Forge is live at Learning Technologies London, meet us at Booth H30 + keynote Thu 30 April at 11am, Theater 9. Book a demo →
For three decades, Learning and Development has been measured in hours assigned, courses completed, and certifications issued. We treat that as success. But ask a Sales VP whether their team closes more deals because of it. Ask a Chief Risk Officer whether the last ISO audit went better thanks to the 92% completion rate on the compliance module. The silence is the point.
Completion is not preparation. Attendance is not ability. And an enterprise that cannot connect its learning spend to a business KPI is not investing, it is entertaining itself at scale.
For the last three years, the industry has bet that generic AI assistants will close the gap. A chatbot in every team workspace. An 'ask the AI' button in every tool. An internal ChatGPT for every company.
Assistants are phenomenal at knowledge work. They summarise, draft, translate, explain. But they are fundamentally reactive, they wait for a prompt. They have no pipeline to read, no CRM to monitor, no compliance framework to enforce, no audit trail to leave. They do not coach. They do not intervene. They do not measure themselves against the KPI the business is paid on.
A Sales VP does not need another tool that reps can ask. They need a coach that runs toward the deal before the rep even realises there is a problem.
We think the right way to think about this is as a new role. Not a feature on top of an LMS. Not a chatbot plugged into Teams. A new role, with a clear job description:
Detect what is blocking performance across the business systems. Build coaching on the fly. Deliver it on web and mobile, fed by live signals from the tools teams already use. Prove business impact in the unit the business is paid on, pipeline, ticket resolution, audit adherence, ramp time.
We call this role the AI Performance Officer. Forge is the first.
An AI Performance Officer is context-aware. It reads the CRM the way the CRO reads it, by deal, by stage, by competitor. It reads the HRIS the way the CHRO reads it, by team, by tenure, by skill. It reads the support platform the way the VP Service reads it, by queue, by resolution time, by CSAT. Forge reads all three at once.
An AI Performance Officer is framework-fluent. HACCP for kitchens. LCB-FT for real estate. SOC 2 for tech. MiFID II for finance. ISO 9001 for industrial. Not vague compliance, the actual regulations the buyer is audited against.
An AI Performance Officer is customised, not generic. Each coach is a template configured with your policies, your playbooks, your ICP, your SOPs. A Forge coach is not something your team uses. It is something your team deploys, specific to your business, your language, your tone.
An AI Performance Officer is measured in business outcomes, not training outcomes. Win rate, not completion rate. Ramp time, not engagement score. Audit adherence, not attendance.
We are not newcomers to enterprise learning. Rise Up, the platform we founded in 2014, today serves 600+ enterprises worldwide. Schneider Electric has trusted us since 2017. Decathlon runs its university on our stack. Sika, E.Leclerc, AXA, NHS, Ardian, CNED and hundreds more run mission-critical learning on our platform every day.
Over a decade inside that mission, a pattern became impossible to ignore: the best customers stopped asking us to add courses. They started asking us to help their people actually perform. We could have shipped another course format. We chose to build a new role instead.
Forge is that role. It ships on top of everything Rise Up runs. It plugs into Salesforce, Teams, Slack and HRIS. It respects the security and compliance posture our largest customers have come to expect.
We are the team behind Rise Up. And we are the first to build the AI Performance Officer.
If content is generated on the fly, adapted to each learner's role, level, language, moment, then L&D's internal organisation has to evolve with it. We are honest about this: shipping an AI Performance Officer is a transformation, not a feature toggle.
The old model: production teams author courses for months. Learning architects review. Compliance signs off. The LMS deploys. Learners complete. The team builds the next batch. Linear. Slow. Expensive. Predictable.
The new model: L&D shifts from being the **content factory** to being the **content governor**. Less authoring of every asset. More curating the source material, the policies, the playbooks, the standards, that the AI generates from. Less per-course review. More policy validation, output sampling, and continuous quality monitoring. Less waterfall production cycles. More platform operations.
This is a transformation Forge openly takes a stand on. The L&D team that ships an AI Performance Officer will look different in twelve months, different roles, different rituals, different skills. Less time in authoring tools, more time governing the substrate the AI generates from. Less production-line rhythm, more measurement against business outcomes.
This is the bet. The orgs that get there first are the ones whose business actually performs. The ones that hold on to the old factory will keep producing content that nobody applies. We are building Forge for the first kind of L&D team.
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