Learning Management Platform
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.
Assign
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.
Manage
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.
the loop
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 a track
- Account execOn track
- Sales developmentOn track
- Customer successOn track
- Sales engineerOn track
- Revenue opsAt risk
A condensed demo with illustrative numbers. The real dashboard reads live team data.
Assign your first track this week.
Pick a track from the library, point it at a team, and let the dashboard do the chasing.
Business is $15 per seat per month.
Measure
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.
Goals and OKRs
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.
Curriculum and programs
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.
One platform
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 stories
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.”
47Nodes mastered
“One engine under every module. My review covers scans, tracks, compliance and ROI at once instead of four tools.”
4→1Tools replaced
“Ten minutes on the train and I have actually practised, not just read. The scenario formats stick.”
73Lessons this quarter
Illustrative voices from common situations, not named customers. Numbers shown are modeled examples.
how it works
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.
this is what you get
team health, not guesswork
On-track, at-risk, completion and one-on-ones in one manager view.
Kirkpatrick, L1 to L4
Kirkpatrick Level 1 through 4 connects learning to real results.
scoped and governed
Row-level security and four roles keep every org and every team seeing only its own data.
A co-pilot, not another dashboard.
“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.
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.
Ten modules. One brain. Interconnected.