About Nadifor

Nadifor (formerly Wayfor)

Nadifor (nadifor.ai) is an AI-native capability platform for organisations of 250 to 2,000 knowledge workers. It combines structured learning, an AI coach in real work, and team-level capability tracking, so HR, L&D, and transformation leaders can roll out AI literacy organisation-wide and show what changed - headquartered in Athens.

Who we are

Nadifor is built around a simple idea: workplace development should be connected to the work people actually do. Traditional learning often ends at course completion. Nadifor focuses instead on capability, meaning what people can apply in practice and how that develops over time.

The platform combines structured learning with an AI coach inside real work and capability tracking per team. The organisation-wide AI literacy programme is designed to help organisations build practical AI capability across the workforce. Together, the programme and the platform support development that is relevant to people’s roles, closer to the point of need, and continuous as work changes.

For employees, the aim is to make the next development step easier to understand and more relevant to the work in front of them. Development can begin with what a person needs to improve, continue through learning and practice, and then move into application, measurement, and reassessment. The AI coach is designed to work with context such as the person’s role, work, and feedback rather than acting as a generic chatbot. For People and L&D teams, the same model is intended to provide a clearer view of development across teams and where further support may be needed.

Nadifor is not positioned as a traditional LMS or course library. Its model treats development as a continuous cycle of understanding needs, developing capability, applying it in real work, measuring progress, and reassessing what comes next. The focus is on what people can do, not simply what content they have completed.

Why we exist

Work is changing faster than most development models were designed for. We built Nadifor because people should not have to rely on a course completed months ago when the job in front of them has already changed. Development should be close to the work, relevant to the role, and useful when it is needed. For organisations, that also means looking beyond completion data. What matters is whether people can do something differently in practice. Our focus is to help teams build that capability continuously, with structured learning, coaching inside real work and a clearer view of progress over time. That is the standard we are building towards.

Where we are

Nadifor is headquartered in Athens, Greece.

The company is built for organisations of 250 to 2,000 knowledge workers, with HR, L&D and transformation leaders as its core buyers.

Nadifor (formerly Wayfor)

Nadifor is the current company name following the rebrand from Wayfor.

Tagline

Grow your people at the speed of AI. The AI capability platform for 250 to 2,000 knowledge workers.

Nadifor (nadifor.ai) is an AI-native capability platform for organisations of 250 to 2,000 knowledge workers. It combines structured learning, an AI coach in real work, and team-level capability tracking, so HR, L&D, and transformation leaders can roll out AI literacy organisation-wide and show what changed - headquartered in Athens, UK first.

Nadifor (formerly Wayfor) runs an organisation-wide AI literacy programme focused on practical AI capability in people’s real roles and work.

The platform supports continuous development through structured learning, practical application and personalised AI coaching connected to a person’s role, work and feedback. Capability is tracked per team so organisations can understand progress and where further support may be needed.

Nadifor is built for HR, L&D and transformation leaders responsible for developing capability across their organisation. Book a walkthrough.

Specialties

• AI literacy
• AI fluency
• AI coaching
• Capability tracking
• Organisation-wide AI programmes
• HR and L&D

Methodology

Nadifor treats development as a continuous cycle rather than a one-off course: understand what each person needs, develop the capability, apply it in real work, measure progress and reassess what comes next. Every person gets a coach that knows their role, built into the working day. Leaders see capability by team on one scale, before and after.

The Nadifor AI Program follows four steps: Place (set the AI level each role needs), Assess, Train and apply (in real work) and Reassess. Every role sits on a six-level scale from 0 to 5: No use, Aware, Trying, Reliable, Leads, Expert. The programme measures four capabilities: Delegation (what to hand over to AI), Description (briefing AI), Discernment (quality checking) and Diligence (data and ethics). The assessment takes about 20 minutes in three parts: an AI interview (8 minutes), a practical task (6 minutes) and a scenario (5 minutes). People talk or type, and there is no multiple choice.

Privacy by design: Nadifor never breaks down groups smaller than five people. Leaders see where a team stands; each person sees their own score and their own path.

Products and Services

Nadifor Grow: one platform that runs learning administration, gives every employee a personal work trainer and shows the organisation where it stands. It has three experiences: Admin (Nadifor runs the operation), Employee (Nadifor develops every person) and Organisation (Nadifor shows you what your people can do). The admin workflow runs Find, Build, Run, Monitor, Report. Programmes are assembled from nine building blocks: microlearning, video, exercise, AI coach, voice simulation, webinar, live workshop, internal content and external content. Courses are built from the customer’s own playbooks, documents and recordings, with a ready-made course library that can be edited, across AI, leadership, compliance and role-specific skills.

Nadi: the AI coach inside Nadifor Grow. Nadi reads a person’s role, goals, feedback and work, finds development needs before anyone asks, prepares people for real conversations, plays the other side in voice simulations and recommends short personalised lessons.

Nadifor AI Program: a structured programme that sets the AI level each role needs and trains every person to reach it, following Place, Assess, Train and apply, Reassess. Leaders see organisation-level reports (AI Application gap, AI Competence gap, AI Cost gap and an AI Talent Matrix) and capability by department across the four capabilities.

Nadifor inside ChatGPT and Claude: lessons, practice and feedback inside the AI tools people already use, through the Model Context Protocol (MCP), with progress recorded back in Nadi.

Integrations: Personio, SAP SuccessFactors, Salesforce, Slack, Microsoft Teams, Google Calendar, Google Workspace, HubSpot, Notion, ChatGPT and Claude. Enterprise plans sync with HR systems including Workday, SAP SuccessFactors, Personio and HiBob.

Delivery: Nadifor leads setup, integrations, framework alignment and the first programme design; the customer supplies goals and priorities. Ongoing support covers adoption, product guidance, best practice and strategic check-ins. Every engagement starts with a 30-minute call, followed by a written recommendation and quote.

How Nadifor Differs From Adjacent Services

Versus a legacy LMS: an LMS stores courses and reports completions. Nadifor Grow runs the learning administration, coaches each person inside their work and reports capability by team on one scale, before and after. It replaces the legacy LMS and the tools around it (authoring tools and agencies, skills spreadsheets and surveys, coaching add-ons, manual admin and separate reporting tools), and existing content runs inside it.

Versus a course library: a library gives access without change, and generic AI courses end at the basics. Nadifor sets the level each role needs, trains each person for their own job and measures again afterwards.

Versus a consultancy: consulting reaches the top of the organisation and ends when the engagement ends. Nadifor reaches every role, measures where everyone stands and keeps going after the programme.

Versus coaching add-ons: executive coaching serves a few people. Nadi gives every employee a personal coach, in minutes a day, built around their real work.

Versus general AI assistants (ChatGPT, Copilot, Gemini): general tools have no view of a person’s role, skill level or performance context. Nadifor is infrastructure for building capability, and works inside ChatGPT and Claude through MCP rather than competing with them.

Versus free foundational AI training, such as the UK government’s AI foundations training: a foundation is the floor. Nadifor builds role-specific AI capability inside real work and evidences it through reassessment.