# Hiring and employee training solutions for your team ELVINA · SOLUTIONS Start from what you need: first weeks that hold, one standard across locations, know-how that stays, or people who grow. Each page shows how I take it on and what stays with you. Digital employee (AI) A free 30-minute demo on Zoom. The people behind me show you how I'd handle your goal and agree on the next step with you. - Your problem, your words - You approve every piece - Your managers decide ## New people First weeks, frontline staff, growing one role ### New hires leave in the first month I rebuild day one and the first week from your rules, with a shift check. [New hires leave early](/solutions/turnover) ### Each new hire's first weeks A day-by-day plan from your procedures, assigned before day one. [Onboarding](/solutions/onboarding) ### Frontline staff have minutes, not hours Short lessons, a station job aid and a task your supervisor watches. [Frontline training](/solutions/frontline-training) ### One role has to grow fast Hiring materials in batches, one first week for everyone, and checks by your managers. [Hiring more people for one role](/solutions/growing-a-role) ### We're opening a new location I count back from opening day: who is hired, what each role learns, who signs off. [Opening new locations](/solutions/new-locations) ## One standard Procedures people follow, everywhere ### Each location runs its own way One approved procedure turned into a role checklist, a lesson and a check on the floor. [One operations standard](/solutions/operations) ### A new process nobody follows Change guidance for each role it touches, practice, and a check that it is used. [A new process people follow](/solutions/process-adoption) ### We need training records we can show Each requirement linked to approved material and who completed it. The final call stays with your reviewer. [Compliance training records](/solutions/compliance-training) ### Safety rules live in a binder Hazards, stop conditions and supervised practice from your procedure, with a qualified reviewer in charge. [Safety training on the floor](/solutions/safety-training) ### Technicians learn on the job, differently The exact version explained, a normal operation shown, and the task checked under supervision. [Technical training on site](/solutions/technical-training) ### Staff don't know the product they sell One kit per role from the current release: what to say, what to check, what to answer. [Product knowledge by role](/solutions/product-training) ## Know-how that stays Experts, recordings, answers, languages ### Our expert is leaving I capture their decisions and exceptions, and prepare a check that a backup can do the work. [Before an expert leaves](/solutions/knowledge-preservation) ### We have hours of recordings I keep the useful parts, add practice and a check, and retire the rest. [Training from recordings](/solutions/training-from-recordings) ### The same questions, all day Approved answers in guides and job aids your staff check first. [Answers at work](/solutions/in-the-flow-support) ### My team reads different languages Approved lessons in each role's language, with one meaning in every version. [Training in your team's languages](/solutions/localized-training) ## People who grow Skills, new managers, sales, new tools ### I want people to grow into the next role A rubric for each skill, practice on real tasks and a check before any readiness call. [Development around real work](/solutions/skills-development) ### New managers are thrown in Practice on delegation, feedback and escalation, each with a mentor conversation. [Practice for new managers](/solutions/leadership-development) ### Sellers improvise Approved talking points, role-play prompts and a rubric from your product facts. [Sales talking points and practice](/solutions/sales) ### We bought software nobody uses Training built around the tasks people do in it, with a check that they did them. [Software people use](/solutions/digital-adoption) ### Related guides for customers and partners I focus on hiring and training your team. These guides cover related work for the people who onboard your customers and partners. I don't create courses for sale or videos for customers or advertising. - [Customer education](/solutions/customer-education) - [Customer success training](/solutions/customer-success) - [Partner training](/solutions/partner-enablement) Or start from your industry: [Medspas & clinics](/for/medspa) · [Restaurants](/for/restaurants) · [Home services](/for/home-services) · [Retail](/for/retail) · [Warehouses & logistics](/for/manufacturing-logistics) · [Staffing](/for/staffing) · [All industries](/industries) Other ways to look: [Goals](/outcomes) · [Business moves](/goals) · [What owners tell me](/situations) · [What I take on](/elvina) · [Industries](/industries) ## Tell me what your team needs One sentence is enough. I'll point you to the right page or start a free plan and one sample right here. ## What working with me takes ### You send The problem in a sentence, the role it touches and what you already have written down. ### You get The right page or a plan for your case, and one free sample from your own rules. ### Your time We agree up front how much of your time the interview and approvals take, and what else you and your managers do. ### Who helps I prepare the materials. My team sets me up, supports your account and runs your demo. A person confirms every meeting and every payment. Example · onboarding plan, cashier ### New cashier: the first two weeks ## Questions about choosing where to start **Q:** Which employee training problem should we tackle first? Start with what your team needs: onboarding new hires, one standard across locations, know-how that stays, or people who grow. One sentence about your team is enough, and I'll point you to the right page. **Q:** Do your training solutions cover customers and partners? I focus on hiring and training your team. These guides cover related work for the people who onboard your customers and partners. I don't create courses for sale or videos for customers or advertising. **Q:** What should I send to get a plan for my team? The problem in a sentence, the role it touches and what you already have written down. You get the right page or a plan for your case, and one free sample from your own rules. ### Templates, tools and comparisons - [Build an employee onboarding checklist for a new role](/academy/templates/employee-onboarding-plan) - [Onboarding and training cost calculator](/resources/training-effort-calculator) - [Elvina compared with LMS and training tools](/compare) ## Tell me what your team needs. I'll suggest where to start. A free 30-minute demo on Zoom. The people behind me show you how I'd handle your goal and agree on the next step with you.