Before we tell you about us, let’s talk about you.
If you’re like most people in L&D, you work damn hard.
You’re stretched thin, under-resourced, and pulled in six directions at once.
You care deeply about helping people grow.
You want your work to matter; to lead to something real.
But where’s the payoff?
You’re not crazy for thinking training should lead to change.
You’re not alone in feeling like course-building is broken.
This is not your fault. You’ve been working in a system built for content, not capability. An entire industry profits from making you create content that looks good, but changes nothing.
But you’re not here to make pretty slides.
You’re here to multiply performance.
And so are we.
At Multiply, we believe that “training followed by hope” is a broken model; and we’re done pretending it works.
We know that content alone wont change behavior, And we know there are several underutilized multipliers that will.
We believe that the real measure of training isn’t completion, it’s capability.
We believe that behavior change is built, and it must be designed into the system.
We believe that L&D exists to multiply performance, not just deliver training.
Our mission is to empower every L&D professional to become a multiplier; of growth, of change, and impact.
And we know that with your passion and your determination to help others, that you are a multiplier, too.
We don’t build courses.
We Multiply Transfer
About
Learning is not delivered. It is activated.
We don’t deliver “content.” We design for cognition, motivation, and application. Every touchpoint is part of an intentionally designed system.
Support is foundational, not optional.
Manager alignment, tool access, and feedback systems are non-negotiables. They are multipliers of learning, not optional add-ons.
Evidence guides everything.
We architect performance with research-proven multipliers. No fads. No guess work. Just data-informed practices.
Learning and performing are a continuum.
If learning exists only in a classroom or a course, it dies there. True learning is woven into workflows, conversations, tools, and habits. Performance itself is a phase of learning.
