Learning leaders don’t wake up asking for more courses, they’re trying to solve much harder problems.
How do you deliver training employees will actually engage with?
How do you support every type of learner across the organization — from frontline workers and forklift drivers to managers, cybersecurity teams, and executives?
How do you stay compliant, keep people safe, build critical skills, and prepare employees for constant change without overwhelming already-stretched teams?
And how do you do all of that with confidence that the training is current, relevant, and actually useful in the real world?
That’s the challenge we set out to solve when we started OpenSesame in 2011.
To do that well, we knew we needed a catalog that didn’t just have a lot of courses, but the right mix of breadth, depth, and freshness.
Breadth means organizations can support nearly every training need from a single catalog instead of stitching together multiple content providers.
Depth means customers can choose from multiple publishers, formats, teaching styles, and perspectives to find training that actually fits their workforce and culture.
And freshness matters because employees immediately recognize when training feels outdated, disconnected, or no longer relevant to the world they work in today.
Today, we’ve reached a milestone: 60,000 courses.
It’s a number we’re proud of. But the number itself was never the goal. It’s the breadth, depth, and freshness of the OpenSesame catalog that allows us to serve the training needs of every organization, no matter their size, industry, or location.
The problem was never access to content
Learning leaders already know that the problem was never accessing content.
The market doesn’t have a content shortage. It has a relevance problem.
Too many libraries prioritize volume over usefulness: more courses and resources no one ever opens, more vendors, more content to sort through. But more choice doesn’t always create better outcomes.
Often, it creates more uncertainty.
And when training supports business-critical goals like safety, compliance, cybersecurity, onboarding, leadership, or AI adoption, uncertainty becomes risk.
Because training decisions have real-world consequences.
Most libraries are bigger than they are useful
It’s not difficult to build a large catalog. There is a plethora of content in the world, some of it more useful than others.
What’s difficult is building a catalog that is relevant, curated for quality, and that organizations can trust.
That trust matters because training doesn’t just live on a dashboard or in the LMS. It shows up in real situations, real decisions, and real outcomes.
It’s the technician who follows the right safety procedure and goes home unharmed.
The compliance leader who knows their program will hold up under legal scrutiny.
The manager who handles a difficult conversation with confidence because they’ve practiced the skill before they needed it.
The employee who’s learning how to work effectively alongside AI instead of being overwhelmed by it.
Developing trust from our customers is our goal, not the number of courses we offer.
What 60,000 courses actually represents
We didn’t get to 60,000 by trying to offer everything without regard to quality.
We got here by being deliberate about what belongs in our marketplace and what doesn’t. Every publisher in our library is reviewed by our human curation team, vetted, and selected for a reason: it helps organizations build real capability.
Not because their content fills space in a catalog and not because it checks a procurement box.
Because it prepares people for moments that matter to the business.
That includes critical training areas organizations can’t afford to get wrong, like safety, compliance, cybersecurity, and workforce readiness. It also includes the essential skills people need to lead, communicate, adapt, and work effectively in a changing environment.
And it means a lot of content we see never makes it into the OpenSesame catalog. Because “good enough” training stops being good enough when the stakes are real.
So 60,000 courses isn’t about volume, it’s about confidence that the training is accurate, relevant, and built for real-world application. Confidence that learning leaders can find the right training without wasting time sorting through thousands of irrelevant options. And most importantly, confidence that employees are prepared when it counts.
Scale should reduce complexity, not create it
At OpenSesame, the learning and development teams we serve are under pressure.
They’re supporting global workforces with lean teams and limited time. They’re balancing compliance requirements, workforce development, AI-driven change, and growing expectations from their leadership. They don’t need more noise.
They need trusted guidance, broad coverage, and the ability to move quickly without second-guessing every decision. The right training partner should make that easier.
OpenSesame is for professionals who want to do more than just manage content libraries, it’s for the functional leaders who need to keep people prepared and the business moving forward.
Where we go from here
We’ll continue growing our library, but not for the sake of the number.
We’ll grow where organizations need confidence most: deeper coverage, stronger relevance, broader global accessibility, and more ways to help people build skills in the flow of work.
Because scale only matters if it helps organizations make better decisions, reduce risk, and prepare their workforce for what’s next.
We’re just getting started.
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