The PX4 Conversion Program
Turn the engineers you have into the ones you cannot hire.
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Participants can interact with the instructor,
ask questions, seek clarification,
and receive immediate feedback. -
Access to the session that was originally
conducted in real time. -
Cuts future costs by acting as a permanent, searchable database to onboard new hires for free.
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We will provide you with the notes for the course.
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Engineers get direct access to the instructor
for ongoing implementation support and Q&A.
Engineered for Your Team. Calibrated to Your Codebase.
Customized to Your Team
Unlike generic public courses, our corporate training can be tailored to your company’s technology stack, workflows, skill gaps, and business objectives.
A structured four-week conversion that takes a competent software or embedded engineer and makes them productive in a PX4 and ROS 2 codebase.
Drone autonomy roles are not filling. Companies are advertising PX4 and ROS 2 positions at $120,000 to $290,000 and still recruiting directly on the PX4 community forum, because the conventional channels are not producing candidates.
The reason is arithmetic. PX4 and ROS 2 expertise sits with a few thousand engineers worldwide, most of them already employed by companies competing for the same work. Posting a better job description does not create more of them.
Meanwhile the role stays open. The roadmap slips. And the engineers you already employ — capable people who write good Python and understand embedded systems — sit adjacent to the problem without a path into it.
The premise of the program is that it is faster, cheaper and more certain to convert an engineer you already employ than to win a bidding war for one you do not. They already know your product, your codebase and your customers. What they lack is a specific, teachable body of knowledge, and four weeks is enough to transfer it.
Key Business Outcomes & ROI
The comparison that matters is not the fee against a training budget — it is the fee against the cost of one unfilled role. A $200,000 position open for five months has already cost you the salary you did not spend, the roadmap you did not ship, and the recruiter fee still ahead of you. Converting several engineers at once costs a fraction of that and produces people who already understand your product.
Conversion also collapses the slower half of onboarding. A converted engineer needs no orientation to your codebase, your customers or your domain, because they are already inside all three. They are already committed to you, which a candidate you outbid for is not. And you can convert four people in the time it takes to fill one role - which changes the constraint from whether you can win a hire to how many engineers you want to put forward.
Finally, the assessment gives you something a certificate does not: a written, evidence-backed view of who converted and who did not, so you allocate the autonomy work to the people who can actually carry it.
Core Programme Objectives
The program is designed around one premise: engineers convert by building, not by watching. Each week ends in a milestone the participant constructs themselves, and each milestone is a working artefact rather than an exercise sheet.
Participants learn the architectural boundary that governs every real drone system — why the flight controller and the companion computer are separate things, and what the flight controller must never be made responsible for. They work in PX4 Software-in-the-Loop, where faults can be injected at zero cost and a mistake destroys no airframe. They build offboard control and mission state machines that recover from failure rather than exiting, because handling the unhappy path is the entire difference between a demo and a product. They cross the ROS 2 and uXRCE-DDS bridge properly, including the quality-of-service and discovery behavior that causes DDS to misbehave on real, constrained networks. And they finish on engineering practice: flight log forensics, tested and packaged code, and continuous integration, so what they produce is maintainable by the rest of your team.
Skills You Will Walk Away With
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1
Built, not lectured
- Every participant builds, tests and demonstrates working autonomy software. Assessment is against defined capabilities, not attendance.
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Environment shipped ahead
- Complete containerized development environment, delivered two weeks before the program begins. Nobody loses week one to toolchain problems.
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3
Four sessions, four office hours
- One live session and one open office hour per week, delivered around the working week rather than across it.
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The assessment is the deliverable
- A written capability assessment for each participant, with the code they wrote as evidence. Where someone has not converted, it says so.
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5
Capped at six hours a week
- Deliberately limited so the program survives contact with a real workload and a real project schedule.
Questions? Check here
Yes. Your engineers receive dedicated Slack access to the instructor for continuous Q&A and troubleshooting during their real-world implementation phase.
One works. Two to four works better and costs less per head, because the weekly session becomes a cohort session and apprentices learn a great deal from watching each other's code get reviewed. Above six we would split into two cohorts.
The technical spine — flight controller architecture, the ROS 2 boundary, failure handling, log forensics — transfers. The specific exercises are rebuilt around what you actually run. We do the same for ArduPilot-based and hybrid stacks.
We tell you, in writing, at the gate — and if it is obvious sooner, sooner than that. The assessment states what was missed, whether we believe it is recoverable, and what we recommend: remediation, an extended quarter, or ending the programme. The pilot quarter exists precisely so that this conversation, if it needs to happen, happens in month three rather than month fourteen.
Yes. All live engineering sessions are fully recorded. Your team receives permanent access to these archives, transforming the training into an evergreen internal knowledge base to easily onboard future hires at zero extra cost.
Teams need a solid Linux foundation and intermediate Python proficiency to maximize the hands-on middleware modules. If your team lacks Python experience, we offer a dedicated pre-training boot camp to build their skills from scratch.
A quarterly review call with the workplace supervisor, plus normal code review on the apprentice's work from Quarter Three onward. Teaching, curriculum, and one-to-one technical mentoring are ours. If you find your seniors being pulled into daily instruction, the program is not working as designed and we want to know.
Yes. Your engineers receive dedicated Slack access to the instructor for continuous Q&A and troubleshooting during their real-world implementation phase.
One works. Two to four works better and costs less per head, because the weekly session becomes a cohort session and apprentices learn a great deal from watching each other's code get reviewed. Above six we would split into two cohorts.
The technical spine — flight controller architecture, the ROS 2 boundary, failure handling, log forensics — transfers. The specific exercises are rebuilt around what you actually run. We do the same for ArduPilot-based and hybrid stacks.
We tell you, in writing, at the gate — and if it is obvious sooner, sooner than that. The assessment states what was missed, whether we believe it is recoverable, and what we recommend: remediation, an extended quarter, or ending the programme. The pilot quarter exists precisely so that this conversation, if it needs to happen, happens in month three rather than month fourteen.
Yes. All live engineering sessions are fully recorded. Your team receives permanent access to these archives, transforming the training into an evergreen internal knowledge base to easily onboard future hires at zero extra cost.
Teams need a solid Linux foundation and intermediate Python proficiency to maximize the hands-on middleware modules. If your team lacks Python experience, we offer a dedicated pre-training boot camp to build their skills from scratch.
A quarterly review call with the workplace supervisor, plus normal code review on the apprentice's work from Quarter Three onward. Teaching, curriculum, and one-to-one technical mentoring are ours. If you find your seniors being pulled into daily instruction, the program is not working as designed and we want to know.
The technical spine — flight controller architecture, the ROS 2 boundary, failure handling, log forensics — transfers. The specific exercises are rebuilt around what you actually run. We do the same for ArduPilot-based and hybrid stacks.
We tell you, in writing, at the gate — and if it is obvious sooner, sooner than that. The assessment states what was missed, whether we believe it is recoverable, and what we recommend: remediation, an extended quarter, or ending the programme. The pilot quarter exists precisely so that this conversation, if it needs to happen, happens in month three rather than month fourteen.
Yes. All live engineering sessions are fully recorded. Your team receives permanent access to these archives, transforming the training into an evergreen internal knowledge base to easily onboard future hires at zero extra cost.
Teams need a solid Linux foundation and intermediate Python proficiency to maximize the hands-on middleware modules. If your team lacks Python experience, we offer a dedicated pre-training boot camp to build their skills from scratch.
A quarterly review call with the workplace supervisor, plus normal code review on the apprentice's work from Quarter Three onward. Teaching, curriculum, and one-to-one technical mentoring are ours. If you find your seniors being pulled into daily instruction, the program is not working as designed and we want to know.
Yes. All live engineering sessions are fully recorded. Your team receives permanent access to these archives, transforming the training into an evergreen internal knowledge base to easily onboard future hires at zero extra cost.
Teams need a solid Linux foundation and intermediate Python proficiency to maximize the hands-on middleware modules. If your team lacks Python experience, we offer a dedicated pre-training boot camp to build their skills from scratch.
A quarterly review call with the workplace supervisor, plus normal code review on the apprentice's work from Quarter Three onward. Teaching, curriculum, and one-to-one technical mentoring are ours. If you find your seniors being pulled into daily instruction, the program is not working as designed and we want to know.
A quarterly review call with the workplace supervisor, plus normal code review on the apprentice's work from Quarter Three onward. Teaching, curriculum, and one-to-one technical mentoring are ours. If you find your seniors being pulled into daily instruction, the program is not working as designed and we want to know.