Vantlow Learning: Lead the Floor for Coppervane Insurance
Training provider sales deck example for an HR buyer
A training provider sales deck has to prove to an HR buyer that the programme changes how managers behave at work, and exactly what that costs per cohort. Vantlow Learning, an invented provider, proposes a 12 week programme for the 48 claims team leaders at Coppervane Insurance, also invented, with an outcome for every module, results rated by managers across 41 earlier cohorts and three prices.
Every slide, in order
The whole deck as it renders, one slide after another. Read it the way the audience would.
The structure
What each slide is doing, so you can reuse the order even with different content.
- Slide 1cover
- Names the buyer, the programme and the one outcome it is sold on.
- Slide 2intro
- States the buyer problem in the buyer numbers before the programme appears.
- Slide 3process
- Shows the twelve weeks as five stages so HR can see where manager time goes.
- Slide 4timeline
- Lists the five modules with what each one changes on the floor, which is what an HR buyer signs off.
- Slide 5metrics
- Proof from earlier cohorts: completion and the change a leader manager rated, not satisfaction scores.
- Slide 6comparison
- Lets HR choose the delivery mode on time away from the floor and cost, with the same content in both.
- Slide 7pricing
- Prices per cohort of sixteen, so the buyer can multiply by the number of leaders without asking.
- Slide 8testimonial
- One buyer in a similar role saying what changed, in operational words rather than praise.
- Slide 9closing
- Ends on the specific proposal and start date, so the buyer replies with a decision rather than a question.
Slide by slide
Slide one names the buyer, the programme and the 12 week length. Slide two states the problem in Coppervane's numbers: 31 of 48 team leaders promoted in eighteen months, 22 never trained, and only 48 percent of staff saying their leader gives useful feedback. Slide three lays out the five stages, from the week 1 baseline to the week 12 re-rate. Slide four is the module table. Slide five gives results from 41 earlier cohorts. Slide six compares in person and online delivery. Slide seven prices the three formats per cohort. Slide eight is one short quote from another people lead. Slide nine closes on three blended cohorts, $96,000, and a pilot start date.
How to adapt this deck
A compliance or safety trainer should swap the manager rating on slide five for the measure the regulator or auditor checks, such as incidents or audit findings, because that is what the buyer reports upward. A provider selling open courses rather than closed cohorts should price per seat on slide seven and drop the cohort size from every headline. A new provider with no cohort history should replace slide five with the baseline and re-rate method from slide three and offer the pilot cohort as the proof, priced so the buyer can stop after it.
What HR buyers look for
The CIPD factsheet on evaluating learning says evaluation has to be linked to an identified performance gap and aligned with business objectives. The Kirkpatrick Model, the most widely used framework for this, splits evaluation into four levels: reaction, learning, behaviour and results. This deck opens on the performance gap from the buyer's own survey and reports at the behaviour level, through ratings by each leader's manager, which is the level most proposals skip.
What makes this deck work
Someone else rates the change
Slide five reports that 408 of the 575 leaders who finished were rated clearly better by their own manager, 71 percent, and that team 360 scores rose from 3.2 to 3.8. An HR buyer has seen plenty of happy sheets. A rating from the person who manages the learner is evidence they can repeat inside their own business.
Every module has a task at work
Slide four pairs each of the five modules with something done on the claims floor and the behaviour that gets rated, such as a weekly one to one with every handler. The buyer can see what changes in week six, not only what is taught in the room.
The price multiplies cleanly
Slide seven prices a cohort of sixteen at $27,200, $32,000 or $38,400, and the close proposes three blended cohorts for all 48 team leaders at $96,000. The buyer can check the sum in their head and take it to finance unchanged.
Questions people ask
What should a training provider put in a sales deck to HR?
The buyer problem in their own numbers, how the programme runs week by week, what each module changes at work, evidence from earlier groups, delivery options and a price that scales with headcount. Close on a specific proposal and start date. Nine or ten slides is enough, and the detail belongs in a written proposal sent afterwards.
Should corporate training be priced per person or per cohort?
Per cohort when the programme runs as a closed group, because your cost is the facilitator and coach time, not the seat. Show the per person figure on the same card, as this deck does with $2,000 a leader inside a $32,000 cohort, so the buyer can budget either way without asking.
What evidence of behaviour change do HR buyers trust?
Ratings from someone other than the learner, taken before and after on the same scale. Manager ratings and team 360 scores are stronger than course feedback because the learner cannot mark their own homework. Report how many people completed, how many improved, and say who did the rating and when.
How do I compare in person and online delivery in a proposal?
Hold the content constant and compare only what differs: time away from work, schedule, cohort bond, reach across offices and price. A side by side slide with five rows each, like slide six here, lets the buyer pick on their constraints rather than wondering whether the online version is a lesser course.
Can I include a client quote without naming the client?
Yes. Give the role and a description instead, such as Head of People at a 900 person freight business, and keep the quote to one operational sentence. Many buyers will ask to speak to that client, so only use a quote from someone who has agreed to take the call.
Can I send this deck as a PDF after the meeting?
Yes. PDF export costs about 1 credit per 10 slides and renders the saved version of the deck, so every table and price card comes out as shown. PowerPoint and editable PPTX exports are on paid plans, which matters if the buyer wants to paste your pricing slide into their own business case.
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