Service
"Walk me through how you'd handle a customer whose warranty just expired."
Learning and Role Training turns your material into training people can prove.
Configure a program from your own documents. Employees learn from a live avatar, ask questions, practise the conversations their role needs and show what they understand. Managers follow up from the evidence.
Shown with sample workspace data.
How a program runs, from setup to proof.
Shown with sample workspace data.
Course Creation builds a course from your material in six stages.
You set the teaching goal
Name the course, who it is for, what they should be able to do after, and how big it should be.
Athira brings in your source knowledge
Documents, recordings and written expertise go to the Content Ingestor, which works in the background.
Athira structures the material for teaching
Units and sessions, down to individual learning points, in a shape you can teach from.
Athira drafts the learning points
One to three per session. Each is a single idea with its own boundary, order and check.
You take over as the author
In Build View, read, rewrite, group, drag into order and preview as a learner would.
You publish when it's right
Approval is deliberate. Any session can return to draft when it needs to change.
Start from a template: New Sales Hire Readiness Customer Support Certification First-Time Manager Training Company & Role Onboarding
Session modes come in five kinds, and one is gated.
A session runs in whichever mode the learning point calls for. Nobody rehearses a customer conversation they haven't been checked on.
- TeachExplain the idea, have the learner explain it back, then verify.
- DiagnoseAn evaluation-only checkpoint, with no teaching in the way.
- Practice / RoleplayA simulation with a persona that holds for the whole exchange.Gated by Diagnose
- AssignmentWritten work graded against a rubric.
- DialogueOpen questions about the material, whenever the learner wants.
Open Sessions sit outside a course: pick a scenario, such as a difficult intake call, and rehearse it.
The learning loop runs until each idea lands.
Explain
One idea at a time, at the depth this learner needs.
Ask
An open question, or the situation itself. No options to pick from.
Listen
The learner answers in their own words, spoken or typed.
Interpret
The answer is read against this learning point's criteria, with how it was delivered.
Respond
Veda targets what was missing, without repeating the whole explanation.
Advance or revisit
Criteria met, it moves on. If not, the idea returns from a different angle.
Completion is criteria-based: demonstrated, or not yet. It is never a confidence bar reaching 100 percent.
One learning point, two attempts
A customer says the last visit wasted their whole morning. Take it from there.
I'd say sorry about that and then look up what went wrong with the last repair.
You apologised, but not for anything specific. Try naming what actually cost them time.
Better, you named the morning they lost. Let's take the next one.
Criteria met on the second attempt.
Simulations cover the conversations people have to get right.
Sales discovery Cold calling Objection handling Negotiation Customer escalation Renewal and churn risk Manager feedback Difficult conversations Interview practice Policy and ethics
Sales
"I've got fifteen minutes and two other vendors. Why should I keep listening?"
Compliance
"A colleague asks you to approve an expense just outside policy. Take it from there."
Manager follow-up starts from what the learner showed.
- Reinforce a conceptSend the idea round again, from a different angle.
- Assign practiceAn open session on the exact situation that went wrong.
- Adjust a courseWhen a whole cohort struggles, change the material.
- Support a learnerHave the conversation, knowing what it's about.
These are teaching decisions
Athira does not make or automate employment decisions, and does not reduce a person to a single emotion, personality or confidence score.
Executive summaryProgram reportExport to your reporting
Workspace Brain grounds every course in your company's own knowledge.
Workspace Brain is the shared memory under Corporate Learning. Every course and session reads from it and writes back to it. It works from day one with no connectors, and gets richer as you add them.
Two-stage trust
SourcesThe connectors you opt into, and what each may contribute.
ReviewThe approval inbox for anything new.
LibraryEverything trusted, with where it came from and when.
CoverageFlags where company knowledge is thin or missing.
- Two branchesCompany Knowledge (mission, product, procedures, policy) and People & Performance (completions, trajectories, coaching notes, review data).
- Three sourcesConnectors you opt into, session summaries and coaching notes from the avatar, and native usage such as completions and practice results.
Learning integrations all feed into Workspace Brain.
Connectors are optional and added one at a time. Corporate Learning works from day one with none of them.
Yours
A connectorAdded one at a time.Lands unreviewedHeld in staging until it is approved.
Yours
ApprovedOnly approved knowledge moves on.Athira
Trusted libraryShapes what the avatar teaches.LMS
Catalogs, assignments, completion exchange.
HRIS and people systems
User, team and cohort context.
Identity and SSO
Access and provisioning patterns.
Content repositories
Documents and organizational knowledge.
Collaboration tools
Entry points and notifications.
Reporting and data workflows
Outcomes and program reporting.
These are integration patterns. Which connectors are available is confirmed during implementation, which runs in order: discovery, scope, data boundaries, connection design, validation, launch. See Workspace Brain.
The learner app is what each learner sees.
Shown with sample workspace data.