Relay captures the knowledge your best people carry in their heads and makes it findable, shareable, and measurable — through video, AI search, and the social dynamics that actually drive learning at work.
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The 70-20-10 model has guided L&D for decades. Yet almost all investment flows into the 10% — formal courses, LMS platforms, scheduled training — while the other 90% remains invisible.
That 90% is your most valuable learning: the sales rep who knows how to turn a "we're locked in" objection, the engineer who mastered your infrastructure in year one, the manager who built a team culture that cut attrition in half. That knowledge exists. It's just trapped.
Learning by doing, problem-solving, on-the-job challenges. Invisible today. Relay
Mentoring, feedback, colleague conversations. No platform today. Relay
LMS, courses, certifications. Where 100% of L&D budget goes today.
Six interlocking capabilities that turn employee knowledge into organizational infrastructure.
Employees record and publish in minutes — no production team, no scheduling, no friction. The barrier to contribution is lower than booking a meeting.
Every video is automatically transcribed and semantically indexed. Employees search by concept, situation, or problem — not by title or tag. One video becomes findable by everyone, forever.
Ratings, comments, view counts, and follows create the employee influencer effect. When a colleague sees their video has 140 ratings and 32 comments, that's professional validation no formal program can match.
Knowledge coverage maps, engagement data, and view-through rates give CLOs the language CFOs actually want to hear. Not completion rates — real evidence of knowledge transfer.
Relay surfaces content inside Teams, Slack, and email — the places employees already spend their day. Adoption doesn't require new habits; it meets people where they already are.
Relay deploys on your existing Azure, AWS, or GCP infrastructure — not a new SaaS vendor with a separate data relationship. It's an extension of investments you've already made.
Each step feeds the next. More content drives more views. More views motivate more creators. The platform gets more valuable with every contribution.
Employees record short videos — a sales play, a technical walkthrough, a leadership lesson. Published in minutes from any device.
AI transcribes, tags, and semantically indexes every video automatically. Content becomes searchable by any employee, instantly.
Social mechanics — views, ratings, comments, shares — surface the best content and reward contributors with visibility and influence.
Analytics show exactly which knowledge is spreading, who is learning, and where critical gaps remain. ROI becomes visible and defensible.
"Your best employee just recorded a 4-minute video explaining how she closes a competitive deal. In 48 hours, your entire sales team will have watched it. Without Relay, that knowledge retires when she does."
The case for enterprise peer learning infrastructure
Employees create content at zero marginal cost. A company-specific video library grows continuously without external vendors or production budgets.
Content created by colleagues about your actual processes, tools, and customers is consumed and applied at dramatically higher rates than off-the-shelf courseware.
When a new product ships, a new process launches, or a competitor move needs a response, peer content appears in hours — not the weeks required to produce formal training.
Relay-Learning’s approach was built and proven inside one of the world’s largest technology companies before it became a product. The platform still runs today — nearly two decades later. Read the full story →
The right technology is necessary — but not sufficient. Real organizational learning transformation requires deliberate cultural change, leadership alignment, and a sustained adoption strategy.
Organizations invest in platforms that gather dust. Not because the software is broken, but because no one changed the incentives, the habits, or the culture around sharing knowledge.
Peer learning only compounds when employees want to contribute — when sharing knowledge raises their profile, when leadership visibly champions it, and when the organization celebrates contributors as internal influencers, not just "helpers."
Relay doesn't just store knowledge — it surfaces contributors. When an employee's video reaches 500 views and 4.9 stars, that's visible recognition inside the organization. That's what drives the next video.
But social mechanics alone aren't enough. Every Relay deployment includes an adoption playbook: a structured rollout that builds contributor momentum, celebrates early wins, and embeds peer learning into the organization's existing rhythms.
Leadership visibly participates. When executives post their own videos, contribute knowledge, and reference Relay in all-hands meetings, the signal is unmistakable: this is how we learn here.
The Relay leaderboard, view counts, and ratings make contributors visible. A sales rep with 2,000 views on her objection-handling video has earned organizational credibility no title can grant.
Weekly "Top Picks" in Teams or Slack. Onboarding playlists for new hires. Manager-curated content sets. Active internal marketing keeps Relay in front of employees where they already work.
Dedicated people whose role is to migrate knowledge out of local silos — email threads, one-on-one calls, team drives — and into Relay. The broker function accelerates the knowledge flywheel from day one.
More content attracts more viewers. More viewers motivate more creators. More creators produce more content. But the flywheel doesn't start spinning on its own — it needs an intentional push. Relay's adoption framework provides that push, then gets out of the way.
Explore a fully functional enterprise knowledge platform built on real video content, live AI personas, and working analytics. See exactly what your employees would experience on day one.
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