We’ll digitize what they know — so every new hire works like your best. Ramp-up at least 3× faster.
Eight things we hear from owners at the first meeting. The more of them ring true, the more money you’re losing.
Nothing gets decided without meYou can’t leave even for a week — everything stops.
Three months in, the new hire still isn’t hitting targetYou’re paying a salary while they learn on your clients.
If Mark leaves, the clients leave with himYour best employee’s know-how doesn’t belong to the company.
I’ve explained it ten times alreadyEvery mentor teaches their own way. The same mistakes keep coming back.
Twenty interviews — no one to hireManagers spend hours on people you can read in 5 minutes.
We opened a new location — nothing works the way it shouldThe standard doesn’t make it to new locations.
They took the course — nothing changedYou checked that they read it. Not that they can do it.
All the know-how is in my headAnd there’s no one to pass it to: no time and no way to do it.
60 minutes, free
Salary while the new hire isn’t delivering yet, the mentor’s time, the mentor’s missed target, mistakes with clients — and it starts over with every new hire.
This is the salary you pay new hires while they’re still learning and not yet delivering results.
We’ll show you how to get it back in the auditIt’s not about people or motivation. What the owner and top performers know isn’t written down anywhere in a form you can teach, test and hire by.
Like a game of “telephone”: every handoff loses some of the meaning. Only half reaches the new hire.
A procedure describes the rules, not how your best employee makes a call in a non-standard situation.
Usually companies check that someone has read the material. Nobody checks whether they learned it.
They sound logical — and cost the company money, time and people. Here’s how it plays out in real life.
Your best employee isn’t necessarily your best teacher. They work on instinct, skip what’s obvious to them, teach in bits and pieces — and every new hire gets a different version. And while they teach, their own sales drop.
The meeting is won by whoever sells themselves best. Interviews ask about past experience — and that’s easy to embellish. Nobody actually tests what the person knows and can do.
The decision rests on one person’s gut feeling and likes. Every recruiter has their own criteria — and a bad hire costs the company time and money.
Today every second candidate writes their résumé with AI. Everyone looks strong — until their first week on the job.
Read doesn’t mean understood, and understood doesn’t mean able to do it. Without testing, you find out through mistakes with clients.
Nobody reads procedures, and those who do can’t apply them. They describe the rules but don’t teach how to decide in a live situation.
On the job, you pay all over again for every new hire: salary with no results, mentor time, mistakes. A standard is built once and works for everyone who comes next.
The methodology works with the nature of expertise, not with the industry. Any job one person does better than others can be broken down and passed on.
We clone the owner and your best employees so their know-how scales to every employee — accurately and without loss of quality.
We run in-depth interviews with your experts and turn their experience into a role or process standard.
A new hire learns from the standard, passes the assessments — and works the way your best employee does.
One standard — at any location, for any number of people. Without you personally involved.
Instructions like these don’t work: they aren’t written the way people learn, and no one checks they were understood.
Not a pile of documents, but a working mechanism that trains and selects people every day.
Ready-made examples for your industry — in the audit
In plain words: we unpack how your best employee thinks and turn it into clear rules every new hire learns from.
Ask your top salesperson to write instructions and you’ll get “call, find the need, send a proposal.” Everyone knows that. Their real secret is in the decisions they make without thinking. That’s what we extract.
Example: you sell B2B services and have a top salesperson
Rules that never change, whatever the client.
Example: we never name a price before understanding the task. Every call ends with an agreed next step and a date.The conditions that change how a sale goes — and a ready scenario for each of them.
Example: who’s on the call — the owner or a buyer, whether it’s urgent, whether there’s a budget. Each combination has its own move.We break down the extremes — they reveal what the expert does without noticing.
Example: a deal closed in a week and a deal lost at the last step. What’s the difference?Practice cases where information is missing or misleading.
Example: the client names a budget but says nothing about timing. Whoever sends a proposal right away fails the assessment.The new hire acts like your top salesperson — without calling you to ask “what do I do here?”
Dry instructions don’t teach anyone. We capture know-how where the work gets done and package it the way adults actually learn.
We talk with the owner, top performers and frontline staff: how the work really gets done, where people slip up, what gets in the way, what new hires are missing.
Your best employee shows the work live — we capture every step: in the CRM, in accounting and work tools, with documents and contracts.
Screencasts and step-by-step walkthroughs of real screens, practice exercises on your situations, on-the-job assignments. The new hire learns by doing, not by reading.
Your team doesn’t write a single line. The expert talks — our methodologists do the rest.
We test learning at every level — before an employee goes out to clients.
AIAI checks every answer and practical task — instantly, accurately and the same way for everyone. If you want, we add a mentor too: AI + human.
A polished résumé and a confident pitch no longer guarantee anything. Our filter tests knowledge and skills for the specific role — before you spend a single minute on a candidate.
Every stage runs online without your people. AI grades the answers against the vacancy requirements.
Meets all the requirements of the vacancy.
Has the professional knowledge needed to do this job.
Demonstrates the required skills online — through video, screencasts and interviews.
You spend time only on the best — you meet finalists instead of holding twenty meetings to find one.
In the audit, you’ll take the demo interview yourself
Nothing gets decided without you
Employees decide using your logic — without you
New hires take 3 months to hit target
Ramp-up at least 3× faster
Every mentor teaches their own way
One standard for everyone — at every location
Your best person leaves — the know-how leaves too
All the know-how belongs to the company
Dozens of wasted interviews
Only screened candidates reach you
“We read it” — and nothing changes
You see who has learned what and who is ready to work
A roadmap for your company — in 3 days
More than 20,000 people in 24 countries have been trained and screened with MDEX — across hundreds of roles, from salesperson and operator to branch manager.
Ramp-up at least 3× faster: 3 months → 1 month
Managers hit target 3× faster
to launch a new location instead of 14
to get an operator working instead of 3 weeks
Industries: sales, retail and chains, franchises, HoReCa, logistics, manufacturing, healthcare, education, consulting, IT, call centers, banking and insurance, real estate, construction, automotive, travel.
We don’t stop at one area. We build training and hiring across the entire business: from scratch, with all the content, the methodology and the people who will run it.
Your highest-volume or most “painful” role — up and running in 14 days.
Every role in the department — sales, service, warehouse, branches.
We digitize the entire business — the know-how of the owner and top performers becomes company property.
In the audit, we give you access to demo training and a demo interview. You go through them as a new hire and as a candidate — and see how it would work for you.
This is what the training we build for your team looks like: short video lessons with real situations, a breakdown of how your best employee acts, practical tasks and assessments. New hires take it on a phone or computer, and AI checks their answers right away.
It looks like a live video call with HR: questions, answers on camera, practical tasks. Behind it is a filter that tests knowledge and skills — and “great-looking résumés” don’t get through.
Demo access — as part of the audit
You see results in your own business before deciding on a bigger project.
We review your situation, introduce MDEX and show ready-made examples for your business.
What to improve, in what order, how we’ll help and what each step costs.
Ready-to-use training you test in your real business.
Standards, training, assessments and interviews, following the roadmap.
We train your person in charge — or rent you one of our methodologists. The knowledge stays in the company.
A 1.5–2 hour interview, then about 2 hours a week. We handle the transcription, texts and assignments.
Pick your highest-volume or most “painful” one — you’ll see the effect in 14 days.
Materials store information but don’t check that it was learned. We build the standard, the training based on it and the assessments. Your materials become our source.
From them — 1.5–2 hours for the interview, then about 2 hours a week. Our methodologists handle the transcription, texts, tasks and assessments.
In 14 days — ready-to-use training for the first role, which you test in your real business.
Online, at a time that suits them: tests, video answers, practical tasks. AI scores them, and you only look at those who pass.
All the know-how is already in the standard, and the standard belongs to the company. The next person learns from it and takes the same assessments.
It depends on the number of roles and processes. The cost of each step is in the roadmap after the free audit — before any work begins.
In 60 minutes, a methodologist will pinpoint where you’re losing know-how, time and money on people. Roadmap in 3 days.
