Good curriculum is no longer scarce, and some of it is free. What stays scarce is being able to show a funder exactly what a participant covered, prove it against the certification body’s own published objectives, and hand over the record when they ask for it. That is what this is built to do — across 154 modules and 7 career tracks written from real client deployments.
Participants get a path. You get the reporting that path produces.
Mapped to curriculum and verified against vendor sources — not aspirational lists.
Every mapping is checked against the vendor's own current exam guide, and the check runs in our build — a claim we cannot support fails the deploy rather than reaching a participant.
Annual commitment, billed per seat. The smaller you are, the simpler the purchase.
Set the number of seats at checkout · 5 minimum
| Seats | Per seat / month | Per seat / year | How you buy |
|---|---|---|---|
| 5 – 24 · team | $20 | $240 | Card, instant |
| 25 – 249 | $19 | $228 | Invoice, annual |
| 250 – 499 | $16 | $192 | Invoice, annual |
| 500+ | $14 | $168 | Invoice, annual |
Individual subscriptions are $25/month. Every band above is cheaper per seat than the one below it — a larger commitment always costs less per person, with no exceptions and no band where the ladder inverts. Teams of 5–24 purchase by card with no procurement step; a five-person IT team should not need a purchase order. 25 seats and above are invoiced annually, net-30, with a PO field. Below five seats, individual subscriptions are genuinely the better product and we would rather say so than invent a band.
You never pay less by buying fewer seats. Just above a band boundary the total is held at the most the band below could cost, so a 250-seat block bills the same as a 249-seat one rather than less. Everywhere else the total is exactly the seat count multiplied by the rate above.
Invoiced contracts of 25 seats and above. The per-seat price does not change with the schedule — the annual commitment is what earns the rate, and moving the cash does not move the price.
Simplest for a program with an obligated grant. One purchase order, one reconciliation, one renewal date.
Fits a fiscal year that funds in two halves, and keeps the total inside one contract.
For a department drawing against a quarterly allocation, or one whose approval threshold sits below the annual figure.
A 16-week program, priced to the program rather than to a year. For funding that budgets by cohort and does not run to twelve months.
Example figures are a 100-seat contract at $228 per seat per year. We do not offer monthly seat billing, and the reason is not reluctance: twelve invoices a year is more administrative work for your finance office, not less, and it turns one renewal decision into twelve. If a monthly cadence is genuinely the only thing that works for your budget, say so — we would rather hear it than lose the conversation to a schedule.
Institutions rarely lack the desire. They lack a budget line. These are the lines this most often sits on — and what each one needs from a provider before money can move.
Adult, Dislocated Worker and Youth funding, spent through a local workforce development board against its state Eligible Training Provider List.
Career and technical education funding at secondary and postsecondary institutions. Purchasing industry-aligned curriculum and credential preparation is an allowable use category.
Incumbent-worker training funds, state apprenticeship expansion grants, and governor's reserve discretionary funds. Rules differ by state; most mirror the federal reporting shape.
Registered Apprenticeship sponsors must source Related Technical Instruction — a standing, funded, recurring requirement that is frequently hard to fill for IT occupations.
We produce participant-level reporting in the shape WIOA §116 requires — measurable skill gains and program completion, evidenced from our own records, per participant, exportable.
We do not report employment or earnings, and no honest provider does. Those indicators come from state wage-record matches. A provider supplies the identifiers the state matches on; the state computes the figure. Any training vendor showing you its own employment numbers is showing you a survey with a percentage sign on it, and a report that blurs the two is worse than no report because it invites you to rely on it. Every figure we hand you is labeled with how it is known: provider-evidenced, state-matched, or self-reported.
We are not currently listed on a state ETPL. Listing is a state determination and we will not imply one we do not hold. What we have built is the reporting a listing requires, which is the part that usually takes a provider a year. If your board is willing to sponsor an application, that is a conversation we would very much like to have.
Annual terms renew automatically so a program does not lose access mid-year to a paperwork gap. To not renew, tell us at least 60 days before the term ends — by email, from the contract contact, one sentence. No form, no call, no reason required.
We send the reminder, not you. A renewal notice goes to your contract contact 30 days before that deadline, so the date is never something your team has to carry. A notice period you were not reminded of is a trap by accident, and we would rather lose a renewal we earned than keep one you meant to end.
Late notice still counts. If it arrives after the deadline, the term renews once and then ends — we will not hold an organization to a second year it told us it did not want.
These terms apply to invoiced contracts — 25 seats and above. They do not apply to a Team purchase of 5–24 seats bought by card.
Cancel any time, yourself, in the same place you bought it. There is no notice period and nothing to email us about — you signed up online in ninety seconds and you can stop the same way. Your seats run to the end of the year you paid for.
The 7-day money-back guarantee covers it. Within 7 days of the first payment, full refund, no reason required — the same terms as an individual subscription, because it is the same kind of purchase: self-serve, by card, with no contract and no procurement. A team spending $1,200 on a card deserves at least the protection a single person spending $25 gets.
The 60-day notice above exists for invoiced contracts because a program's access should not lapse over a paperwork gap on a purchase order. Applying it to a card purchase would be the opposite — a notice period on something you can cancel with a button.
What is true today, and what is being built.
All 154 modules, every career tool, and the full institutional reporting layer.
Latin American Spanish — the locale the certification exams themselves use, not Castilian. Compass first, then the MSP track.
Brazilian Portuguese, on the same schedule and the same community-review process.
We will not switch a language on until a native speaker who works in IT has reviewed it. A half-translated pathway is worse than an English one, because it hides where it stops being accurate. If your program serves a language community, tell us — programs with real demand and a reviewer decide what ships next.
Read off each vendor's current exam page. This decides what a pathway can honestly promise.
| Certification | English | Español | Português |
|---|---|---|---|
| CompTIA Security+ | ✓ | ✓ | ✓ |
| CompTIA Network+ | ✓ | ✓ | ✓ |
| Microsoft AZ-900 | ✓ | ✓ | ✓ |
| AWS Certified Cloud Practitioner | ✓ | ✓ | ✓ |
| CompTIA Cloud+ (vendor-neutral) | ✓ | — | — |
The counterintuitive one is the last row: the only genuinely vendor-neutral cloud certification is the least accessible, offered in English and Japanese alone. Both vendor clouds are more available to a Spanish- or Portuguese-speaking participant than the neutral option — which is why our cloud path maps to AWS and Microsoft rather than to Cloud+.
The constraints are the offer.
We do not claim participants are "certified." We say what they have prepared for, and nothing beyond that.
We do not report skills our curriculum does not teach. That is enforced in software, not by policy — our build fails if any part of the system claims a skill the curriculum cannot support.
We do not name customers who have not agreed to be named. This page describes what is offered, never who has bought it.
Answered here so nobody has to email to find out.
Six complete modules and every tool on the platform — Career Navigation, ATS Check, the résumé builder, interview preparation. No card, no trial that expires into a bill. One full module is published with no account at all, at /sample-module.
No, and we say so everywhere. CompTIA, Microsoft, AWS, Cisco and CNCF administer their own exams and those fees are theirs. We prepare people for the objectives; we do not issue any certification and never claim to.
Every entry is checked against the vendor’s own exam page, and the ones with expiry dates say so on the card. The full map lists 24 certifications, the 17 a track actually prepares you for, and what each one is missing — including a credential that retires in February 2027.
If they know which certification they want, the track that names it. If they do not, MSP & Financial Governance — help desk is the most common first IT job and the honest route is support first, then specialize. Compass exists for anyone starting from no computer experience at all.
Individual subscriptions cancel from account settings in one click, with no retention screen and no phone call. Institutional terms are annual with a 60-day non-renewal notice, and we remind you before the date so nobody misses it by forgetting.
Progress, notes, display name, avatar, self-reported background and any parsed résumé skills are cleared — on deletion and on the retention sweep, both reading one list so the two cannot drift apart. Failures are reported rather than swallowed, because a deletion that silently leaves data behind looks exactly like one that worked.
Compass engages guardian protections automatically: consent before the account exists, no advertising identifiers, no third-party tracking, and a published deletion schedule. A guardian can stop new progress being recorded or delete the record entirely, from their own account, without emailing anyone.
No. There is no placement rate, no salary figure and no timeline anywhere in our material, and our build fails if somebody tries to add one. Entry-level hiring is genuinely hard right now and we would rather say so than sell around it.
How many participants, what outcomes you report on, and who you report to. We will tell you plainly whether this fits — including when it doesn't.
Or email info@fairleyholdings.com · 704-269-9046