Airstream is the iconic manufacturer of hand-built travel trailers and motorhomes, known for craftsmanship, legacy, and rapid growth.

Airstream’s workforce is the backbone of its brand. As demand surged and operations expanded into a new 750,000 sq ft facility, Airstream needed to scale training, preserve quality, and empower a new generation of skilled workers. All while maintaining the excellence they’re known for.

Airstream faced a 30% turnover rate among new hires, driven by outdated training systems and inconsistent onboarding. Microsoft Word-based work instructions and manual training methods couldn’t keep pace with the volume of new hires, sometimes dozens per week.

Supervisors were stretched thin. Training was inconsistent. And workers were often thrown into production with little support, leading to frustration, mistakes, and resignations.

New associates lacked clarity, documentation was siloed, and tribal knowledge ruled the floor. With the opening of a massive new facility, the stakes got even higher.

Airstream set out to implement a structured, scalable training program that could evolve with their workforce. Their goal was to deliver consistent, hands-on learning experiences that prepared workers for real-world tasks, from day one.

By replacing tribal knowledge and paper processes with the Dozuki standardized digital platform, they aimed to reduce costly turnover and empower new hires to succeed.

Beyond just training, Airstream wanted a way to certify skills, reward high performers, and capture institutional knowledge in a repeatable format. They also needed real-time visibility into who was trained on what, and how well, in order to improve performance across the board — Dozuki provides it all.

Dozuki provided Airstream with a digital-first platform that transformed how training was created, delivered, and managed. Learning Pathways enabled Airstream to build job-specific guides that walked new hires through tasks with images, videos, and step-by-step instructions. Training progression was automated, certifications were tracked, and performance was verified before workers ever touched a live trailer.

Airstream leveraged Operational Workflows to build in real-time data capture, sign-offs, and dashboards for leadership visibility, replacing checklists and clipboards with a more accountable, transparent system.

On the Knowledge Management side, tribal knowledge was captured directly from associates and published into standardized Dozuki guides, easily editable and accessible on tablets throughout the facility.

Training became hands-on, consistent, and measurable. From onboarding to performance evaluations, Dozuki became Airstream’s single source of truth for skill development.