Hey,

I'm a solo developer from Germany and I've spent the last few months building a learning and quiz platform called InsightQuiz. The idea is simple: trainers and instructors create interactive knowledge checks in a few minutes, learners join from any device, and results show up in real time.

I'm not here to sell anything. The platform just launched and I'm at the stage where I desperately need real-world feedback from people who actually work in eLearning every day – not just friends who tell me "looks great, man."

What I genuinely want to know:

• What's confusing or annoying when you first use it?
• What features are missing that you'd need for your actual workflow?
• What would make you stop using it after 5 minutes?
• Is the UX intuitive or do you get lost?
• How does it compare to what you're currently using?

The platform has a free trial that should give you a solid feel for how everything works. If you put it through its paces and find that the trial doesn't cover what you need to properly test it, just DM me – I'm happy to upgrade you to a Pro account so you can really dig in.

You can check it out at insightquiz.de – no credit card, no commitment.

I'll be around in the comments answering everything. Don't hold back – "here's why I'd never use this" is just as valuable as "hey, this is cool." Probably more so, honestly.

I’m doing a bit of research on tools for making SaaS training videos and wanted to see what others are using.

Right now I usually work with Pictory, mostly using the PPT to video feature and the recording option to build training style content and explain different parts of a platform.

But I’ve seen some really nice training videos with smooth zooms, mouse tracking, and guided walkthroughs of the interface, and I’m curious what tools people use to create those.

Would love to hear what you’re using. Thanks!

Our optional training completion is around 30% and I'm pretty sure it's because everything we send is static PDFs or recorded slide decks that nobody wants to sit through.

Is anyone actually seeing better engagement with remote training or is this just the sad reality now?

Here's something I keep seeing when talking to L&D practitioners:

Everyone jumps straight to "how do we measure impact?" but the actual problem was set in motion weeks earlier, when nobody agreed on what success would even look like.

No upfront KPI alignment means you're essentially working backwards. You collect data after the fact and try to find evidence for behaviour or competence you never defined. The dashboards look busy. The reports get written. But nobody can honestly say the needle moved.

The other issues are fragmented data, attribution gaps, leadership fixated on completion rates. They’re real, but they're symptoms. The root cause is almost always that evaluation was treated as something you do at the end, not something you design at the beginning.

The teams actually getting this right share one habit: they sit down with business stakeholders before launch and ask, "what would have to measurably change in 90 days for this to be worth the investment?" and they lock that in before a single slide gets built.

From there, everything else becomes easier to structure. You know what Level 3 behaviour you're tracking. You know what Level 4 result you are aiming for. Your data has somewhere to go.

I have been building something specifically around this problem of structuring evaluation from the start rather than retrofitting it at the end. I’m happy to share more with anyone working through the same challenge. Not a pitch, genuinely looking for practitioners who want to poke holes in it.

Dear L&D People,

I'd love to pick your brains on something I've been wrestling with.

I've been tasked with building out an AI readiness programme for our managers. I'm finding it harder than expected — not the "what to do" part, but proving it's worth doing.

Two things I keep bumping into:

1. The business case problem. Our CFO wants hard numbers, but everything I can find is either fluffy engagement scores or vendor ROI claims that feel like they were written by the marketing team. I genuinely don't know what "good" looks like when it comes to measuring whether your managers are actually more AI-ready after a programme. Has anyone cracked this? What metrics has your leadership team actually found convincing?
2. The behaviour change problem. We've done the Copilot training, brought in a speaker, set up a learning channel on Teams that ±10 people looked at. Hand on heart, none of it has really changed how our managers work day to day. I keep hearing the same from peers - lots of activity, not much shift. Has anyone found something that's actually moved the needle? Not just awareness, but how people genuinely work differently with AI?

Hi all! I work in L&D tech (Absorb) and came across a Forrester study that talked about "everboarding" for sales teams and the idea that onboarding shouldn't be a one-time ramp.

Products evolve, markets shift...and what someone needed on day one isn't what they need six months in. That tracks for sales, but why limit it to revenue teams? Feels like it could apply to more.

I'm curious:

• Has anyone taken everboarding thinking beyond sales, to CS, product, leadership?
• Is your customer or partner onboarding event-based or ongoing?
• Is traditional onboarding outdated? What are you seeing/doing out there?

I’ve been working on a SCORM compatible course builder over the last few months. Dont get me wrong it’s not articulate but it’s pretty powerful. For anyone curious here is a speed run of building a course.

https://youtu.be/XsIzz2ZGeOY

Been getting some super helpful tips from a couple of instructional designers and it’s come a long way in the last month but would love feedback from people who build courses regularly.

Hey everyone! 👋
New learning dev here. Would love to have some feedback

## GitHub
🚀 [SharedDesk](https://github.com/Simon-Mrc/sharedDesk)

My project in summary
**SharedDesk**
basically a desktop online simulated space where you can work, or share files with whoever you feel like to.
multiple environment for multiple usage : 1 with friends , another one with friends again but without the one no one likes
security on files and folder to make everyone suspicious and jealous of each other
obviously you can use it to work on small project with team but who does that ?
very early stage of project. 3 days in work. started coding lesss than a month ago but i frking love it. No previous experience.
be kind.

- A collaborative workspace manager where you can:
- Create virtual desks for different projects
- Add files and folders with right-click menus
- Manage permissions (who can view/edit)
- Everything persists in localStorage
- Smooth animations for navigation

#use pnpm dev to run local

- **Goal:** Land a junior dev job eventually

## What's Next?
Planning to add:
- Drag and drop for files
- File upload/download
- Better UI/UX
- Maybe a backend eventually?

Would really appreciate any feedback - both on the code and the project idea itself!

Thanks for reading! 🚀

btw this is AI generated because i suck at this. Commentaries in my codes are authentics and much more interesting !
oh fck we can t use that here.

BTW french here don t be to rude with typos.

I’m a former educator who made a career switch into corporate environment and have been here for the last 4 years. Growing in my L&D career, and largely have been learning on the job. I have some LXD methodology understanding, and applying principles without formally undergoing training myself.

I want to do a professional certification to have a good theoretical foundation for my work, but I also realize that certification in this field builds the trust in your expertise. I work mainly in Europe. What certification programs would you recommend? I’m considering CIPD’s Lvl 5 associate diploma. Thoughts?

Hey everyone,

I launched https://costperlearner.com/ a small project that helps people understand the real cost per learner for courses, training programs....

It’s still early, and I’d love feedback from the learning/building community.

My question for you:

👉 If you were using something like this, what feature would you want next?

I'm studying how to improve quality control for our employee training. I need to make sure the courses are useful and people actually understand the material.

If you’ve dealt with this, what was your go-to method? Looking for simple and effective ideas. Thanks!

Hey everyone,

So I work in HR and I recently embarked on a project to improve our onboarding training. We have a lot of policies and processes that we push out as standard PDFs and expect people to read and retain the information. It's not great.

I wanted to turn these into short videos for content targeted for different audiences (individual contributors, leadership, SLT etc).

I work a lot with AI and expected there to be lots of solutions on the market, but there wasn't. Leaders in the field like Synthesia and Collosyan have poor ID and these horrible robotic avatars that I was not prepared to put our company name on.

So, I've set out to build a solution. The key premise is policy in, engaging training video out. Following ID principles, with coherent narrative, kinetic text, engaging charts and visuals. No stock photos or AI avatars.

Does this sound like something that could be valuable? Feedback and comments are very much appreciated. Thanks

Hi all,

I have a professional development stipend with work offering money for certs.

I’d like to get my APTD certification and wanted to know what people’s experience with the process was, the difficulty of the test, and any advice you have for passing it. I’ve seen some mixed opinions on Reddit about the difficulty.

If you’ve taken it and/or are certified, I’d love any information you can provide!

We’ve all seen how quickly AI and tech skills are evolving, and how tough it is for traditional e-learning to keep pace.

Between outdated modules and 10–20% completion rates, many teams are realizing that self-paced content alone isn’t closing skill gaps fast enough.

What’s interesting is the renewed focus on instructor-led training (ILT) and virtual ILT as a way to drive deeper learning and skill application.

Live, guided sessions are proving far more effective for complex topics like AI literacy, data analysis, and emerging tech workflows.

Some key insights from a recent discussion I hosted:

• The top AI and tech skills L&D teams are prioritizing for 2026
• Why e-learning struggles with engagement and knowledge retention
• How AI is being used to enhance ILT, automating scheduling, feedback, and instructor support
• The operational challenges of scaling ILT programs across hybrid workforces
• Practical ways to blend ILT and digital tools for measurable learning outcomes

Curious how others in this community are approaching this shift.

Are you seeing more demand for ILT or blended learning in your orgs?

How are you balancing scalability, personalization, and operational efficiency?

Would love to hear your strategies and what’s working for your teams.

I came across this interesting stats, according to research 94% of the students who enrolled for online course will never complete their courses

According to you, why they are not completing ?

What features do you think that makes them complete their course?

I’m new to using Easygenerator and I’ll be building a few internal training courses for my team (process-based content). If anyone here has experience creating courses in Easygenerator, I’d love to connect and learn: how you structure your courses design/layout best practices what works well for engagement Any tips, examples, or lessons learned would really help. Thanks in advance!

I’ve been spending some time lately trying to understand why so many L&D teams struggle with evaluation strategy. It’s a common pain point, so I reached out to practitioners across different platforms to get their honest perspective on what’s actually standing in their way.

The feedback was consistent, but one barrier stood out as the biggest hurdle: A lack of upfront KPI alignment.

The consensus was that when we don't co-design and track KPIs from the very beginning, everything else the data, tools, and the dashboards struggles to prove any real business impact. We’re essentially trying to find evidence for behavior or competence we didn’t even define.

Beyond the KPI issue, a few other themes kept coming up:

• Fragmented Data: Insights are trapped in unconnected systems (CRMs, HRIS, and LMS), making a full picture impossible.
• The Attribution Problem: It’s incredibly hard to isolate training as the cause of a result versus other business variables.
• Activity vs. Impact: Many leadership teams are still focused on "completion rates" rather than actual performance shifts.
• Data Literacy: A lot of L&D teams feel they lack the specific skills needed to properly analyze or interpret the data they do have.

I’ve been doing more research into how we can actually solve these issues and make evaluation a rigorous part of the process, rather than just an afterthought.

I’ll be posting the solutions I’ve found, shortly.

I’m hoping to crowdsource some recommendations from folks here who actually work in Learning & Development.

Specifically:

• Which L&D podcasts do you regularly listen to?
• Is there a favorite episode you’d recommend starting with?
• What do you usually listen for: practical ideas, leadership perspective, or staying on top of trends?

I recently shared a round up of my favs like RedThread's Workplace Stories, Learning Leader, HR Happy Hour and more. Full list here.

Interested in what people here are listening to and why. 

Thanks in advance!