For HR & People teams
German companies alone spend €1,347 per employee per year on continuing education (IW, 2023). Industry research puts more than 20% of L&D budgets outside any managed process, and benefits platforms report large allowances simply going unspent. The money is already budgeted. Saganom makes it move and shows what it bought.
The employer case
Companies fund their identified successors without friction: a two-week program at €25,000 a head gets approved. Below that layer, access to development depends on which manager you report to: one says no, a peer says yes, same company, same policy. A wallet replaces that arbitrariness with a rule everyone can see.
Two numbers carry the business case. In year one, waste elimination: the platform subscriptions everyone is enrolled in and few complete, and the use-it-or-lose-it budget burn every fourth quarter. From year two, an attrition delta priced against replacement cost, commonly estimated at half to twice an annual salary depending on level (Gallup). Engagement and employer brand are real, but they are the tiebreaker, not the headline.
And when usage goes up? Unused budget was never a saving; it was a misstated liability. If you budget €1,000 a head and two-thirds goes unspent, the real number was always €330. Saganom does not cut your L&D spend. It shows you what you actually invest per person, so you can decide whether that number is right.
Predictable spend
Vesting keeps the budget honest: funds accrue monthly, unvested balances return to the company on exit, and every employee has a growing, visible stake in staying. Strong learning cultures see markedly higher retention (LinkedIn Workplace Learning Report, 2025). Vesting is what makes that happen in practice.
Coaching at scale
Executive coaching doesn’t scale to the whole company. Leo, Saganom’s AI career coach, does: every employee gets a career conversation, a skill-gap map, and course recommendations they can act on, inside guardrails you configure, from your own skills taxonomy and your curated catalog.
And the AI bill is ours, not yours. Every career and development conversation runs on Saganom’s account, included in the seat price. Those questions stop consuming your corporate AI licenses, and stop leaking into tools that were never designed to keep coaching private from the employer.
Reporting
Because every euro is ledgered, reporting is not an engagement dashboard. It is an auditable statement: invested, vested, spent, skills closed, completions. Plus an anonymous, aggregate Organizational Pulse for leadership.
Cash flows
You fund wallets on your own schedule. A catalog course within an employee’s vested balance is approved on the spot. The company approved the catalog once, so nobody signs twice. Custom courses and anything above the balance go to the manager. Once approved, Saganom books the course, pays the provider, and re-invoices you monthly on one consolidated invoice, or charges a corporate card if you prefer. Wallet budgets are a clean pass-through: your money buys learning, never fees. And nobody in your company ever files an expense claim for a course again.
Rollout
Import your skills taxonomy, curate the catalog (external and internal training), set budgets and the vesting policy. Works-council briefing pack included.
Launch comms go out (templates provided); employees meet Leo. Ten minutes each. No training sessions.
Managers see their team’s balances and booked courses, and learn how to support development: time to learn, stretch assignments, on-the-job experiences. Catalog courses need no sign-off; only requests outside the catalog reach them.
Adoption, activation, first funded courses: the baseline every later quarter is measured against.
Pricing
Privacy
Built in Europe, hosted in the EU. Coaching conversations are private to the employee, employer analytics are aggregates only with small-group suppression, and Leo has no part in performance evaluation. Read the full security & privacy page →