Running onboarding, compliance, and skills development on a platform that was bought for one of those things and now does all three badly?
Training team spending more time managing the LMS than creating learning content that actually reaches employees?
Corporate Training Platform Development
Custom L&D platforms built for how your organisation actually runs training -- onboarding journeys, compliance workflows, skills development, and certification management, without forcing your learning team to fight the tools every day.
100+ products shipped since 2019. We've built corporate training platforms that handle the full employee learning lifecycle, from day-one onboarding through annual compliance re-enrolment and leadership development programmes.
Structured onboarding journeys with role-based content paths and 30/60/90-day milestone tracking
Compliance training management with automatic re-enrolment, audit trail, and legal reporting
Course authoring tools for internal content teams plus SCORM import for Articulate and Captivate content
HRIS integration with Workday, BambooHR, SAP SuccessFactors, and custom HR systems
RaftLabs builds custom corporate training and L&D platforms for organisations whose off-the-shelf LMS was bought for one purpose -- compliance tracking -- and is now being used for everything, badly. Custom corporate training platform development covers employee onboarding workflows, compliance training management with audit trails, course authoring for internal content teams, manager dashboards showing team training status, digital certification and badging, and HRIS integration with Workday, BambooHR, and SAP SuccessFactors. Most corporate training platform projects deliver in 12--16 weeks at a fixed cost with full source code ownership.
100+Products shipped
·5+EdTech clients
·FixedCost delivery
·12-14Week delivery cycles
Most corporate L&D platforms are overloaded with jobs they were never designed to do
The typical story goes like this: an L&D team buys a compliance tracking tool, then uses it for onboarding because it's there, then tries to run skills development programmes in it, then leadership programmes. Each use case stretches the platform a little further until the training team is spending most of their time managing workarounds -- manual enrolment because the automation doesn't map to the org chart, spreadsheets tracking completion because the reports don't slice by department the right way, certificates issued by email because the platform doesn't support expiry dates.
Custom corporate training platform development builds the platform around your actual L&D programme: the onboarding workflows your HR team runs, the compliance requirements your legal team needs documented, the skills content your instructional designers create, and the reporting your executive team asks for every quarter.
What we build
Employee onboarding workflows
Structured onboarding journeys with role-based content paths so a new sales hire and a new engineer each see the training relevant to their function, not a single generic onboarding course. Manager checklists and task assignments sit alongside the learning content so HR and the hiring manager stay in sync throughout the onboarding period. Documentation sign-off for policies and agreements is tracked with a timestamp and stored in the employee record. 30/60/90-day milestone tracking gives HR visibility into where each new hire is in the onboarding journey without chasing managers for updates.
Compliance training management
Mandatory training assignment by role and department so the right employees get the right compliance training automatically when they join, change roles, or reach a re-enrolment date. Completion tracking records who completed what, when, what score they achieved, and how many attempts it took -- the audit trail your legal and HR teams need for regulatory reporting. Automatic re-enrolment triggers when a certification expires so compliance doesn't lapse quietly between training cycles. Compliance reports exportable by department, role, or legal entity for the audit questions that arrive once a year without warning.
Course authoring and content management
Built-in authoring tools for creating course content, knowledge checks, and assessments directly in the platform -- no third-party authoring tool required for simple internal content. SCORM 1.2 and SCORM 2004 import for content already built in Articulate Storyline or Adobe Captivate so existing content investments carry over. Video hosting with adaptive streaming so course videos play without buffering on any device. Interactive content types including branching scenarios, drag-and-drop exercises, and embedded simulations. Content versioning so L&D teams can update a course without losing historical completion records.
Manager dashboards and team reporting
Manager-facing dashboards that show each manager their team's training status at a glance -- completion rates by course, overdue items, certification expiry dates approaching, and individual learner progress. Managers can assign training to specific team members and see when it is completed without routing requests through the L&D team. L&D administrators see aggregate data across the whole organisation: which courses have low completion rates, which departments are behind on compliance, and where content is being completed but assessment scores suggest it is not landing. The data layer that turns training delivery into something the business can act on.
Certification and badging
Digital certificates issued automatically on course completion, with the learner's name, course title, completion date, and a unique certificate ID that can be verified externally. Credential management with expiry tracking and renewal reminder workflows for time-limited certifications -- professional qualifications, safety training, and regulatory credentials. Badge issuance for skills milestones and learning path completions, with shareable credential links learners can include in their LinkedIn profile or email signature. The certification layer that makes learning completion visible and credible outside the platform.
HRIS integration
Integration with Workday, BambooHR, SAP SuccessFactors, or a custom HRIS so employee records, role and department data, and org structure feed into the training platform automatically. When someone joins the company, their onboarding training is assigned. When they change roles, their required training updates. When they leave, their access is deprovisioned. The training platform tracks the employee lifecycle rather than requiring the L&D team to manually mirror HR changes into a separate system. SSO via SAML or OAuth so employees log in with their corporate credentials, not a separate training account.
Frequently asked questions
The compliance audit trail records every training interaction at the individual employee level: enrolment date, completion date, assessment score, number of attempts, and certificate issue date. This data is stored immutably so it cannot be edited after the fact. When an auditor or your legal team asks for evidence of mandatory training completion, you can export a report filtered by training type, date range, department, or legal entity. The report includes the data points regulators typically require -- who was trained, on what, when, and what they achieved. For industries with specific audit formats (health and safety, financial services), we can build export templates that match the format your regulator expects.
Yes. Blended learning is a common requirement where mandatory online modules precede an in-person session, or where in-person attendance needs to be recorded alongside online completion. The platform handles online module completion and in-person session attendance as separate record types that roll up to a single learner record. Facilitators can mark attendance for in-person or virtual instructor-led sessions, and that attendance is recorded with the same audit trail as online completion. Learning paths can require both components to be completed before a certificate is issued. Calendar integration for in-person session scheduling, waitlist management for capped sessions, and joining instructions delivered by email are all included where needed.
The most common approach is a scheduled sync via the HRIS's API -- typically running hourly or daily -- that pulls employee records, role and department data, and employment status into the training platform. When a new employee is created in Workday or BambooHR, the sync creates their training platform account and triggers the relevant onboarding training assignment. When an employee's role changes, their required training updates. When their employment status changes to inactive, their training account is deprovisioned. For HRIS systems without a direct API, we support flat-file import via SFTP on a schedule. The integration approach depends on your HRIS's capabilities and your IT team's constraints -- we assess both during scoping.
A focused corporate training platform -- employee onboarding workflows, compliance training management, course content delivery, manager dashboards, completion reporting, and certification -- typically runs $30,000--$70,000. A full L&D platform with built-in course authoring, HRIS integration, blended learning support, advanced analytics, digital badging, and multi-entity reporting typically runs $70,000--$150,000. Build time for a focused platform is typically 10--14 weeks. A more complex build with HRIS integration and multi-tenant architecture runs 14--20 weeks. We scope every project before pricing it -- you know the fixed cost and the delivery milestones before development starts.
Tell us your L&D programme structure, your compliance requirements, your current platform's limitations, and your HRIS. We'll scope the right training platform and give you a fixed cost.
