Start a Corporate Language Training Business

1. 1

   Choose a workplace niche, not a language

   Business English for a specific function (engineering teams, customer support, finance), Spanish for construction and manufacturing supervisors, or client-facing language skills for sales and hospitality teams. The buyer is paying to fix a workplace problem (safety instructions not landing, meetings where half the team goes silent, deals lost to language friction), so the niche defines the curriculum. (Clinical Spanish for healthcare workers is its own established card: medical-spanish-training.)

2. 2

   Build scenario lessons from the job itself

   Shift handoffs, safety briefings, client calls, email and chat register, meeting participation, presentations. Every session should end with language the learner uses at work that same week; that visible transfer is what renews contracts. Collect the company's real documents and recordings (with permission) and teach from them.

3. 3

   Structure as cohorts with a reportable arc

   Eight to twelve week cohorts, one or two live sessions weekly plus practice between, small groups by level, with a defined before-and-after assessment. HR buys programs with start dates, end dates, and a progress report they can forward; open-ended tutoring is unbuyable at the corporate level.

4. 4

   Price per cohort and per learner

   Anchor to the enterprise reality that established platforms charge hundreds of dollars per learner per year at scale and offer no customization at small volumes; your custom cohort for eight supervisors is a different product and prices as one. Quote per cohort with a per-learner component, plus a setup fee for curriculum customization.

5. 5

   Prove it with a pilot and expand inside

   One pilot cohort with honest measurement is your case study. Language needs recur across departments, levels, and new hires, so a happy operations VP becomes a multi-year account; ask for the internal referral at the final report meeting.

6. 6

   Scale with contract teachers under your curriculum

   Once two or three accounts run steadily, recruit qualified teachers for delivery while you own curriculum, quality, and client relationships. Your scenario curriculum per niche is the asset; teaching hours are the constraint you eventually hire past.

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