Week 1, match people to tracks and levels
Start with a roster, not a purchase. For each developer, decide the framework track, Vue, Nuxt, React, Angular, JavaScript, or Laravel, and the level they will certify at, Junior, Mid, or Senior.
Resist the urge to send everyone down the same track at the same level. A roster that reflects what people actually work on reads as recognition, and one that flattens everyone into a single exam reads as compliance.
Level-setting is the judgment call, so involve the leads. A good default is to certify people at the level they currently perform, not the one they aspire to, since aspiration is what next year's credits are for.
Share the roster with the team before the week is out. Certification lands better as a plan people saw coming than as a calendar invite with an exam in it.
Week 2, buy credits and assign them
Size the purchase from the roster. Team tiers price ten credits at $2,628, twenty-five at $6,022, and fifty at $10,950, every bundle includes one free retake and the team dashboard, and credits stay valid for three years. Buying a tier above today's roster is not waste, it is next year's hires pre-paid.
For five or more seats, the partnership form on the teams page gets you a tailored plan and a human to run it with.
Then assign the credits to people through the dashboard and let it do the tracking. Assignment takes minutes, seats can be reassigned as people join or leave, and nobody should be maintaining a certification spreadsheet in week two, or ever.
Weeks 3 and 4, exam windows, not exam chaos
Set two exam windows a week apart and let people pick one. A window concentrates preparation, makes quiet rooms and calendar blocks easy to arrange, and turns results into a batch you can actually read.
Expect some first-attempt misses and plan for them, that is what the free retake is for. The second window doubles as the retake window for the first.
Protect preparation time in both weeks. An exam sat on top of a full sprint measures workload, not skill, and the proctored exam guide covers how to set candidates up for a fair run.
Report it like a project, because it was one
When the windows close, send leadership one page. Certifications earned by track and level, first-attempt versus retake passes, credits remaining, and the public verification link for every certificate earned.
The verification links matter more than the totals. They let leadership, sales, and clients confirm every line of the report independently, which is precisely the property you paid for.
And if this rollout was your pilot, score it against the success measures you wrote down before it started. The pilot guide covers what those should have been.
After year one, it becomes a rhythm
The rollout is a project, the program is a routine. New hires get a credit from the remaining pool during onboarding, and because credits hold their value for three years, the pool does too.
For companies on the Certified Company path, year two runs on a $999 per year membership. It retains the company badge, listing, and verified status, includes three certification exam and prep bundles for new hires or promotions, and adds a 10% discount on additional exams, with the option to cancel any time before renewal.
That is the whole playbook. Thirty days of focused effort, then a rhythm that mostly runs itself, and a team whose skills anyone can verify.