I wouldn’t be writing this if someone hadn’t taken a chance on me early in my career. 
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My big break into product management came about a year into my first startup job. I might have only been helping a small team ship an update to an internal tool, but the opportunity to learn new skills at work helped me find my passion and grow with the company.
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We all have moments that shape our careers. Maybe yours was learning how to handle a tricky sales objection or pulling up a chair to shadow an experienced teammate. These moments are learning and development in action, helping us advance our knowledge and adapt to change. And in the remote-first future of work, these qualities are only becoming more important.
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But while the rise of remote work has unlocked new opportunities for companies and their employees, it has also created new challenges for learning and development. Today, 85% of knowledge workers aren’t satisfied with their employers’ support of their careers, and 60% say they’ve had fewer opportunities for workplace learning since the start of the pandemic.
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That's why we're building Driveway. We're reimagining learning and development for the way knowledge work is done today. Our vision is a world where everyone has the guidance they need to realize their full potential at work—from their first week of onboarding and beyond.


What’s holding remote teams back?

Over the past year, we’ve worked with dozens of remote and hybrid teams and interviewed hundreds more. We found that they all struggled to adapt their learning and development practices because of three key problems:

Creating training content is time-consuming. Asynchronous communication is critical for remote work, but teams rarely have the time to write and maintain training material. As a result, process docs go out of date even faster than code is shipped to production.

Accessing relevant training is hard for employees. Teams still rely on presentations, messy shared drives, and clunky LMS tools to deliver employee training. These old methods make learning impersonal, inaccessible, and difficult to put into practice.

Employee progress isn't recognized or rewarded. Learning something new should be celebrated, but proficiency is hard to measure in a remote environment. And when learning achievements are disconnected from career goals, employees become disengaged.


Solving things the Driveway… way

Driveway solves these problems by putting people before content. With Driveway, learning and development are designed for the unique needs of remote teams. Not the other way around.