UK

United Kingdom · Business Transformation Change · Mid-Level (2-5 years)

Digital Change Manager

Here is the whole job, in plain words. What it is, a real day, what you decide, how you're judged, how people get here and where they go next. Then the part no course gives you: twelve AI tutors who learn your work.

  • Experience bandMid-Level (2-5 years)
  • Direct reportsNo direct reports
  • Reports toSenior Digital Change Manager
  • UK framework levelUsually a coordinator, or early in a professional job

Also advertised as Change & Adoption Specialist · Business Transformation Lead · Organisational Change Consultant

Built on an analysis of 43,079 real UK job descriptions · grounded in qualifications employers recognise

Start with a free Future Fluency check, tuned to Digital Change Manager

Ten quick questions, one per Future Fluency, asked against this role rather than a generic one. About five minutes, and no card.

Start the check, free

1What this role really is

You'll be the person making sure new digital tools and processes actually stick. This isn't about building the tech; it's about helping our people understand it, want to use it, and then actually use it. Think of yourself as a translator and a guide, helping colleagues navigate the sometimes-bumpy road of change. You'll be right there, in the thick of it, making sure our investments in new systems truly deliver value by getting people on board.

2What you'd actually use

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

Digital Adoption Platforms (DAP) - WalkMe, Pendo, WhatfixBasic

You'll be deploying pre-built guides and pop-ups for new features, and pulling basic reports to see if people are actually completing the steps.

Collaboration & Knowledge Management - Confluence, Notion, MS Teams, SlackIntermediate

You'll create and organise project spaces for your change initiatives, manage communications in team channels, and build basic FAQ pages for new systems.

Survey & Feedback Analytics - Qualtrics, SurveyMonkey, Culture AmpIntermediate

You'll build and send out change readiness surveys using existing templates, and then export the raw data to figure out what people are saying.

BI & Data Visualisation - Power BI, TableauBasic

You'll view and interpret pre-built dashboards on user adoption, applying basic filters to answer simple questions like 'How many people in Sales are using the new feature?'

Project & Work Management - Jira, Asana, Monday.comIntermediate

You'll update tickets, manage your own tasks, and understand how your work fits into the wider team Kanban boards, following established workflows.

Training Content Creation - Articulate 360, Camtasia, LoomIntermediate

You'll create simple screen-recording videos and basic interactive e-learning modules from a storyboard, making sure they're clear and engaging.

3What 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 inWhere you are nowThe step above
Communication Content & ChannelsDrafts content, suggests channels, requires full review.Independently creates and deploys content for specific workstreams, with manager review for sensitive topics. Chooses appropriate channels based on audience.Approves all project-level communications. Defines communication strategy and messaging framework for entire programmes.
Training Design & DeliveryAssists with material prep, co-delivers sessions, follows script.Designs and delivers training modules for specific tools/processes, adapting content as needed. Proposes new training approaches.Defines overall learning strategy for major transformations. Coaches and mentors other trainers.
Change Impact AssessmentGathers data, documents findings using templates, requires review.Conducts impact assessments for small-to-medium projects, identifies key risks and mitigation strategies, presents findings to project team.Leads complex, cross-functional impact assessments. Integrates findings into overall programme strategy and risk register.
Vendor Selection (e.g., training tools)Researches options, provides summaries.Researches and recommends specific tools for tactical use within your workstream (e.g., a specific survey tool), with manager approval.Evaluates and selects strategic vendors for change management tools or external training partners, manages contracts up to £50K.

4How you'll be judged

The scoreboard, honestly: the hard targets, how often each one is actually looked at, and the quiet human signals that never make it onto a dashboard.

Digital Adoption Rate
Percentage of target users actively logging into and using a new digital platform or key feature.
Target · 85% within 90 days of launch for assigned projects

For the new CRM system, 88% of the Sales team logged in and completed at least 3 core tasks (e.g., created a new lead, updated a deal, logged a call) in the first 90 days.

Training Completion & Satisfaction
The proportion of targeted users completing essential training modules and their feedback on the training quality.
Target · 90% completion rate for mandatory training; average feedback score of 4.2/5.0

All 150 users in the Finance department completed the new ERP training, and the average satisfaction score was 4.3, with comments highlighting clarity and relevance.

Change-Related Help Desk Tickets
The volume of support requests specifically related to confusion, errors, or issues with new processes or systems post-launch.
Target · Reduce change-related tickets by 30% in the first 60 days post-hypercare compared to initial peak

After the initial spike following the HR system launch, help desk tickets related to 'holiday requests' dropped from 50 a week to 15, showing users found the new process intuitive.

Change Readiness Survey Scores
Scores from pulse surveys assessing employee sentiment, understanding, and willingness to embrace upcoming changes.
Target · Achieve a 20-point positive shift in 'desire to change' scores from pre- to post-intervention surveys

Pre-launch, only 40% of the Marketing team felt 'ready and willing' for the new project management tool. Post-training and comms, this rose to 65%.

Stakeholder Engagement & Collaboration
How effectively you work with project teams and business units to get their buy-in and input on change activities.
  • You're regularly invited to project stand-ups and planning sessions. Business leads proactively seek your input on rollout strategies. Project managers mention your ability to smooth over disagreements between teams.
Quality of Communication & Training Materials
The clarity, relevance, and effectiveness of the messages and learning content you produce.
  • Feedback from end-users consistently praises your comms for being easy to understand ('WIIFM' is clear). Training participants feel well-prepared for the change. Colleagues ask for copies of your templates for their own work.
Proactive Problem Solving
Your ability to spot potential resistance or adoption issues before they become major problems and propose practical solutions.
  • You flag a potential bottleneck in a training schedule weeks in advance and suggest a fix. You identify a 'frozen middle' manager early on and work with their leadership to get them on board. You don't just report problems
  • you come with ideas.
Informal Influence & Trust
Your ability to build rapport and trust with colleagues across different levels, making them more receptive to your guidance.
  • People come to you informally with their concerns about a change. You're seen as a trusted advisor, not just 'the change person.' You can get honest feedback from frontline staff that others might not hear.

5Would you like it

The honest version. What people enjoy, and what grinds them down.

What people enjoy
Making a Tangible Difference

You love seeing the 'lightbulb moment' when a colleague finally 'gets' a new system and realises it makes their job easier. You're driven by the actual impact your work has on people's daily lives.

A colleague stops you in the corridor to say how much easier the new expense system is after your training, and you feel a real sense of accomplishment.

Solving Complex People Puzzles

You enjoy figuring out why people are resisting a change and then designing a clever way to help them overcome that. It's like being a detective for human behaviour in the workplace.

You identify that a specific team's resistance to a new tool isn't about the tool itself, but a lack of trust in the project's leadership, and you propose a specific engagement strategy to rebuild that trust.

Building Connections & Influencing

You thrive on meeting new people across the business, understanding their perspectives, and building relationships that help you get things done without having direct authority.

You spend your lunch break chatting with people from different departments, organically gathering feedback and building your network of informal change champions.

What frustrates people
  • The 'Glorified Comms Person' Trap: Being brought in at the last minute to 'just do the comms and training' for a project that's already gone wrong, instead of being a strategic partner from the start.
  • The Disappearing Sponsor: Your executive sponsor, who was all in, gets moved or leaves, and the new boss couldn't care less about the project.
  • 'Lipstick on a Pig': Being asked to get people to use a new system that's fundamentally rubbish, buggy, or just a bad fit. You get the blame for low usage.
  • Passive-Aggressive Stakeholders: Leaders who nod along in meetings but then tell their teams, 'This is another corporate mandate we just have to deal with,' completely undermining your efforts.
  • Change Whiplash: The big strategic priority you've been working on for months gets suddenly canned for a 'more urgent' new thing, meaning all your hard work is wasted.
What this role does not give you
  • A predictable, routine day-to-day schedule.
  • Direct control over project budgets or timelines (that's usually the Project Manager's job).
  • A quiet, heads-down role; you'll be interacting with people constantly.
  • Immediate gratification on every task; change takes time and patience.

6Who you work with

This role directly influences the return on investment for our digital transformation projects. If people don't adopt new systems, we don't see the expected gains in productivity, cost savings, or customer experience. You'll be a key player in making sure our significant investments in technology actually pay off across the organisation.

Inside the business
  • Project Managers (IT & Business)
  • Product Owners
  • Operations Teams
  • HR Business Partners
  • Learning & Development
Outside the business
  • Software Vendors (e.g., WalkMe, Pendo support)
  • Training Partners (occasionally)

7What you need before you start

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

  • At least 2 years of experience working in a project-based environment, ideally with a focus on technology implementation or business change.
  • Proven ability to create clear and engaging written communications for a variety of audiences.
  • Experience delivering presentations or training sessions to groups of people.
  • A good grasp of how to use common office software (MS Office/Google Workspace) to create documents, presentations, and basic spreadsheets.
  • A track record of building good working relationships with colleagues across different departments.

8What to practise next

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

Advanced Digital Adoption Platform (DAP) Utilisation

As DAPs become more sophisticated, just deploying basic guides won't be enough. You'll need to design more complex, personalised user journeys to really drive deep adoption and prove ROI.

Multi-step User Journeys · Role-Based Personalisation · A/B Testing within DAPs · DAP Analytics Integration

  • This week: Explore the advanced features of your current DAP (WalkMe/Pendo/Whatfix). Look beyond basic guides.
  • This month: Try to design a simple multi-step journey for a new user onboarding process within the DAP.
  • Month 2: Work with a senior colleague to understand how DAP data is currently used in our BI dashboards.
  • Month 3: Propose an A/B test for a specific guide to see if a different message improves completion rates.

Quick win: Take an online tutorial on advanced features of a leading DAP. Most vendors offer free courses or webinars.

9Staying current once you are in

What people here do to keep up
  • Attending industry webinars or conferences on digital adoption and organisational change.
  • Reading books and articles on behavioural psychology and influence.
  • Joining professional networks or online communities for change management practitioners.
  • Taking online courses on advanced features of our key digital tools (e.g., specific DAP training, advanced Power BI for dashboards).

10How the AI economy is changing work like this

Before we ask anything of you, here's what we can already say about AI and work of this kind:

The new skill this role is being asked for: AI-Assisted Content Creation & Personalisation

Honestly, competitors are already using AI to draft comms and training in minutes. If you can't, you'll be left behind. It's about making your content more relevant and faster to produce, which means better engagement and less manual grind for you.

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

Your PlanIllustration

Built for Digital Change Manager

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

  1. Service deliveryBIIAB · covers 1 of 10 standardsLevel 3
  2. Manage the Performance of Teams and IndividualsPearson Education Ltd · covers 1 of 10 standardsLevel 4
  3. Digital Business PracticesOTHM Qualifications · covers 2 of 10 standardsLevel 5
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.

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-Assisted Content Creation & Personalisation

Honestly, competitors are already using AI to draft comms and training in minutes. If you can't, you'll be left behind. It's about making your content more relevant and faster to produce, which means better engagement and less manual grind for you.

  • Prompt Engineering
  • Persona-Based Content Generation
  • AI for Summarisation
  • Output Validation

What you’ll use

Skills this role draws on

Technical

  • Change Management Frameworks
  • Stakeholder Analysis & Mapping
  • Change Impact Assessment (CIA)
  • Strategic Communications Planning
  • Adoption Metrics & Benefits Realisation
  • Business Process Mapping (BPMN)

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

    Project Coordinator / Project Support Officer

    2-3 years

    Skills to master

    • Project planning basics, stakeholder communication, administrative support, understanding project lifecycle, managing small tasks independently.

    You're ready to move on when

    • You're already drafting comms for projects and getting good feedback.
    • You're actively identifying process improvements and suggesting them.
    • You've taken the lead on small components of larger projects.
    • You're known for being organised and reliable.
  2. 2

    Communications Specialist (Internal)

    2-4 years

    Skills to master

    • Crafting engaging messages, understanding audience segmentation, multi-channel communication, content creation (written, visual), internal branding.

    You're ready to move on when

    • You've been involved in comms for significant internal changes or initiatives.
    • You can tailor messages for different levels of the organisation.
    • You're comfortable advising project teams on communication best practices.
    • You're proactive in seeking feedback on your comms effectiveness.
  3. 3

    Learning & Development Specialist / Trainer

    3-5 years

    Skills to master

    • Instructional design, training delivery, adult learning principles, content development (e-learning, workshops), needs analysis.

    You're ready to move on when

    • You've designed and delivered training for new software or processes.
    • You understand how to assess learning needs and measure training effectiveness.
    • You're great at simplifying complex topics for learners.
    • You're comfortable managing a classroom or virtual training environment.

11Where this role leads

The long view:Your journey here is really up to you. We'll give you the tools and opportunities, but your drive, curiosity, and willingness to tackle tough human problems will define how far you go. This is a brilliant place to build a career in a field that's only going to get more important.

Pay & demand

Pay and demand for this role will appear here, each figure traced to a named authoritative source (e.g. the ONS Annual Survey of Hours and Earnings, under the Open Government Licence). We don’t show numbers we can’t attribute.

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 Digital Change Manager is actually changing. In about two minutes, the free confidence check asks where you stand on each of the ten. That's the whole check, and it's what makes the plan yours rather than generic.

Where it leads

Roles this leads to

12The team that's yours

No two people are taught the same way. This is one-to-one, not one-to-many.

Zavmo is a hyper-personalised AI learning platform. Twelve virtual tutors, each with a different way of teaching, and one orchestration agent that picks the right one for the moment. So every single lesson is shaped around you, your role, and the way you learn. Not a course everyone sits through. A conversation built for you, and no one else.

…and nine more, matched to you after your first chat. Meet all twelve

Start free and meet yours

13What it feels like

A conversation, not a course

Because your tutor knows your role, your projects and your last session, learning sounds like this. And it's different for every single person:

Service deliveryLevel 3

Applied to your work in Digital Change Manager

This unit aims to provide learners with an understanding of service delivery operational procedures, including incident, problem, and change management, and the identification of relevant stakeholders. Learners will develop the ability to plan and implement service operation activities, maintain service operation plans, and support future decisions through the analysis of historical information. This will enable them to contribute effectively to service delivery operations.

How the thinking builds
  1. Remember
  2. Understand
  3. Apply
  4. Analyse
  5. Evaluate
  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.

One to one, not one to many

No two people run this the same way

A course is written once and handed to everyone. This is assembled around you, and keeps changing as it learns you. Five things it reads, and what each one changes.

  1. Your actual work Every lesson is taught against a live piece of your own work, not a worked example from a textbook.
  2. What you already know The first conversation finds your starting point, so you skip what you can already do and spend the time on what you cannot.
  3. The conditions you learn under Not a learning-styles quiz. The evidence does not support those. The dimensions the research does back, read once and used to shape the plan.
  4. How far you got last time It picks up mid-thought. The tutor knows what you said, what you struggled with, and what it asked you to try.
  5. Which tutor suits the moment Twelve of them, each for a different kind of thinking. The one who walks you through a first idea is not the one who stress-tests it.

See how you learn, free. Eight questions, no sign-up. A directional taster; the diagnostic inside Zavmo goes deeper and keeps adapting.

DemonstrateIllustration

Evidenced on your work in Digital Change Manager

You do not finish by watching something. You finish by showing it on the work you already do, against the measures this job is judged on.

  • Digital Adoption RatePercentage of target users actively logging into and using a new digital platform or key feature.For the new CRM system, 88% of the Sales team logged in and completed at least 3 core tasks (e.g., created a new lead, updated a deal, logged a call) in the first 90 days.85% within 90 days of launch for assigned projects
  • Training Completion & SatisfactionThe proportion of targeted users completing essential training modules and their feedback on the training quality.All 150 users in the Finance department completed the new ERP training, and the average satisfaction score was 4.3, with comments highlighting clarity and relevance.90% completion rate for mandatory training; average feedback score of 4.2/5.0
  • Change-Related Help Desk TicketsThe volume of support requests specifically related to confusion, errors, or issues with new processes or systems post-launch.After the initial spike following the HR system launch, help desk tickets related to 'holiday requests' dropped from 50 a week to 15, showing users found the new process intuitive.Reduce change-related tickets by 30% in the first 60 days post-hypercare compared to initial peak
  • Change Readiness Survey ScoresScores from pulse surveys assessing employee sentiment, understanding, and willingness to embrace upcoming changes.Pre-launch, only 40% of the Marketing team felt 'ready and willing' for the new project management tool. Post-training and comms, this rose to 65%.Achieve a 20-point positive shift in 'desire to change' scores from pre- to post-intervention surveys
These are this job's own measures, with its own targets. Nothing is marked evidenced, because nobody has started this yet. Yours would fill in from the work you bring.

Your passport

This isn't a certificate you file away. It's a passport to the life you're designing.

Every credit you earn and every fluency you build adds up: evidence where it counts, carried with you. Zavmo keeps the map: where you are, where you're heading, and the next step, at your pace, around your life. From Digital Change Manager to Senior Digital Change Manager (L3), and whatever you decide comes after.

Level 3 · in progressAI Fluency→ Senior Digital Change Manager (L3)→ your design
Where this takes you

Your journey here is really up to you. We'll give you the tools and opportunities, but your drive, curiosity, and willingness to tackle tough human problems will define how far you go. This is a brilliant place to build a career in a field that's only going to get more important.

See Your Progress GrowIllustration
Digital Change Manager
  • Change Management Frameworks
  • Stakeholder Analysis & Mapping
  • Change Impact Assessment (CIA)
  • Strategic Communications Planning
  • Adoption Metrics & Benefits Realisation
  • Business Process Mapping (BPMN)
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.

14The 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

Digital Change Manager is a start, not a ceiling. Each step below asks for new skills and hands back more autonomy.

  1. Senior Digital Change Manager (L3)

    3-5 years

    You'll move from owning workstreams to leading entire, more complex change projects end-to-end. This means more strategic input and less day-to-day execution.

    • Change Portfolio Management: Understanding how different changes interact and prioritising efforts.
    • Benefits Realisation Ownership: Taking accountability for proving the actual business value of change.
    • Vendor Management: Managing relationships with external training or consultancy partners.
Working with AI on the job

Working with AI

Where AI is starting to help

Let's be honest, a lot of change management can be repetitive. Drafting comms, analysing feedback, even researching best practices – it all takes time. But what if you could cut down on the grunt work and focus on the really strategic, human stuff? That's where AI comes in.

We're not talking about replacing you; we're talking about giving you a superpower. Imagine having an assistant that can draft your emails, summarise feedback, and even help you design personalised training. Our AI Productivity Hub is packed with tools and guides to help you do just that, right here in your Digital Change Manager role.

Comms Plan First Draft Generator

Feed an AI model your project brief, stakeholder map, and impact assessment. It'll churn out tailored email drafts, FAQs, and talking points for different groups – from your 'skeptical managers' to your 'enthusiastic end-users'. It gets you 80% of the way there, letting you focus on the human touch.

Sentiment Analysis on Autopilot

Pipe all those open-ended survey responses and even public Teams/Slack channel data into an AI tool. It automatically flags emerging themes of resistance, spots confusion hotspots, and even identifies potential change champions based on their positive language. No more manually sifting through hundreds of comments.

Change Strategy Research Assistant

Need to quickly get up to speed on best practices for a specific change? Use AI to summarise case studies and common pitfalls. Prompt it: 'Summarise the top 5 pitfalls of a Workday HCM implementation for a 10,000-person manufacturing company and suggest mitigation strategies.' Get actionable insights in minutes, not hours.

Personalised Training Script Creator

Give the AI a process document and a user persona (e.g., 'a new starter in Finance'). It generates a script for a short training video (like a Loom or Camtasia recording) that speaks directly to that user's role, their specific tasks, and the questions they're likely to have. This makes your training much more relevant and engaging, saving you loads of time on customisation.

Common questions

Common questions

How do you become a Digital Change Manager?

Common routes in include Project Coordinator / Project Support Officer (2-3 years), Communications Specialist (Internal) (2-4 years) and Learning & Development Specialist / Trainer (3-5 years). Times vary with prior experience.

Where can a Digital Change Manager progress to?

This role can lead on to Senior Digital Change Manager (L3) (3-5 years), depending on the skills you build.

What level is a Digital Change Manager in the UK?

This role aligns to RQF Level 3 on the UK framework, a guide to the depth of qualification it maps to, not a hard entry bar.

What new skills matter most for a Digital Change Manager?

Increasingly, AI-Assisted Content Creation & Personalisation. These are the areas where the higher-paid, future-proof work is heading.

The honest bit

You’ve started things before

Most of them were built for a room full of people who aren’t you. A cohort moves on whether or not your week allowed it, and by the third week the thing you’re behind on becomes the reason you stop opening it.

There’s no cohort here, and no timetable to fall behind. Before anything starts, Zavmo asks when you’re sharpest and how long you can realistically sit down for, then builds the sessions around those answers. A bad fortnight changes your pace. It doesn’t put you behind.

And you only pay once you start learning. Searching and planning are free, and you can cancel any time — so the cost of finding out is an afternoon, not a year.

What it costs

Less than one coaching session. Every month.

A single career-coaching hour costs more than a month of this, and it ends when the hour does. Zavmo doesn't. It's £70 a month, about £2.30 a day, for a companion that knows a Digital Change Manager, works on the job you actually do, and keeps going at your pace rather than a timetable's.

  • Searching and planning stay free. You only pay when you start learning.
  • Your credits are yours. Regulated, and they don't vanish when a subscription ends.
  • Cancel any time and billing stops. No notice period, no minimum term.

Your path, personalised

You have the map. Walking it is the part we do together.

This route runs to 10 national skill standards. That is a real journey.

Zavmo shapes a learning experience as unique as you are. It fits how you learn, your pace and the work you already do. Every step stays benchmarked to recognised national standards. That’s the plan for becoming a Digital Change Manager: personal to you, and it still counts. The first steps are free.

Independent research finds well-designed intelligent tutoring performs nearly as well as one-to-one human tutoring: VanLehn (2011), Educational Psychologist.

A private tutor in the UK averages £35–40 an hour . Zavmo is £70/month.

A real plan on learn.zavmo.ai: Ofqual-regulated units, credits, and a three-month run at your own pace.
Start free No commitment. See your first steps free.

15Where to go from here

Other roles at Level 3

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

Other roles in Business Transformation Change

Stay in the field you know and move sideways rather than up.

If you leave this industry

The skills you'll build as a Digital Change Manager are incredibly transferable. Every industry is undergoing digital transformation, so you could easily move into FinTech, healthcare, manufacturing, or government. The core challenge of helping people adopt new ways of working is universal.

Not sure this is the right direction?

Work out what you actually want from work first, then come back and see which roles fit it. Takes about ten minutes.

This role profile is © 2026Growth 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. Build my plan, free Here's the first ten minutes: a 2-minute confidence check → your personalised roadmap → meet the tutors matched to you. No card, cancel any time. 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.