Knowledge already there
A course, self-study, or interview can be spun up in under a minute because the knowledge is already there.
Fathom
Prove they got it.
Courses from what you already know. Proof per person and per concept.
02
The study loop.
Read the summary, go deeper if needed, ask for a visual, then answer three or four quick questions.
Summary first
Each concept starts with a short summary. A longer study summary is there when you need it.
Confirm the idea
The questions confirm you understood it, and did not understand it the wrong way.
Then the next idea
Learning follows the order ideas depend on.
- Read the summary
- Go deeper if needed
- Ask for a visual
- Answer three or four questions
03
Lessons, pictures, and exercises.
Written lessons, on-the-spot illustrations, short explainer videos, and drag, match, and sort exercises.
Written lessons
The lesson is built from the sources that already teach the concept.
Pictures on the spot
Ask for a visual when the words are not enough.
Short explainers
Explainer videos run two to three minutes.
Hands on
Drag, match, and sort exercises sit next to the questions.
04
Questions cover the concept.
Questions cover the whole concept across all sources, not one document.
All sources, one idea
If two handbooks teach the same idea, the questions use both.
Caveats included
An edge case in a second source can appear in a question.
Tied to sources
Every quiz question ties to the exact sources it came from.
05
Proof per person, per concept.
It checks whether each person understood each concept, not whether they opened the course.
Understood, not opened
Opening a lesson is not proof. Answering on the concept is.
One scale
Candidates and employees are scored on the same scale.
Candidate data stays out
Candidate data stays out of the employee skill catalog.
- Plan types
- Understood
- Proration rules
- Not yet
- Enterprise billing
- Understood
- Refund policy
- Not yet
06
Weak people, or weak material.
Results roll up to person, team, cohort, path, onboarding, content, and instructor.
Any level
Look at one person, a team, a cohort, a path, or the content itself.
People versus material
It can tell weak people from weak material.
One set of numbers
Ready-made dashboards show the same numbers everywhere.
Weak people
- Six people miss one concept
- Others in the cohort pass it
Weak material
- One concept is missed
- in every cohort
07
Expectations, not just outcomes.
Managers, L&D, and HR set expectations, not only watch results.
Set the pace
Master this knowledge base over two years. This skill set in month one.
Week one, week two
Fall behind in week one and you get a gentle warning. Still at zero in week two and it turns critical.
Day one, not month two
Gaps show up on day one or two, not a month late.
Weekly planning coming
Planning a goal into weekly slots is coming. It is not available now.
Before
A manager finds out in month two that nobody finished the path, then scolds.
After
Week one is a warning. Week two is critical. The gap was visible on day one.
08
What is wrong, and where.
Ask about a person, a cohort, or a path, and get the what, the where, and the why, with evidence.
The what
Which concept was not understood.
The where
Which source, question, or step showed the miss.
The why
Every gap comes with its reason.
- Who
- New account manager, week two
- What
- Proration rules
- Where
- Question 3, on mid-term plan changes
- Why
- Answered as if billing could change mid-term
- Evidence
- “Billing cannot adjust partway through a term.” · Pricing review
09
The same numbers, everywhere.
Ready-made dashboards show the same numbers everywhere, and AI agents can explain them in plain words.
Same numbers
Person, team, and path views use the same counts.
Plain words
An agent can explain a dashboard in plain words.
Care, not surveillance
Evidence exists so people can be helped, not policed.
10
The same engine judges.
Spoken exams and hiring interviews are generated from your own knowledge and scored against how you actually work.
Your own knowledge
Your knowledge, not a rented question bank.
What an interview covers
Resume fit against the job, adaptive spoken questions, a live coding pad, and a case-study pad.
What never to reveal
The hiring manager sets what must never be revealed, such as performance figures or exact specs.
Integrity signals
Enough signals to catch cheating, even after the fact. That is the whole claim.
Grounded end to end
Every lesson, illustration, quiz, and prompt ties to its sources. Permissions are respected.
Questions people ask.
How long does it take to spin up a course?
Under a minute. Name a concept, and it pulls in what teaches it and what it depends on.
Does opening a course count as proof?
No. It checks whether each person understood each concept, not whether they opened the course.
Can I tell a weak cohort from a weak lesson?
Yes. Results roll up to people and to content. It can tell weak people from weak material.
Are hiring interviews a separate product?
No. The same engine runs vivas and hiring interviews from your own knowledge.
Is weekly planning available now?
No. Planning a goal into weekly slots is coming.
How is Fathom priced?
Talk to us about Fathom pricing. It runs in the same workspace as Corpus, so nothing has to move.