What L&D outsourcing is
A 4-step cooperation model.
Competence mapping
We define the key areas to develop and identify competence gaps — in the SkillPanel tool.
Training paths
We prepare a program matched to the company's goals, to market trends and to the technology stack.
Delivery
We run the training: live online, on-site or hybrid — workshops, internal academies, mentoring.
Measuring the effects
We go back to the data: we check the growth in competences, visualize the results and recommend next steps.
Your L&D department, externalized
We take over part or all of the operational responsibility for developing your teams' competences in AI, Data, Cloud and Security.
Scalability without hiring
Access to a network of 330+ practitioner trainers, without building your own training team.
Decisions on data, not on gut feel
The development strategy is built on a competence diagnosis, the company's goals and market standards — not on declared needs.
Why it's attractive
Benefits you see in the budget and in the team.
Companies using L&D outsourcing don't build a training department themselves — they gain access to a ready team of 330+ practitioner trainers, and proven programs on the day the contract is signed.
The tool
SkillPanel — competences visible on a map.
The starting point is a diagnosis. In the SkillPanel tool we create profiles of key roles, survey the teams' competences and show the gaps — from the level of the whole organization down to a single department.
What the organization receives
- A professional competence matrix for key roles
- Detailed data visualized in the SkillPanel tool
- An analysis of competences in individual teams
- Recommended development paths for employees
- Training programs assigned to each development path
- Ongoing competence management in the SkillPanel tool
Multi-source competence assessment
We establish participants' level from several sources at once — so that the program hits real needs rather than declarations.
SkillPanel holds more than 5000 pre-mapped skills, so a rollout across the whole organization is counted in months, not years.
Who it's for
Who this solution is for.
HR and L&D departments
Operational support or a full takeover of the development function.
Large organizations
Coordinated competence development across many locations and teams.
IT, Data, AI, Cloud teams
Specialist development paths for technical teams.
Companies in transformation
Programs that support organizational and technological change.
How it works
The cooperation cycle, step by step.
A digital map of competences
We start by understanding the starting point. In the SkillPanel tool we create profiles of key roles and an analysis of competence gaps. The matrix shows — from the big picture down to the detail — what competences look like across the whole organization and in individual departments.
Designing dedicated development paths
A development program is built from topic blocks selected to match the client's technology needs and put together so that they deliver the business goals — separately for each role and level.
Delivering the development program
The training is run by practitioner trainers. The sessions are workshop-based and built on real case studies from the client's industry. We deliver the program live online, on-site or hybrid — as workshops, internal academies or mentoring.
Validation and progress monitoring
After the program we go back to the data: we check the growth in competences, visualize the effects and prepare recommendations. Training doesn't end with a satisfaction survey — the organization sees what has actually changed.
Deployment areas
Where we help most often.
Upskilling
Developing the competences of existing teams, for example in AWS, Azure, DevOps, Data Engineering or cybersecurity.
Data literacy
Building analytical competences in the marketing, sales, operations and finance departments.
AI development
Rolling out generative AI tools in teams' day-to-day work and preparing employees to use AI consciously.
Why it's worth it
4 reasons it pays off.
Saving time and budget
You don't train people on topics they already know. The program answers real competence gaps.
Maximum personalization
Development paths matched to the team's level, the technologies used in the company and the business goals.
Data for HR and the board
Instead of intuition: a competence diagnosis, a report, a visualization of the gaps and a measurable picture of progress.
Higher employee motivation
Participants get a program matched to their level — without the frustration of training that is too easy or too generic.
Sample cooperation process
From the first conversation to competence validation.
Kick-off meeting
We get to know the organization and agree the goals of the cooperation.
Meetings with management and HR
We collect the business priorities and the context of the teams.
SkillPanel rollout
Configuring role profiles and preparing the competence survey.
Team onboarding
Introducing employees to the competence survey.
Results analysis
Building the competence matrix for the organization.
Gap report
A summary of the competence gaps together with recommendations.
Designing the training paths
Dedicated paths for roles and levels of advancement.
Program delivery
Training, workshops and mentoring according to the schedule.
Competence validation
Measuring the growth in competences and recommending further steps.
Why infoShare Academy
A partner that knows your organization.
For over a decade we've designed and delivered development programs for IT, Data, AI and Cloud teams — both as individual trainings and as multi-year outsourcing programs for large organizations.
A network of 330+ practitioner trainers lets us scale a program up or down quickly, without compromising on quality — whether it's one team or an entire organization spread across several countries.
Every outsourcing program has a dedicated manager on our side who knows the organization's goals, culture and constraints — and is responsible for consistency and quality of delivery throughout the cooperation.
Our goal isn't to "run a training". Our goal is competence development that supports the organization's real needs.
Have questions?
Let's talk about L&D outsourcing.
Thank you!
We'll get back to you within 1 business day with a proposal for next steps.
Prefer to talk right away?
We'll answer questions about L&D outsourcing, pricing and the cooperation model.
Business cooperation team — questions about L&D outsourcing, academies, webinars and training programs.
Arguments for the board and HR
10 arguments worth knowing.
No more investing in training "by gut feel"
+
The training budget stops being a cost that is hard to defend. SkillPanel gives a searchable base of employees' competences, certificates and experience, verified by managers — decisions about training rest on real gaps, not on declarations.
Training designed for the organization, not for a catalog
+
The offer covers Data, AI, DevOps, Cloud, Backend, Frontend, Security, testing, Microsoft, soft skills and management. Combined with a competence diagnosis it works like an expert base from which we build paths — not like a list of trainings to pick from.
Technology combined with substantive quality
+
SkillPanel supplies the data: a competence map, assessment, gap analysis, paths and progress monitoring. We supply the delivery side: practitioner trainers and technology programs. Each year we work with more than 330 specialists who not only train, but also support deployments.
Measurability that classic L&D lacks
+
Personalized development paths, tracking of competence growth and of the impact of L&D on the business. Classic training ends with attendance and a satisfaction survey, not with evidence that competences have grown.
A better fit between programs and participants' level
+
Multi-source competence assessment: self-assessment, manager assessment, peer assessment, expert assessment and automated tests. As a result there is no situation where part of the group is bored and part cannot keep up.
Support for technological transformation
+
Organizations need fast competence growth in the areas that affect their competitiveness: AI, Data, DevOps, Cloud, Security and automation. A diagnosis lets you catch the critical gaps before they start to reduce effectiveness.
Lower recruitment costs thanks to developing internal talent
+
Support for internal mobility, reskilling and upskilling reduces the need for costly external recruitment. Developing current employees can be faster, cheaper and less risky than looking for specialists on the market.
HR gains the language of data for talking to the business
+
HR departments often struggle to prove the impact of development work on company goals. Here you can show the board the full cycle: diagnosis, recommendation, delivery, effect — linked to productivity and retention.
Development programs support retention and engagement
+
Transparent career paths and data-driven development increase engagement and reduce turnover. Employees get answers to the questions: what can I do next, which competences should I develop, how will the company help me.
A scalable model for large organizations
+
SkillPanel holds more than 5000 pre-mapped skills and makes it possible to roll out competence management across the whole organization in months, not years. The training programs scale along with it — across many areas and employee groups.
FAQ
FAQ — L&D outsourcing
Frequently asked questions about outsourcing competence development.
How does L&D outsourcing differ from individual training?
+
L&D outsourcing is a long-term partnership — we take responsibility for the entire competence development cycle (diagnosis, design, delivery, measurement), not for isolated, unrelated trainings. As a result the program is consistent and measurable over time.
Can we start with a pilot?
+
Yes, we recommend it as a standard step. A pilot on one team or path lets you verify the approach before you decide to scale it across the whole organization.
What does outcome reporting look like?
+
Each quarter we deliver a report containing: progress against the competence baseline, test and project results, attendance and satisfaction metrics, and recommendations for the next period.
Do you work with geographically distributed teams?
+
Yes. We combine on-site formats (locally at each location) with online sessions, which lets us cover teams in many cities or countries while keeping the program consistent.
How is L&D outsourcing priced?
+
Pricing depends on the scope (number of teams, programs, formats) and on the cooperation model (a fixed monthly rate vs. billing per program). We prepare every quote individually after the diagnostic workshop.
What is SkillPanel and is it mandatory?
+
SkillPanel is a competence management tool: role profiles, assessment, gap analysis, development paths and progress monitoring, with more than 5000 pre-mapped skills. It supplies the data we design the program on. You can start without it — with a diagnostic workshop with the leaders — but then the diagnosis rests on conversations rather than on data from the whole organization.
What exactly does the organization receive?
+
A competence matrix for key roles, data visualized in SkillPanel, an analysis of competences within teams, recommended development paths for employees, training programs assigned to those paths, and ongoing competence management in the tool.