survey scores and completion rates cannot produce this kind of evidence.
What is the difference between tracking training completions and tracking performance?
Tracking completions tells you whether employees finished a course. Tracking performance tells you whether it changed how they do their jobs. The gap between those two answers is where most training budgets go unaccounted for, and why organizations struggle to prove the ROI of workforce development.
How can a company measure the ROI of employee training?
ROI is measurable when learning engagement is connected to the business metrics an organization already tracks, such as sales volume, staffing efficiency, knowledge retention, and safety compliance. Results need to be validated against control groups, not self-reported, to produce evidence a board or executive team can use.
What should an employee learning platform do that most platforms don't?
Most learning platforms deliver content and report on activity. An effective learning platform connects what employees learn to how the business performs, integrates coaching and employee sentiment data alongside learning data, and produces statistically validated outcomes rather than engagement metrics or satisfaction scores.