Training tells people what to do. Talkthrough lets them practice doing it.

Turn your coaching methodology, playbook, or course into interactive practice for the conversations your people dread. You decide what good looks like. They get the reps, feedback after every round, and another try at the moments that went wrong.

Request a demoSee how it works
Built from
Your scenarios, your method, your standards
Practice by
Voice or text, on any device
Made for
Coaches, trainers, and the teams they serve

Press “Retry from here” to try that moment again.

Practicing
Round 1 of 3 · with Daniel
Feedback on a missed deadline
04:12
  1. You
    You01:58

    Daniel, I want to talk about the Henley report. It came in two days after the deadline we agreed on.

    Specific: named the work and the gap
  2. DM
    Daniel02:10

    Yeah. I know it was late. It’s been a lot this month.

  3. You
    You02:24

    Priya had to present to the client without the numbers, and that put her in a tough spot.

    Impact: connected it to Priya and the client
  4. DM
    Daniel02:33

    Okay. Nobody told me the client meeting moved up, though.

  5. You
    YouTake 102:41

    Going forward, I need you to flag risks earlier. Let’s set up a check-in every Monday.

    Proposed a fix before asking what happened
Daniel is listening

Between learning and doing

Most training ends right before the hard part.

People leave a workshop knowing what to say. The first time they actually say it is usually the real conversation, with real stakes. Talkthrough puts practice in between.

LearnYour coaching, course, or playbook

You teach the approach and define what good looks like.

The Talkthrough loop: practice, get feedback, retry, and repeat until the criteria are met, then perform for real.PracticeFeedbackRetryReadyRound 34/4criteria met
Perform for realThe actual conversation

By the time it happens, it isn’t their first attempt.

  1. Learn
  2. Inside TalkthroughPracticeFeedbackRetryImprove
  3. Perform for real

Talkthrough adds practice to the training you already run. You still decide what gets practiced and what good looks like.

How it works

You set the standard. They get the reps.

01

Build a scenario from your world

Describe a situation your people actually face, or start from a template. Add your framework, policies, or course material. Talkthrough creates the person on the other side, with a role, a mood, and things they’ll only say if asked.

Scenario · Draft
Feedback on a missed deadline
Test it
Situation
You manage Daniel, a strong senior analyst. He delivered the Henley report two days after the agreed deadline, and Priya had to present to the client without it.
The other person
DM
Daniel MercerSenior analyst · defensive, tired
Won’t volunteerHe heard the client meeting moved up only the day before.
Built from your material
Feedback model (SBI).pdfManager handbook, ch. 4
Difficulty
SupportiveRealisticTough
Practice by
VoiceText
02

Define what good looks like

Write criteria in your own words or pull them from your material. Every round is measured against the same standard, so feedback stays consistent from the first round to the fiftieth.

Criteria
What good looks like
Pass at 4 of 4
  1. 1
    Describe what happened, specifically

    Names the work, the date, and the gap. No “always” or “never.”

    Must-have
  2. 2
    Explain the impact on others

    Connects the delay to people, clients, or outcomes.

    Must-have
  3. 3
    Ask for their side before proposing a fix

    Asks an open question and listens before suggesting changes.

    Must-have
  4. 4
    Agree on a next step together

    Ends with a specific commitment both people said out loud.

    Must-have
Add criterionSuggest from Feedback model (SBI).pdf
03

Assign it, and let them practice

Send a scenario to one person or a whole cohort. They practice in private, by voice or text, and get feedback as soon as the round ends. Any moment that went wrong can be replayed and tried again.

MOAssigned by Maya Okafor·Due Fri, Oct 16·3 rounds minimum
Round 1 debrief
3of 4 criteria met
  • Describe what happenedIt came in two days after the deadline we agreed on.
  • Explain the impactPriya had to present without the numbers.
  • Ask for their side first

    At 02:41 you suggested weekly check-ins before asking what happened. Daniel went quiet after that.

    Retry from 02:41Listen back
  • Agree on a next stepLet’s go through the timeline together on Monday.
04

Review the work and spot the patterns

Read or listen to completed rounds, add your notes, and adjust a score when you disagree. Across a group, Talkthrough shows who is improving and which skills need another session.

Take the product tour
Cohort
New managers · Fall cohort
14 people · 61 rounds this week
PersonRoundsSpecificImpactTheir sideNext stepLast rounds
HKHannah Kim6
AOAmara Osei5
NBNoah Bennett5
TRTomás Ruiz4
LFLucas Ferreira3
GLGrace Liu2
Pattern

9 of 14 people suggest a fix before asking for the other person’s side. It’s the most common miss in this cohort.

Review the 9 moments
Usually metSometimesRarely

If it happens in a conversation, people can practice it.

Start from a template or write your own. These are the kinds of scenarios teams build first.

  • Give critical feedback to a high performerSam, top performer, caught off guardLeadershipTough
  • Calm a customer whose order arrived brokenMs. Alvarez, second time this has happenedCustomersRealistic
  • Handle “it’s too expensive” on a renewal callRenée, finance lead, budget cut by a fifthSalesRealistic
  • A first one-on-one with a new direct reportAisha, two weeks in, quietly unsureLeadershipSupportive
  • Final-round interview for a product roleVP of Product who keeps asking for specificsHiring & careersTough
  • Push back on a scope change from a senior stakeholderLena, VP, wants it by FridayEveryday workTough
  • Explain a policy the customer doesn’t likeGraham, long-time member, feels cheatedCustomersRealistic
  • Tell your team about a reorgJonah, team lead, worried about his roleLeadershipRealistic
  • Discovery call with a skeptical buyerTom, operations director, burned by a past vendorSalesRealistic
  • Run a structured interview as the hiring managerA polished candidate who stays vague on resultsHiring & careersRealistic
  • Talk to a teammate who keeps missing handoffsChris, a peer who feels overloadedEveryday workSupportive
  • Ask for a raiseYour manager, supportive but tied to a budgetHiring & careersRealistic

Why practice works better here

More practice than a workshop can fit.

Live role-play is valuable, and it’s rare. Talkthrough lets people practice whenever the next hard conversation is coming up.

Role-play in the roomWith Talkthrough
Attempts per personOne, maybe twoAs many as they need
The other personA colleague reading from a briefSomeone who reacts to what they actually say
FeedbackWhatever the observer caughtAfter every round, against your criteria
Trying againRarely, because time runs outStart over, or replay a single moment
When it happensDuring the sessionRight before the real conversation, whenever that is
What you see afterwardYour notes, if you were in the roomEvery round, scored, with transcripts

Keep the live role-play. Talkthrough makes sure it isn’t the only practice people get.

The AI isn’t the coach. You are.

Talkthrough plays the other person and keeps score against your standard. Coaches, trainers, and managers stay in charge of what gets practiced, what good looks like, and what happens next.

  • Criteria in your wordsPulled from your method or playbook. The other person never sees them, so it can’t play to a score.
  • A person reviews the workCoaches and managers read or listen to any round, leave notes, and change a score when they disagree.
  • You decide what’s nextThe next scenario, how tough the other person is, and when someone is ready.

Built for the people who build skills.

Coaches & trainers

Keep clients practicing between sessions.

Turn your framework into scenarios, assign practice as homework, and start each session knowing exactly where your client is stuck.

Talkthrough for coaches

Teams & organizations

Run practice across the whole organization.

Give managers, customer-facing teams, and sales reps practice for the conversations their roles depend on, held to one standard and visible in one place.

Talkthrough for teams

Made for coaching practices, leadership development, L&D and HR teams, sales enablement, and managers training their own people.

Questions people ask first.

Request a demo

Does Talkthrough replace coaches or trainers?

No. You decide what gets practiced and what good looks like, and you review the results. Talkthrough gives people far more practice than live sessions can, so your time goes to the moments that need a person.

Can we use our own material?

Yes. Upload a framework, playbook, policy, or course content and build scenarios and criteria from it. The other person and the feedback use your language and your standards.

How realistic are the conversations?

The other person has a role, a mood, goals, and things they know but keep back. They respond to what the learner actually says, so a different approach leads to a different conversation. You choose how tough they are.

Voice or text?

Both. Voice is closest to the real thing. Text works when someone is at a desk or can’t talk out loud.

Who sees a learner’s practice?

Learners see all of their own rounds, and so does their coach. Admins and cohort leads see progress and scores, not what was said. You choose how long transcripts are kept. Recordings stay until you delete them, and a setting to delete them automatically after a set time is planned.

How is it priced?

By the number of people practicing. Most teams start with a pilot for one program, and we’ll walk through options on the demo.

Bring a conversation your people find hard.

On a 30-minute demo, we’ll build it into a practice scenario with you. You’ll try it yourself before the call ends.

Request a demo