For L&D, HR & D&I leaders rolling out AI literacy
Your people aren't behind on AI.
They've just never had it set up for their real work.
An avatar-led course your non-technical staff actually finish — and leave with one AI tool configured around their real work. Built for L&D teams in regulated industries who can't ship another 90-minute workshop and call it "AI strategy."
Book a Demo →Self-paced · 4–5 hours per learner · GDPR-compliant · From small pilots to org-wide rollouts
Watch
Why we built this for L&D teams
Please allow marketing cookies to view this external content.
A short message from wondder
Why you're probably here
Does this sound like the brief you've been handed?
Your CEO emailed you last quarter asking what your AI strategy is. You've been looking at training ever since — and everything you've found is either a $300 Udemy course or a six-figure consulting retainer.
You ran the workshop. People came, took notes, and within two weeks were back to copy-pasting confidential briefs into ChatGPT on personal devices.
Compliance is asking how your staff are using AI. Your staff are quietly using it without telling anyone. You're the one who has to bridge those two facts.
Every off-the-shelf training is built for engineers or the C-suite. Nothing is built for the 80% of your workforce in the middle — the people who'll actually use these tools day-to-day.
You can defend running a workshop. You can defend buying an e-learning. You can't yet defend that either worked — and that's the question being asked more and more.
What you can take back to your CFO
What changes after a wondder cohort
Completion you can put in a slide
Avatar pacing keeps drop-off well below standard e-learning curves. Your L&D team gets numbers that hold up in a quarterly review.
A per-employee artifact that proves it stuck
Every learner finishes with a personal AI DNA profile and a reusable prompt library — visible in a 1:1, not buried in an LMS transcript.
A defensible answer to "how are people using AI?"
GDPR-compliant. Nothing of yours trains the model. Module 2 walks every learner through the privacy switches on the tool they'll actually use.
Built for the non-technical 80%
Not engineers, not executives. Customer service, ops, HR, legal, marketing, finance — the middle of your org, where AI policy actually has to land.
Monday-morning behaviour change, not a knowledge dump
Each learner ends with three things they're trying this week, a prompt library against their own work, and one thing they've explicitly decided not to automate.
A starting point you can scale
Start with one team. Expand by department. Standardise org-wide. Same platform, same artifacts, same dashboards — no re-procurement at each step.
How your people learn
What's inside each learner's five modules
Where each learner is starting from
15–20 minSelf-diagnosis with the avatar — locating each learner on the spectrum from fancy Google to trained partner. Gives your L&D team a baseline.
What AI is for (and what it isn't)
45–60 minEach learner sorts their own work into AI-tasks, their-tasks, and the grey zone. Picks one tool — Claude or ChatGPT — and commits.
The Context Sandwich
60–90 minA simple three-part frame for any prompt — who you are, what you need, the format you want it back in. Three rounds against the learner's real tasks, with feedback from the avatar.
Their personal AI DNA
60–90 minA guided interview with the avatar. By the end of the module each learner has a one-page profile pasted into their tool — and their AI knows who they are.
From Monday morning forward
30–45 minAction plan assembled, prompt library exported, manager-shareable summary generated. One thing they've explicitly decided not to automate.
Honest fit check
Who this is built for — and who it isn't
You're an L&D, HR, or D&I leader being asked to embed AI literacy across the non-technical workforce — and the off-the-shelf options either patronise your people or talk over their heads.
You need something defensible. A program with completion data, a per-learner artifact, a privacy story, and a path from a first-team pilot to an org-wide rollout — not another workshop.
You're looking for engineer-grade ML training, API workshops, or a transformation consultancy that builds you a deck. This is the literacy layer for the rest of the workforce — there are better partners for the other two.
Procurement & rollout questions
What L&D and HR leaders ask before they pilot
How is this different from a one-off workshop or generic e-learning?+
Workshops are forgotten by Wednesday; generic e-learning plateaus at low completion. The avatar holds each learner one-on-one through their own real tasks, so by the end every person has built artifacts they actually use — not just sat through slides.
What completion rates should we expect?+
The program materially exceeds standard e-learning completion curves — the avatar paces to each learner, exercises run against their real work, and modules are short enough to actually finish. We'll agree on completion targets for your cohort before kickoff and report against them together.
How do you handle GDPR, the EU AI Act, and data residency?+
Nothing learners put into Claude or ChatGPT during the course trains the model. Module 2 walks each person through the privacy switches in the tool they'll actually use.
Can we integrate with our LMS (Cornerstone, SuccessFactors, Workday Learning)?+
We'll scope the LMS picture on the call — your stack, what handoff (SSO, SCORM, xAPI) you actually need, and what data should flow where. For early cohorts, some teams choose to start outside the LMS and integrate once the program has proven its value, which keeps the pilot moving while integration gets scoped properly.
What's the pricing model — per-seat, site licence, or enterprise?+
Per-seat for early teams, volume tiers as you scale across departments, site licence at enterprise scale. We'll match it to your headcount and rollout timeline on the call.
How fast can we onboard a cohort — whether it's one team or 500 people?+
We agree the setup scope and timeline on the call — what needs to be in place for kickoff vs. what fits a later phase. Smaller cohorts can typically start sooner; larger rollouts (200+ seats) get a phased plan we agree together.
Do you have a dashboard for our L&D team?+
Yes — cohort progress, completion, time-on-module, and an aggregate competency view. No individual learner content; just the metrics L&D needs.
Does this satisfy regulator scrutiny in our industry?+
We work with teams across financial services, pharma, healthcare, and manufacturing. We'll walk through your regulator's expectations on the call and confirm the controls before contract.
Let's scope it together
Pilot conversation, no obligation.
Pick a 20-minute slot. We'll talk seat counts, your industry's compliance posture, and whether this fits your L&D roadmap — or whether it doesn't.
Please allow marketing cookies to view this external content.