For employers
Training built around your codebase, not a generic curriculum.
We provide personalized corporate training solutions to help your team enhance professional skills and establish achievable development goals.
- Delivery
- On-site, remote or hybrid
- Group size
- 4–20 engineers
- Built from
- Your stack and your repos
- Typical run
- 4–12 weeks, part-time
Why generic training fails
Your team does not need a course. It needs the gap closed.
Most corporate training is a vendor course delivered unchanged to every client. Engineers sit through two days of slides about a framework, return to a codebase that looks nothing like the examples, and the material is gone within a month.
We start from the opposite end. Before designing anything we look at what your team actually ships, where reviews get stuck, which parts of the system only one person understands, and what the next twelve months require that the team cannot do yet.
The exercises then use your patterns, your naming and your deployment pipeline. What people practise on Tuesday is what they commit on Wednesday.
Areas we cover
Where teams most often ask for help
- Modern .NET and C#
- ASP.NET Core, Entity Framework, clean layering, testing, and migrating older codebases without stopping delivery.
- React and TypeScript
- Component architecture, state management, typing discipline and testing — aimed at teams whose front end has outgrown its original structure.
- Cloud, CI/CD and DevOps
- Azure and AWS, containers, pipelines, environments and release practice, using your actual deployment path.
- Practical AI engineering
- LLM integration, RAG over internal documents, structured output, evaluation and cost control — the parts that survive contact with production.
- Testing and code quality
- Getting a team from "we know we should" to a suite that runs on every pull request and is trusted enough to block a merge.
- System design and architecture
- Design reviews on your real services — boundaries, data flow, failure modes — rather than whiteboard exercises about imaginary systems.
- Onboarding new graduates
- A structured first ninety days so juniors reach useful output faster and take less senior time to get there.
- Team practice and collaboration
- Code review culture, branching, estimation and technical communication — usually the real bottleneck once the individual skills are there.
How we differ
Two ways to buy training
| Standard vendor course | This programme | |
|---|---|---|
| Curriculum | Fixed, identical for every client | Designed after reviewing your stack and repos |
| Exercises | Toy applications built from scratch | Your patterns, your naming, your pipeline |
| Trainer | Full-time trainer, often out of practice | Engineers currently shipping production code |
| Format | Two consecutive days, then nothing | Weekly sessions across 4–12 weeks, with work between |
| Measure of success | Attendance and a feedback form | Agreed outcomes reviewed at the end |
How it runs
From scoping call to measured outcome
- 01
Scoping conversation
What the team ships, what is slowing it down, and what the next year demands. Usually 45 minutes, no obligation.
- 02
Technical review
With your permission we look at a representative repository and talk to two or three engineers. This is what makes the material specific.
- 03
Proposal and agreed outcomes
A written outline: topics, schedule, delivery mode, cost, and what the team should be able to do at the end. You approve before anything starts.
- 04
Delivery, in working rhythm
Weekly sessions with practical work in between, scheduled around delivery commitments rather than blocking a week of capacity.
- 05
Review against the agreed outcomes
We go through what changed with the team and the manager, and name what still needs work. Honest reporting beats a good feedback form.
What you get
Beyond the sessions themselves
For the team
- Session recordings and materials your team keeps
- Exercises and reference implementations in your own stack
- Portal access for the duration — question bank, challenges, recordings
- Written guidance your team can hand to the next new starter
For the manager
- A written skills baseline for the team before you start
- Attendance and progress visibility throughout
- A closing review against the outcomes agreed up front
- An honest read on where the team still has gaps
Who this suits
Four situations we work with most
- Modernising an ageing codebase
- The team knows the legacy system and needs current practice without a rewrite freeze. Training runs alongside delivery.
- Adding AI capability
- Engineers who are strong generally but have not shipped an LLM feature. We cover the production concerns, not the demos.
- Onboarding a graduate intake
- Several juniors starting together. A structured first ninety days that gets them productive without consuming your seniors.
- Uneven skills across the team
- Two people carry the hard work and the rest cannot review it. The goal is spreading the load, not adding certificates.
Questions
Before the scoping call
Do you need access to our code?
It makes the training far more specific, but it is not mandatory. We can work from architecture documents and conversations with your engineers, under NDA either way.
Can you deliver on-site?
Yes — on-site in Sydney, remote anywhere in Australia, or hybrid. Most teams choose hybrid: on-site to start, remote for the weekly sessions.
How much time does it take from the team?
Typically half a day a week plus a small amount of practice. Deliberately not a block week — training that stops delivery tends to get cancelled.
What size team does this work for?
Four to twenty works well. Below four, 1:1 mentoring is usually better value; above twenty we split into cohorts.
Can you help us hire as well?
Yes. We work with graduates and career changers throughout the year, and can introduce candidates who match what your team needs.
Start with a scoping conversation
Forty-five minutes about what your team ships and where it slows down. You will get an honest view of whether training is the right answer — sometimes it is not.