I train your people to train your people
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What I Do
Trying to grow your business but held back by high turnover, micromanagement, or inconsistent results?I help companies build training programs that turn struggling new-hires into dependable, confident employees without constant oversight.This is not HR onboarding. This is training new-hires how to do their job well.You won’t have to pour weeks into building a massive training program or buy expensive software. I work with what you have, add what’s missing, and take you to the next simple step. When you’re ready for more, we build from there.Built on proven methods I’ve used for years to train engineers, sales teams, and technicians, my approach shortens ramp-up time and improves on-the-job accuracy.I work with technical, industrial, and sales teams where accuracy matters and time-to-competence is critical.
| What you get depends on your company and the role you’re hiring. | Have questions about the process, results, or training in general? |
About Me
Grant Klafehn, PhD
Founder/Consultant
I’ve worked in aerospace, automotive, and medical manufacturing, earned a PhD in materials science, and trained teams from graduate researchers to sales engineers. In every role, I’ve built training manuals because they work.My approach is direct and practical: give people exactly what they need, in clear language, with examples, space to practice, and a clear path to success.I started TrainerSquared after years of seeing employees thrown into roles without proper training. One of my proudest wins was overhauling a graduate research group’s onboarding, saving tens of thousands of dollars and improving both safety and satisfaction.Outside of work, I’m a painter, karaoke enthusiast, writer, meditator, and runner currently training for a marathon.
How It Fits You
Not every company needs the same training program.
The tables below show common scenarios and the next step I’d recommend so you can quickly see how I’d work with your company.Although there is a proven framework behind these recommendations, every company is unique. Your exact mix of factors will shape how we design and deliver your program.
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Cost of Mistakes and Ramp-Up Priority
| Your Situation | Recommended Next Step |
|---|---|
| Low | Light touch: Job framework and expectations document, then shadowing and on-the-job learning. |
| Medium | Evaluative: Practice examples and certifications to confirm understanding. |
| Significant | Rigorous: Challenging role-plays and live evaluation before independent work. |
Turnover and Firing Rate
| Your Situation | Recommended Next Step |
|---|---|
| Low | Document and embed what’s already working so it scales. |
| Medium | Match hiring promises to job reality, set clear success standards from day one. |
| High | Audit hiring and management practices, refine job descriptions, and create early evaluations. |
What Training Materials Exist Already
| Your Situation | Recommended Next Step |
|---|---|
| No materials at all / "on the job training" | Interview staff and managers, define expectations, build a simple job expectation document. |
| Partial slides or scattered docs | Audit materials, align with real job tasks, add structure and process. |
| Full but inconsistent materials | Light review with staff, add feedback loop to keep training relevant and effective. |
Number of People in a Typical Hiring Batch
| Your Situation | Recommended Next Step |
|---|---|
| 1–2 | Documentation and shadowing. Light evaluations mainly for records. |
| 3–10 | At least one on-demand trainer plus evaluations to catch low-performers. |
| 10+ | Dedicated trainer, classroom setup, assignments, and thorough evaluations. |
Frequently Asked Questions
Core QuestionsHow is this different from HR onboarding?
What does the process look like? What do we get at the end?
How long does it take to build or rebuild a training program?
Do you train our employees or do we?
Do you work remotely or on-site?Pain Points & ObjectionsHow does a training program reduce turnover and firing rates?
How does a training program reduce mistakes on the job?
We’ve tried training before and it didn’t stick – why would this be different?
Will training slow down new hires getting to work?
Why shouldn't I just get HR or AI to make the training program for me?Customization & FitWe have no materials. Can you start from nothing?
We have some training materials. Can you add or just improve them?
What types of companies or roles are good or bad fits for your services?Process & DeliveryWill our subject matter experts need to be heavily involved?
How do you measure if the training is working?Cost & CommitmentHow much does this cost?
Can we start small before committing to a big build?
What if we only hire a few people at a time — is it worth it?
Will this require buying new software or tools?
How is this different from HR onboarding?HR onboarding covers policies, paperwork, and basic orientation. My programs teach the actual job tasks so employees know how to do their work well and meet performance expectations.
What does the process look like? What do we get at the end?A starter training program begins with a workshop to review the role, its expectations, and key functions. Ideally, this includes both the manager and an employee currently in the role to provide insight into daily activities. From there, I present a training framework and work with you to integrate your knowledge, requirements, and best practices.At the end, you receive a ready-to-train package: a thorough document outlining expectations, training timelines, available mentors, and a checklist for consistency.Optional additions can include examples of good and poor work, practice activities and role-plays, progressive assessments, and final certifications, but only if you want them.If you’d like to see a complete example of a finished program, contact me to arrange a call and we can walk through one together.
How long does it take to build or rebuild a training program?A starter training program workshop typically takes only a few hours. The final, ready-to-use materials are delivered within a few weeks after collaborative review and refinements.More complex programs require additional preparation - including interviews, discussions, and information gathering - as well as extra time to compile and structure the content for delivery.
Do you train our employees or do we?For low-risk or slower ramp-up roles, the training package we create will typically be sufficient - no trainer needed. It outlines what to do, who to speak with, expectations, and deadlines, allowing new hires to get started without in-person explanation.For higher-priority roles, it is recommend to have at least an on-demand trainer to ensure alignment and spot issues early.My workshops are designed to make you fully self-sufficient, but if you don’t have staff available to train new hires, I can step into that role as a retainer.
Do you work remotely or on-site?Both options are available. Remote projects work well, but on-site sessions often provide a faster, more complete understanding of all the elements needed to design your training program.
How does a training program reduce turnover and firing rates?It sets clear expectations, matches hiring promises to job reality, and gives employees the skills to succeed quickly. This keeps good people longer and spots mismatches early.
How does a training program reduce mistakes on the job?Imagine being introduced to a new task or game, watching someone do it once, and then being thrown straight into a full competition. That’s how many employees are expected to learn and somehow become experts.A structured training program teaches the right way from the start and provides time to practice, which significantly reduces errors, frustration, and burnout. The higher the cost of mistakes, the more rigorous the training and evaluation should be.
We’ve tried training before and it didn’t stick. Why would this be different?You and your team are experts in your field, but not necessarily in how to train effectively. I design programs that present your role-specific knowledge in a way that’s approachable, repeatable, and easy to deliver.Like any project, a training program isn’t perfect in its first draft. Guided iterations refine the content and delivery, improving both the speed and accuracy with which new employees learn each time the program is delivered. This process ensures the training sticks because it’s built for how people actually learn on the job
Will training slow down new hires getting to work?Although throwing someone straight into a role is the fastest way to get them working, but it risks costly errors, frustration, and losing good employees.A well-designed training program balances speed with accuracy, so new hires ramp up quickly without creating expensive mistakes.It also allows you to assess performance through repeatable introductory projects or evaluations, which helps identify and keep the right people while parting ways with poor fits early.
Why shouldn't I just get HR or AI to make the training program for me?HR teams excel at HR onboarding, such as handling legal requirements, policies, and cultural orientation, but they’re not typically experts in designing role-specific training, nor are they trained in the technical or operational details of the job you’re hiring for.While AI can help with brainstorming and drafting content, it currently lacks the nuance to capture the small pitfalls that lead to big problems, or to tailor a program to your company’s unique processes. Like most AI tools, it works best when paired with human expertise for context, creativity, and final review.
We have no materials. Can you start from nothing?Yes, and in many ways, this is an advantage. We can establish a strong foundation tailored to your needs from the outset, then guide you through the most effective next steps based on proven training principles. This ensures your program develops in a structured, purposeful way.
We have some training materials. Can you add or just improve them?Yes. In the initial workshop, we’ll review your materials to assess their effectiveness. We’ll keep and strengthen what’s working, refine or replace what isn’t, and add new components to make the overall program more cohesive and effective.
What types of companies or roles are good or bad fits for your services?My training framework can adapt to almost any field, from simple, repeatable tasks to complex technical or sales roles. That said, there are situations where it’s especially effective and others where it’s not the right match.Good fits include roles with multiple openings, positions that already have at least one experienced employee who can model best practices, and companies without an existing trainer or formal training program.Bad fits include one-off roles where the company has no prior expertise, positions that change constantly (such as in small startups), and managerial roles where success depends heavily on leadership style rather than standardized tasks.
Will our subject matter experts need to be heavily involved?Only at the start to share their knowledge during the initial workshop, then again for pilot feedback.
How do you measure if the training is working?Retention rates are one of the hardest metrics to track, as they require long-term monitoring, consistent data collection, and enough time for meaningful comparisons.We can use faster indicators in the meantime, such as auditing existing employees for knowledge retention and job satisfaction.New hires can complete pre- and post-training assessments to track progress and identify areas for improvement. For deeper analysis, we can run A/B testing: comparing results from employees who receive the training against those who do not, or by assessing employees before and after the training materials are introduced.
How much does this cost?Pricing depends on the size and complexity of the project. As a guide, starter programs are often in the low four figures, while larger, multi-course builds can run higher. You’ll get a clear, fixed quote after our fit call, and many clients begin with a smaller engagement before expanding.
Can we start small before committing to a big build?Yes, in fact, this is the only way I work. We begin with a short audit of your current training, then develop a reasonably sized training document or program - even for highly complex or sensitive roles. Once that’s proven effective, we can expand and build on what’s already working.Starting with a large, ambitious project often introduces unnecessary complexity and too many variables, making it harder to measure and improve results.
What if we only hire a few people at a time? Is it worth it?If the role is consistent across hires, even if you only bring on a few people each year, a training program will still save time and ensure consistency. It also allows you to begin tracking useful metrics like ramp-up time and assessment scores.If each hire fills a completely different role or must be highly fluid in their tasks, a general training program can provide a broad overview of expectations. However, in most cases, these employees are better served by learning on the job with targeted guidance as needed.
Will this require buying new software or tools?No. We work with what you have, unless you choose to add something for convenience.