New hires — engineers and customer-facing staff alike — had no structured onboarding. Every new employee needed existing engineers to stop their own work and explain the company from scratch: departments, course tracks (Arduino, Robotics with AI, Embedded Systems, IoT), age-group learning paths, branches — all of it lived in scattered, undocumented knowledge. It was costing the team real time and creating an inconsistent onboarding experience.
Muhammed mapped every department, course track, and process himself, then turned that into a structured video library — recording orientation content himself and coordinating with top performers across teams to record their sections. Rather than building a heavy internal app for what was purely internal use, the videos were hosted unlisted on YouTube and organized through a JSON-driven structure, delivering a Coursera/Udemy-style guided experience without the infrastructure cost of a full LMS — a deliberately proportionate technical choice.
New employees now go through a structured, self-paced onboarding path instead of pulling engineers off their own work to explain the company from scratch. This also demonstrates something the Scholarship project doesn’t: Muhammed noticing an organizational/people problem — not just a technical one — and building the right-sized solution for it without being asked.