75% Higher Audit Scores and 98% Faster Training Builds

Blue Buffalo, a leading premium pet food manufacturer, is known for uncompromising quality and a fast-paced production environment. With rapid scaling underway, they needed a way to train workers faster, maintain high standards, and retain expertise without slowing down operations.

Before Dozuki, training was fragmented. SOPs were stored across binders, shared drives, and disconnected LMS tools. Creating or updating guides took hours. Operators couldn’t easily access instructions at the point of use. And compliance risks grew as training variation increased.

Documentation was slow. Updates lagged. Teams relied on memory, not systems.

Quality suffered, and onboarding bottlenecks frustrated everyone from the floor to leadership.

At Blue Buffalo, training was central to maintaining quality, ensuring compliance, and supporting operational growth.

But the systems in place were slow, fragmented, and dependent on tribal knowledge. SOPs were buried in binders, shared drives, and disconnected tools. New operators lacked access to clear instructions, and subject matter expertise was often trapped inside individual departments.

The team needed a complete shift in how knowledge was captured, delivered, and improved. Their goal was to build a modern training system that could keep pace with the floor, provide real-time access to accurate guidance, and evolve as their operations grew.

They wanted to make learning easier, faster, and more reliable for every operator, while giving supervisors visibility and confidence that processes were being followed correctly.

With Dozuki, Blue Buffalo transformed training into a system of clarity, ownership, and speed. Using CreatorPro, subject matter experts began documenting processes directly on the floor.

Instead of writing lengthy Word documents, they used videos and photos to capture how the work was actually done. Those recordings were then converted into visual, step-by-step guides that operators could access on demand.

Each guide was tied to a task and station, accessible through iPads or QR codes at the point of use.

Operators no longer had to rely on memory or interrupt supervisors with questions. They could scan, learn, and work with confidence, knowing the information was always up to date.

Dozuki also created a structure where training wasn't a top-down directive. It became a shared responsibility. Supervisors validated skills using digital checklists. Trainers tracked progress without chasing spreadsheets. And frontline operators became contributors to the very processes they followed.

By putting control in the hands of the people closest to the work, Blue Buffalo didn't just streamline training. They built a knowledge system that reflects the real world and improves every time someone uses it.