Frequently Asked Questions

Most LMSs offer generic content-creation AI: an assistant that writes text or generates quizzes with no connection to what learners actually retain. Cards AI stands out on 2 points:

1. It uses retention data: it knows which content was retained, by whom and when. It can therefore suggest improvements based on real results.

2. It works both ways: from Cards (built-in agents) or from your external AI (MCP connector). Few training tools offer this dual native integration.

Yes. Cards is mobile-first, with a native mobile app available on iOS and Android. Employees can access their training, answer quizzes and follow their learning routines from their smartphone, even without a constant connection. This is key to including frontline teams.

Cards is designed for fast adoption. An account can be activated and up and running in less than a day. The first training can be created and delivered in less than 15 minutes. For an organization-wide rollout (SSO, integrations, advanced configuration), our team supports customers with dedicated onboarding.

Yes. The Cards authoring tool exports your training in SCORM 1.2 and 2004 formats, compatible with most LMSs on the market. Since September 2026, Cards also lets you import your existing SCORM modules and include them in a retention routine. Tracking of an imported SCORM package depends on the package itself (often completion); the Cards activities around it remain fully tracked. Details on the SCORM export and import page.

Cards has a native Microsoft Teams integration that delivers training directly in employees' work environment. Reminders, new training and quizzes appear in Teams, with no external platform to open: adoption friction drops sharply. Details on the Cards and Microsoft Teams page.

For field results, see the Cards Impact Report.

Yes. Cards has a built-in authoring tool for creating training directly in the platform, with or without AI assistance. You can also import existing content (PDF, PPT, Word) and automatically turn it into micro-courses using the built-in generative AI.

Cards is designed to be accessible to organizations of every size. Its ease of use (less than 15 minutes to create a first training), its modular plans and its pricing make it particularly well suited to SMBs, mid-sized companies, franchise networks and training providers that don't have the resources to roll out a complex LMS.

Not necessarily. Cards can be used in 2 ways: alongside an existing LMS, or instead of it when the LMS is oversized for the need.

Alongside: your LMS (SAP SuccessFactors, Cornerstone, 360Learning, Docebo) remains the system of record for the catalog and administration. Cards adds the post-training retention layer: reminders, spaced quizzes, routines. Cards training can be exported as SCORM 1.2 and 2004 to the LMS, and your existing SCORM packages can be imported into a Cards routine.

Instead: for an SMB, a franchise network, a training provider or a business unit, Cards covers creation, delivery (web, mobile, Teams), retention and tracking, without the complexity of a heavy LMS.

The right choice depends on the volume of learning paths, traceability requirements and your HRIS ecosystem. See the available integrations, the Cards platform and the question Cards vs traditional LMS.

A traditional LMS stores, delivers and tracks training: it answers the question "who completed what?". Cards adds what most LMSs lack: retention. After training, the Learning Routine® engine automatically schedules reminders, quizzes and polls, so the knowledge is still available weeks later.

Traditional LMS: catalog, enrollments, long modules, completion tracking. Relevant for managing a large volume of learning paths and training administration.

Cards: short training created in minutes (with or without AI), delivery on mobile and Teams, retention routines adapted to each person's pace, score tracking over time.

The 2 aren't mutually exclusive: Cards also works alongside an existing LMS (see Does Cards replace an LMS?). To compare with a specific vendor: Cards vs 360Learning, Cards vs Rise 360, or the platform comparison.

Yes. Traditional training programs often favor desk-based employees who have time available. Microlearning, being asynchronous, mobile and short, widens access to training for profiles that are often left out: shift workers, rotating teams, field sales reps, part-time employees. It is a direct lever for fairness and inclusion in the workplace.

Cards is specifically designed to include deskless employees: native mobile app, offline mode, short sessions that can be taken at any time of day (between two tasks, on a break, while commuting). Retail, logistics, manufacturing and hospitality teams are natural use cases for Cards.

Yes. Cards addresses cognitive accessibility (short formats, sequenced progression, repeated content) and technical accessibility: the platform achieved an accessibility score of 94/100 in January 2026. For specific requirements (screen readers, keyboard navigation, RGAA), our team can assess compatibility with your context. Details on the security and accessibility page.

Yes, it's one of its most tangible effects. Information overload undermines clarity, attention and decision-making. By offering short, targeted and sequenced content, microlearning respects employees' cognitive load and lets them absorb the essentials without being drowned in information noise.

Learning sobriety means producing less training content that is better designed, more widely used and longer lasting. It addresses learning waste: long modules never finished, content mass-produced and never reused, training completed and then forgotten for lack of reminders.

It is based on 3 principles:

1. Design short: one objective per sequence, with no unnecessary content.

2. Reuse: repurpose existing materials (PDFs, presentations, SCORM) rather than recreating everything.

3. Reinforce: content recalled at the right time delivers more results than a new module.

Learning sobriety is part of a CSR approach: less production, less travel for refresher sessions, and wider access for frontline teams. Learning better without producing more: that is the founding conviction of Cards.

See also: CSR, safety and inclusion awareness, how Cards contributes to CSR and Learning Routine®.

Want it under your own brand? See Cards white label.

Cards contributes to CSR in 3 ways:

1. Learning sobriety: less content produced, better reused (definition).

2. Inclusion: wider access for frontline teams and remote employees.

3. Less travel: mobile learning avoids unnecessary in-person sessions.

Training that sticks also means fewer costly refresher sessions.

Yes. Microlearning is one of the most inclusive approaches to workplace training. Its short formats suit neurodivergent profiles (ADHD, dyslexia), employees with little available time, frontline teams without a desk and varying levels of proficiency. Cards is mobile-first, asynchronous and accessible without blocking 2h in a calendar.

Yes. Traditional training programs often favor desk-based employees who have time available. Microlearning, being asynchronous, mobile and short, widens access to training for profiles that are often left out: shift workers, rotating teams, field sales reps, part-time employees. It is a direct lever for fairness and inclusion in the workplace.

Cards is specifically designed to include deskless employees: native mobile app, offline mode, short sessions that can be taken at any time of day (between two tasks, on a break, while commuting). Retail, logistics, manufacturing and hospitality teams are natural use cases for Cards.

Yes. Cards addresses cognitive accessibility (short formats, sequenced progression, repeated content) and technical accessibility: the platform achieved an accessibility score of 94/100 in January 2026. For specific requirements (screen readers, keyboard navigation, RGAA), our team can assess compatibility with your context. Details on the security and accessibility page.

Yes, it's one of its most tangible effects. Information overload undermines clarity, attention and decision-making. By offering short, targeted and sequenced content, microlearning respects employees' cognitive load and lets them absorb the essentials without being drowned in information noise.

Learning sobriety means producing less training content that is better designed, more widely used and longer lasting. It addresses learning waste: long modules never finished, content mass-produced and never reused, training completed and then forgotten for lack of reminders.

It is based on 3 principles:

1. Design short: one objective per sequence, with no unnecessary content.

2. Reuse: repurpose existing materials (PDFs, presentations, SCORM) rather than recreating everything.

3. Reinforce: content recalled at the right time delivers more results than a new module.

Learning sobriety is part of a CSR approach: less production, less travel for refresher sessions, and wider access for frontline teams. Learning better without producing more: that is the founding conviction of Cards.

See also: CSR, safety and inclusion awareness, how Cards contributes to CSR and Learning Routine®.

Want it under your own brand? See Cards white label.

Cards contributes to CSR in 3 ways:

1. Learning sobriety: less content produced, better reused (definition).

2. Inclusion: wider access for frontline teams and remote employees.

3. Less travel: mobile learning avoids unnecessary in-person sessions.

Training that sticks also means fewer costly refresher sessions.

Yes. Microlearning is one of the most inclusive approaches to workplace training. Its short formats suit neurodivergent profiles (ADHD, dyslexia), employees with little available time, frontline teams without a desk and varying levels of proficiency. Cards is mobile-first, asynchronous and accessible without blocking 2h in a calendar.