How Hogan Taylor went from checking boxes to building careers
Learners using Thrive
Challenges addressed with Thrive
Integrations used
Length of partnership with Thrive
Checking boxes instead of building futures
Public accounting firms like Hogan Taylor can’t afford to take a risk. Operating under strict professional requirements, the firm’s employees needed to complete 40 hours of continuing professional education every year. That guaranteed audience is a double-edged sword. While learning was technically solid, it had become synonymous with compliance: something you checked off rather than something you experienced.
Their challenge was cultural as well as operational. How could they fundamentally change the way their people thought about development? Learning was scattered across disparate tools and platforms, each with its own login and in complete isolation from the rest. There was no single home for development, and no meaningful way to show employees that the firm was genuinely invested in their growth. They needed a new learning partner.
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Where scattered learning finally found a home
Thrive gave Hogan Taylor a single home for all its learning and development — a platform whose experience was closer to flipping through a magazine you'd picked up by choice than logging into a system you'd been told to use. Crucially, it brought everything together in one place, removing the friction of multiple logins and tools and making it easy for employees to see their progress laid out clearly in front of them.
The onboarding experience was brought into sharp focus. Rather than frontloading new hires with absolutely everything on day one, the team built out a structured week-by-week learning path. Learning content was spread across the first four weeks, weaving in 30- and 90-day touchpoints and keeping materials accessible long after they were first completed.
From surviving to Thriving
Four years into their partnership with Thrive, the most telling shift is what people now expect from their learning. Employees who once accepted compliance training as an annual obligation now actively ask for more: more formats, more resources, more ways to make sure colleagues across every office can participate. The question has moved from “Did I log my hours?” to “Is there a way to make this available for everyone?”
The interns who joined during Thrive's first year are now senior staff: people who have never known the firm without it, and who treat the platform as a natural first stop whenever they want to grow. Hogan Taylor chose to keep the Thrive name rather than rebrand it. In the words of Monika Turek, Senior L&D Manager at Hogan Taylor: “We've always called it Thrive, because that's what we want our employees to do.”
“Thrive helped us connect the dots. We moved from ‘I got my 40 hours done’ to ‘I developed effective communication this year’ — and you can see that, built right there into the platform.”
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