Upskill your engineering org. From 50 to 1,000+ in one program.

Pricing is custom to your cohort size and domain mix — there's no fixed per-seat rate published, because the scope of delivery changes significantly as headcount grows. The three tiers reflect that: Team (50-100 engineers) runs as a single cohort with one curriculum, live instructor-led sessions, and Slack-based mentorship; Department (100-500 engineers) adds multiple parallel cohorts, manager dashboards and progress reports, custom assessments per role, and a dedicated program manager; Enterprise (500-1,000+ engineers) scales further to org-wide rollout in waves, SSO/SCIM and procurement-ready contracting, on-site kickoffs and executive briefings, and outcome reporting to leadership. Your actual quote depends on where your organization falls across those tiers, which domains you're training for, and how much customization the curriculum needs during the discovery and design phases. Reach out through the contact details below and a specific quote follows once your cohort size and requirements are scoped.

Yes. The six practice areas Metana covers — Applied AI & LLMs, Software Engineering, Web3 & Blockchain, Cloud & DevOps, Cybersecurity, and Automation & Tooling — aren't siloed into separate fixed programs. They can be run individually if your team only needs one domain, stacked together if you need engineers cross-trained across several, or co-designed into an entirely new blended track that matches your actual stack. That flexibility is built into the "Custom design" step of the engagement, which comes right after Discovery: once your team's skill gaps, current stack, and target business outcome are mapped, the curriculum, project briefs, and assessments are tailored accordingly, including which domains to combine and in what proportion. This is common for teams whose engineers don't fit neatly into one category — for example, a platform team that needs both Cloud & DevOps fundamentals and applied AI skills in the same cohort, delivered as one coherent program rather than two disconnected ones.

A typical kickoff takes 4-6 weeks from a signed SOW to your cohort going live. That window covers the first two steps of the engagement: Discovery, where Metana maps your team's skill gaps, current stack, and the business outcome you're training for, and Custom design, where curriculum, project briefs, and assessments get tailored to your tools and workflows based on what Discovery surfaced. Once that groundwork is done, Delivery begins — live instructors, mentors, and AI tooling guiding cohorts through hands-on builds against your actual codebase and stack, not generic exercises. The 4-6 week estimate assumes reasonably prompt scoping conversations on your end; larger Enterprise-tier rollouts (500-1,000+ engineers) staged across multiple waves may take longer to fully launch across the whole organization, even though the first wave can often start within that same window. Your program manager will give you a firm timeline once Discovery is complete.

You get two layers of visibility: ongoing and after-the-fact. During the program, manager dashboards and weekly reports track completion rates, engagement, and capstone projects shipped per engineer, so team leads can see progress in real time rather than waiting until the end to find out who's on track. After the program, post-program skill assessments measure what engineers actually retained and can apply, and outcome reporting ties completion, shipped capstones, and skill uplift back to the specific business KPIs you defined during Discovery — the same reporting described in the engagement's final "Outcomes" step. Department-tier and Enterprise-tier programs also include a dedicated program manager as a single point of contact for all of this reporting, rather than leaving managers to interpret dashboards unassisted. In short, you're not just told a cohort "completed the program" — you get evidence of what they built, how engaged they were, and how it maps to what you actually needed from the training.

Yes — enterprise delivery is built with procurement in mind rather than bolted on afterward. Programs are SOC 2-aligned, and Enterprise-tier engagements (500-1,000+ engineers) specifically include SSO and SCIM support for identity management, plus procurement-ready contracting designed for org-wide rollouts rather than a single ad hoc cohort. That tier also covers on-site kickoffs and executive briefings, which most procurement and security-review processes expect to see documented before an org-wide vendor is approved. Smaller Team and Department-tier engagements can still move through most standard vendor-review processes, but the full SSO/SCIM and procurement-ready package is specifically an Enterprise-tier inclusion, so if your organization has a formal procurement process, it's worth flagging your expected cohort size early in the Discovery conversation. That way the right tier — and the corresponding contracting support — gets scoped in from the start rather than becoming a blocker once legal or security review begins.