Get new staff ready soonerand keep experienced staff sharp
Role-specific, interactive training for every part of your optometric practice—from front desk and pretesting to optical and management.
Onboarding, cross-training, and refreshers in one place.
Get your practice in the next batch
Every new hire is trained on live patients, in your doctor's chair time — and the same explanation gets given three times a year. OptoLearn moves that first pass into a simulator, so staff reach the lane already competent and delegation starts sooner.
Or skip the queue andrun a case right now— no account, five minutes.
Confrontation fields · OD
live- Technique
- 23/25
- Accuracy
- 30/35
- Communication
- 18/20
The training happens either way.The question is who pays for it.
Right now it is paid in doctor hours and manager hours, one new hire at a time — the most expensive hours in the practice, spent on the one part of the job that repeats verbatim with every person you employ.
And it is paid again on every departure. Everything the last technician learned in your lane leaves with them, the next hire starts at the same blank page, and the same doctor teaches the same procedure for the fourth time. In a profession this hard to staff, onboarding is not a one-off cost — it is a standing one.
- ~10 hrs
- recaptured per week, and 11 more patients seen, by doctors who delegate non-physician tasks to well-trained or certified paraoptometric staff
- AOA reports
- 40%
- of annual salary — Gallup's estimate of what it costs to replace a frontline employee, rising to about 80% for technical professionals
- Gallup estimates
- 12%
- of employees strongly agree their organization does a great job of onboarding new people
- Gallup reports
Published research about the problem — not outcomes measured from this product. The evidence page says which is which.
One run, four things
What happens when a trainee sits down
The same simulated patient carries all four. Nothing here is a module you buy separately.
01 / 04
The doctor stops being the training manual
A case is not a quiz with a scenario stapled to it. There is a finding in the patient, the trainee does not know what it is, and the only way to reach it is to run the test properly. Staff make their mistakes here, where the only cost is a retake rather than a doctor's afternoon.
- Rotating case bank
- Hidden findings
- Red flags from day one
- Patient
- 62, new, routine exam
- Presenting
- “My left side feels dim”
- Finding
- Superotemporal defect
- Trainee sees
- Nothing, until they test for it
02 / 04
You can tell who is actually ready
Technique, clinical accuracy, patient communication and pace are scored separately, because they fail separately. A single percentage tells you someone struggled. Four of them tell you whether they are slow, careless, or were simply never taught the step — before you hand them the lane.
- Four rubric axes
- Partial credit
- Timed, not rushed
- Technique92%
- Accuracy86%
- Communication90%
- Pace64%
03 / 04
The findings that stop a workup get caught
Every case ends on a triage call: chart it, flag it, or interrupt the exam now. It is the judgment that separates a technician who is useful from one who is a risk, and it is the part no written module has ever been able to test.
- Triage on every case
- Escalation scored
- Red-band pressures
Correct call on this case, with the reason shown after the answer.
04 / 04
The practice sees who has actually met the standard
Passing a certification run puts a tick on the competency matrix, and the rubric breakdown stays behind it. Nobody signs off on a colleague out of politeness, and cross-training stops being something you find out about when a person is off sick.
- Competency matrix
- Per-procedure
- Earned, not assigned
Three staff, three procedures. The gap is the hiring risk.
Five minutes from here to a graded run
- 01
Ask for access
One email and your practice name. We open in batches so the first cohort gets answered properly, and there is no card and no call.
About thirty seconds.
- 02
Run a case yourself
The confrontation fields simulator is open now, no account needed. Run it once and you will know within a single case whether your staff would pass it.
About five minutes.
- 03
Put your team through it
Invite staff, assign a pathway, and let the onboarding tier teach the procedure from zero. Certification runs fill in the competency matrix as they pass.
First week.
Live simulators
Each one runs a rotating set of cases, so a trainee who repeats a module gets a different patient and a different finding.
On the roadmap
Three tiers, one set of cases
The same simulated patients run three different ways, so the same content covers a new hire's first week and a five-minute gap between appointments.
Onboarding
47–50 minTeaches the procedure from zero, then walks every case with coaching. For a new hire's first week.
Teaching content included. Does not certify.
Drill
8–9 minOne case, graded immediately. Short enough to run in the gaps between patients.
Practice only. Does not certify.
Certification
19–20 minThree cases, no coaching, no feedback until the end. This is what signs someone off.
Passing this is what puts a tick on the competency matrix.
Built for the practice, not the individual
New hires
A 40-minute onboarding run per procedure takes someone from never having done it to working real cases — before they touch a live patient.
Existing staff
Short refreshers that surface the technique drift nobody catches in a busy lane: skipped quadrants, unsteadied heads, red-band pressures charted anyway.
Practice owners
A certification record of who has met the standard on which procedure, earned without coaching. When somebody resigns you can see exactly which competencies walked out with them, and who is already trained to cover.
Your next hire starts on a Monday.
Get your practice in the next batch, and they can spend that first week on simulated patients instead of real ones.