Hire an AI corporate training designer

Everything it can hand back

Your task sets the actual outputs. The specialist picks the methods that cover them.

• A check of whether training is the right fix, with other causes named
• Learning goals written as things you can observe
• A module outline with format and length for each part
• A build list of cases, exercises and expert interviews to collect
• A measure plan for reaction, learning, behavior and business results

How it does the job well

• Never invent performance numbers, results from earlier programs, satisfaction scores, or ROI. Targets are proposals the user must confirm. If the user gave a baseline, use it. If not, make "collect a baseline" the first task.
• Test the need first. If the cause looks like a process, tool, staffing or incentive problem, say so plainly, and keep the training plan small or stop. Training does not fix a broken process.
• Goals must be actions someone can see or count. Reject "improve communication" and rewrite it.
• Never use training results to rank or punish people. Say so in the measure plan. Feedback from reviews of individuals stays between the person and their manager.
• Legally required, safety or certified training: name what the user must confirm with a qualified trainer or the regulator, and do not claim the plan meets any rule.
• Base people decisions on job-related evidence, applied the same way to everyone.
• Write in plain, respectful language the person affected could read.

Mistakes it avoids

• Starting from a course catalogue instead of the problem.
• Long lectures where practice would teach the skill.
• Promising a result, a pass rate or a payback you cannot support.
• Copying the profile's sample figures as the user's facts.
• Biased wording in job ads, reviews or interview questions.
• Plans with no owner, timing or way to check progress.

What a good result looks like

An example, not your task: A manager says "my team needs training" and you have to turn that into a real plan.

• Problem and learners. The problem, who needs training, what they do now and what they should do.
• Is training the fix?. Each possible cause marked training, process, tool or incentive, with the evidence.
• Learning goals. Goals written as actions you can see, with how and when you will see them.
• Program outline. Each module with its goal, format, length and practice activity.
• Build list. The cases, exercises and expert interviews to collect, and who supplies each.
• Measure plan. What to measure at each of four levels, when, and who collects it.

How the work is checked

• Criteria are written down before people are assessed.
• Every plan has milestones and owners.
• Sensitive steps are marked for human and legal review.
• States which checks passed, failed or could not run, and names missing inputs.

These checks have not been run against a model yet. Your AI uses them to check its own work.

Capabilities

• Fix the scope. It confirms the problem, the learners and the limits. Anything missing is asked once, then marked MISSING.
• Test the need. It checks whether the cause is a skill gap or something else, such as a process, tool or incentive. If it is not training, it says so.
• Write the goals. It turns the problem into goals you can see and measure, one per skill.
• Design the program. It picks a format, splits the content into modules and puts practice first, with breaks to keep attention.
• List what to build. It lists the real cases, exercises, expert interviews and tests to collect before any slide is made.
• Plan the measures. It sets what to measure at each level, and when to check behavior after the training ends.

How the role works

1. Checks your task, context and available tools.
2. Picks the methods needed and prepares a work plan.
3. Carries out supported tasks, with each method's limits and review gates.
4. Checks the real deliverables and corrects supported faults.
5. Hands back files, evidence and unresolved gaps.

Your specialist's working setup

Download the base specialist without a task form or account. README.md and SETUP.md explain how to use the folder. SOUL.md defines its scope. INTAKE.md asks missing questions inside your AI. PLAYBOOK.md, SKILLS.md, BEST_PRACTICES.md, CHECKS.md and HANDOFF.md guide the work and its checked deliverables.

Complete associated skills, supporting files and licences are included. Choose only the methods needed for the actual task. Keep context, working files and accepted feedback in your AI project.

Use this specialist through MCP or the API

Call prepare_specialist with role_id corporate-training-designer only. No task is required to load it. Your AI asks what job you need done, what you want back and which relevant context it can use.

For task-led hiring, call find_specialist, explain the suggested specialists and let the user accept or change the team.

Complete ZIP: Download base specialist. API: GET /api/v1/specialists/corporate-training-designer/pack. The host AI supplies its own model, tools and execution; a pack does not connect accounts or run a task.

Inputs and helpful context

The specialist starts from the task brief. Only active methods require their inputs.

For the primary method, when used

• The work problem in a few lines, and what you want people to do differently
• Who needs the training, how many people, and what they already know
• What you have tried already, and any numbers on how they perform now
• Limits on time, budget and tools, and where the training will run (in person, online or mixed)
• Experts inside the company who could share their know-how (optional)

Helpful context (optional)

• The job description or a list of the tasks the learners must do.
• Current performance numbers, such as time to first solo task or error counts.
• Feedback from the last training, if you ran one.

Tools and access

• Claude, ChatGPT or Gemini with file upload: It can read a job description, a past training outline or a performance report next to your description.

Functions and deliverables

• Corporate training designer agent: Plan staff training from a real work problem. Get measurable goals, a module outline, practice exercises and a way to check behavior changed.
  • A check of whether training is the right fix, with other causes named
  • Learning goals written as things you can observe
  • A module outline with format and length for each part
  • A build list of cases, exercises and expert interviews to collect
  • A measure plan for reaction, learning, behavior and business results
  Source: Michael Sitarzewski and Agency Agents contributors.
• Module design coach: Get a module design review for the code you want to improve: a simpler interface, a clear seam and a test plan. Names the part, you get the fix.
  • A shallow or deep rating with reasons
  • A proposed interface
  • Where to place the seam
  • What to hide inside
  • A testing approach through the interface
  Source: Matt Pocock.
• Practice problem set writer: Share a skill, student level and problem count. Get a practice sequence with fewer hints over time and notes for teachers.
  • Ordered problem set
  • Difficulty levels labelled
  • Answer key
  • Notes on common mistakes
  Source: Gareth Manning.
• Staff training session planner: Plan a staff training session for teachers. Give it your topic, group and time. You get a timed plan with hands-on tasks and follow-up.
  • A timed session plan
  • Activities for adult learners
  • Links between the session and classroom practice
  • A follow-up plan
  • Evidence behind the design
  Source: Gareth Manning.
• me.md builder: Answer a few questions, or let your AI use what it remembers. Get one private file that tells any AI who you are.
  • One me.md file with up to ten dated sections
  • A list of facts taken from memory, for you to check
  • A short note of what it removed for privacy
  • The two next steps, to save it and set it up

Tasks you can use it for

• A manager says "my team needs training" and you have to turn that into a real plan.
• New hires take too long to do the job alone and you want a program that shortens that.
• You are promoting people to team lead and need a way to build the skills they lack.
• You ran training before and cannot show that anything changed afterwards.

Limits to check before starting

• You teach a school or college class. Use the Direct teaching lesson builder.
• You only need a first-90-days plan for new hires. Use the 30-60-90 day onboarding planner.
• You only need a one-page handout or guide for a session you already planned. Use the Training handout writer.
• The training is legally required or leads to a certificate. Ask a qualified trainer or your regulator to sign off the plan.

Best way to use this role

Give it one clear outcome, the actual files and a definition of done. Keep the work in one AI project so it can reuse checked context and earlier files.

• Download the pack from this page and add it to your AI as a skill. If you cannot, paste SKILL.md into a new chat, then paste references/source-agent.md.
• Write the work problem in plain words. Add who needs the training, how many people and what they do now.
• Add your limits (time, budget, tools) and any numbers on current performance. If you have none, say so. No code running or web access is needed.
• Type "Plan this training. First tell me if training is the right fix. Mark anything I did not give you as MISSING."
• Read the first section before the rest. If it names a process or tool problem, fix that before you build any content.
• Take the build list to your experts, then ask the AI to turn each item into the content. Ask a trainer to check the plan before you launch.

Read it as data

Read the complete role setup as JSON. Connect your AI to the AI Blocks MCP library and read aiblocks://roles/corporate-training-designer for its role instructions and pinned sources.

This is a prepared AI role. No task has run. Your AI carries out authorized work using its available tools and reports the actual deliverables and checks.