Employers
Protecting a company through its people
Most of the risk sits on a reused credential and a fraudulent message, so on daily habits. The base holds 18 modules in this field, 10 of them with no technical prerequisite: that is what makes it possible to cover a whole workforce, not just the IT department.
Three populations, three distinct contents
A single campaign sent to everyone produces uniform coverage of a risk that is anything but uniform. Three populations concentrate most of the gain, and each needs different content in length and in depth.
The whole workforce
Passwords, two-factor, backups, fraudulent messages. Unspectacular, and responsible for most of the risk avoided.
Exposed functions
Accounting, procurement, leadership. Payment fraud is the costliest scenario and the least technical for the attacker.
Managers
What to do within the hour, who to notify, what to record. One hour well spent limits a week of consequences.
The rhythm that produces a lasting effect
What changes habits is short, repeated and anchored in a real incident from the sector. Four fifteen-minute sessions spread across the year install reflexes that the same hour taken at once leaves at the level of knowledge. The calendar below fits the moments when attention is available.
- 01
Session 1 — Access
Distinct passwords, a manager tool, two-factor. The single habit covering the most scenarios.
- 02
Session 2 — The fraudulent message
Recognise, report, verify through a second channel. With examples drawn from your own sector.
- 03
Session 3 — The transfer
For exposed functions: the call-back procedure, the second pair of eyes, the rule that outranks urgency.
- 04
Session 4 — The incident
The first-hour actions, the escalation chain, what to record for what follows.
The scope covered, and the career line behind it
The scope is defensive: understanding an attack in order to detect, contain and report it. On this ground, the base offers 18 modules and the catalogue extends into a full programme for those who carry information-system security.
- Cybersecurity
- 18 (18 %)
- AI & data
- 67 (66 %)
- Development
- 17 (17 %)
The programmes of the security line
For the person who will carry the topic durably in your organisation, the catalogue offers a full programme rather than awareness training. The three entry points below differ by entry level and supervised volume.
| Programme | What is awarded | Duration | Supervised hours | Fees |
|---|---|---|---|---|
| Cybersecurity programme — Bac+5 level | Master's degree | 2 years | 1200 h | 7 500 000 GNF per year |
| Networks and Cloud | Bachelor's degree | 2 years | 1200 h | 5 600 000 GNF per year |
| Computer Science programme — Bac+3 level | Bachelor's degree | 3 years | 1800 h | 5 400 000 GNF per year |
Questions from leadership
Should we train everyone or only exposed functions?
Both, with different content and durations. The whole workforce gets access habits and recognition of a fraudulent message, in sequences of a few minutes. Exposed functions additionally get the transfer procedure and its scenario. The base holds 10 modules with no prerequisite, which makes wide coverage economically sustainable.
Do you teach offensive techniques?
Our scope is defensive: recognising an attack, containing it, reporting it, restoring the system. Penetration testing belongs to a regulated trade requiring a written mandate from the system owner; organisations needing it contract it separately, and our content prepares teams to act on its findings.
How do we measure a campaign's effect?
On three indicators that describe behaviour, not opinion: the number of spontaneous reports of suspicious messages, the delay between detecting an incident and reporting it, and the share of accounts protected by a second factor. All three are measured before the campaign and three months after.
Explore next
- Digital transformationSupporting digital transformation through skills: a common base, training on your real workflows, managers on board, usage measured at three months.
- Managers and executivesTraining managers and executives: four management moves, manager and executive pathways, follow-up indicators at three months.
- Upskilling a departmentUpskilling a whole department: reading by level of responsibility, parallel pathways, a full worked example on a support function and a shared calendar.
- Skills-based hiringSkills-based hiring: writing an ad on verifiable blocks, assessing through practical exercises, verifying a certificate online and training on the remaining gap.
- Validating experienceRunning a validation-of-experience campaign for your staff: block-by-block review, evidence file, remaining blocks and a calendar compatible with the job.
- Internal mobilityOrganising internal mobility and redeployment: bridges between roles, common blocks already held, a pathway targeted on the gap and a calendar compatible with the current job.