We wanted development that would actually change how our leaders show up, and that's exactly what we're seeing. Our managers are coaching more intentionally, communicating better across teams, and referencing what they've learned in everyday conversations. I couldn't be more pleased with how the program is landing.

The Company

BOLT ON TECHNOLOGY builds shop management software for the automotive repair industry, helping thousands of auto repair shops across the US run more efficiently and serve customers better. With around 250 employees, the company sits at the center of a demanding, fast-moving industry where its teams have to deliver for shops that depend on them every day.

The Challenge

Like a lot of growing software companies, BOLT ON had strong people stepping into leadership without formal training to back them up. HR knew what success needed to look like: stronger leadership presence, better coaching and feedback, proactive problem solving, and smoother communication across functions. And the bar was high. With a leadership team focused on measurable impact, any development program would have to prove it was being used and driving real change, not just filling calendars.

• Leaders Without Training: Managers and team leads had grown into their roles without structured development in core people skills.
• A High Bar for Impact: Company leadership backs programs that show real utilization and results, so the training had to earn its place.
• Skills That Scale: As the company grew, it needed leaders who could coach, communicate, and solve problems consistently across teams.

The Solution

BOLT ON partnered with Bundle to deliver live, one-on-one training with expert trainers. Rather than launching everything at once, the company rolled out three cohorts over three months, bringing together managers, new managers, and a high-potential individual contributor. Each learner followed a six-session pathway built for their role and skill level, covering effective communication, team dynamics, emotional intelligence, problem solving, critical thinking, and executive presence, at a pace of one session a month.

• Personalized by Role: Placement assessments matched each learner to the right level, from foundational to expert, so sessions met people where they were.
• Built Around Practice: Every session ran on live role play and real scenarios from learners' actual work, with feedback they could use the next day.
• Low Lift for HR: Bundle handled setup, scheduling, engagement outreach, and reporting dashboards, so the program ran without adding to HR's plate.

The Results

The program earned near-perfect marks from the first sessions and held them across two pathways.

• 4.9+ Out of 5 Across the Board: Across 70 session surveys, learners averaged above 4.9 for overall experience, trainer effectiveness, relevance to their role, and engagement.
• Practice That Sticks: In their comments, learners kept pointing to the same thing: role playing real situations from their own jobs, then walking away with tools to handle them.
• Applied at Work: Leaders reported coaching more intentionally, using structured problem-solving tools, and adapting how they communicate based on audience and context.
• Noticed at the Top: Company leadership heard employees referencing insights from their sessions in day-to-day conversations, real evidence the training was showing up at work.

The Future

BOLT ON is building leadership development into how the company grows. Second pathways are underway across all three cohorts, and the company is shaping a broader development strategy that includes structured onboarding plans, manager effectiveness training, and stronger one-on-ones. The goal stays simple: leaders who are equipped to coach their people, solve problems, and communicate well as the business scales.