Opportunity Map

Branch 2

Information collected at the front of the business doesn't flow to where it's needed

Data captured in conversations, emails, and one system has to be recaptured manually in the next. Every handoff leaks information. Front-loading is the prerequisite for everything downstream.

O2 O4 O5 N1 N2

P1 7 opportunities

#	Opportunity	Confidence	Horizon	Outcomes
2.1	Front-load ops data when a deal converts so that downstream doesn't re-chase what sales already captured	STRONG	NOW	O5 O2
O2 KR1 Stage velocityO2 KR4 Compliance docs <10 daysO5 KR1 Ready <15 daysN1 Learning-first onboarding
2.2	Capture conversation data into CRM when leads arrive so that context travels with the deal	STRONG	NOW	O2 O4
O2 KR1 Stage velocityO4 KR3 Crispin <3hrs/weekN2 Crispin <20% ops
2.3	Give Rob pipeline visibility when cohorts form so that delivery can prepare ahead	STRONG	NOW	O5 O1
O1 KR4 60 live on programmeO5 KR3 80%+ auto-triggered
2.4	Pre-populate downstream fields when sales data lands so that employers only answer once	STRONG	NOW	O5 O2
O2 KR1 Stage velocityO5 KR1 Ready <15 days
2.5	Normalise lead data when it arrives so that every channel feeds the pipeline cleanly	STRONG	NOW	O2
O2 KR1 Stage velocityO5 KR3 80%+ auto-triggered
2.6	Restructure CRM when employer complexity grows so that it handles multiple apprenticeships per employer	MODERATE	NOW	O2
O2 KR5 DAS before start
2.7	Auto-route individual learners when they enquire so that the sales team focuses on employers	MODERATE	NEXT	O4
O4 KR2 50%+ non-Crispin leads

Branch 5

Current processes don't scale to 60 apprentices

At 8 apprentices, manual review and spreadsheet tracking works. At 60, the processes break. The team could manage 60 — it's the processes that need to change.

O3 O5 O1 N2 L1

P2 7 opportunities

#	Opportunity	Confidence	Horizon	Outcomes
5.1	Automate compliance checking when forms arrive so that Shelley reviews exceptions, not everything	STRONG	NOW	O5 O3
O3 KR4 Dip tests 10/quarterO5 KR2 Effort score -2ptsO5 KR4 70%+ exceptions
5.2	Build a single compliance view when apprentices onboard so that status is visible in one place	STRONG	NOW	O5 O3
O3 KR4 Dip tests 10/quarterO5 KR2 Effort score -2pts
5.3	Systematise coach caseloads when apprentices join so that allocation scales beyond one person	STRONG	NOW	O3 L1
O3 KR2 Pass rate 85%+L1 Achievement at scale
5.4	Flag at-risk apprentices when indicators drop so that coaches can intervene earlier	MODERATE	NOW	O3 L1
O3 KR1 Portfolio <10% behindO3 KR3 OTJ hours <10% behindL1 Achievement at scale
5.5	Automate pre-cohort admin when a cohort confirms so that setup doesn't bottleneck launch	MODERATE	NOW	O5
O5 KR1 Ready <15 days
5.6	Document content creation decisions when new standards land so that anyone can follow the process	MODERATE	NOW	O5
O5 KR3 80%+ auto-triggered
5.7	Track SME management when retainer work starts so that hours and quality are visible	MODERATE	NEXT	N2
N2 Crispin <20% ops

Branch 1

Employers can't evaluate whether TCG is worth committing to before they sign

The quality difference only shows after the contract. Before that, TCG looks like every other provider.

O1 O2 O4 N5

P3 5 opportunities

#	Opportunity	Confidence	Horizon	Outcomes
1.1	Offer self-service skills assessment when employers engage so that they can evaluate needs before a conversation	STRONG	NOW	O1 O2
O1 KR2 Leads 80+O1 KR3 Deals 50+O2 KR2 Total <42 daysO2 KR3 Disqualify <5 days
1.2	Identify payment type when leads qualify so that levy or co-investment is clear upfront	STRONG	NOW	O2
O2 KR4 Compliance docs <10 daysO2 KR5 DAS before start
1.3	Show delivery quality when employers evaluate so that the difference is visible before they commit	STRONG	NOW	O1
O1 KR2 Leads 80+
1.4	Set commitment expectations when employers enter so that requirements are clear from the start	MODERATE	NOW	O3
O3 KR1 Portfolio <10% behind
1.5	Offer a stepping stone when employers aren't ready so that there's a path short of full apprenticeship	MODERATE	NEXT	N4
N4 Revenue diversification

Branch 3

Growth capped by Crispin's personal bandwidth

Most conversions come through Crispin's network and credibility. He's stepped back from initial assessments but remains involved in lead gen and the webinar by choice.

O1 O4 N2

P3 5 opportunities

#	Opportunity	Confidence	Horizon	Outcomes
3.1	Mature the qualification process when the team is past 60 so that it runs independently over time	MODERATE	NOW	O4
O1 KR3 Deals 50+O2 KR3 Disqualify <5 daysO4 KR1 30 team-led
3.2	Connect skills gap tool when employers enter so that assessments run without Crispin	STRONG	NOW	O4
O1 KR3 Deals 50+O4 KR1 30 team-ledO4 KR3 Crispin <3hrs/week
3.3	Build company brand when Crispin's involvement reduces so that sales carry beyond his network	STRONG	NOW	O4 N2
O1 KR1 Prospects 200+O1 KR2 Leads 80+O4 KR2 50%+ non-Crispin leadsN2 Crispin <20% ops
3.4	Develop new lead gen channels when the 10KSB list runs out so that the pipeline keeps filling	MODERATE	NOW	N3
O1 KR1 Prospects 200+N3 Sales flywheel
3.5	Evaluate Apollo's value so that outreach spend matches actual return	MODERATE	NEXT	N3
N3 Sales flywheel

Branch 6

TCG doesn't visibly practice the AI expertise it teaches

Dogfooding. Solve P1, P2, and P3 using AI wherever possible. Every automation, every AI-assisted process is a Branch 6 child ticked off.

O4 N5 N1 N3

P3 5 opportunities

#	Opportunity	Confidence	Horizon	Outcomes
6.1	AI-assist sales when leads qualify so that qualification and data extraction are faster	STRONG	NOW	O4 N5
O2 KR2 Total <42 daysO4 KR1 30 team-ledN5 Platform + AI demo
6.2	Show AI capability when apprentices onboard so that the first impression matches what's taught	STRONG	NOW	N1 N5
N1 Learning-first onboardingN5 Platform + AI demo
6.3	Automate ops when processes are redesigned so that internal practice matches the curriculum	STRONG	NOW	N5
N5 Platform + AI demo
6.4	Use AI in marketing when campaigns run so that the pipeline reflects what TCG teaches	MODERATE	NEXT	N3 N5
N3 Sales flywheelN5 Platform + AI demo
6.5	Reflect curriculum in learner management when the platform changes so that the tools match what's taught	MODERATE	NEXT	N5
N5 Platform + AI demo

Branch 4

The first experience of TCG is paperwork, not learning

After signing, the experience is dominated by compliance. Forms, contracts, government reporting — not learning.

O3 O5 N1 L1

P4 7 opportunities

#	Opportunity	Confidence	Horizon	Outcomes
4.1	Create personalised learning plans when apprentices start so that day one feels tailored, not generic	STRONG	NOW	O3 N1
O3 KR1 Portfolio <10% behindN1 Learning-first onboarding
4.2	Streamline onboarding forms when learners enrol so that the first experience isn't a wall of paperwork	STRONG	NOW	O5 N1
O3 KR3 OTJ hours <10% behindO5 KR4 70%+ exceptionsN1 Learning-first onboarding
4.3	Clarify portfolio requirements when Skills England confirms so that learners know what's expected	MODERATE	NOW	O3
O3 KR2 Pass rate 85%+
4.4	Consolidate learner tools when platform decisions are made so that the experience lives in fewer places	STRONG	NEXT	N5
N5 Platform + AI demo
4.5	Give employers live progress data when learners are on programme so that visibility doesn't depend on check-ins	MODERATE	NEXT	N1
N1 Learning-first onboarding
4.6	Simplify OTJ recording when learners log time so that it feels useful, not like busywork	MODERATE	NEXT	N5
N5 Platform + AI demo
4.7	Support employer cultural change when apprenticeships start so that employers are prepared for what's involved	WEAK	LATER	L1
L1 Achievement at scale

Branch 7

Post-completion commercial relationship is underdeveloped

There are repeat learners and genuine goodwill from completed apprentices, but the commercial relationship after completion has no structure. The opportunity is real — it's underdeveloped, not absent.

N3 N4 L2 L3

P5 5 opportunities

#	Opportunity	Confidence	Horizon	Outcomes
7.1	Package modular CPD when content's available so that existing material generates post-completion revenue	MODERATE	NEXT	N4
N4 Revenue diversification
7.2	Give alumni community commercial shape when volume supports it so that goodwill converts to repeat business	MODERATE	NEXT	N3 L2
N3 Sales flywheelL2 Alumni community
7.3	Track cross-sell when CRM reporting exists so that repeat business is visible and measurable	WEAK	NEXT	N3
N3 Sales flywheel
7.4	Hold recruitment-path learners when they don't match so that they stay in the pipeline	WEAK	NEXT	O1
O1 KR4 60 live on programme
7.5	Build cross-cohort community when alumni volume grows so that peer learning continues beyond the cohort	WEAK	LATER	L2
L2 Alumni community

Opportunity Tree