On the job experiences
A person spends a day inside a real role. An inbox, colleagues, deadlines, a deliverable. They come out with evidence of what they can actually do.
Two minutes, no sign-in. For schools and universities, for employers hiring, and for public workforce programmes.
Our go-live is Friday and my exec team is watching. Can you give me an honest status? Are we on track, and if not, what's the plan?
Sofia's handover lists three gaps. The go-live checklist in Knowledge Base says only the SSO ticket blocks launch. Worth confirming before you answer Delphine.
Every experience is a single working day in a real role at a fictional company. The pressure arrives the way it does at work: in the inbox, in chat, and on the calendar, some of it at once. A few moments in the day are the ones that matter, and the person does not know which.
A lead hands over a client's setup file with gaps in it, and a question: which blanks actually block Friday's launch?
A VP writes in: her executives are watching and she wants an honest status. What is said, and not promised, is the first thing that gets scored.
"Don't assume the status column is right." The knowledge base has the answer, if anyone looks. Judgement, not recall.
An outage, an escalation, a stakeholder who needs an answer now. What to do first, and who to tell, is the decision.
A go-live risk read, a reconciliation, a recommendation. Addressed to a person, with a decision in it. That artefact is what a reviewer reads.
Every person met during the day, and the day itself, is Avydo's work. It is built into the experience, not bolted on beside it.
Given a job description and a role's reference sheet, Avydo writes the day: the messages, the timing, which moments are critical and which are noise.
The client who wants the truth, the colleague with a hint, the candidate on a screening call. Each one replies in character and remembers the thread.
A work assistant in the sidebar. It answers questions about the company and the task. It does not do the work, and it does not know the answer key.
What was written at each moment is read against what a strong professional would have done, and every judgement names the evidence it rests on.
Avydo never makes a hiring or grading decision on its own. It produces a record for a person to read.
There is a second assistant, Lumitra, and it is deliberately a different thing. Lumitra helps with the portal itself: where a screen is, why a tab is missing, how scoring works. It is closed for as long as anyone has an experience open, so a day of assessed work has exactly one assistant in it and everybody can see which.
The experience is the part people see. Around it is everything an institution needs to run it: a catalogue to start from, a builder for roles that are not in it, classes and accounts, and a record of who saw what.
Thirteen roles across six families, each with three distinct days. The three are not one day reworded: they differ in what is under pressure, what the day is for, and who the employer is.
Give it a job description, a scorecard, an interview transcript, the company context and the tools the role lives in. It writes the workday, the colleagues, the documents and the answer key, and you edit any of it before it goes live.
Each scored moment carries the response a strong professional would give, written when the day was built. Nothing is graded on word count or on how much was clicked, and a moment nobody opened counts as coverage, not as a zero.
An instructor sees the classes they teach, the way a gradebook works, and an administrator sees the school. Membership cannot cross an institution's boundary; the server refuses it rather than failing quietly.
Accounts form a tree, so a district administers its schools and nothing else. Five roles decide what each person sees. Invitations are tracked to delivery, so "they never got the email" has an answer rather than a shrug.
Invite a group to a role's day, watch the pipeline, and read each finished run as the evidence record it is. Results reach an employer only when the person who earned them chooses to share.
Everything named here runs today. It is hosted on Microsoft Azure in a private network, with sign-in through Microsoft Entra, and one deployment path from staging to production.
The same day produces the same kind of evidence whoever is reading it. What changes is what they do with it, and who is allowed to see it.
Schools and universities
Career exploration for middle and high school with the boring parts left in, and for universities an experience that can stand in for a capstone or sit inside one. The deliverable is real enough to grade, and the record shows how a student got there, not only whether they did.
Employers
Run a role's day as a screening step, or commission one built from your own job description and scorecard. Every candidate sees the same day and is read against the same answer key, and every result an employer sees was disclosed by the person who earned it.
Government and workforce programmes
Workforce boards, training providers and public agencies need more than a completion certificate. A day of work produces a per-participant record of what was demonstrated, which supports placement, funding reporting and programme review alike.
The platform is one half. The other is the team behind TimsPro LLC, who have spent more than twenty years in technology, business, finance and staffing. That is the same ground the experiences are built on, which is why the catalogue reads the way it does: technology, finance, business operations and talent are exactly the six families the roles in it come from.
Built to order
Bring a job description, a scorecard, and the people who actually do the job. We build the day around the work as it is done at your organisation, down to the tools, the stakeholders and the deliverable, and hand it over as yours to run.
You get: the experience, the answer key, and the reference sheet it was built from.
Workforce services
Cohort design and delivery, upskilling for staff already in post, and placement support for people coming out of a programme. The experiences give each of those a measurement that is the same before and after, which is the part most programmes are missing.
You get: a programme, the people to deliver it, and evidence of what changed.
Public sector
Procurement, implementation, training for the people who will administer it, and reporting shaped to the way an agency has to account for a programme.
SAM.gov registration is submitted and awaiting approval. UEI, CAGE and NAICS codes, the capability statement and past performance are available on request.
You get: a named delivery team and a reporting line that matches your obligations.
Every engagement is scoped in conversation rather than from a rate card, because a single role for one class and a programme across a district are not the same piece of work. Tell us the roles and the size of the group, and we will come back with what it takes. TimsPro LLC is the contracting entity for the platform and for the services around it.
Not a personality type and not a quiz score. A record of what happened at the moments that mattered, next to what a strong professional would have done.
Each role is built from a reference sheet: what the work actually is, which tools it lives in, who the stakeholders are, what strong and weak behaviour look like, and what the day's deliverable is. The scoring categories come from that sheet, so a sales day scores discovery and qualification, and a support day scores triage and the honesty of a status update.
Thirteen roles across six families today, three days each.
Named the three open gaps, said which one blocks launch, and did not commit to a date the team had not agreed.
Stakeholder honesty · strongFound the past-due account marked Current after a colleague's hint, and corrected the risk read.
Verification · strongTold the client it was being handled before anyone had picked it up. The commitment was right; the sequence was not.
Escalation judgement · riskThese are not policy statements. They are constraints the system enforces, written down here in plain language.
At registration we work out the date a learner becomes an adult and keep only that. The platform only ever needs to know whether someone is a minor, never how old they are.
Only by choice. A result from a school or university cannot be disclosed to an employer unless an adult, or a verified guardian for a minor, explicitly consents.
Who viewed a result, and when, is recorded as it happens and never deleted. "Did anyone see my work?" has an answer.
Work in progress is kept for 30 days after the last save and results for 12 months, then swept. A deletion request removes a person's runs, results and identity in a single operation.
Every read that crosses an account line is checked on the server against who is asking. A district administrator reaches their own schools and nothing else, and that is enforced in the query rather than in the screen.
The platform runs on Microsoft Azure in a private network, with the databases unreachable from the internet and secrets held in a managed vault. Staging, and then production, from one deployment path.
Sign-in is by emailed code or a Google or Microsoft account, so there are no passwords to lose, and every account is by invitation. We are preparing for the assurances schools and agencies ask for, including a SOC 2 report and a VPAT, and will say plainly what is and is not yet in place.
A pilot is a single role, a single group, and a conversation afterwards about what the evidence showed. Tell us the roles your people are headed toward, and we will start there.