UK

United Kingdom · Business transformation and change · Director/VP (16-20 years)

Director, Transformation Communications

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  • Experience bandDirector/VP (16-20 years)
  • Reports toChief Transformation Officer (CTO) or Chief People Officer (CPO)
  • UK framework levelUsually a director, accountable for a division and its numbers

Also advertised as VP, Change Communications · Head of Business Transformation Comms · Global Director, Employee & Change Communications

Built on 43,079 real UK job descriptions we analysed · grounded in what real qualifications cover

Two short quizzes about you

1From this job to a course

The qualifications matched to this job

Level 6 Award in Leading Organisational Change Institute of Sales Professionals · Level 6 · covers 1 of 8 standards
Level 6 Certificate in Professional Sales Institute of Sales Professionals · Level 6 · covers 1 of 8 standards
IAO Level 3 Diploma in Leadership and Management Innovate Awarding · Level 3 · covers 1 of 8 standards
Focus Awards Level 4 NVQ Diploma in Customer Service (RQF) Focus Awards Limited · Level 4 · covers 1 of 8 standards
Pearson Edexcel Level 4 NVQ Diploma in Business Administration Pearson Education Ltd · Level 4 · covers 1 of 8 standards
ProQual Level 4 NVQ Diploma in Customer Service ProQual Awarding Body · Level 4 · covers 1 of 8 standards

Matched from the standards this job is measured against: a suggestion, not an official ruling.

The units you would start with

Lead Organisational Change Level 6 Award in Leading Organisational Change
Change leadership IAO Level 3 Diploma in Leadership and Management
Initiate and implement operational change Focus Awards Level 4 NVQ Diploma in Customer Service (RQF)

The future skills this job leans on

AI Fluency working with AI as a thinking partner
Data Fluency turning numbers into a decision
AI Governance Fluency using AI responsibly
Automation Fluency building AI into how work runs
Trust Fluency keeping the digital world safe
Your Plan Illustration

Built for Director, Transformation Communications

3 units that map to this job, from the qualifications that cover it.

  1. Lead Organisational Change Institute of Sales Professionals · covers 1 of 8 standards Level 6
  2. Change leadership Innovate Awarding · covers 1 of 8 standards Level 3
  3. Initiate and implement operational change Focus Awards Limited · covers 1 of 8 standards Level 4
These are the real units behind this job, in the order they rank for it. Nothing here is marked done, because this plan has not been started by anyone yet. Yours would fill in as you go.

2AI and this work

Will AI change your work as a Director, Transformation Communications?

Nobody can say exactly how. Here is what this job is being asked for next, and where to start.

The new skills this role is being asked for

  • AI-Driven Personalisation & Hyper-Segmentation at Scale
  • Digital Ethics & Trust in AI-Generated Communications
Why each one is rising

The future skills this job leans on

We'll only ever tell you what we can actually back up. No hype, no scare tactics.

What happens when you start

Next, a free account. We build your Director, Transformation Communications plan as you set up, starting with the free Automation Fluency module. No card.

Your first Future Fluency module is free. After that, your AI tutor is £70 a month.

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Keep this read. One email with what AI is changing in this job, the new skills it asks for and where to start free. Nothing else follows unless you confirm your address.

3What this role really is

This job shapes how large scale change is explained across a business, from the factory floor to the boardroom. It means making sure people understand what is changing, why it matters, and what it means for them.

4What you'd actually use

The tools this job runs on, and how well you'd need to know each one.

Poppulo / Staffbase (Internal Comms Platform) Strategic

Leads vendor selection/renewal, defines enterprise-wide analytics standards, integrates platform with HRIS (e.g., Workday) for dynamic audience targeting, and ensures the platform supports our global comms strategy.

MS SharePoint / Confluence (Intranet & Knowledge Mgmt) Strategic

Governs the enterprise intranet strategy, defines the role of intranet vs. other channels (Teams, email), ensures alignment with digital workplace goals, and sets standards for content governance and user experience.

Qualtrics / SurveyMonkey (Feedback & Sentiment) Strategic

Designs the holistic employee listening strategy, integrates pulse survey data with business outcomes, presents sentiment trends and insights to executive leadership, and uses feedback to proactively adjust transformation comms.

Power BI / Tableau (Data Visualization) Strategic

Defines the key metrics for the entire Change Comms function, architects the data model for measuring transformation success and impact, and presents compelling data stories to the Board and C-suite, linking comms to tangible business results.

Asana / Jira (Project Management) Strategic

Manages a portfolio of enterprise-level transformation projects, allocates comms resources based on strategic priority, ensures consistent project management methodology across the global team, and provides executive-level reporting on comms workstream progress.

Adobe Creative Cloud (Content Creation) Strategic

Develops the overarching visual identity and brand guidelines for major transformation programmes, manages relationships with creative agencies, and sets enterprise-wide standards for content quality, visual consistency, and brand compliance.

5What you get to decide, and how that grows

Power in a job isn't your title. It's what you're allowed to decide. Here's how it grows as you move up.

The choiceComing in Where you are nowThe step above
Enterprise Change Comms Strategy N/A N/A Contributes to strategy, advises on specific workstreams.
Budget Allocation (Comms Programmes) No authority; follows budget. Suggests resource needs for tasks. Manages budget for specific workstreams (up to £50K), recommends vendor choices.
Team Hiring & Structure No involvement. Interviews junior candidates. Interviews senior candidates, provides input on team needs.
Crisis Communication Response Escalates immediately. Drafts holding statements under supervision. Leads response for specific incidents, drafts executive comms.

6How you'll be judged

The scoreboard, and what is not on it. The hard targets, how often each is actually looked at, and the quiet signals that never reach a dashboard.

Enterprise Change Adoption Rates
The percentage of employees successfully adopting new critical systems, processes, or behaviours following a major transformation programme.
Target · 90%+ adoption rate for critical systems within 3 months post-launch; 15% faster time-to-proficiency compared to previous benchmarks.

After the global ERP rollout, 92% of employees in affected business units were actively using the new system within 10 weeks, reducing reliance on legacy tools by 85%.

Employee Sentiment & Readiness for Change
Tracking employee understanding, buy-in, and emotional readiness for major strategic shifts through pulse surveys and qualitative feedback.
Target · Achieve a 15% improvement in 'understanding of change' and 'trust in leadership communication' scores in targeted business units during a transformation programme.

During the recent M&A integration, sentiment scores related to 'clarity of future vision' rose from 45% to 68% in the acquired company within six months, directly correlating with tailored comms.

Reduction in Transformation-Related Rework & Delays
The quantifiable financial savings achieved by proactive, clear communications that prevent misunderstandings, reduce support tickets, and minimise project delays caused by misinformation or resistance.
Target · Demonstrate £1M+ in annual savings by reducing project rework, mitigating risks, and accelerating programme timelines through effective comms.

Our targeted comms strategy for the HR system migration reduced helpdesk tickets related to 'how-to' questions by 30% in the first month, saving an estimated £150,000 in support costs and preventing critical delays.

Leadership Alignment & Message Consistency
The degree to which senior leaders across the organisation are delivering consistent, unified messages regarding strategic transformations, as evidenced by internal audits and stakeholder feedback.
Target · 95%+ consistency score across C-suite and direct reports' messaging in key transformation updates, as assessed by internal content audits and employee perception surveys.

Following the Q2 strategic refresh, an audit of executive town halls and internal memos showed only minor deviations in messaging, with 98% of core themes consistently communicated, leading to fewer follow-up questions from employees.

C-suite Trust & Influence
Your ability to be a trusted advisor to the C-suite and Board on critical communication strategies for sensitive, high-stakes changes, influencing their decisions.
  • You're proactively invited to strategic planning meetings, your input is sought on executive talking points for investor calls, and your recommendations on managing internal backlash are consistently adopted. They'll ask 'What does [Your Name] think?' before making a big comms decision.
Organisational Reputation & Brand Advocacy
The positive impact of your communications on our company's reputation, both internally (employee advocacy, Glassdoor scores) and externally (media sentiment, industry recognition for change management).
  • You'll see an increase in positive employee comments on internal channels about the clarity of change, improved Glassdoor ratings related to 'leadership communication', and positive mentions in industry publications about our approach to transformation. Essentially, people will talk about us as a company that handles change well.
Team Capability & Morale
The effectiveness of your leadership in building, developing, and retaining a high-performing global change communications team, fostering a culture of excellence and resilience.
  • Your team will have high engagement scores, low regrettable attrition, and a strong pipeline of internal promotions. You'll see your team members recognised for their contributions across the business, and they'll be actively mentoring others. People will want to work on your team because they know they'll learn and grow.
Strategic Foresight & Risk Mitigation
Your knack for anticipating potential communication challenges or resistance points in large-scale transformations and proactively building strategies to address them before they become crises.
  • You'll present scenarios and mitigation plans to the C-suite well in advance of a major announcement. You'll regularly identify 'red flags' in employee feedback or market sentiment that others miss, allowing us to pivot our messaging or approach, ultimately preventing major PR headaches or internal unrest.

7Would you like it

Both sides. What people enjoy, and what grinds them down.

What people enjoy
Driving Large-Scale Organisational Change

You're energised by the challenge of transforming a global business, seeing your communication strategies directly influence how thousands of employees adapt to and embrace new ways of working. You genuinely enjoy being at the heart of major strategic shifts.

Leading the comms for a global merger, seeing two distinct cultures begin to coalesce, knowing your messaging helped bridge the gap.

Shaping Culture and Employee Experience

You get a real kick out of crafting narratives that define our company's identity and values, especially during periods of uncertainty. You're driven by the idea that effective communication can foster a more engaged, transparent, and positive workplace.

Designing a multi-year comms programme that shifts our internal culture towards innovation, seeing tangible results in employee feedback and new initiatives.

Leading and Developing High-Performing Teams

You thrive on building, mentoring, and empowering a diverse team of communication professionals. You enjoy setting a clear vision, delegating strategically, and watching your team members grow into their potential, delivering exceptional work.

Mentoring a Senior Strategist who goes on to lead a critical comms workstream, knowing you helped them get there.

What frustrates people
  • Being brought in too late to influence strategy, essentially being asked to 'put lipstick on a pig' after decisions are already made.
  • Executive misalignment, where different leaders deliver conflicting messages, undermining all your careful planning.
  • The 'black hole' of feedback – launching a major comms campaign and getting complete silence, making it hard to iterate or improve.
  • Your carefully crafted, clear messages getting diluted and wordsmithed into meaningless corporate jargon by a committee.
  • Constantly having to 'prove' the value of communications with 'soft' metrics when the business prioritises hard financial ROI.
  • Being the emotional sponge for thousands of employees' fears and frustrations during difficult transformations.
What this role does not give you
  • A predictable, routine 9-to-5 schedule – expect urgent requests and late nights during critical programme phases.
  • Complete autonomy without executive scrutiny – you'll always be accountable to the C-suite and Board.
  • A role focused solely on external PR or marketing – this is deeply internal and strategic.
  • A chance to avoid difficult conversations or challenging senior leaders – it's a core part of the job.

8Who you work with

This role is absolutely critical to the success of enterprise-wide transformations. You'll directly influence employee engagement, adoption rates for new systems and processes, and ultimately, the financial and cultural outcomes of our most significant strategic initiatives. Your work impacts our market position, brand reputation, and our ability to attract and retain top talent during periods of intense change. Frankly, if you don't get the comms right, the transformation itself is at risk.

Inside the business
  • C-Suite (CEO, CFO, COO, CHRO)
  • Board of Directors
  • Business Unit Presidents/MDs
  • Legal and Compliance Teams
  • Heads of HR and IT
Outside the business
  • Investors and Shareholders
  • Regulatory Bodies
  • Key Industry Partners
  • Media (when dealing with public-facing changes)
  • External Consultants and Agencies

9What you need before you start

Not a wish list. The things you would be expected to already have.

  • 16-20 years of progressive experience in corporate communications, internal communications, or change management, with a significant focus on large-scale business transformations.
  • At least 8-10 years in a leadership role, managing teams of 10+ people (including other managers) and overseeing complex communication programmes.
  • Demonstrable experience advising C-suite executives and/or Board members on sensitive communication strategies.
  • Proven track record of successfully designing and implementing global communication strategies for multi-year transformation programmes (e.g., ERP implementations, M&A integrations, major restructures).
  • Strong financial acumen and experience managing significant budgets (£2M+).
  • A portfolio or examples of high-impact communication strategies you've personally led for major organisational changes.

10What to practise next

Where the job is going, and what to do about it starting this week.

Advanced Data Storytelling & Predictive Analytics for the Board

Critical within 12 months – the Board and C-suite increasingly demand data-driven insights, not just anecdotal evidence. You'll move beyond basic dashboards to tell compelling stories with data, using predictive models to forecast communication challenges and demonstrate the ROI of comms at an enterprise level.

Causal Inference in Comms · Predictive Modelling for Change Readiness · Executive Data Visualisation · Scenario Planning with Data

  • This month: Take an advanced course on data storytelling or executive data visualisation.
  • Next quarter: Work with our Data Science team to identify a pilot project for predictive comms analytics.
  • Month 4-6: Develop a new quarterly report for the C-suite that focuses on predictive insights and strategic recommendations, not just historical data.
  • Month 7-9: Present your first predictive model to the Board, demonstrating potential future impacts of comms strategies.

Quick win: Start adding a 'So What?' section to all your data presentations, clearly articulating the strategic implications and recommended actions.

Immersive & Experiential Communications Design

Important within 18 months – as remote and hybrid work become standard, traditional comms can feel flat. Exploring VR/AR, interactive simulations, and gamification for communicating complex changes (e.g., new factory layouts, virtual office tours, complex system training) will be key to engaging a dispersed workforce.

Virtual Reality (VR) for Training & Onboarding · Augmented Reality (AR) for Information Overlay · Gamification of Change Adoption · Interactive Storytelling Platforms

  • This month: Research leading examples of immersive comms in large enterprises; identify potential vendors.
  • Next quarter: Identify one specific transformation challenge (e.g., explaining a new factory floor layout) where immersive comms could add value.
  • Month 4-6: Secure a small budget to pilot an AR/VR experience for a specific change communication need.
  • Month 7-9: Evaluate the pilot's effectiveness and develop a strategy for broader implementation, if successful.

Quick win: Watch some YouTube videos on VR/AR in corporate training. It'll open your mind to what's possible beyond email and intranet.

11Staying current once you are in

What people here do to keep up
  • Regularly attending industry conferences and workshops on global change management, internal communications, and digital employee experience.
  • Active participation in professional networks and peer groups for senior communication leaders to share best practices and challenges.
  • Pursuing executive education courses on topics like organisational leadership, strategic foresight, or behavioural economics.
  • Mentoring junior talent within the organisation and externally, fostering the next generation of communication leaders.

12The rising capability

The rising capability

Zavmo analysis

What's rising in its place

This is where the work is heading, and the higher pay with it. Get fluent here and the shift stops being a threat and starts being your edge.

AI-Driven Personalisation & Hyper-Segmentation at Scale

Critical within 12 months – simply put, generic 'all-employee' emails are becoming less effective. AI allows us to deliver truly personalised messages to thousands, even millions, of employees based on their role, location, preferences, and even emotional state during change. Competitors are already experimenting with this, and it's how we'll cut through the noise.

  • Dynamic Content Generation
  • Predictive Engagement Analytics
  • Ethical AI in Comms
  • Integration with HRIS & CRM for Employees

Digital Ethics & Trust in AI-Generated Communications

Critical within 6 months – as we use more AI, questions of trust, transparency, and potential bias become paramount. Employees need to know when they're interacting with AI-generated content, and we need clear guidelines to prevent misinformation or 'hallucinations'. This is about maintaining credibility in a rapidly changing landscape.

  • AI Transparency & Disclosure
  • Bias Detection & Mitigation
  • Data Security & Privacy (AI Context)
  • Human Oversight & Validation

13What you’ll use

What you’ll use

Skills this role draws on

Technical

  • Change Management Methodologies (Strategic Application)
  • Stakeholder Analysis & Mapping (Board & Investor Level)
  • Message Architecture & Hierarchy (Enterprise Narrative)
  • Audience Segmentation & Persona Development (Global Scale)
  • Communications Effectiveness Measurement (Business Impact)

14The pathway

The pathway

How you actually get there, here

How you become one varies far more by country than what one does. This is the UK route. Most people take one of these ways in; the right one depends on where you're starting from.

  1. 1

    Global Change Communications Manager (L5)

    3-5 years

    Skills to master

    • Mastering portfolio management, leading multi-manager teams, owning a significant P&L (£500K-£2M), and consistently delivering strategic impact for a large business unit. You'd need to show you can step up from managing a function to leading an enterprise-wide capability.

    You're ready to move on when

    • Consistently exceeds targets for business unit-level change adoption and sentiment scores.
    • Successfully built and developed a high-performing team of 10-25 people.
    • Proactively advises SVP-level stakeholders on comms strategy, not just execution.
    • Demonstrates strong financial acumen and budget management for large programmes.
  2. 2

    Director, Corporate Communications (Large Enterprise)

    4-6 years

    Skills to master

    • Transitioning from a focus on external brand and reputation to deeply internal, strategic change narratives. This means developing a nuanced understanding of employee psychology during change, internal stakeholder mapping at scale, and integrating internal comms with HR and IT strategies. You'd need to shift from 'telling our story' to 'shaping our people's experience'.

    You're ready to move on when

    • Proven ability to manage complex, sensitive external communications for major corporate events.
    • Strong track record of advising C-suite on messaging for high-stakes situations.
    • Demonstrated ability to pivot from external-facing to internal-facing strategic comms.
    • Experience leading large teams and managing significant budgets.
  3. 3

    Head of HR Communications / Employee Experience

    3-5 years

    Skills to master

    • Deepening expertise in employee engagement, culture transformation, and the full employee lifecycle. You'd need to integrate change communications within a broader employee experience framework, working closely with HR leadership to drive cultural shifts and talent retention strategies during transformation. This means understanding the 'people' side of change at a profound level.

    You're ready to move on when

    • Successfully led comms for major HR initiatives (e.g., new benefits, talent programmes).
    • Demonstrated impact on employee engagement and retention through communication.
    • Strong partnership with HR leadership on strategic people initiatives.
    • Experience managing sensitive employee data and privacy considerations in comms.

15Where this role leads

The long view: This work can lead to leading an entire people function, to a chief transformation or CEO role, or to a board position advising on change and communication.

The ten Future Fluencies

Zavmo analysis

The credential is what you can do today. These are what keep you valuable.

A qualification proves you can do the job as it's defined today. These ten are what decide whether you're still the obvious person for it in five years. They're the capabilities employers are now writing into senior roles faster than people are learning them. Zavmo weaves them through whatever you study, so you come out with both: the credential and the fluency.

The highlighted ones are the Fluencies your role leans on hardest, from how Director, Transformation Communications is actually changing.

Where it leads

Roles this leads to

How you would learn this

One to one, on the work you already do

A tutor sets the task against your own job and marks the reasoning, at your pace. There is no cohort to fall behind.

A lesson from Lead Organisational Change, worked against Director, Transformation Communications.

Lead Organisational Change Level 6

Applied to your work in Director, Transformation Communications

This unit aims to provide learners with a comprehensive understanding of organisational change, including various models and influencing factors. Learners will be able to effectively communicate a change vision to stakeholders and lead the change process, managing resistance to ensure successful implementation.

How the thinking builds
  1. 1 Remember
  2. 2 Understand
  3. 3 Apply
  4. 4 Analyse
  5. 5 Evaluate
  6. 6 Create
An illustration of a Zavmo lesson, built from this role’s own route. The unit, its objective and every criterion above are the awarding body’s own words, not an example.

It is £70 a month, billed monthly. Your free first module is Future Fluency, and you can cancel any time.

See Your Progress Grow Illustration
Director, Transformation Communications
  • Change Management Methodologies (Strategic Application)
  • Stakeholder Analysis & Mapping (Board & Investor Level)
  • Message Architecture & Hierarchy (Enterprise Narrative)
  • Audience Segmentation & Persona Development (Global Scale)
  • Communications Effectiveness Measurement (Business Impact)
This is your Mind Palace on learn.zavmo.ai. Every skill above comes from this role's own record, not an example borrowed from another job. A node lights up when you evidence it, and what you build stays yours between jobs. That is the part a course cannot do.

16The detail, folded away

Everything else the record holds

The career branches in full, how AI is already showing up in the day-to-day, and the questions people ask about this job. Here when you want them, out of the way while you decide.

Where it leads next, rung by rung

Where it leads

The career path, and where it branches

Director, Transformation Communications is a start, not a ceiling. Each step below asks for new skills and hands back more autonomy.

  1. VP, Employee Experience & Transformation

    3-5 years

    L7 (C-Suite)

    • HR Technology & Digital Employee Platforms
    • Organisational Development & Design
    • Talent Management & Succession Planning (enterprise-wide)
    • Diversity, Equity, and Inclusion (DEI) Strategy
    • Workforce Planning & Analytics

  2. Chief Transformation Officer (CTO)

    5-8 years

    L7 (C-Suite)

    • Enterprise Programme Management Office (PMO) Leadership
    • Process Optimisation & Automation
    • Financial Modelling & Business Case Development
    • Technology Strategy & Architecture
    • Supply Chain & Operations Transformation
Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, at the Director level, your time is precious. You're not meant to be bogged down in manual tasks. Imagine if you could offload the heavy lifting of information synthesis, initial drafting, and even some strategic analysis to AI. Well, you can. We're investing heavily in AI tools to free up our leaders to focus on what truly matters: strategy, influence, and people.

Our AI Productivity Hub isn't just for junior roles; it's specifically designed to amplify the impact of our senior leaders. For a Director of Transformation Communications, this means using AI to rapidly process vast amounts of data, draft complex narratives, anticipate stakeholder reactions, and even refine executive talking points. It's about giving you a strategic advantage, allowing you to move faster and with greater precision than ever before.

Strategic Narrative Drafting & Refinement

Use advanced generative AI (like Claude or GPT-4) to quickly generate initial drafts of board papers, investor updates, or complex multi-phase transformation narratives. Feed it your core strategy, key messages, and target audience, and it'll give you a solid foundation, saving you hours of staring at a blank page. It can also refine tone, simplify jargon, and ensure consistency across multiple documents.

Enterprise Sentiment Synthesis & Risk Identification

Feed thousands of employee comments from pulse surveys, Teams channels, or internal forums into an AI tool. It'll rapidly categorise themes, identify sentiment trends, and flag emerging areas of resistance or confusion across the entire organisation. This gives you a real-time pulse on the workforce, allowing you to proactively address issues before they escalate to the C-suite.

Executive Comms Coaching & Scenario Planning

Use AI to simulate difficult conversations or Q&A sessions for executive presentations. Input potential stakeholder questions (e.g., from the Board or investor calls) and get AI-generated responses, helping you refine talking points, anticipate challenges, and ensure your leaders are fully prepared for high-stakes engagements. It's like having a virtual sparring partner.

Global Comms Governance & Compliance

Leverage AI to automatically check all global communications for brand consistency, tone of voice, and regulatory compliance across different regions and languages. This ensures that even with a large, distributed team, your messaging remains unified and avoids costly errors or legal missteps, freeing your team from tedious manual checks.

Common questions

Common questions

How do you become a Director, Transformation Communications?

Common routes in include Global Change Communications Manager (3-5 years), Director, Corporate Communications (Large Enterprise) (4-6 years) and Head of HR Communications / Employee Experience (3-5 years). Times vary with prior experience.

Where can a Director, Transformation Communications progress to?

This role can lead on to VP, Employee Experience & Transformation (3-5 years) and Chief Transformation Officer (CTO) (5-8 years), depending on the skills you build.

What new skills matter most for a Director, Transformation Communications?

Increasingly, AI-Driven Personalisation & Hyper-Segmentation at Scale and Digital Ethics & Trust in AI-Generated Communications. These are the skills our record of this role lists as growing.

Free tools

Want a read on where you stand?

Three free tools, no account needed. Each one ends with a role, a level and a way in.

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17Where to go from here

Other roles at Level 7

Same depth of qualification, different job. Useful if the work appeals but this particular role does not.

 More jobs in business transformation and change

Stay in the field you know and move sideways rather than up.
If you leave this industry

The skills built here, strategic influence, large scale change leadership, executive advisory work, and an understanding of human behaviour during transformation, carry across sectors. They can lead to senior roles in management consulting, in other large organisations going through change, or in the public sector and NGOs working on societal transformation. Making complex ideas land with different audiences is valued in most fields.

This role profile is © 2026 Growth Engineering Technologies Ltd. Built from UK occupational standards and regulated qualification data, and written for Zavmo.

You're not behind. You're right on time. The shift is only just beginning. Your role won't look the same in two years. Be the one who leads the change, not the one it happens to. Start my free Automation Fluency module What happens next: a free account, then we build your plan as you set up. No card. Build your plan, see your roadmap and meet the twelve tutors matched to you. All free. When you're ready to start learning, it's £70 a month, billed monthly. Cancel any time and billing stops.