Challenge
New hires take 12–18 months to reach full proficiency.
In aerospace & defense, the ramp from hire to unassisted task performance is measured in quarters, not weeks. AmpUp compresses that timeline through structured simulation and continuous assessment.
The ramp problem is a competency problem, not a training problem.
Your new hires complete onboarding. They pass the required courses. They receive their certifications. And then they spend the next 12–18 months learning how to actually do the job — shadowing experienced technicians, making supervised mistakes, and slowly building the procedural fluency that training was supposed to provide.
The gap is not in training volume. It is in the distance between what training teaches and what the job requires. Classroom instruction covers regulations and theory. The hangar floor requires procedural memory, contextual judgment, and the ability to perform under time pressure.
AmpUp closes that gap by moving competency verification earlier in the ramp cycle — continuous assessment against your actual procedures, not generic courseware.
Assess early. Verify continuously. Close gaps before they compound.
AmpUp identifies what new hires actually know — and what they don't — from week one, not month six.
Baseline Assessment
Measure incoming competency against your specific procedures and standards. Identify gaps before the new hire reaches the floor.
Structured Simulation
Practice procedures, troubleshooting, and decision-making in realistic scenarios. Build procedural fluency before supervised task performance.
Continuous Verification
Track competency development over time. Know exactly when a new hire is ready for unassisted work — with documentation to prove it.
In deployments across technical aerospace teams, AmpUp has reduced the gap between hire and unassisted task performance by an average of 30%. The improvement comes from earlier gap identification, not additional training hours.
Related challenges
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