Workforce readiness, as an operating layer.
A skill-intelligence platform that ties every learning event to a verified competency, a measurable KPI, and a defensible audit trail — not another LMS.
Patented integrity · multi-framework compliance
Biometric continuity, stylometric behavioral analysis, AI-prompt residue detection, and a cross-modal integrity ledger — the technology backbone of every verified credential.
Synergy co-owns two awarded U.S. utility patents in educational technology and holds an unlimited license to that technology.
- Biometric Continuity
- Stylometric Analysis
- AI-Prompt Residue
- Cross-Modal Integrity Ledger
Ingest
Data Synthesis
Verify
Biometric Lock
Analyze
AI Stylometrics
Certify
Immutable Ledger
Deploy
Talent Pipeline
Workforce Readiness
Audit-Ready Precision
Time-to-Proficiency
Velocity Increase
Live Public Safety ARR
Current Contract Value
Procurement-ready · GSA · NASPO · SOC 2 (roadmap)
A workforce-readiness operating layer — not another LMS.
Most learning platforms speak to instructors and learners. SEHG speaks to the people who own the P&L of talent — Chief Learning Officers, CHROs, workforce boards, state agencies, enterprise HR, and compliance leaders. We measure what you measure: workforce readiness, measurable outcomes, talent pipeline acceleration, skill intelligence, and operational scale.
Stop buying "courses." Start operating a talent pipeline.
- Courses · modules · lessons
- Enrollments · completions · seat time
- Course catalog · LMS administration
- Instructor-led · learner-paced
- Annual training requirement
- Verified competencies · stackable credentials
- Time-to-proficiency · internal-mobility lift
- Skill graph · employer-demand index
- Talent pipeline · pathway throughput
- Defensible compliance evidence per credential
Built for the chair you actually sit in.
Six buyer personas. Each one comes with a different KPI, a different procurement path, and a different reason this matters. Pick yours.
Chief Learning Officer
Your L&D spend is measured in completions. Your CEO measures in productivity, retention, and time-to-proficiency.
Operating layer that ties every learning event to a measurable competency, a verified credential, and a downstream business KPI — defensible to finance, board, and accreditors.
- →Time-to-proficiency reduced 38–62% in pilot cohorts
- →Verified-credential rate >97% (vs. 71% industry baseline)
- →Per-learner outcome PDF — exportable to ATS, HRIS, registrar
Chief Human Resources Officer
Internal mobility is a slogan. Open requisitions get filled externally because nobody can see who internally is one credential away from qualifying.
Skill intelligence that maps every employee's verified competencies against open roles, surfaces the 1-credential-away talent, and routes them into a stackable upskilling pathway tied to the role.
- →Internal-fill rate lift averaged 2.3× across pilots
- →Cuts external recruiter spend per role by $4–11K
- →Stays inside your existing HRIS (Workday · SuccessFactors · UKG)
Workforce Development Board
Your dashboards report enrollments. Your funder, employers, and elected officials are asking for placements, wage gains, and persistence.
WIOA-aligned outcome reporting baked into the platform — by program, by employer partner, by participant cohort — with audit-grade evidence per credential issued.
- →Employer-Demand Index updates monthly from BLS + state LMI
- →Per-participant pathway record + signed credential
- →Title IV / Title I reporting exports built-in
State Agency · Higher Ed System
You have 30+ campuses, 12+ workforce programs, 6+ funding streams, and no single source of truth on what's actually working at the system level.
A statewide operating fabric — one credential ledger, one outcomes dashboard, one labor-market crosswalk — that every campus, agency, and employer reads from.
- →Multi-tenant white-label per campus / agency
- →Statewide rollups + per-campus drill-down
- →Procurement: GSA, NASPO ValuePoint, state master contracts
University Provost · Continuing Ed Dean
Adult learners want non-degree credentials tied to real jobs. Faculty don't have time to build them. Your CFO wants high margin and zero faculty load.
Revenue share on a turnkey workforce program — branded as your institution, accreditor-aligned (HLC 3.A–3.E, 4.A–4.C), zero standup cost, zero faculty pull.
- →Co-branded micro-credential → certificate → degree ladder
- →Every course mapped to HLC + Bloom's on day one
- →Title IV-defensible regular & substantive interaction evidence
Compliance & Risk Leader
Every annual ethics, harassment, HIPAA, CJIS, and OSHA cert in your stack is `completed` in under 6 minutes per learner and is undefendable in a deposition.
AuthentIQ-backed integrity layer — biometric + hardware-bound, append-only audit ledger, NIST 800-63 AAL2-equivalent — that produces an evidence file your GC will sign off on.
- →FERPA · Title IV · NIST 800-63 IAL2/AAL2 · CJIS · GDPR
- →Append-only ledger (tamper-evident hash chain)
- →SOC 2 Type II on the security roadmap
The six metrics we report on, every quarter.
Not vanity metrics. Not enrollment dashboards. Six numbers your CFO, board, or accreditor can underwrite a budget against.
Composite score per cohort across verified skill, employer demand, and credential currency.
Median hours from enrollment to verified competency on the role-specific skill graph.
% of open requisitions filled by an internally-upskilled employee within 90 days.
% of issued credentials with a complete AuthentIQ ledger entry — audit-ready out of the box.
Fully-loaded program cost ÷ count of role-mapped, verified competencies issued in the period.
Net new role-ready candidates / month, weighted by employer-demand index for the NAICS sector.
Four systems, one fabric.
Skill Intelligence Layer
Live mapping of verified learner competencies against BLS labor-demand signals, employer job-spec ingestion, and your internal role catalog. Surfaces the gaps before they hit the requisition.
Curriculum + Credential Engine
AI-built courses in days, not quarters. Every course HLC- and Bloom's-aligned, every rubric pass/fail by default with optional letter-grade per partner, every credential stackable into degree ladders.
AuthentIQ Integrity Layer
Patented verification — biometric + hardware-bound, AI-prompt forensics, append-only audit ledger. The reason your CFO and GC will both sign off.
Operational Scale Fabric
Multi-tenant white-label, SSO, HRIS sync (Workday · SuccessFactors · UKG · BambooHR), SCORM/xAPI/LTI 1.3, FERPA + SOC 2 controls. Drops into your existing stack without forklift.
Built to clear your buying process.
- →GSA (in progress)
- →NASPO ValuePoint pass-through
- →State workforce master contracts
- →Direct master agreements available
- →FERPA · CJIS-ready
- →NIST 800-63 IAL2/AAL2-equivalent
- →Encryption in transit & at rest
- →EU-region tenancy for GDPR scope
- →SSO: SAML 2.0 · OIDC · SCIM 2.0
- →HRIS sync: Workday · SuccessFactors · UKG · BambooHR
- →LMS: SCORM 1.2/2004 · xAPI · LTI 1.3
- →Data export: per-tenant Snowflake share + API
- →Per-seat, per-cohort, or outcome-based
- →Revenue share for university partners
- →Multi-year procurement discounts
- →Pilot → scale path with success criteria up front
Brief us once. We'll come back with a pipeline plan, not a pitch deck.
Tell us your roles, your NAICS sector, your headcount, and your compliance frameworks. We'll return a pathway map, a 90-day pilot scope, and the outcome metrics we'll commit to — before you sign anything.