When People Grow, The Business Benefits

With our new Learning Impact Suite, L&D leaders can finally create a direct line between personal growth and business strategy. That connection isn’t elusive anymore; it’s the new standard.

By Costas Vasiliou, Chief Customer Officer and Co-Founder, Schoox

This October, I had dinner with the chief people officer of a fast-growing, nationwide quick-service restaurant chain. We’ve partnered with his company for the last two years, and our executive business review meeting was scheduled for the next day.

But we weren’t talking business yet — just talking. And he told me something real:

“Costas, my purpose is people,” he said. “You don’t understand how fulfilled I feel every time I see young cashiers promoted, year after year, until they get to a general manager role. Seeing how I materially impacted their lives is why I do what I do.”

I had to smile. Not only did I feel exactly the same — it’s why we’ve been strong partners — but I also knew that I was hours away from telling him about a solution that would significantly accelerate the growth and impact he’s so invested in.

The next day, I presented him with our new Learning Impact Suite. 

It was the culmination of years of internal critical thinking and building at Schoox: an AI-engineered platform that seamlessly translates desired business outcomes into customized learning programs built to achieve them. 

Here’s what I told him: The Learning Impact Suite is now the clearest, most reliable way for leaders like you to invest in your team’s capabilities in a way that directly moves the needle — both for your business and for your people.

No more glaring gaps between content libraries, delivery systems and business goals. No more massive L&D spending and effort and completion rate reports that later fizzle in the boardroom because the executive team doesn’t feel the results.

What we now offer to L&D leaders today is technology, at your service, after many decades of unfulfilled promise.

Our Mission to Reconnect Learning to Its True Purpose

When Lefteris Ntouanoglou, Bill Lolos and I founded Schoox over a decade ago, we set out to build a platform that put business results first by supporting employee development in a fundamentally different way from traditional learning management systems.

As Chief Customer Officer, this mission is still my daily priority; I spend 99% of my time talking with customers and helping them leverage our solution to meet their needs.

Yet, during those conversations, I realized that most of the L&D teams I work with struggle with the same thing: a disconnect between the incredible effort they put into supporting learning goals and the executive team who often fails to see how it changed the business’s momentum. 

At Schoox, we knew we could do more to bridge that gap.

However, we, too, were skeptical about the first wave of AI excitement. Not because we didn’t see the way it sped up content creation and access to information, but because we believed there was a more meaningful way to use it — especially as the power of the models rapidly improved.

We stepped back. We revisited the values of Schoox’s earliest days and the essential purpose of L&D. Then, we took the time to architect a learning system that went far beyond superficial use of generative AI.

Ultimately, we created a model that deeply understood how humans learn. We crafted real connections between jobs, skills and the business metrics that better-trained employees would impact. Then, we turned to AI to create content that specifically delivers.

We knew this new solution would reshape the L&D industry and forever redefine what it means to be an L&D leader. I couldn’t wait to share it with our customers.

How I Tell This Story to L&D Leaders

I tell every customer that the Learning Impact Suite starts with outcomes. 

It asks the question: What do our business stakeholders actually need from learning? And it responds with custom plans built for those needs.

One challenge today is that the definition of a “quality” course varies from organization to organization and role to role. If an L&D leader had to measure whether each course met the highest standard of quality and efficacy, they’d need an SME to analyze every one. 

Not anymore.

When I talk to customers about the Learning Impact Suite, I share the five core pillars we incorporated into the product:

• Outcome-first business mapping: Select the goal. Create an “impact profile” that correlates jobs to skills to business metrics. Measure potential impact.
• Sophisticated skills taxonomy: Identify skills and required proficiency by role without external input.
• Content development and curation: Curate plans by role, location and skill; create AI-generated courses that honor brand, values and employee skill differences.
• Optimize existing course libraries: Analyze existing course libraries based on learning plans and leverage or augment your current content to rapidly deliver programs that support your goals.
• Business lift: Create business-first, tailored training plans globally with a click of a button; forecast potential business gains to be achieved.

When I shared this vision with our earliest adopters, their reactions fell into two groups.

The first group immediately understood the productivity gains. They were excited to see a single click produce in minutes what used to require months (or wasn’t possible at all).

The second group — and this is important — understood not only the efficiency but the magnitude. They saw how disruptive this could be for the entire L&D industry. For years, hundreds or thousands of courses sat in libraries, ready to be assigned but disconnected from measurable business outcomes.

That changes now.

A Brave New Chapter for L&D

When we sat down with the CPO the next day and I walked him through the Learning Impact Suite, I could see it land. “This,” I told him, “is why our partnership works. We’re driven by the same purpose. And now your L&D team has the tools to deliver on it.”

A few minutes into the demo, I could see his team started exchanging those “Aha!” and “Wow” looks that told me everything was aligning.

I believe the Learning Impact Suite redefines the role of the L&D leader and how they’re perceived across the company.

L&D can and should be at the center of business strategy and growth.

With a click, you can create learning that is tailor-made for your goals, your people and your organization.

This changes the game: it turns learning into a strategic engine for the business — powered by meaningful growth for its people.