What does the monthly investment include?

Your investment covers a dedicated L&D strategist, curriculum design, content development, program management, and ongoing optimization. The exact scope and pricing depends on your organization size and needs—we right-size the engagement during discovery to ensure you get full L&D capabilities for the cost of a single training coordinator.

We already have L&D staff. Why would we outsource?

Most of our clients have internal L&D people—often training coordinators who handle scheduling, logistics, and vendor management. We don't replace them; we augment them. Your team stays focused on internal coordination while we handle the heavy lifting: learning strategy, curriculum design, content development, and specialized facilitation. Think of it as giving your L&D coordinator a full development team without the headcount. They become more effective, not obsolete.

We've used training vendors before and the content was generic. How are you different?

Training vendors sell courses. We build solutions. When you buy off-the-shelf content, you get generic material with your logo slapped on it. When you partner with us, we start by understanding your business challenges, your culture, your terminology, and your success metrics. Every program is built for your organization—because "best practices" from other industries rarely translate without significant adaptation. We've won multiple industry awards specifically because our work doesn't look or feel like vendor content.

How do I justify this investment to my CFO?

Start with what you're already spending. Add up your training coordinator salaries, benefits, and overhead. Add your vendor spend, LMS costs, and content licensing. Add the cost of turnover—30-35% of salary for each employee who leaves because they didn't see a development path. Now compare that to a fixed partnership that delivers strategy, design, development, delivery, and measurement. Most CFOs see the math quickly: you're not adding cost, you're consolidating spend and getting better outcomes.

If we outsource, do we lose control over our training programs?

The opposite. Right now, you're probably stuck with whatever your vendors offer and whatever your internal team has bandwidth to create. With us, you get more control—you set the strategy, approve the designs, and own the content. We're an extension of your team, not a replacement. You'll have more input into your programs than you do today, plus the expertise to actually execute on your vision instead of compromising due to resource constraints.

What if we need something quickly? Can you turn things around fast?

That's one of the key advantages. When a new product launches, a system changes, or leadership needs a program for next quarter, you won't be stuck waiting for your one training coordinator to clear their backlog. We have the capacity to flex up for major initiatives while maintaining your steady-state programs. Need a new onboarding module in 3 weeks? A leadership workshop next month? We can move. Try getting that from an internal team of two.

Will your content work with our existing LMS and systems?

Yes. We develop to industry standards (SCORM, xAPI) that work with virtually any modern LMS. If you're using Workday Learning, Cornerstone, Absorb, or any major platform, we'll deliver content that integrates seamlessly. If you don't have an LMS and need recommendations, we can guide you—though we're not tied to any vendor and won't push you toward a platform that pays us referral fees. Our job is to develop great content and experiences, regardless of where they live.

What does the transition look like? We can't afford disruption.

We design for continuity. During the first 30 days, we run parallel with your existing approach—learning your programs, your people, your processes. We don't rip and replace; we integrate. Your employees won't experience a jarring change; they'll experience programs getting better. And if you ever decide to bring everything back in-house, you own all the content we create. No hostage situations, no proprietary formats. It's your intellectual property.

How will we know if this is actually working?

We establish success metrics upfront—and they won't just be completion rates. We'll track behavior change, performance improvement, and business impact. Did the sales training actually increase close rates? Did the onboarding program reduce time-to-productivity? Did leadership development improve engagement scores? We build measurement into every program because "people liked the training" isn't a business outcome. You'll have data to prove ROI, not just anecdotes.

Talent development and learning visualization

Enterprise L&D at Mid-Market Investment

Your L&D Budget Deserves
Better Results.

Most mid-market L&D teams lack the full range of skills needed — learning technology, instructional design, strategy, asset development, eLearning, motion graphics, workshop development, and facilitation. Why build what we've already built? Get enterprise-quality talent development without the enterprise overhead.

Schedule a Consultation See How It Works

Is This Your Organization?

Select any challenges that resonate

Click on any challenges that resonate with you

The Talent Development Trap

3X

Higher turnover in mid-market vs. enterprises

40%

Of employees leave within year one due to lack of development

$150-200K

Spent annually on training coordinators who only do admin

Here's the brutal truth about talent development in mid-market companies:

You NEED enterprise-level learning programs to compete for talent and retain your best people. But you CAN'T AFFORD the $100K+ salaries, LMS systems, content libraries, and dedicated L&D teams that enterprises have.

So your "training coordinators" spend their time scheduling vendor-led sessions and tracking completion certificates. They don't build curriculum. They don't facilitate transformation. They don't measure business impact.

And your best people? They leave for companies that actually invest in their growth.

94% of employees say they'd stay longer at a company that invests in their learning and development. The cost of NOT solving this problem compounds every quarter.

Full-Service Outsourced Talent Development

What if you could get 20+ years of Fortune 1000 talent development expertise—without building an internal team?

Strategy & Planning

We assess your talent gaps, define learning objectives aligned to business goals, and create a roadmap that actually moves the needle.

Curriculum Design

Custom programs built for your organization—not off-the-shelf content with your logo slapped on it.

Content Development

eLearning, workshops, facilitator guides, job aids—whatever format drives behavior change for your people.

Delivery & Facilitation

Expert facilitators who've trained Fortune 1000 teams, now available for your leadership retreats, sales kickoffs, and skill-building sessions.

Measurement & Optimization

Data-driven training effectiveness—not just completion rates, but actual performance impact.

Ongoing Partnership

Fixed cost, flex capacity. Scale up for major initiatives, maintain steady-state the rest of the year.

Enterprise Programs. Mid-Market Investment.

Comprehensive talent development solutions that scale with your needs.

Onboarding That Actually Works

Organizational onboarding + role-specific onboarding. Because "watch these videos and shadow someone" isn't a strategy.

New Hire SuccessTime to ProductivityRetention

Leadership Development Pipeline

Build your leadership bench without building an L&D department. First-time managers to senior leaders.

Executive LeadershipFirst-Time ManagersTeam Leadership

Sales & Customer Excellence

Drive revenue and customer satisfaction with targeted training for customer-facing teams.

Consultative SellingCustomer ExperienceAccount Management

Technical Skills & Product Knowledge

Keep your teams current on systems, processes, and product updates without pulling them offline for weeks.

Software TrainingProcess UpdatesCertification Prep

Change Management Training

New systems fail without adoption. We build the training that makes transformation stick.

System ImplementationsProcess ChangeCultural Transformation

The Math That Sells Itself

30-35%

of salary: the cost to replace one employee

37%

productivity increase from proper L&D investment

94%

of employees stay longer when you invest in their development

A 500-employee company with 25% turnover is losing $3.75M annually just in replacement costs. Cut that turnover by 40% with proper talent development and you've saved $1.5M—before counting productivity gains.

Get a Custom ROI Analysis

Is This Right for Your Organization?

500-2,500 employees

L&D team lacks full capabilities: learning technology, instructional design, strategy, asset development, eLearning, motion graphics, workshop development, and facilitation

Training coordinators who schedule but don't develop or deliver

HR leaders told to "figure out training" without budget for specialists

Executives who know talent is competitive advantage but can't justify building an internal L&D team

Companies experiencing turnover they know is preventable

Organizations implementing new systems without proper change management

You're too large to ignore talent development.

You're too smart to build what we've already built.

And you're too important for the big consulting firms to prioritize.

Complementary Offering

Which Tasks Should AI Handle vs. Your People?

Before investing in talent development, understand where AI agents can multiply your capacity. Our Agentic Workforce Assessment identifies which tasks can be automated — so your L&D investment focuses on the human capabilities that matter most.

Explore AI Assessment

How We Work Together

Week 1-2

Discovery

We assess your current state—what's working, what's not, where the gaps are. Stakeholder interviews, data review, talent needs analysis.

Week 3-4

Strategy & Roadmap

Custom talent development strategy aligned to your business objectives. Prioritized recommendations with clear ROI projections.

Ongoing

Partnership

We execute the roadmap—designing, developing, and delivering programs while you focus on running your business. Monthly reviews ensure we're hitting targets.

The Investment

No massive upfront investment

No 12-month implementation timeline

No junior consultants learning on your dime

Flex capacity for major initiatives

Cancel anytime with 60 days notice

Full L&D Capabilities

For the cost of a single training coordinator

Get strategy, design, development, delivery, and measurement — everything a full L&D department provides, without building one.

FAQ

Outsourced L&D FAQ

Common questions about our talent development partnership

We can begin discovery within 1-2 weeks of signing. Most clients see their first programs launching within 60-90 days. For urgent needs like onboarding or compliance, we can accelerate timelines significantly.

Ready to Transform Your Talent Development?

Let's discuss your specific situation and whether outsourced L&D makes sense for your organization. No commitment, no pitch deck—just a conversation about your challenges.

Schedule a Talent Development Assessment

Or email directly: jerard@sdiclarity.ai

Your L&D Budget Deserves Better Results.