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Moscow and Moscow region · remote or hybrid · full-time

Head of
Training Centre

I spent five years building training at the training centre of an international industrial automation vendor, then carried the same approach into support. I teach technically complex products rather than general subjects: twelve years of engineering practice behind me means I work through the material myself instead of narrating someone else's slides.

2,480
learners completed the courses of the division
1,430
companies across eight countries
4.96
average course score out of 5, from 504 feedback forms
10
courses in the portfolio, seven of them in distance format
01

Before and after

on arrival Classroom seminars in Moscow, a two to three month wait for the next start, half-empty groups. Every launch depended on the trainer's calendar.
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on departure A portfolio of ten courses in three formats. The distance format appeared in 2020 and by the end of 2021 had cut the wait from two or three months to two weeks.

The point of the distance format is not saving money. It is that a learner starts on the day they ask, instead of waiting for a group to fill up.

02

Content and channels

The logic of the channel is simple: a routine question is answered with a link to a video rather than an hour-long call. The same trick later went into the public FAQ section at another employer.

03

Assessment in five stages

The qualification pipeline as it stands now
  1. Training: ten courses and a learning portal
  2. Self-check: a bank of 284 questions across ten blocks
  3. An AI conversation simulator: practice on scenarios, not on live customers
  4. Exam: one hundred questions drawn from the bank
  5. Grade: the result governs access to the line and affects pay

Assessments come out at 87-98%. The question bank is balanced by the position of the correct answer and by option length, otherwise the test is passed by guesswork rather than knowledge.

04

Methodology, not a pile of slide decks

The 4.96 score comes from 504 feedback forms and refers to the trainer rather than to the course as a whole. The difference is small, but it is more honest to say so.
Adjacent focus area Technical support: speed and support tiers
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Focus area of the CV · back to the personal file A full account of the Schneider Electric years · appendix A