A sending institution needs to know a student is ready before placing them abroad. A receiving employer needs to know what they are accepting before saying yes. Today both sides take the other's word for it. wran.gl issues a single certification the student carries into the placement — language level benchmarked, mandatory training completed, verifiable by anyone who asks.
The certification is one artefact. What makes it worth paying for is that each side of the placement reads a different guarantee out of it.
You are accountable for a student you cannot supervise once they land. Placement readiness stops being a judgement call and becomes a record: benchmarked language level, completed mandatory training, dated and verifiable. When a placement goes wrong, you can show what the student held on the day they arrived — and when a partner property asks why they should take your cohort, you have an answer that isn't a reference letter.
Talk about a cohortA trainee is on your property, in front of your guests, under your obligations. Accepting one currently means trusting a CV. Instead you get a verifiable record of what they have already completed — and because the mandatory layer travels with them, you are not starting their required training from zero on day one. Trainees who convert to direct hires keep everything they have done.
Accepting trainees?Placement readiness is not a language certificate with a safety leaflet stapled to it. The mandatory layer comes first, exactly as it does for a direct hire.
A trainee working in a hotel is subject to the same requirements as anyone else on the floor — health & safety, fire safety and evacuation, food hygiene where they handle food, guest data where they touch it. Assigned by the department they are placed into, not waived because the placement is temporary.
Not general English. The modules for the department they are actually entering — check-in and billing language for Front Office, allergen and service language for F&B, handoff communication for Housekeeping. Placement begins from a measured starting level, not an assumed one.
Pre-Departure Orientation, Internship & Traineeship Communication, and the CEFR-benchmarked Placement Certification itself — the parts specific to arriving somewhere new, working in a second language, and knowing how to raise a concern in a country whose procedures you have never been taught.
Compliance content is built from publicly available regulatory information and is not legal advice. Trainee legal status — work-permit conditions, insurance coverage, and how these affect which requirements apply — differs from that of a direct hire and varies by country and programme. Confirm the position for your placements with local legal counsel.
Most training a hospitality worker completes dies with the job. Ours doesn't, and that is what makes it worth something to all three parties.
A student on a second or third placement doesn't repeat what they've already cleared. Each property adds only what is specific to it.
Every certification carries a unique number. A receiving employer checks it rather than taking the sending institution's word, and a claim on a CV becomes checkable.
It follows the student into their first real job. A graduate arrives at an employer already carrying completed mandatory training — a cheaper hire than someone starting from nothing.
The record shows what was current on any given date, so a question about a placement two summers ago has an answer that isn't reconstructed from memory.
Institutional agreements sit outside the per-seat employer model — scaled to cohort size, placement duration and the departments your students are entering. Tell us the shape of your programme and we'll come back with a number.