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AI Academy is the training core, with on-demand lessons and live cohorts covering prompts, agents, and role-specific AI use. Learners finish with certificates they can share on LinkedIn, a resume, or with a manager, which makes progress visible to both the employee and their boss. On-demand seats open the full catalog, while free accounts only get three lesson videos a month.

ProfAI is an AI coach bundled into the paid plans. It answers questions and helps people apply course material to their own job instead of leaving them with generic lessons. The pitch is personalization at scale, since a single instructor can't coach every employee.

Section runs a readiness audit that measures where a company sits on AI, then builds a plan from that baseline. The work happens in a single sprint, with a named owner for each initiative. This gives leadership a shared starting point before they spend on tools. No shared baseline, no plan.

The workshops focus on managers, on the reasoning that AI transformation dies when it doesn't reach the middle layer, since a skeptical manager can quietly stall any rollout no matter how good the tools are. Live working sessions move leaders from AI-aware to confident AI users, so teams follow their example. It's a targeted bet. Fix the manager, fix the rollout.

A Section operator embeds with the team to spot where agents and automations pay off most. The team prioritizes, prototypes, and hands back a scaling plan in under eight weeks. It's aimed at companies that want working prototypes, not a slide deck. That timeline is aggressive for enterprise IT, so expect the eight-week window to cover prototypes rather than full production rollouts.

Section HQ shows which AI platforms employees actually use, how AI-ready they're, and where spend goes, including shadow tools. This turns adoption into a number a CFO can sign off on. For companies asked to justify AI budgets, and plenty are these days, that reporting is often the deciding feature.