A measurable German program that makes your board sign off.
What you actually get back
Faster integration
Higher retention
Documented ROI
From discovery call to first session in two weeks
Discovery call
30 minutes. Your team, your goals and your constraints get mapped. No sales pressure.
Proposal
Fixed price, defined scope, learner-by-learner plan.
Assessment
Each learner is mapped on level, learning style, time, motivation and risks.
Coaching starts
Sessions go live. The first monthly report lands on your desk after 30 days.
What lands on HR’s desk every 30 days
Goal map status
Test results and CEFR movement
Engagement and risk flags
Recommended next moves
Four reasons HR keeps the contract.
Cost predictability
One flat per-learner rate, two duration brackets, zero hidden materials fees. The number on the contract is the number on the invoice.
Time saved on coordination
One contact, one monthly report, one invoice, even for ten learners across three locations. HR keeps focus on the cases that need it.
Compliance & reporting
DSGVO-compliant. Microsoft Business backbone with AVV. Monthly reports written for boards, not for trainers.
Measurable outcomes
CEFR movement, goal status, engagement signals. Every month. The metrics survive scrutiny: internal HR review, ELT, board.
What HR should plan for
€500 to €600
From €3,600
Details about your team. A reply follows.
Want this in writing for your next budget round?
Language Needs Check for HR: the 12-page playbook is the same framework used with HR clients. Worksheet, budget calculator, board-ready KPIs, sample monthly report. Free, by email.
Skip the form. Go straight to a call.
Frequently asked questions
What does HR receive every month?
A one-page report per learner: attendance, level progression, focus areas for the next month, risks. A consolidated cohort dashboard if you have more than four learners. No anecdotes, no fluff. Two minutes to read, suitable for a board update.
Is a paid pilot possible before a full roll-out?
Yes, and it is encouraged. The typical pilot is three learners over three months, fixed price, with a structured review at the end. If the pilot does not meet the agreed criteria, you do not roll out, and no chasing follows. Roughly seven out of ten pilots convert.
How do you handle GDPR and works-council questions?
Standard data-processing agreement, data hosted in the EU, no learner data shared with third-party AI tools. The works council pack (Betriebsrat-Paket) is ready to go: scope, retention, who sees what, opt-out path. This has gone through more than one Betriebsrat unscathed.
Can an individual learner be extended mid-program?
Yes. Extensions are billed pro-rata per month. There are no re-onboarding fees. The same coach continues unless you specifically request a change. Most extensions happen at month nine or twelve when a learner crosses an internal threshold and HR wants to push to the next CEFR level.
How do you measure success?
Three layers. CEFR level shift on the entry and exit assessments. A self-reported confidence score on five business situations. Manager observations collected via a short form. All three go to HR at program end, so you have a defensible artefact for the next budget round.
Who is the contact if something goes wrong?
One named account contact for the entire engagement. If the issue is the coach, a replacement follows, and the transition cost is absorbed. If the issue is the scope, re-scoping follows without invoicing the conversation.