Insurance & intermediary networks
Talent management
in insurance.
Connect employees and intermediary networks through product knowledge, structured onboarding and development.
Programmes for your industry
Make knowledge consistent across the network.
Products change, channels differ and new people join throughout the year. Give each audience the content and follow-up they need, with a shared approach to learning and service quality.
Prepare each audience for its role
Create onboarding journeys for employees and intermediary networks. Combine company information, role-specific content and practical tasks, with appropriate access rules.
Organise product and procedure training
Build programmes around the knowledge each role needs. Define audiences, deadlines and evaluation so training owners can follow completion and support needs.
Recognise quality and collaboration
Highlight contributions that reflect service quality, knowledge sharing and company values. Set clear recognition criteria suited to the audience and the programme.
Talent management in Premium
Connect learning
to talent decisions.
Connect performance evaluation, objectives, development plans and careers with learning and feedback. Premium brings these processes together so people development has continuity.
People Intelligence provides the organisation view. Talent Insights brings individual context into profiles, including support for mentor-mentee matching. Talent Strategist helps explore data in natural language.
Published experience
A reference from financial services.
The Natixis ALL ABOARD case illustrates structured onboarding in financial services. It is a useful reference for exploring a programme in insurance, rather than an insurance implementation or proof of IDD compliance.
[vc_row][vc_column][sc_youtube width="100%" video_id="vkb2sUNZmXU" height="650"][/vc_column][/vc_row][vc_row el_class="gradient-text-7"][vc_column][vc_column_text] Onboarding Gamification, a Step-by-Step Guide – Natixis Use Case Faced with exponential growth, with hundreds of people being hired every month, Natixis felt the need to improve its onboarding process – a critical stage in talent retention – in order to effectively integrate newcomers. GFoundry was the company chosen to…
Before you start
Frequently asked questions
Answers to help define the scope and next steps for your project.
Can we involve intermediaries as well as employees?
Yes. GFoundry can support programmes for employees, partners and external audiences. Define the user population, permissions and content for each programme in the project scope.
Can it support training associated with IDD requirements?
Use training programmes to organise learning, evaluation and completion records. The applicable IDD obligations and evidence must be defined and validated by your compliance team; the platform does not itself grant regulatory authorisation.
Can different brands and channels follow different programmes?
Yes. Organise audiences, content and journeys by the relevant groups or teams. Multi-Company in Plus and Premium can support a project involving several companies.
Does GFoundry replace our LMS or HRIS?
GFoundry brings learning, performance, objectives, feedback, recognition and engagement into one platform. It can replace separate tools for these processes and connect to your HRIS/HCM. Payroll and administrative HR remain in that system; integration scope is agreed in the project.
How is AI used?
Learning Designer helps create courses from a briefing or PDF, with review before publication. Role-Play Coach supports conversation practice, and Talent Strategist helps explore talent data. These agents use the available context and configured access. People Intelligence and Talent Insights are separate intelligence services.
Which plan fits our project?
Compare Base, Plus and Premium against the processes you want to launch. Premium includes performance and career management, People Intelligence, Talent Insights and MCP access. The proposal defines the audience, configuration, integrations and partner services.
How do we start an implementation?
Choose a first programme, agree the audience and objectives, prepare the content and configure the experience. A GFoundry partner can support design, implementation and follow-up. Timing depends on the scope, content readiness and integrations.
Can we include mentoring?
Yes. GFoundry can suggest mentor-mentee pairs automatically, with HR reviewing and approving them. Talent Insights adds individual talent and development context to support matching. Mentoring projects using Talent Insights require Premium.