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Skillfactory Lms alternatives & similar sites

SkillFactory Learning Management | Professional HR‑Development — 18 websites ranked by shared content topics, category and on-page relevance.

Each result shows its full tech stack, contacts and AI-policy — not just a name · Browse all sites in Human Resources →

Domain	Match	Title	Country/Lang	Category	AI files	Contact	AI-protection
rentenrecht-seminar.de ↗	62 match 2 shared topics	Personal / Arbeitsrecht / HR – TANGENS	Germany de	human-resources	robotsllmsaihumans	email phone	none
re-grounded.de ↗	62 match 2 shared topics	Start - gailus.ORG	Germany de	human-resources WordPress	robotsllmsaihumans	email phone	none
regrounded.de ↗	62 match 2 shared topics	Start - gailus.ORG	Germany de	human-resources WordPress	robotsllmsaihumans	email phone	none
ecadiapro.de ↗	47 match 2 shared topics	Startseite der Software cimoio für Trainingsmanagement	Germany de	human-resources WordPress WooCommerce	robotsllmsaihumans	emailphone	none
topoi.com ↗	43 match 2 shared topics	topoi Consulting GmbH - Ihr Beratungs- und Trainingspartner	de	human-resources WordPress	robotsllmsaihumans	email phone	none
curanda.org ↗	41 match 2 shared topics	Systemische Beratung Neukölln \| Resilienz & Diversität \| Curanda	de	management-consulting-industry WordPress	robotsllmsaihumans	emailphone	none
q-pm.de ↗	39 match 1 shared topics	Querfurth Personalmanagement - Professionelle Beratung und Vermittlung - Startseite	Germany de	human-resources Joomla	robotsllmsaihumans	emailphone	none
potentialanalyse.de ↗	38 match 1 shared topics	Online Assessments, Eignungsdiagnostik, Management Development	Germany de	human-resources	robotsllmsaihumans	emailphone	none
eg-translog.de ↗	37 match 1 shared topics	E.G. Translog Management \| Monheim am Rhein	Germany de	human-resources WordPress WooCommerce	robotsllmsaihumans	emailphone	none
dyfa-kompetenz.de ↗	37 match 1 shared topics	DYFA Kompetenzentwicklung - professionelles und wertschöpfendes Personalmanagement und Personalentwicklung	Germany de	human-resources	robotsllmsaihumans	emailphone	none
elite-train.de ↗	37 match 1 shared topics	Elite-Train – Personal-, Management- und Organisationsentwicklung	Germany de	human-resources	robotsllmsaihumans	emailphone	none
q-ware.de ↗	36 match 1 shared topics	Q-Matrix™ Qualifikationsmanagement & und Human Resources	Germany de	human-resources	robotsllmsaihumans	emailphone	none
q-matrix.de ↗	36 match 1 shared topics	Q-Matrix™ Qualifikationsmanagement & und Human Resources	Germany de	human-resources	robots llmsaihumans	emailphone	none
ds-zeitarbeit.de ↗	36 match 1 shared topics	WS Montage- und Personalmanagement GmbH – Fachpersonal fürs Handwerk	Germany de	human-resources WordPress	robotsllmsaihumans	email phone	none
rainergerke.de ↗	36 match 1 shared topics	Rainer Gerke Personal Management	Germany de	human-resources	robotsllmsaihumans	emailphone	none
assessment-center-schweiz.ch ↗	35 match 1 shared topics	advisca Bern \| Headhunter \| Assessment \| Executive Search \| Nachfolgeplanung \| Business Development	Switzerland de	human-resources SilverStripe	robotsllmsaihumans	email phone	none
ecamso.de ↗	35 match 1 shared topics	ECAMSO Personalmanagement GmbH - Ihr Partner für Personallösungen	Germany de	human-resources	robotsllmsaihumans	emailphone	none
esgroup-bochum.de ↗	35 match 1 shared topics	Personalberatung Bochum – Ihr professioneller Headhunter!	Germany de	human-resources WordPress	robotsllmsaihumans	email phone	none

How the match score works

Each match is a 0–100 similarity score — the higher it is, the more two sites resemble one another. It’s computed automatically from our own crawl data (never from what a site says about itself) by combining several independent signals, so a high score means several of them point the same way:

shared topics how many of the same fine‑grained content topics (IAB sub‑categories) both sites cover — the main signal.
same category whether they sit in the same business / industry category.
content & title how closely their titles and page descriptions line up in wording and meaning.

No single signal decides the result — they’re blended together. Treat the score as a way to rank candidates rather than an absolute percentage; the chips on each result show which signals contributed.