Brainforge Knowledge

q2-2026-ld-roadmap

12 min read

Brainforge AI L&D Program - Q2 2026

Created Date: March 24, 2026 10:13 PM Person: Brylle Girang

Program overview

Why Now?

Brainforge’s delivery promise is AI-native execution. That promise is starting to show cracks — not because the tools aren’t there, but because adoption is uneven. Cursor, The Forge, and the skills library exist and work. The team members who learn by doing use them every day. Everyone else doesn’t, and we have no structured way to close that gap as we scale.

Three revenue-blocking problems landed at the same time this quarter. Partner certifications for Snowflake, dbt, and Omni are required for those partnerships to send us leads — and we don’t have them. The Forge is shipping faster than the team can absorb new workflows. And clients have been asking us to train their teams on AI; we’ve been doing it for free, informally, with no owner and no offer.

Q2 is the right time because the delivery standards are being set, the platform is mature enough to teach, and the L&D service is a clear commercial opportunity we’re currently leaving on the table.

Standards

  • Presence & participation
  • Ownership & accountability
  • Delivery excellence
  • Communication discipline
  • Collaboration
  • Continuous improvement

Initiatives

Initiative 1: Revenue-driven Learning

  • Unlocks:
    • Certification achievement for delivery team members → more leads for the Sales team
    • L&D as a new service line offering for clients
  • Who: All Brainforge Leaders
  • End state date: June 30, 2026
  • Projects

Initiative 2: Brainforge Standards Literacy

  • Unlocks:
    • Existing and incoming team members (on day 1) fully understand and commit to our delivery standards
    • Everyone who should use Cursor, skills/agents, and The Forge can do real work with AI and get officially certified (internal or external).
  • Who: All Brainforge team members who touch delivery or internal systems
  • End state date: June 30, 2026
  • Projects

Initiative 3: Feedback loop and Change Management

  • Unlock: L&D will serve as the voice for the platform team - ensuring that new releases and features are distributed to the company in digestible formats.
  • End state date: June 30, 2026
  • Projects

Initiative 4: Service-line Enablement

  • Unlock: AI, Data, and Strategy and Analytics each have a clear track and a named enabler who can teach their lane after they are ready (see train-the-trainer below).
  • End state date: June 30, 2026
  • Projects

Projects

Initiative 1: Revenue-driven Learning

Project 1.1 - Data Service Official Certifications

  • What: Data Service SLs and ICs are officially certified with their core tools.

  • Lead: @Mustafa Raja

  • Milestones:

    • M1.1 (May 30): 100% of Data Service team officially certified across all Data Service core tools

Project 1.2 - A.I Service Official Certifications

  • What: A.I Service SLs and ICs are officially certified with their core tools.

  • Lead: @Mustafa Raja

  • Milestones:

    • M1.2 (May 30): 100% of A.I Service team officially certified across all A.I Service core tools

Project 1.3 - Strategy Service Official Certifications

  • What: Strategy SLs and ICs are officially certified with their core tools.

  • Lead: @Amber Lin

  • Milestones:

    • M1.3 (May 30): 100% of Strategy Service team officially certified across all Strategy Service core tools

Project 1.4 - New Service Line - L&D

  • What: Learning and Development should be an available service line for existing and incoming clients

  • Lead: Brylle

  • Milestones:

    • M1.4 (June 30): Case studies and one-pagers for Brainforge’s Learning and Development Service Line

Initiative 2: Brainforge Standards Literacy

Project 2.1 - Quickstart Curriculum

  • What:

    • Delivery standards
    • Cursor skills/agents plus The Forge (repo-first, async). One applied task; optional live office hours if needed.
    • Detailed curriculum plan linked

  • Lead: Brylle Girang

  • Milestones:

    • M2.1 (April 6): Quickstart Curriculum live.

Project 2.2 - Onboarding Integration

  • What: Fold Quickstart into Kaela’s onboarding. New hires should hit a real AI-backed task fast (on day one).

  • Milestones:

    • M2.2 (April 6): Dedicated Brainforge Quickstart Onboarding Path for New Hires
    • M2.3 (May 30): Real AI-backed task as part of onboarding

Project 2.3 - Leadership Curriculum

  • What: Mechanism for leadership to continuously upskill through certifications, courses, and books.

  • Milestones:

    • M2.4 (April 6): Launch Brainforge’s book club
    • M2.5 (May 1): Lock-in standard learning materials
    • M2.6 (June 30): 100% of leaders have provided proposals (e.g. process and standards improvement)

Initiative 3: Feedback loop and Change Management

Project 3.1 - Establish Change Management Process

  • What: Establish the change management process; L&D should be the voice for the platform team for new releases and process updates.

  • Milestones:

    • M3.1 (April 17): Launch the doordash workflow for platform updates
    • M3.2 (April 24): Launch the refire workflow for feedback-collection on skills and workflows
    • M3.3 (June 30): Check-in - at least 1 update per week distributed via the doordash workflow

Initiative 4: Service-line Enablement

Project 4.1 - Train-the-trainers

  • What: Trainers complete Quickstart first → Shadow Brylle → Co-teach with a rubric → run a session solo. Same pattern for future enablers. Teaching is a skill. We should train it on purpose.

  • Blocker: Curriculum for trainers

  • Milestones:

    • M4.1 (April 6): Launch curriculum for trainers
    • M4.2 (April 20): One trainer trained per service line

Project 4.2 - Role-based tracks

  • What:

    • Each Service Line’s champions to push AI-native workflows for their services:
      • Analytics: Omni, reporting patterns, client analytics workflows.
      • AI/Data: infra, pipelines, agent configuration, cloud agent utilization.
      • CSO/GTM and Ops: TBD owners after Q2 pilot.

  • Milestones:

    • M4.3 (April 30): Role track content scoped and drafted for all three service lines (Analytics, AI/Data, CSO/GTM) — ready for first delivery in May.

Project 4.3 - Quarterly Buildathons

  • What: Hold quarterly buildathons for each service line: tackling a real problem and building an AI-native system to solve the problem. Winners get a prize → presents the construction and workflow to the team.

  • Milestones:

    • M4.4 (May 1): Launch 30-day buildathon for each service line
    • M4.5 (May 30): Ship Q2 2026 Buildathon products
    • M4.6 (June 30): Buildathon 30 days check-in (is the buildathon workflow still being used?)

Milestones

  • M0.1 (March 31): Mission, Q2 outcomes, curriculum structure, and pilot scope for external certs: confirmed with Uttam. Plan treated as locked enough to run.

Curriculum and delivery design

Quickstart

  1. Delivery Standards and how A.I can empower each standard
  2. Cursor 101: async plus walkthrough
    1. Prompt habits
    2. Skills library
    3. agents
    4. Linear MCP and Linear Agent
    5. Cloud Agents (Cursor, Codex, Brainforge Assistant)
  3. The Forge: Monorepo map — knowledge/, standards/, .cursor/skills/ (async; repo-first, not the web app UI).
  4. Applied task: Real work sample using both areas.
  5. Certify: Brylle reviews the task. Pass, then teach one peer (Feynman check).

Leadership Curriculum

Sample books:

Role tracks (after train-the-trainer)

Same content direction as before, but delivery waits until Project 2 is real, not aspirational.

External credentials

Pick one pilot path for engineers in Q2 or say explicitly “deferred” with a date. Avoid parallel cert programs until we have capacity.

Doordash Workflow

Doordash is used as the placeholder name as this workflow will enable the L&D team to personally deliver process and system updates to our team members in bite-sized digestible pieces.

Full workflow: plans/doordash-workflow.md
Operating docs: programs/doordash/

Summary (five stages):

  1. Kitchen (automated) — Weekly GitHub PR scan across signal paths (.cursor/skills/, .cursor/rules/, knowledge/, apps/platform/). Engineers ship; L&D reads the merged PRs. No manual notification required from the engineering team.

  2. Classification — Each relevant PR is assigned a tier:

    • Tier 1 (minor change) → weekly digest
    • Tier 2 (workflow change) → standalone Slack post within 5 business days
    • Tier 3 (new system) → Forge page + Zoom Clip, scheduled with the team

  3. Packaging — L&D translates the raw PR change into a learning unit using three education science principles: cognitive load reduction (one behavior per update), explicit instruction structure (I Do / We Do / You Do), and implementation intentions (“When I next… I will…”).

  4. Delivery — Tier 1 batched in the Thursday weekly digest; Tier 2 standalone Slack posts; Tier 3 permanent Forge pages. Primary channel: TBD (decided before M3.1).

  5. Absorption (WIP) — Activity-based, not opinion-based. Measured via Refire signal changes before and after delivery — not polls or retrieval questions. Full design deferred pending activity capture system.

Automation: Cursor background agent (scheduled Thursday) runs the scan, formats the brief, posts to Slack, and logs to the changelog. Prompt and setup in programs/doordash/doordash-pr-scan-guide.md.

Refire correction-capture system

Refire is the command called when a dish needs to be remade or corrected because the guest wasn’t satisfied. The server doesn’t ask the guest to write a report, they just say “refire table 4, the steak” and the kitchen gets to work immediately.

The guest’s correction is the feedback. No extra steps.

This maps perfectly:

  • Guest = team member using a skill/workflow
  • Dish = AI-generated output
  • Refire = the moment a team member edits, corrects, or rejects the output — automatically captured and sent back to the platform team as a signal
  • Kitchen = platform team receiving the signal and improving the skill

Buildathon guardrails

  • One clear problem statement.
  • Small teams, fixed time box.
  • Demo at the end, owner + success metric for the week after.

Success metrics

Risks and mitigations

  • Amber / Mustafa still on client work → Hold capacity at roughly ten hours per week combined in the plan. Lead with design and shadowing before heavy teaching load.
  • Platform moves faster than docs → Modular pages; Uttam demos new capabilities to Brylle on a steady cadence; Brylle refreshes modules weekly.
  • Certs become theater → Tie external badges to Quickstart and to real project use, not a checkbox.
  • Buildathons produce throwaway demos → Require owner, handoff, and a 30-day usage check.
  • Attendance sags → Quickstart is part of onboarding for new hires and a visible Q2 expectation for existing staff.

Questions

  • Tracking: Where do we record completion (Notion DB, Supabase, tags)? One source of truth.
  • External cert pilot: Which course first, who pays, and how many seats in Q2?
  • Amber / Mustafa: How much time is needed from both. How will you be keeping them organized?
    • 10 hours per week each
    • Weekly kick-offs, Dedicated linear tasks
  • A learning platform decision: Loom? Notion? Google Drive? A dedicated Slack channel? The async content needs a home before April 6 (M2). Leaving this open creates fragmentation.
    • Zoom Clips for all async video content
    • The Forge for all async written content (this also forces people to utilize The Forge
  • Client impact narrative: The plan has “EP audits and ticket throughput trend up” as a proxy for client delivery quality. That’s a proxy of a proxy. The stronger narrative is: Brainforge sells AI services to clients; if the team isn’t AI-native, client demos ring hollow and delivery quality suffers.

Sign-offs

  • Brylle Girang — Program ownership, curriculum, milestones
  • Uttam Kumaran — Strategy, Q2 outcomes, demo cadence, external cert pilot call
  • Kaela — Onboarding integration
  • Rico — Co-execution

Reference: SOW Project Plan Template

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