Turn every SOP and policy into compliance training each employee actually passes. Examiverse writes the course, films it, tests it and certifies each person in their own language, with an audit-ready record anyone can verify that keeps itself current.
Free to start · No credit card · Nothing to install
Training is never actually finished. People join, certificates run out, and policies get rewritten — so a file that was complete in March is quietly wrong by June. Nobody ever asks whether you ran some training. They ask, on a Tuesday, whether the person doing the job right now has been trained for it. On the scaffold, on the ward, or on the desk that just approved a payment.
of your people are trained for the job they do.
31 are not. Here are their names, their sites, and the language each of them needs it in. Twelve are already late. Nine run out inside a month.
Example figures. The point is the shape of the answer — a tool that only makes videos can never give you this sentence, because it does not know what anybody's job is.
Everywhere elseIt expires quietly. Nobody notices until an audit, and by then it has been wrong for months.
HereThe training reopens on its own, that person is back on the to-do list, and a new deadline is set.
Everywhere elseSomebody has to remember they exist, work out what they need, and build them a course list by hand.
HereThey arrive with a job title. What they need follows from that — assigned the same morning, in the language they actually read.
Everywhere elseEverybody keeps their old certificate. The file looks complete while it proves the wrong method.
HereCertificates for the old version are marked out of date — not cancelled, because those people did nothing wrong — and everyone affected is asked to retake it.
Training attaches to the job, not to a list of people. Write the rule once and you never assign a course to anybody again. Your HR system says who works here and what they do; everything else happens on its own.
every Scaffolder, at any site, needs Working at Height, Manual Handling and PPEevery Relationship Manager, in any office, needs Conduct Rules, AML and Data ProtectionSame rule, same automation, same certificate at the end of it. Fifty people or a hundred thousand.
No cameras, no studios, no editors. The entire production pipeline runs itself.
Your own method statement, SOP or policy — not a catalogue course about the regulation in general. An inspector asks about YOUR procedure on YOUR site, so that is what the training is built from.
A lesson plan is written first, and you approve it. The video and the test are then built from that same plan — so the test can only ask about what was actually taught. Every language is rebuilt from your source, not dubbed, and a translation can never change an answer key.
Say what each job needs, once. After that a new starter is covered the day they arrive, an expired certificate comes back on its own, and an updated policy flags everyone still holding the old certificate. You get a certificate for each person that anyone can check — or a SCORM package for the LMS you already run.
Examiverse no longer stops at the training video. Every module now comes with a short practice game, made automatically from the same lesson, in every language you train in. Your workforce practises the procedure until it sticks, and the certificate still comes from the assessment.
Upload a procedure, choose how the training should look, and download a package your own learning system hosts. No employee list, no roles, no studio.
Included in every plan. Planning and writing are included; credits are spent only on finished video, about one credit a minute.
Screens from a demonstration workspace — a fictional 240-person fabricator with three sites and eight capabilities. Every figure on them was computed by the same code a customer runs. The industry is the demo’s, not the product’s: swap the capabilities for conduct rules and the screens are identical.
One number, and then the names behind it. The list underneath is a worklist, not a report: each row is a person, the thing they are missing, the site they are on and the language they need it in. Nobody assembled it — it is what falls out of the jobs your people hold.
Open it on your own workforce
Attendance is not proof
Almost every country requires training in a language the worker understands, and requires the employer to be able to show it. That is as true of a conduct rule on a trading floor as of a permit on a scaffold. A sign-in sheet proves neither. A test they passed, in the language they actually read, proves both.
A trading floor, a district health office and a fabrication yard have almost nothing in common, and every one of them is asked the identical question: is the person doing this job allowed to be doing it, and can you prove they understood the training in a language they actually speak? It is the same question at twelve employees and at ninety thousand.
Compliance and L&D leads who have to show a regulator that a particular person understood a particular policy — not that a course was assigned to them.
Publish the policy. Everyone it applies to is trained, tested and recorded without you doing anything. Rewrite it, and everyone holding the old certificate is flagged the same day.
Nobody chooses between us and a film crew. The real incumbent is an LMS, a spreadsheet, and somebody chasing people — and every row below is a job that person does by hand today.
Most customers never open this, and they should not have to. It is here because the economics of everything above depend on it: training in every language your workforce speaks, at a marginal cost near enough to zero that we can include it.
Frame-by-frame video generation costs GPU time for every minute of output, which is why everyone else bills you by the minute. Ours composites to a fixed timeline, so an hour of finished film costs a few hundred rupees of compute — and that is why the video is included in the plan instead of metered.
Not a second production. The same timeline is re-narrated and every visual is reused, so Kannada costs what English costs. That is an architecture decision, and it is the only reason certifying a workforce in the eleven languages it actually speaks is affordable at all.
Script, narration, presenter, motion, assembly and assessment run on hardware we operate. We buy in one step and are building it out. Owning the pipeline is what lets us price per employee rather than per video, and what stops a supplier’s price rise becoming yours.
Pick a face for your video. Tap any one to see them present.
Prefer your own face? Upload a photo and the studio builds a speaking avatar from it — or clone your voice to go with it. Custom avatars and voices are yours alone and are never shown here.
A workforce takes instruction from people it recognises, on material that looks like it came from its own employer. Both are settings here, not a production project.
Send one photograph of your own supervisor and it becomes the trainer who presents your courses — drawn as a character, so it is recognisably them without being footage of them. They then deliver every course you publish, in every language your workforce reads, saying only the words your approver signed off.
Your logo is burnt into the corner of every slide, printed on every certificate, and carried through every language — switched on by default, and off in one click if you would rather it were not there. And if you have a name but no mark yet, describe the one you want and keep it if you like it.
A credit is approximately one finished minute of video, so a trainer costs about what a five-minute module costs. Both are made inside your account, and the photograph you send is used to draw the character and then discarded.
Most of the people being certified do not have a company laptop, an email address or a desk. They open a link, sign in with an employee number and a PIN, watch in their own language and sit the assessment on the handset in their pocket. Nothing to install, on any phone that has a browser.
Training material is often the most sensitive document a company owns. We wrote down exactly how we handle it — including what we are not yet certified for — so your IT and legal teams can check it before they talk to us.
Policies, recordings and faces you upload are used to build your training and nothing else — not ours, not anyone’s.
TLS 1.3 on every connection and AES-256 at rest. Plain HTTP is redirected, never served.
Every record is keyed to its organisation, and access is checked on each request — never assumed from the browser.
A named Grievance Officer, a standard DPA, and deletion that runs on a timer — whether or not anyone signs in again.
Official recognition
We ask a safety manager to put their name on a record this system issues. It is fair that they get to know who stands behind it.
Department for Promotion of Industry and Internal Trade, Government of India
Recognised under the Startup India initiative.
NVIDIA Inception
A vetted programme for startups building on accelerated computing.
Global cloud providers
Awarded support that funds the compute behind every course we produce.
What buyers ask before a pilot: how the evidence works, what happens when a procedure changes, and how it is priced.
Examiverse is AI-native workforce compliance training automation. You upload a policy, an SOP or a handbook; it writes the course, makes the video and sets the test, in the languages your employees actually speak. After that it looks after itself: a new starter is covered the day their job is entered, an expired certificate comes back on its own, and an updated policy flags everyone still holding the old one. Each person who passes gets a certificate an outsider can check without needing an account.
Compliance, HR, quality and operations leaders at organizations of any size — from a fifty-person firm to a global enterprise — who have to prove that a specific person understood a specific policy. Financial and professional services, healthcare and life sciences, technology and corporate teams, manufacturing and field operations.
Those show that training was delivered — a sign-in sheet, or a completion percentage. The rules ask whether the employee understood it, in a language they speak. We give you a marked test result that names that language, and we keep it up to date instead of running a campaign and stopping. Training attaches to the job, so you never assign a course to a person again.
Yes. Every module can come with a short practice game, made automatically from the same lesson and written natively in each language the course is made in, on illustrated scenes that match the workplace. Employees play inside the lesson on any phone or computer. Games are for practice: certificates still come from the assessment.
Certificates earned on the old version are marked out of date, and everyone affected is asked to retake it automatically. Out of date is deliberately not the same as cancelled — nothing those employees did stopped being true, so their certificate still checks out and still says which version of the policy they were trained on.
No. Your HR system can push the roster in — starters, leavers and role changes — and the requirements resolve without anybody importing a file. A CSV import is still there if you prefer it.
Every language is rebuilt from your own document rather than dubbed over an English version — the narration, the on-screen text and the test alike, in 64 languages. Because the test is generated from the lesson in each language, a translation cannot quietly change an answer key: somebody assessed in Bengali is marked against exactly the same standard as somebody assessed in English. Each record then names the language it was earned in, which is the part a regulator actually asks about.
Your procedures, uploads and finished courses are isolated to your organization, encrypted in transit and at rest, and are not used to train shared or public models. Some processing runs on third-party model providers under enterprise terms that forbid training on customer content; which providers, in which regions, is set out in full in our security whitepaper rather than summarised away. Data residency options and a DPA are on the security page.
Your logo appears on every slide and every certificate, and each course carries its own certificate design and the name and signature of the manager who signs it off. Choose a presenter from the library, or build a custom trainer from a single photograph of someone your people already recognise — a supervisor, a plant head, a ward sister — matched with a narrator voice. Most customers never art-direct anything: the platform drives production for them.
Yes. LMS Studio, in the app, is built for exactly that: upload a procedure and download a finished SCORM 1.2 package that reports completion, score and pass or fail to your gradebook, plus the questions as a Moodle XML question bank and every film as an MP4 you own outright. No employee data is needed for it. Keep the LMS for delivery if you want to — what it cannot give you is the part we exist for: a marked test result in each employee’s own language, tied to the job they do, that reopens itself when it expires and flags everyone still holding a certificate for an old version of the policy.
By headcount, because that is the one number every buyer knows about their own company. Starter covers up to 50 employees, Growth up to 250 and Business up to 1,000, with the same features on all three — tiers differ by size, not by what you are allowed to do. Each plan includes a monthly allowance of video credits (one credit is approximately one finished minute) for building and revising courses; the allowance resets each month and purchased top-ups roll over while the subscription is active. The same credits also cover the optional extras that are not film: five for a custom trainer built from your own photograph, one for a logo drawn for you, and both are returned in full if they cannot be made. Above a thousand employees, we quote.
Start with one policy and one team. That is exactly what a pilot looks like — no credit card, nothing to install.