How to Choose English Training for an IT Team

A 10-point checklist for HR and L&D, before you sign

Most providers look similar on a sales call. They all promise engagement, results, and flexibility. The
differences show up months later, when the budget is spent. Use this before you choose, not after.

The 10 questions to ask in a demo

Is the content built for IT and tech roles, or general business English?
Do you assess level and needs before proposing a programme?
Is there progress reporting across the whole team, not just attendance?
How are teachers vetted, and are they held to one standard?
Can you run one managed programme across several countries?
Do you adapt the programme mid-course when the team’s needs shift?
Which formats do you offer, and how do you choose between them?
How will workplace communication outcomes be assessed?
Is pricing structured for multi-currency, multi-country teams?
Who is our point of contact, and is there a dedicated account manager?

Green flags

They ask about your communication workflows
They want to understand the specific roles on your team
They discuss reporting, not just lessons delivered
They ask to see examples of your real meetings
They can explain how communication outcomes will be assessed

Red flags

Everyone gets the same curriculum regardless of role
The demo focuses only on grammar
No reporting on team progress
No needs assessment before a proposal

Match the training to the role

What each team actually needs to do in English:

Marketplace or managed programme?

Choose a marketplace if employees learn independently at their own pace, and no central reporting is needed.
Choose a managed programme if HR owns the programme, teams work across countries, communication affects delivery, and managers need measurable progress.
One sells lessons. The other takes responsibility for the programme.

Before you sign

Compare providers on outcomes and accountability, not price per lesson.
Ask what happens to the schedule during a release week or an incident.
Ask to see what the HR report actually looks like.
Confirm who is accountable for the whole team's progress.

Book a short needs assessment