Masterclasses, designed together.
There is no fixed catalogue. When an organization, or a group of organizations, faces a shared question in hiring, learning or recognition, we design a masterclass around it with you, and open it to peers across the system where that helps.
How co-organizing works
The sequence is the same whatever the topic. The content is built around your question, your policies and the systems your people actually use.
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Frame the question
A first conversation to define the problem, the audience and what participants should be able to do afterwards.
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Design the curriculum
Built with your practitioners. Facilitators come from the network and from peer organizations that have solved a similar problem.
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Run the cohort
Typically four live sessions of 45 to 60 minutes over four weeks, with short pre-work and structured breakout exercises. Online, in person or hybrid.
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Apply and recognize
A practical final assignment rooted in the participant's own context. Those who complete it receive a digital badge they control.
Three ways to set it up
Funding is agreed per masterclass and structured to fit public-sector and UN procurement rules. Past editions ranged from free peer cohorts to cost-recovery fees, with reduced rates for participants from low-income countries.
For one organization
A closed cohort for your HR, learning or communications teams, built on your own policies, frameworks and systems.
With peer organizations
A joint cohort shared by two or more organizations with a common question. It spreads the cost and multiplies the examples.
Open to the system
An open cohort hosted with a network or association, available to practitioners from any UN entity, international organization or non-profit.
Example topics
Starting points, not a menu. Each can be narrowed, combined or rebuilt around the question your organization is working on.
Employer brand ambassadors in the age of AI
Trusted storytelling, inclusive advocacy and ambassador programmes that hold up under hiring constraints and reorganization.
Run in 2023, 2024 and 2026Talent acquisition under staff rules
Sourcing for field-based and hard-to-fill roles, rosters, geographic representation and data-informed workforce planning.
Run in 2023 and 2024Running an enterprise learning catalogue
Administration, curation, internal campaigns and evidence of use that goes beyond completion rates.
Run in 2023 and 2024Digital credentials and Open Badges
Digital identity, Open Badges and verifiable credentials: what they are for, and how to issue, manage and recognize them.
Run in 2023Future-proofing international associations
Business models, digital credentialing and e-assessment for associations that certify or convene professionals.
Run in 2024Mutual recognition of competencies
Aligning competency definitions across organizations so that assessed capability becomes portable between them.
Working group since 2023AI in recruitment and learning, governed
Where AI helps HR teams, where accountability has to stay with people, and what the EU AI Act's classification of recruitment systems as high-risk means for organizations and their vendors.
Not yet runSupporting staff through restructuring
Informational conversations, transferable skills and career orientation for staff affected by reform, relocation or downsizing.
Not yet run, builds on Career Pivot AllyWhat a cohort looks like
The 2026 employer branding edition shows the format: four live modules that pair short expert input with structured breakout work, mandatory pre-work, and a final practical assignment.
It was built for employer branding, talent acquisition, HR communications and inclusion focal points, and hiring managers in UN entities and international organizations.
From employer branding to talent outcomes
Employer branding as a system rather than a channel, a realistic brand-to-talent funnel, and minimum viable governance for ambassadors.
Rolf Reinhardt
Thought leadership that compounds
Trustworthy content for feeds and discovery systems shaped by AI, without sounding corporate or scripted.
Alexander Besant
Inclusive storytelling and trust under scrutiny
Storytelling formats that turn inclusion intent into credible narratives while respecting organizational sensitivities.
Satomi Ogata
Ambassador programmes that survive reorganization
Governance models, risk boundaries, and links to learning and internal mobility.
Georg Peitchev
Final assignment: an ambassador programme mini-kit with one optimized ambassador profile, two posts, and a one-page plan for a local ambassador session covering agenda, guardrails and measurement.
Previous editions
Cohorts run for practitioners from UN entities, international organizations and non-profits.
- 2023Employer brand ambassadors
- 2023Learning platform administration
- 2023Talent acquisition
- 2023Open Badges and micro-credentials
- 2024Employer brand ambassadors
- 2024Learning platform administration
- 2024Future-proofing international associations
- 2024Hiring practice for UN and IO recruiters
- 2026Employer brand ambassadors in the age of AI
Start with the question, not the format.
Send two or three sentences on what your organization is trying to solve and who would take part. We reply with a first outline, or with an honest note that something else would serve you better.