Solutions · Healthcare Providers
Clinical onboarding and patient education for hospitals and clinics.
Ward orientation, protocol updates and patient guidance as animated video — short enough to watch between shifts, and re-cut the week a protocol changes.
At a glance
- Typical delivery
- Under 7 days
- Languages
- 40+
- Records
- SCORM · LMS
- Security
- SSO/SAML · SCIM · SOC 2
The challenge
What clinical education teams are working against
No reading hour exists
Anything longer than a few minutes competes directly with patient care and loses. Orientation packs are issued, signed for and rarely opened again.
Onboarding failure is a priced cost
Turnover among clinical staff carries a per-departure cost already visible in the finance pack, which makes onboarding one of the few L&D programmes with a quantified downside.
Protocol changes travel by memo
Procedure updates reach the shift that was on duty. Training material lags behind, and a ward can end up running two versions of the same protocol.
Filming is rarely an option
Consent, privacy and clinical risk make recording on a live ward impractical, so the situations most worth teaching are the ones hardest to capture.
The solution
How we solve it
We produce clinical onboarding, protocol and patient-facing material as animated video, from content your educators approve — and keep it re-cuttable as procedure changes.
Clinical ownership, retained
Your educators and governance leads own and approve what the video says. Scripts are reviewable before production, so no clinical content is generated and shipped unreviewed.
Animation where filming is not possible
A deterioration, a needlestick injury or an arrest sequence can be shown precisely, slowed down and repeated — with no patient, no consent question and no live ward.
Protocol updates in days
Scene-based production means a procedure change regenerates the affected scenes rather than remaking the film, so every shift sees the current version.
Patient-facing from the same pipeline
Pre-procedure and discharge guidance in 40+ languages and every aspect ratio, for waiting-room screens and for patients to rewatch at home.
Mandatory training that records properly
SCORM packaging and LMS integration on Enterprise, so completion lands in the system your compliance reporting already draws from.
Enterprise security posture
SSO/SAML, SCIM provisioning, SOC 2 and a security review on Enterprise — the questions an NHS-style or hospital IG team will ask first.
Deliverables
What we produce
Clinical onboarding
Ward orientation, systems and first-week procedure, watchable before day one rather than handed over on it.
Protocol & procedure updates
The change presented identically across every shift, the week it takes effect.
Infection prevention & control
Hand hygiene and IPC refreshers as something watched rather than re-signed.
Equipment & device training
A new device explained step by step without waiting for a vendor visit.
Patient education
Pre-procedure and discharge guidance patients and families understand, and can rewatch at home.
Mandatory & data-protection training
GDPR, safeguarding and the annual set, rebuilt so completion carries meaning.
Implementation
How a rollout runs
Scope
A discovery call to identify where onboarding or protocol communication is failing today.
Script and clinical review
We work from your approved material. Your educators and governance leads sign off before production begins.
Produce
A finished film in under seven days through our team, or minutes to a first cut in the app.
Deploy and maintain
SCORM into your LMS, translate for the communities you serve, and re-cut scenes as protocol changes.
Context
Why onboarding is the highest-leverage place to start
The evidence base here is unusually settled. The constraint is production capacity rather than whether the intervention works.
- Turnover carries a known cost
- Hospitals lose an average of $61,110 for each registered nurse who leaves, amounting to $5.2-9.0m a year for a single facility against a 16.4% RN turnover rate.
- Structured onboarding moves the number
- Structured programmes bring new-hire turnover down from 49.6%, and mentoring reaches retention as high as 90% for new nurses.
- Change is continuous
- Infection control, equipment and clinical procedure change on a rolling basis, and each change has to reach every shift rather than the one on duty.
The scale of it
What the sector is carrying today
$61,110
average cost to a hospital of each registered nurse who leaves
$5.2–9.0m
annual cost of nurse turnover for a single facility
49.6%
new-hire turnover that structured onboarding is shown to reduce
Who we work with
Teams this is built for
Nurse educators & CNOs
You onboard continuously against a turnover cost the finance team can already see.
Hospital HR & L&D
You deliver mandatory training across shifts with no production capability.
Quality & compliance leads
You need protocol changes to reach every shift, and to be able to demonstrate that they did.
Frequently asked questions
Start where onboarding is costing you most.
Bring your current onboarding pack to a discovery call. We will scope what a new starter would actually watch.
Typical reply within one business day.