Your organisation invests in training. Your team takes the role-fitment test first, so you see where each person stands before training starts.
Generic training programs produce completion certificates, not measurable capability. Organisations invest in upskilling and cannot quantify the return.
Team members attend courses and return with tool knowledge that becomes obsolete within quarters. The competency gap persists.
The problem is not a lack of training options. It is the absence of a structured, diagnostic approach that measures capability before and after development - one that maps training investment directly to defined roles and quantifiable competency outcomes.
Without that measurement framework, training budgets produce activity reports, not capability evidence.
Your team joins one of three 16-week programs: Digital Discovery Excellence (SEO), Digital Acquisition Excellence (PPC: Google Ads and Meta Ads) or Digital Attention Excellence (Social Media Organic). Each has 48 live sessions on Wednesday, Saturday and Sunday. MSDS (Marketing Science and Decision Strategy), taught by Dr. Nandan Gijare, is built into all three and fills weeks 1 to 8.
Three connected instruments produce measurable capability development - assessment, role-based programs, and pre/post outcome measurement.
Before any program begins, every team member completes a diagnostic assessment mapped to aFactor's 10-domain Competency Model. The result is a quantified capability baseline - not self-reported confidence scores, but structured evaluation against defined competency benchmarks.
Generic training teaches tools. aFactor programs develop the specific competencies that defined industry roles require. Each program is structured around the Role Framework, ensuring development effort is directed where your organisation needs it most.
Every participant produces a pre-assessment and post-assessment competency profile. The comparison quantifies development across each domain - giving your organisation measurable evidence of capability return on training investment.
No cohort has finished yet, so we have no graduate results to show you. You can review the syllabus and the role-fitment test first.
We start with a structured conversation about your team's roles, current capability concerns, and the outcomes your organisation expects from a development investment.
Every team member completes the Role Readiness Assessment. We produce a team-level competency baseline and individual diagnostic profiles for each member.
Programs are matched to roles and calibrated to the diagnostic. Participants enter the cohort with a clear, individualised development plan.
Reassessment after program completion quantifies the capability gains. You receive a pre/post organisational report mapped to roles and domains.
aFactor's competency standards, assessment instruments, and program outcomes are governed by the Governing Council - a body of senior industry practitioners and academic experts.
When your organisation invests in aFactor, the standards behind that investment are maintained by people who understand what capability means in practice. The Council ensures that every competency benchmark reflects current professional requirements - not generic frameworks borrowed from other domains.
Meet the Governing Council →Tell us about your team's capability requirements. We will show you how diagnostic assessment and role-based programs produce measurable development outcomes.
Fees are not published. Tell us your team size and roles, and the admissions team sends the brochure and fees.
Start a conversation →