Assign learning. Prove it landed.
Omie is the same platform your people already open every day for their daily lesson, plus the management layer: assign tracks, see who is on track and who is at risk, and roll results up to real outcomes. Web and mobile, one account.
Assign it. Then prove it.
From a goal to a required track to a report leaders actually believe.
Six jobs a learning platform has to do.
Assign, set dates, stay compliant, remind, report, and keep every role in its own scope. All six live in the same app people open for their daily lesson.
A track to a person, a team or a role. Required or optional.
Every assignment carries a date. Overdue is flagged before it is late.
Mandatory modules, who is done, who is due, with the record to show an auditor.
Due Friday: Article 4 module
2 days leftWeekly digestSent where people already are: Slack, Microsoft Teams or email.
Completion, mastery and Kirkpatrick L1 to L4, exported as PDF and CSV.
Learner, manager, HR and admin. Each sees only its own scope.
Turn a goal into a required track
Assign staged, multi-lesson tracks to a person or a whole team, mark them required, and set a cadence. Everything stays scoped to your organization, so each team only ever sees its own data.
- Individual or team assignment. Target one person, a team, or the whole org.
- Required with a cadence. Set expectations and a due rhythm, not just a suggestion.
- Role-scoped access. Members, managers, admins and owners each see exactly what they should.
See your team's health at a glance
The manager dashboard shows who is on track and who is at risk, alongside completion, one-on-ones, and space for praise and nudges. Managers see their own team; HR and admins see the whole org.
- On-track and at-risk. Spot who needs a nudge before it becomes a problem.
- One-on-ones, praise, nudges. Coaching tools live next to the numbers, not in a separate tool.
- HR rollup. Skills, gaps, a 9-box view and org mastery across every team.
Assign, watch, act
The whole management loop in one card: a track goes out, week one comes back, and the at-risk flag arrives while there is still time to help.
Assign your first track this week.
Pick a track from the library, point it at a team, and let the dashboard do the chasing.
Reporting that ties to outcomes
Omie measures learning on the Kirkpatrick model, from reaction at Level 1 through results at Level 4, so what people learn connects to what leaders actually care about. Compliance and required training carry due dates and stay trackable.
- Kirkpatrick Level 1 to 4. Reaction, learning, behaviour and results, not just completion.
- Compliance and required training. Assign with due dates and track who is current.
- Reports for managers and HR. Roll up what matters to the people who need to see it.
Learning that lines up with the quarter
Team goals and OKRs live beside the learning that serves them, cascaded from org to manager to direct report. Every one of your people has a page: goals, paths, scans and the next conversation, in one place.
- OKR cascade. Org objectives break down to team goals with learning attached.
- Direct-report pages. Goals, mastery, scans and 1:1 notes per person.
- Progress that rolls up. Key results move when the underlying skills do.
Programs, not one-off assignments
Group tracks into curricula: multi-stage programs with gates, cadences and capstones. Scans can sit inside a stage, so a program can open with a DISC and close with a 360 that proves the shift.
- Multi-track curricula. Stages, prerequisites and per-step gates.
- Scans inside programs. Open with a baseline, close with the evidence.
- Classroom too. Instructor-led sessions schedule inside the same program.
Management, not a separate silo
There is no separate learner app and admin app. The people you assign tracks to are using the exact same platform for their daily 10-minute lesson, so adoption is already there and mastery is measured the same way for everyone.
- Same account, same habit. Assignments show up inside the daily flow people already use.
- Real mastery per skill. The same tracking that powers the daily feed powers the rollup.
- Web and mobile. One account, whichever device your team reaches for.
Real people. Real outcomes.
“ The constellation map shows what is mastered, what is today, what is a stretch. I finally have a picture of my growth. ”
Illustrative voices from common situations, not named customers. Numbers shown are modeled examples.
From org goal to a tracked outcome
No separate rollout. Assignments land inside the app people already use.
Build or pick a track
Stage a multi-lesson path, or start from one already in the library.
Assign it
Target a person or a team, mark it required, set a cadence and a due date.
Watch the dashboard
Managers see on-track and at-risk; HR sees the rollup across teams.
Report on results
Kirkpatrick-model reporting ties completion back to outcomes leaders care about.
“Two of your five reports are three weeks quiet. Here are the 1:1 talking points.”
Ada drafts what to say, flags who's at risk, and explains why.
Meet Ada →omie/ manage, in numbers.
On real Omie screens. Product facts are marked; examples say so.
Reminder sentReminder sentAudit record readyEvery module feeds the next one.
Give your team a platform that proves it worked.
Start free, then move your team to Business when you are ready to assign and report at scale.
Personal is free. Premium is $9/mo. Business is $15/seat/mo.