Kleer scales onboarding and skills development

Creating a consistent onboarding experience

With continuous hiring, Kleer needed to ensure that every new employee received the same structured and high-quality onboarding.

Traditional classroom training was difficult to scale, especially with different start dates and distributed teams.

Keeping onboarding relevant in a changing organization

Rapid growth meant that roles, processes, and priorities were constantly evolving.

Onboarding content needed to stay up to date and aligned with both business needs and employee expectations.

Meeting diverse skill development needs

Employees are at different stages in their careers and require different types of learning.

Kleer needed a way to support personalized learning journeys while aligning skills development with business goals.

A personalized and automated onboarding

Learnster is used to deliver preboarding and onboarding through structured learning journeys.

New employees receive role-based training, automated content distribution, and continuous support from managers and peers.

This ensures a consistent start while reducing manual administration.

A hybrid learning approach

Kleer combines self-paced digital learning with instructor-led sessions.

This makes onboarding more flexible and scalable, while still supporting interaction, reflection, and coaching.

An internal academy for continuous development

Kleer Academy serves as the central hub for all learning.

Employees can access both mandatory and optional training, supporting learning at the point of need and ongoing skills development.

Enabling ownership of learning

Employees can set expectations and reflect on their learning goals.

Managers and the People team can track progress, gather feedback, and ensure that learning aligns with both individual and organizational needs.

Stronger onboarding and lower attrition

A more structured onboarding experience has improved clarity and confidence for new employees.

This has contributed to lower employee turnover and fewer early resignations.

Increased engagement and learning ownership

Employees take greater ownership of their development.

They are more engaged in training and actively contribute to improving content and learning experiences.

Improved skills development and internal mobility

With better access to structured learning, employees can develop new skills and grow within the organization.

This supports internal mobility and long-term career development.

Less administration and better follow-up

Automation has significantly reduced manual work related to training administration.

Managers now have better visibility into learning progress, making it easier to support employees and identify skill gaps.