Surface by Paradigm

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Surface by Paradigm

Platform

Use Cases

Pricing

Sign in

Request a demo

Surface by Paradigm

Request a demo

LEARNING & DEVELOPMENT

Build learning programs for the skills your business actually needs

Identify the capabilities holding teams back, then build targeted learning programs tied to measurable performance outcomes.

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Design a manager training program around our competencies
Streaming…
Analyzing…
Processing…
Great initiative — to ground this in your competencies, let me pull your leadership framework and see what learning content we already have.
Found your leadership competency framework and an existing new-manager training deck — the program will build on what you already have.
Locked to your six values — one module per leadership competency, live practice reps for every manager, and measurement against manager effectiveness.
Thought for 1s
Thought for 7s
Invoked: L&D Program DesignPendingDone
Get Organization InfoPendingDone
List DocumentsPendingDone
Query DocumentsPendingDone
12-week program at a glance
Module spine: one module per competency — definition, "what good looks like," live practice rep.
Practice reps: SBI feedback, GROW coaching, one hard-conversation script per manager.
Reinforcement: Slack cohort, office hours, 30/60/90 check-ins on your existing cadence.
Measurement: manager-effectiveness score at 2 review cycles; 12-month attrition as the lagging outcome.
Manager Leadership Competency Training
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The Challenge

Most training programs miss the real gaps

L&D teams are often asked to build programs without a clear view of which capability gaps are limiting performance. Training launches, calendars fill, and the gaps that matter most remain unresolved.

Generic by default

Off-the-shelf curricula aren’t built from your competencies, business content, or the actual capability gaps.

Weeks of design work

Teams spend weeks analyzing gaps, designing content, and building programs before learning can begin.

No measured impact

Programs measure completion and satisfaction, but rarely show whether skills improved or performance changed.

HOW SURFACE HELPS

From competency framework to targeted development

1
Connect your competencies and context
Bring in competency frameworks, performance data, learning content, and the business priorities your teams are working toward.
2
Identify the gaps that matter most
Surface pinpoints the capabilities most closely connected to performance and organizational priorities.
3
Build the right program
Use expert-built playbooks to create targeted curricula, manager tools, and communications.
4
Measure capability and business impact
Track whether skills improve and whether those gains translate into stronger performance.
Connect your competencies and contextIdentify the gaps that matter mostBuild the right programMeasure capability and business impact

FOR YOUR WHOLE TEAM

One intelligence layer for every L&D need

Surface helps L&D, Talent, HR, and Culture teams identify capability gaps and build the programs, tools, and interventions to close them.

Explore all use cases by team →

L&D Leaders

Manager Training Program Design

Design manager training around the capabilities most connected to performance, with targeted curricula, delivery plans, and measures of impact.

Talent Team

Leadership Capability Planning

Identify the leadership capabilities the organization needs next, then build a coordinated development plan across hiring, promotion, and learning.

Culture & Inclusion Leaders

Inclusive Leadership Development

Identify where inclusive leadership behaviors are falling short, then build targeted training, manager tools, and reinforcement plans.

HR Business Partners

Manager Toolkit for New Initiatives

Give managers rollout guides, talking points, team exercises, and reinforcement plans for each new workforce initiative.

L&D Leaders
Manager Training Program Design
Design manager training around the capabilities most connected to performance, with targeted curricula, delivery plans, and measures of impact.
Talent Team
Leadership Capability Planning
Identify the leadership capabilities the organization needs next, then build a coordinated development plan across hiring, promotion, and learning.
Culture & Inclusion Leaders
Inclusive Leadership Development
Identify where inclusive leadership behaviors are falling short, then build targeted training, manager tools, and reinforcement plans.
HR Business Partners
Manager Toolkit for New Initiatives
Give managers rollout guides, talking points, team exercises, and reinforcement plans for each new workforce initiative.

EXPERTISE BEHIND THE PRODUCT

Built on lessons from the people shaping modern work

Through conversations with leading operators, researchers, and executives, we bring current thinking on talent and organizational performance into how Surface interprets signals and recommends action. Here's what we learned from Cristina Cordova, COO at Linear:

Cristina Cordova

COO, Linear

Headcount is a deliberate choice

Linear passed $1B in value with under 200 people — every hire has to expand what the team can do.

Paid work trials over interviews

Candidates do real, paid work with the team before either side commits.

Impact over hours

Linear explicitly rejects 996 grind culture — focused teams beat raw output.

Watch the podcast →

EXPERTISE BEHIND THE PRODUCT

Built on lessons from the people shaping modern work

Through conversations with leading operators, researchers, and executives, we bring current thinking on talent and organizational performance into how Surface interprets signals and recommends action. Here's what we learned from Cristina Cordova, COO at Linear:

Cristina Cordova

COO, Linear

Headcount is a deliberate choice

Linear passed $1B in value with under 200 people — every hire has to expand what the team can do.

Paid work trials over interviews

Candidates do real, paid work with the team before either side commits.

Impact over hours

Linear explicitly rejects 996 grind culture — focused teams beat raw output.

Watch the podcast →

EXPERTISE BEHIND THE PRODUCT

Built on lessons from the people shaping modern work

Through conversations with leading operators, researchers, and executives, we bring current thinking on talent and organizational performance into how Surface interprets signals and recommends action. Here's what we learned from Cristina Cordova, COO at Linear:

Cristina Cordova

COO, Linear

Headcount is a deliberate choice

Linear passed $1B in value with under 200 people — every hire has to expand what the team can do.

Paid work trials over interviews

Candidates do real, paid work with the team before either side commits.

Impact over hours

Linear explicitly rejects 996 grind culture — focused teams beat raw output.

Watch the podcast →

IN THEIR WORDS

“Surface built our manager program from our own competency framework — gap analysis, curriculum, and the measurement plan — in an afternoon.”

Head of Learning & Development

Enterprise SaaS

IN THEIR WORDS

“Surface built our manager program from our own competency framework — gap analysis, curriculum, and the measurement plan — in an afternoon.”

Head of Learning & Development

Enterprise SaaS

Explore the other use cases

Org Planning

Learning & Development

Executive & Board Updates

HR Benchmarking

Policies & Benefits Design

Employee Listening

Talent Management

AI-Native People Team

See Surface design a program on your data

Bring your competency framework and we’ll show you a full manager training program — with measurement — in under two weeks.

Request a Demo

See Surface design a program on your data

Bring your competency framework and we’ll show you a full manager training program — with measurement — in under two weeks.

Request a Demo