Pricing
Three phases, and one model assumption for each.
Not a subscription you buy up front and then fill in yourself. One bounded initiative, a pilot, then ongoing use.
Model assumptions for a product being built, not a price list and not an offer.
The three phases
One model assumption per phase
Transformation mapping sprint
7,500 to 15,000 euros
Pilot
15,000 to 30,000 euros
Platform
2 to 5 euros per employee per month
The programmes themselves and the working time of employees are not included.
What these figures are, and what they are not
The amounts on this page are model assumptions for a product being built. They are not a price list, not an offer and not a commitment. There are no customers yet against which they have been proven, and they will move with the first initiatives. We show them anyway, because an invented price table with tick marks would be the worse answer to the question of what this roughly costs.
The three phases
Each phase produces something that stands on its own. If it turns out after the sprint that this goes no further, you still hold a role overview.
Transformation mapping sprint
7,500 to 15,000 euros
One bounded initiative is worked through: the units affected, the work done today, the target roles and the skills that have to grow for them.
Result
- Transformation map of the initiative
- Role overview with role clusters
- Target roles per cluster
- Skill gaps per target role
- First programme recommendations
Right when the initiative is decided and the question about roles is being asked seriously for the first time.
Pilot
15,000 to 30,000 euros
The overview turns into delivery for one section: one cohort, one target role area, one site. This is where it shows whether the mapping holds up on the shop floor.
In addition to the sprint
- Employee matching onto target roles
- Provider selection with a comparison
- Cohort design with dates
- Document pack for committees and management
Right when a first group is meant to actually start and the plan needs documents that can be put on a table.
Platform
2 to 5 euros per employee per month
Ongoing use of the Company Workspace and the Employee App across the transformation period, with roles, skills and cohorts kept up to date.
Included
- Company Workspace for HR and line functions
- Employee App for employees in scope
- Role clusters and target roles kept current
- Ongoing provider and cohort planning
- Documents and exports from the current state
Right when the transformation runs over several years and the planning should not be rebuilt after every step.
A worked example for the platform
The platform is counted by employees in scope, not by user accounts and not by total headcount.
The assumed rate sits between 2 and 5 euros. Where exactly depends on the same things that shape the sprint: the number of role clusters, the number of sites and the depth of the provider selection.
Employees in scope
2,000
Assumed rate per employee per month
3 euros
Which is per month
6,000 euros
Which is per year
72,000 euros
How that compares to the training budget
2 to 5 euros per employee per month is 24 to 60 euros a year. German companies spent 1,347 euros and 20.3 hours per employee on training, 46.4 billion euros in total, and 93 percent of companies offer it. Source: Institut der deutschen Wirtschaft, IW training survey, data year 2022. The cost therefore sits in the programmes and the working time, not in the planning software.
What drives the price
Four things, and all four can be named up front. Which is why there is no price range that only resolves itself in the third meeting.
The number of employees in scope. Not the total workforce, but the people in the units whose work the initiative actually changes.
The number of role clusters. Every cluster needs its own comparison of today's work against a target role. A plant with 6 clusters is different work from one with 20.
The number of sites. Several sites mean several equipment states, several works councils and several timelines, even where the target roles are identical.
The depth of the provider selection. A shortlist out of an existing framework agreement is one thing. A search with enquiries, date matching and a comparison of terms is another.
What is not included
So the figure above is not read as something it is not.
The programmes themselves. Participation fees go to the training providers. QualiShift takes no margin on top of them.
The working time of employees. Release from work, shift cover and travel time are as a rule the larger item than anything on this page.
Systems you already run. Licences for an existing learning management or HR system stay where they are. QualiShift replaces neither.
There is no credit card self service, because the first step in QualiShift is not a login. It is a mapping: which activity leads to which target role, and on what grounds. That mapping comes out of a conversation with people who know the plant, not out of an onboarding wizard.
An empty account would mean somebody in HR sitting on a Monday morning in front of the question of how to cut 40 job titles into role clusters. That work is the core of the product.
On top of that, software touching roles and qualification is not introduced past procurement, data protection and the works council anyway. A credit card purchase would only produce an invoice before the questions have been asked.
Pricing mechanics
Two points we would rather settle up front
- How counting works
- We count the employees in the units inside the scope, on an agreed reference date per billing period. We do not count user accounts, logins or active use, because that would create the wrong incentive: rolling the Employee App out widely would be penalised.
- Why there is a minimum term
- A transformation running over 36 months cannot be planned by the quarter. The minimum term keeps the planning data stable across the period in which cohorts start and finish. It is not a lock-in mechanism but an acknowledgement that role and cohort plans are carried forward over years.
When this does not pay off
QualiShift is not built for companies below 500 employees. Below that size a conversation plus a list is faster and cheaper. The same holds when only a single team is affected: the sprint is too much apparatus for that question.
The honest route to a figure runs through your initiative.
Tell us in the scan what is changing and how large the scope is. That becomes a role overview, and the overview becomes a figure that fits your case.