Training Platform

Context

NOCD scaled from onboarding 20 therapists a month to 100, with a training team of six. The old process had not scaled with it: a 100+ page living Word doc as the itinerary, Zoom links trainers updated by hand across three locations, and feedback that landed in Slack threads and spreadsheets trainers filled out but managers rarely saw again once training ended. New therapists routinely spent 8+ hours in Zoom just to stay coordinated.

The coordination did not happen quietly in the background either. Chasing one missing person ran through the clinical trainer, the clinical manager and the recruiter before it reached the therapist, and it happened live, inside a session with twenty five other people in it. That is the real number: not the time one person lost, but a room of twenty five spending it on logistics instead of on training.

The real cost was not just time. We had no visibility into how a therapist was performing during training, only after, once it showed up in treatment outcomes. Trainer notes existed, but they stayed buried, never reaching the people who could act on them, spot patterns, or build personalized training recommendations from them.

Role

I led the research and design of the platform end to end. Working with a Process Manager, I mapped the entire onboarding process company-wide, interviewing the training team, credentialing, clinical leadership, marketing, recruiting, and therapists' direct managers to understand every dependency new hires had to move through. From that research I identified where the biggest opportunities were, aligned with leadership and engineering on priority, then took the findings forward to conceptualize and design the platform myself.

Vision

The bigger win was not any single interface, it was making the process scalable and transparent. Clear links between teams, and information that did not get lost once it was captured, meant training, clinical, credentialing and the therapists themselves could all stay focused on one thing: building a learning environment that actually prepares people to help members with OCD.

Solution

For new hires

The first two weeks needed a different interface from the rest of the journey, because the therapist's reality during that window is completely different: dense, daily, evaluation-driven. That is what shaped the UI for that phase specifically.

Before, therapists saw the same performance metrics used once they are live and taking members, numbers that were meaningless before they were even equipped to earn them. We replaced that with what they actually needed in the moment: a clear list of todos and completed tasks with due dates, and a calendar view of mandatory events.

As they pass the week-two evaluation, training hours taper while their clinical hours ramp up. Personalized re-training is part of that shift: using metrics and findings, we labeled our content by the skill it is meant to improve, so the system can recommend training that directly targets where a therapist has the most room to grow.

For the training team

Cohort lists now flow directly from hiring into the platform, with a default instructor set per week per cohort, so trainers book an entire cohort's schedule in one pass instead of scheduling per event, per week, per cohort across Google Calendar and other tools. Each trainer gets their own calendar and live events inside the platform.

Attendance marks itself from Zoom logs. Trainers only verify it and add qualitative notes on participation. Those notes now live on an internal therapist profile, visible to hiring managers and accessible to our models, used to support recommendations, reviews and career progression conversations.

The system underneath

Behind that, the content itself needed a model flexible enough to support how differently training material gets used.

Bundle courses assign a full onboarding sequence at once: two or three months of training in one go, with no editing required. Individual courses can be built and reassigned freely, and contain any mix of tasks (linked action items), lessons (async long-form text, links, quizzes, video), live sessions, and AI practice modules. Live sessions split further into lectures, clinical assessments with pass or fail and rubric-based evaluation logic, and study rooms for unstructured peer support with no instructor required.

Any of these can also be assigned on its own, without needing a full course around it. That is the part that made re-training possible later without anyone planning for it.

Outcome

The platform now onboards 110+ therapists every month across NOCD and Rebound combined. Beyond centralizing NOCD's own training data, Rebound, a specialty PTSD treatment platform acquired by Noto, has been able to reuse existing materials while building out its own training framework and clinical assessments on the same system. That is the clearest proof the model was flexible enough: a second brand fitted inside it without a rebuild.

It is still early, live since July 2026, but the signal so far is good. In the first month alone, over 600 items were assigned outside the mandatory onboarding curriculum, with a completion rate above 50%. That is a monthly rate rather than a running total, and it has only gone up since. Direct managers have started reusing and building their own content to assign continuing education targeted at specific skills they want a therapist to improve. That is exactly the personalized re-training the system was designed to support, and they did not need to be told to do it.

Therapist performance

The platform also became the foundation for better internal tools. Training data now feeds therapist profiles that bring a therapist’s metrics together, from member retention to protocol adherence to required hours, so managers can see where each person is and what to work on next. The platform is one of several initiatives working toward the same goal, and in the first 30 days after it launched, 10% of the therapist network moved into the performance range we want every therapist in.

Clinical outcomes

Clinical outcomes are the metric we care about most. I can’t publish that data, but it is tracking positively: members are starting ERP (exposure and response prevention, the core treatment for OCD) as early as possible and sticking with it, therapists are being more successful at adhering to the clinical protocol, and those numbers keep improving. We can also see training completion and performance trends at scale, and tune the material and recommendations against real data, instead of finding out something did not work only after it showed up downstream in patient care.