Training Programs We Built for Real Organizations
We do not sell a training library. We rebuild the program a client already runs into VR, using their own procedures, their own equipment, and their own facility. Below are three programs we built, across construction, food franchising, and hospitality.
Scope Your ProgramYates Construction: OSHA 30 Safety Training in VR
The organization
Yates Construction is one of the largest commercial and industrial builders in the United States. Engineering News-Record ranks Yates #29 on its Top 400 Contractors list, and within ENR sector rankings Yates places #4 in Top 50 Manufacturing, #5 in Top 10 Semiconductors, #3 in Top 15 Auto Plants, and #18 in Top 20 Industrial Contractors. Their work runs across semiconductor fabs, auto plants, pulp and paper, chemical, and heavy civil.
The challenge
OSHA 30 is a classroom course. A worker can complete all thirty hours, pass the test, receive the card, and still encounter the hazard for the first time on a live jobsite. On industrial projects, the gap between knowing the standard and executing it under real conditions is where incidents happen. Slides cannot close that gap.
What we built
We took the OSHA 30 safety training Yates already delivers and rebuilt it in VR. Not a generic safety library: their curriculum, their hazard scenarios, their procedures. Workers put on the headset and walk the hazard, identify it, and execute the correct response before they ever set foot on the site where it is real.
The outcome
Safety training stopped being something a worker sits through and became something a worker does. Crews arrive at the jobsite having already practiced the scenario. Yates owns the modules outright, with no per-seat licensing, and can deploy them to any crew on any project.
AT A GLANCE
- Industry
- Commercial and industrial construction
- Scale
- ENR Top 400 Contractors, ranked #29
- Program
- OSHA 30 safety training
- Approach
- Existing curriculum rebuilt in VR
- Ownership
- Client owns the modules, no per-seat fees
Growing Mexican Food Franchise in Houston: Kitchen Efficiency and Guest Service
The challenge
A Mexican food franchise expanding across the Houston market was opening locations faster than it could train crews to run them. Kitchen throughput varied from store to store. Customer service quality depended on whichever manager happened to be training that week. Growth was outrunning the training model.
What we built
Two connected VR programs. The first puts a new crew member on the kitchen line and has them run the stations in the correct sequence under time pressure, with the brand's own recipes and equipment layout. The second is customer facing: greeting, order handling, and resolving the situations that actually happen at the counter.
The outcome
Kitchen efficiency and guest service stopped being a function of which location a worker happened to be hired into. Crews practice the line before they work a live shift, so the first real rush is not the first time they have run it. The same standard deploys to every new location the franchise opens.
AT A GLANCE
- Industry
- Multi-unit restaurant franchise
- Market
- Houston, Texas
- Programs
- Kitchen station workflow and customer service
- Driver
- Scaling training as fast as new locations open
Miami Hotel: Guest Service and Housekeeping Onboarding
The challenge
A Miami hotel was losing staff faster than it could train replacements. Every departure sent the owner back into the same cycle: personally walking a new hire through guest service standards, then walking a new housekeeper through room setup, one room at a time. Turnover did not only cost the hotel labor. It cost the owner's calendar, week after week, permanently.
What we built
Guest service scenarios for front of house staff covering the interactions that define a stay, and a housekeeping program where new room attendants set the room correctly in VR before they ever push a cart down a real hallway. Both built around this hotel's own standards and its own rooms, not a generic hospitality template.
The outcome
Onboarding stopped depending on the owner being available. A new hire arrives having already run the room and already handled the guest conversation. The training survives the turnover: when someone leaves, the program does not leave with them, and the next hire starts from the same standard as the last.
AT A GLANCE
- Industry
- Hotel and hospitality
- Market
- Miami, Florida
- Programs
- Guest service and housekeeping room setup
- Driver
- Staff turnover and constant re-onboarding
HOW ENGAGEMENTS START How a First Engagement Is Structured
Every program above started as a focused pilot before it expanded. The pilot answers one question with data: does rebuilding this specific training in VR produce a measurable improvement for this organization?
PHASE 1
Define the pilot scope
One specific training challenge, one department, one set of success metrics. Narrow enough to build and measure, real enough to matter.
PHASE 2
Build and deploy the module
A focused program with 1 to 3 scenarios, deployed to a defined cohort. Typical pilot timeline: 12 to 16 weeks from kickoff to deployment. Investment: $25,000 to $75,000 depending on complexity.
PHASE 3
Measure and decide
Compare the VR-trained cohort against baseline. Use the results to build the business case for full deployment, or to determine that VR is not the right fit for that challenge.
From Pilot to Full Deployment
If the pilot produces the expected results, we scope the full deployment: additional scenarios, additional departments, LMS integration, and multi-site rollout. The pilot data provides the business case for leadership approval of the larger investment.
If the pilot does not produce the expected results, we analyze why. Sometimes the scenario needs adjustment. Sometimes VR is not the right solution for that particular challenge. Either way, you have data instead of assumptions.
Patterns Across the Three Engagements
The three clients operate in different industries, but the reasons they chose custom VR training were similar.
The task was specific
Each client trained something tied to its own procedures, layout or standards, so a generic course would not have fit.
Mistakes were costly
A wrong decision on a jobsite, in a kitchen or in front of a guest is expensive, so practice before the real situation mattered.
Training had to repeat
Crews rotate, staff turn over and new locations open. The training needed to be delivered the same way each time.
Managers needed visibility
Completion and performance data let supervisors see who was ready instead of assuming it.
Signs That Custom VR Training Fits Your Operation
Custom VR training tends to make sense when one or more of these are true: the task cannot be practiced safely on the job, the same procedure must be performed the same way in many places, turnover keeps sending new people through the same onboarding, or the cost of a training mistake is higher than the cost of building the practice.
If none of those apply, a simpler course may serve you better, and we will say so in the first call.
Ready to scope your program?
The discovery call identifies which of your existing training programs is the right one to rebuild first.