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NovoEd is a B2B platform that helps organizations run scalable, high-impact learning experiences for their workforce. It enables capability-building through social and collaborative learning, including peer-to-peer learning, team-based projects, and guided feedback and mentorship, applied to leadership development, skill-building, and onboarding. The product works as a cloud-based platform for enterprises to design and deliver experiential, collaborative training programs that can be scaled across the organization. NovoEd differentiates itself by focusing on experiential, collaborative learning and real-work application at scale, rather than standalone courses or isolated training modules. Its goal is to improve employee performance and readiness for business challenges by providing structured, collaborative, and scalable learning experiences.
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About NovoEd
Industries
Company Size
51-200
Company Stage
Series A
Total Funding
$4.8M
Headquarters
San Francisco, CA
Founded
2012
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What believers are saying
- Wilson Learning launched AI roleplay on NovoEd on November 10, 2026, validating Practice+.
- NovoEd won 14 Brandon Hall Group awards in 2026 with 3M, Abbott, and Kohler.
- Marriott, Takeda, Fidelity, and Stanford GSB won 2026 Novie Awards on NovoEd, proving enterprise adoption.
What critics are saying
- NovoEd still depends on Devonshire Investors; no recent venture funding suggests constrained growth capital.
- Degreed, Docebo, and Cornerstone can bundle learning, coaching, and analytics faster.
- If AI roleplay becomes commodity, NovoEd loses pricing power and becomes an enterprise services vendor.
What makes NovoEd unique
- Stanford Lab roots and Devonshire backing let NovoEd combine learning science with enterprise scale.
- NovoEd unifies Learn+, Mentor+, and Practice+ in one workflow, reducing tool fragmentation.
- Practice+ delivers methodology-specific AI roleplay and coaching inside customers' existing learning journeys.
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Funding
Total Funding
$4.8M
Below
Industry Average
Funded Over
1 Rounds
Industry standards
Benefits
- Health Insurance
- Parental Leave
- Unlimited Paid Time Off
- Phone/Internet Stipend
Growth & Insights and Company News
6 month growth
0%1 year growth
-1%2 year growth
0%Wilson Learning has added AI-powered roleplay and coaching feedback to its sales training programme, The Counselor Salesperson. It built the feature with NovoEd, using NovoEd's Practice+ tool on the platform the programme already runs on. Salespeople can rehearse customer conversations on demand and get immediate feedback scored against Wilson Learning's sales methodology. An AI Coaching Feedback Assistant helps managers give more consistent feedback. Wilson Learning's research attributes $970M in revenue impact and 39% of wins to skills reinforced through the programme. "A salesperson can understand a skill perfectly and still default to old habits when they're in front of a customer," said David Yesford, president of Wilson Learning Corporation. The expanded programme is available now to clients globally.
Readiness is built, not generated: Why AI access isn't making Your Workforce Ready. Jamie Jones October-21 A reap of NovoEd's session at the Brandon Hall Group AI Summit, October 2026. Speaker: Farnaz ronaghi, co-founder and chief product and technology officer, NovoEd. The short version. Farnaz opened her session at the Brandon Hall Group AI Summit with a simple observation: everyone in the room, and nearly everyone they work with, now has an AI tool that can pull up a policy, a framework, or the steps of a process in seconds. Finding answers is no longer the hard part. The hard part, she argued, is what comes next. Knowing something and being ready to act on it in a real job moment are two very different things. Over the course of the talk, she made the case that AI transformation is stalling on people rather than technology, and that L&D can change that by connecting learning, practice, and coaching into one readiness cycle instead of running them as separate islands. A few terms from the session: Farnaz introduced a handful of ideas early on that framed the rest of the talk. * Performance readiness: The judgment, confidence, and context to act well in the moments that matter. This was the outcome Farnaz centered the whole session on, and she was clear that it gets built over time. * The broken shortcut: The assumption that access to answers equals readiness to act. Her point was that AI didn't create this shortcut. It just made it impossible to ignore. * Tactic knowledge: The things experts know but can't easily put into words, like how work really gets done in an organization or what good looks like on a specific team. It lives in managers and experts, and AI can't generate it. * The Readiness Cycle: The model Farnaz walked through in the second half of the talk, connecting structured learning, immersive practice, and 1:1 coaching around an organization's own context. What Farnaz shared in the session. She started by separating knowing from doing. "Finding answers is no longer a challenge," she told the audience. "But knowing something doesn't mean our people are ready to put it to work in a real job moment." That distinction became the thread for everything that followed. She grounded the problem in research. Drawing on Brandon Hall Group's work on AI transformation, she pointed out that the bottleneck is human capability, not technology. In that research, 39% of organizations lack the foundational infrastructure to turn AI access into skills, 44% have the structure to launch AI initiatives but tend to mistake deployment for adoption, and only 17% have reached the stage where AI adoption is widespread across L&D. She named what's slowing L&D teams down. Most teams are stitching together separate tools to build content, launch it, chase engagement, and measure results. Farnaz was careful to frame this as a structural issue rather than a people issue. "That's not a failure of effort," she said. "It's the paradigm." The outcome is predictable: knowledge reaches a fraction of the workforce, and behavior change rarely follows. She made the case that leaders matter more, not less. Leading through AI, she explained, takes two things: understanding the technology well enough to make decisions with it, and relating to how people feel as they adopt it. "The first rolls out tools. The second brings people along." She showed the audience what AI-powered practice actually looks like. Rather than describe it, Farnaz dropped the room into the middle of a live AI Roleplay. A salesperson was practicing a conversation with their manager about how they'd been using AI on sales call transcripts. At the end, the learner received immediate feedback scored against the methodology in the organization's own content, along with feedback on their delivery. She then showed how L&D built that roleplay from just a few written sentences. She closed the loop with the Readiness Cycle. Structured learning kicks off a new mindset. Immersive practice builds confidence through repetition, without anyone needing to schedule it. And 1:1 coaching is where judgment accelerates. What ties it together, she explained, is the insight layer underneath: because practice happens in the same system as learning, managers can see where people are developing and where they're stuck, and start their coaching conversations from there. How NovoEd see things at NovoEd. Most "AI-ready" workforces aren't ready yet. Rolling out a copilot to every employee is a real milestone, but it's a deployment milestone. Treating it as proof of readiness is one of the most costly assumptions in L&D today. Generic practice can build confidence in the wrong behaviors. A roleplay that doesn't reflect your methodology, your customers, or your standards prepares people for a job that isn't quite theirs. Your best experts are probably spending time in the wrong place. When senior people run baseline rehearsals, they have less time for the judgment-building work only they can do. Leadership development belongs at the center of AI strategy. If employees don't trust their leaders to guide them through change, adoption won't scale no matter which tools are in place. L&D deserves to be measured on readiness. Completions and hours tell you what happened. Readiness tells you whether it worked. Why NovoEd approaches this differently. * Everything runs in one connected system: Learning, AI practice, and 1:1 coaching live in the same platform, so what shows up in practice informs what happens in coaching. * Practice is built from your own content: Scenarios are generated from materials organizations already have, like e-learning files, PDFs, internal sites, call transcripts, and event recordings, and feedback is scored against their methodology. * Practice goes beyond roleplay: As Farnaz noted in the session, learners can also respond to scenarios, record their screen to show they're using job tools correctly, or submit case studies and emails, each with immediate feedback. * Managers get visibility without extra work: A weekly email shows each manager where their team is progressing and where a conversation would help most. * AI supports every stage of a program: Courses can be built in minutes, enrollment and communications run automatically, practice and coaching scale across the workforce, and confidence is measured before and after. Farnaz's three Takeaways. * Take the inefficiency out of L&D's day, so your team's time goes to strategy instead of working the gaps between tools. * Let AI do the baseline coaching, and use what it shows you to see where your people are actually developing. * Bring your experts in on top of that, to build the kind of judgment that goes beyond scenario confidence. "That's how L&D becomes the readiness engine for the business." Questions NovoEd heard around this topic. What is performance readiness? It's the judgment, confidence, and context to act well in real job moments. In her session, Farnaz positioned it as the outcome L&D should own, rather than course completion or knowledge transfer. Why is AI transformation stalling in so many organizations? According to the Brandon Hall Group research Farnaz cited, the main barrier is human capability, not technology. Many organizations either lack the infrastructure to turn AI access into skills or treat deployment as if it were adoption. Can AI replace human coaches? Not when it comes to judgment. AI can provide realistic, repeatable practice and immediate feedback at scale. But tacit knowledge lives in managers and experts, and that's where human coaching still matters most. What is the Readiness Cycle? It's the model Farnaz presented at the summit: structured learning, immersive practice, and 1:1 coaching, grounded in an organization's own context and connected by insights from every practice attempt. What is performance readiness? It's the judgment, confidence, and context to act well in real job moments. In her session, Farnaz positioned it as the outcome L&D should own, rather than course completion or knowledge transfer. Why is AI transformation stalling in so many organizations? According to the Brandon Hall Group research Farnaz cited, the main barrier is human capability, not technology. Many organizations either lack the infrastructure to turn AI access into skills or treat deployment as if it were adoption. Can AI replace human coaches? Not when it comes to judgment. AI can provide realistic, repeatable practice and immediate feedback at scale. But tacit knowledge lives in managers and experts, and that's where human coaching still matters most. What is the Readiness Cycle? It's the model Farnaz presented at the summit: structured learning, immersive practice, and 1:1 coaching, grounded in an organization's own context and connected by insights from every practice attempt. * Why AI Roleplay Alone Won't Make Your Workforce Ready NovoEd's take on "Leveraging AI Role-Play to Build True Performance Readiness" - summary from article... * Camera Ready: NovoEd Introduces Video Practice Learning Experience The NovoEd Video Practice feature empowers administrators and learning experience designers to create interactive scenarios... * From Answers to Questions: How Takeda Earned a 2026 Novie Award for Building a Global Coaching Culture https://youtu.be/jbfxjwIxa3U Key Takeaways: Takeda has won a 2026 Novie Award for Workforce Enablement, NovoEd's recognition...
NovoEd honored with 14 Brandon Hall group(tm) 2026 HCM Excellence awards(r) alongside client partners 3M, Abbott, Kohler, and The HOW Institute for Society. Melissa Fiske August-18 Great learning experiences are not defined by technology alone. They are defined by the impact they create: stronger leaders, more capable teams, meaningful behavior change, and measurable business results. That impact was recognized in the 2026 Brandon Hall Group HCM Excellence Awards, where NovoEd earned 14 awards alongside client partners 3M, Abbott, Kohler, and The HOW Institute for Society. The awards span leadership development, learning and development, sales performance, talent management, and learning measurement, recognizing programs designed to turn learning into meaningful performance at scale. From developing leaders prepared to navigate complex challenges to strengthening sales performance and supporting enterprise-wide transformation, the winning programs reflect the different ways organizations are investing in the skills and capabilities their people need to succeed. Together, these partnerships demonstrate what is possible when innovative learning technology, thoughtful program design, and real-world application come together to create talent development experiences that make an impact on both people and the business. Read the full announcement on PR Newswire here.
NovoEd's ai-enabled Talent Development Platform honored in The EdTech Awards 2026. Apr 07, 2026, 08:00 ET Integrated System of Products from Leading Enterprise Talent Development Technology Provider Recognized in Seven Key Categories SAN FRANCISCO, April 7, 2026 /PRNewswire/ - NovoEd, the leading enterprise talent development technology provider that empowers organizations to scale high-impact learning, mentoring, and practice, has been recognized for its integrated talent development system in The EdTech Awards 2026. Celebrating its 16th year, EdTech Digest's EdTech Awards is the world's largest recognition program for education technology, honoring the biggest names in edtech who are transforming education through technology in ways that are meaningful, measurable, and lasting. Built upon learning science and packed with enterprise-grade capabilities that drive efficiency, security, and scalability, NovoEd's AI-enabled Talent Development Platform empowers enterprise organizations to develop employees and retain talent across global workforces on a single platform. The platform unites three solutions - Learn+, Mentor+, and Practice+ - each purpose-built to address key talent development areas. The NovoAI product works across these solutions to streamline operations and optimize output throughout the platform. * Corporate Training Solution * Mentoring Solution (Mentor+) * Professional Skills (Workforce, Upskilling) Solution * Artificial Intelligence (AI) Solution (NovoAI) * Authoring Tools Solution (NovoAI) * New Product or Service (Mentor+) * Professional Development Learning Solution (Learn+) "Across every sector, there is a growing recognition that learning must be more human-centered, more adaptive, and more connected to real-world experience. NovoEd's integrated learning system combines hands-on practice, on-the-job application, and actionable feedback that moves beyond the talent development status quo and transforms people into an organization's strategic advantage," said Scott Kinney, NovoEd CEO and Chairman of the Board. "The NovoEd team is honored to be recognized by The EdTech Awards for our work, which is constantly evolving to enable L&D and HR leaders to support and enhance the human interactions that are core to our platform and to learning science." The EdTech Awards program recognizes people for outstanding contributions in transforming education through technology to enrich the lives of learners everywhere. Featuring edtech's best and brightest, the annual program shines a spotlight on cool tools, inspiring leaders, and innovative trendsetters across the K-12, Higher Education, and Skills and Workforce sectors. "Congratulations to The EdTech Awards 2026 finalists and winners. We're no longer asking if technology will transform learning - it already has. The leaders honored here are defining what comes next," said Victor Rivero, who, as Editor-in-Chief of EdTech Digest, oversees the program. "The future of learning isn't something we're waiting for - it's unfolding right now, shaped by innovators who aren't reacting to change, but creating it across classrooms, workplaces, and beyond." This year's finalists and winners were narrowed from the larger field and judged based on various criteria, including pedagogical workability, efficacy and results, support, clarity, value, and potential. View the full list of the finalists and winners of The EdTech Awards 2026 here. About EdTech Digest and The EdTech Awards EdTech Digest, a leading source of cool tools, interviews, and trends showcasing the future of learning, annually honors the best and brightest people, products, and groups working in edtech with The EdTech Awards. Cool Tool, Leadership, and Trendsetter honorees span the K-12, Higher Ed, and Skills & Workforce sectors. About NovoEd Founded in 2012 out of the Stanford Social Algorithms Lab, NovoEd is an enterprise talent development technology provider that enables organizations to scale high-impact learning, mentoring, and practice. Built on proven learning science, the NovoEd Platform drives engagement, collaboration, and skill application to develop a future-ready workforce. Global enterprises rely on NovoEd to foster deep capability-building and continuous workforce transformation. Visit novoed.com to learn more. SOURCE NovoEd
NovoEd sweeps Gold Medals in all categories entered in the Brandon Hall Group 2025 Technology Excellence Awards. SAN FRANCISCO, Dec. 16, 2025 /PRNewswire/ - NovoEd, the leading enterprise talent development technology provider that empowers organizations to scale high-impact learning, mentoring, and practice, is pleased to announce its Gold Medal wins in Brandon Hall Group's 2025 Technology Excellence Awards program. The company was recognized for its integrated talent development system that unites three powerful products - Learn+, Mentor+, and Practice+ - to enable organizations to create, deploy, and track diverse programs within a comprehensive system - and to scale with ease. The esteemed Brandon Hall Group Technology Excellence Awards program has a dedicated focus on entries from solution providers that offer innovative technologies to learning, talent management, talent acquisition, HR, workforce management, and sales enablement organizations, as well as technology organizations and departments. The entries were evaluated by a panel of veteran, independent senior industry experts, Brandon Hall Group analysts, and executives based upon these rigorous criteria: fit the need, program design, functionality, innovation, and overall measurable benefits provided to partner organizations. "Today's organizations face diverse and distinct challenges that require continuous business transformation. That progress begins with people," said NovoEd CEO and Chairman of the Board Scott Kinney. "NovoEd's integrated learning system combines hands-on practice, real-world application, and actionable feedback that moves beyond the talent development status quo and transforms people into an organization's strategic advantage. It is an honor to be recognized for our initiatives and advancements by Brandon Hall Group, the leading authority in the Human Capital Management industry." NovoEd was awarded Gold Medals in the following Brandon Hall Group 2025 Technology Excellence categories: * Best Advance in Content Authoring Technology * Best Advance in Conversational AI for Employee Experience * Best Advance in Generative AI Learning Solution * Best Advance in an Integrated Talent Management Platform * Best Advance in Learning Management Measurement/Business Impact Tools * Best Advance in Online Mentoring Tools * Best Advance in Skills Intelligence and Skills-Based Platforms * Best Advance in Social Learning Technology * Best Advance in Software for a Training Company * Best Advance in Unique Learning Technology * Best Use of Generative AI for Employee Development "The Technology Excellence Awards celebrate the most forward-thinking innovations shaping the future of learning, talent, and human capital management. This year's winners exemplify how technology can unlock new possibilities - improving performance, enabling smarter decision-making, and transforming how organizations support and develop their people," said Rachel Cooke, Brandon Hall Group Chief Operating Officer and leader of the Excellence Awards program. "Our Technology Excellence Awards are built on a rigorous evaluation framework that measures true innovation, functional excellence, and quantifiable business impact. The solution providers and organizations recognized this year reflect the highest standards in the industry, demonstrating how technology can accelerate capability, efficiency, and results," said Mike Cooke, Brandon Hall Group Chief Executive Officer. To view the full list of the Brandon Hall Group 2025 Technology Excellence Awards winners, visit https://excellenceawards.brandonhall.com/winners/. About NovoEd Founded in 2012 out of the Stanford Social Algorithms Lab, NovoEd is an enterprise talent development technology provider that enables organizations to scale high-impact learning, mentoring, and practice. Built on proven learning science, the NovoEd Platform drives engagement, collaboration, and skill application to develop a future-ready workforce. Global enterprises rely on NovoEd to foster deep capability-building and continuous workforce transformation. Visit novoed.com to learn more. About Brandon Hall Group(TM) Brandon Hall Group(TM) is the home of the HCM Excellence Awards(R)- the most prestigious and sought-after awards in Human Capital Management. For more than 30 years, these awards have set the gold standard in recognizing organizations for innovative and effective HCM practices across Learning and Development, Talent Management, Leadership Development, Diversity, Equity & Inclusion, Human Resources, Sales Performance, and Technology. Known as the "Academy Awards of Human Capital Management," Brandon Hall Group's awards programs attract entrants from leading corporations worldwide, as well as mid-market and smaller firms. With more than 150 categories, the awards shine a spotlight on the most innovative and effective organizational achievements and the solution providers who power them. Visit brandonhall.com to learn more. SOURCE NovoEd
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About NovoEd
Industries
Company Size
51-200
Company Stage
Series A
Total Funding
$4.8M
Headquarters
San Francisco, CA
Founded
2012
NovoEd is Hiring for 1 Jobs on Simplify!
Find jobs on Simplify and start your career today
Don't see your dream role? Check out thousands of other roles on Simplify.Browse all jobs