UK

United Kingdom · Learning and development · Principal/Manager (12-16 years)

Manager, Learning Technology

Here is the whole job, in plain words. What it is, 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.

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  • Experience bandPrincipal/Manager (12-16 years)
  • Direct reports3-8 reports
  • Reports toDirector, Learning Technology & Operations
  • UK framework levelUsually a manager, or the deepest specialist in a team

Also advertised as Head of Learning Systems · Learning Platform Lead · Learning Technology Manager

Built on 43,079 real UK job descriptions we analysed · grounded in qualifications employers recognise

Two short quizzes about you

1From this job to a course

The qualifications matched to this job

NCFE CACHE Level 5 Diploma in Advanced Playwork (Wales) NCFE · Level 5 · covers 1 of 8 standards
GQA PAA\VQ-SET Level 3 Certificate in Learning and Development GQA Qualifications Limited · Level 3 · covers 1 of 8 standards
City & Guilds Level 4 Diploma in Learning and Development City & Guilds Limited · Level 4 · covers 1 of 8 standards
TQUK Level 3 Diploma in Specialist Support for Teaching and Learning in Schools (RQF) Training Qualifications UK Ltd · Level 3 · covers 1 of 8 standards
City & Guilds Level 4 Certificate in Education and Training City & Guilds Limited · Level 4 · covers 1 of 8 standards
Focus Awards Level 3 Diploma in Playwork (RQF) Focus Awards Limited · Level 3 · 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

Provide learning opportunities for colleagues NCFE CACHE Level 5 Diploma in Advanced Playwork (Wales)
Identify individual learning and development needs GQA PAA\VQ-SET Level 3 Certificate in Learning and Development
Support learning and development within own area of responsibility TQUK Level 3 Diploma in Specialist Support for Teaching and Learning in Schools (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
Frontier Fluency the next wave, beyond mainstream AI
Systems Fluency seeing the whole picture
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Your Plan Illustration

Built for Manager, Learning Technology

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

  1. Provide learning opportunities for colleagues NCFE · covers 1 of 8 standards Level 5
  2. Identify individual learning and development needs GQA Qualifications Limited · covers 1 of 8 standards Level 3
  3. Support learning and development within own area of responsibility Training Qualifications UK Ltd · covers 1 of 8 standards Level 3
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 Manager, Learning Technology?

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 Strategy & Governance for Learning
  • XR/Metaverse Learning Architectures
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 Manager, Learning Technology plan as you set up, starting with a Future Fluency module on using AI in your job. No card.

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

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3What this role really is

This role means leading the team that manages digital learning platforms, keeping them working and useful for people who rely on them.

4What you'd actually use

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

Cornerstone OnDemand / Workday Learning (LMS) Strategic/Architect

Leading vendor selection, designing overall system architecture, approving major configuration changes, and governing the platform roadmap. You'll oversee your team's use of the platform.

Degreed / EdCast (LXP) Strategic/Architect

Defining the enterprise learning experience strategy (LMS vs. LXP), negotiating vendor contracts, and championing platform adoption with senior leadership. You'll guide the team on content integration and skills taxonomy.

Articulate 360 (Rise/Storyline), Adobe Captivate Strategic/Architect

Setting enterprise-wide standards for authoring tools and accessibility (WCAG). Evaluating new content creation technologies (e.g., VR/AR authoring) and guiding the team on best practices. You won't be building courses, but you'll define how they're built.

Tableau Server / Power BI Premium Strategic/Architect

Overseeing the learning data warehouse strategy. Working with data engineering to establish ETL pipelines. Presenting business impact dashboards to executives and ensuring the team has the right tools for analysis.

Workato / MuleSoft / HRIS (Workday HCM, SuccessFactors) Strategic/Architect

Designing and architecting enterprise-level integrations between the learning ecosystem and other core systems (HRIS, CRM). Owning the data flow governance and working with IT on complex integration projects.

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
Vendor Selection & Contract Negotiation Researches options, provides feature comparisons to manager. Evaluates vendors against requirements, participates in demos, provides recommendations to manager. Leads vendor evaluation, manages RFP process, negotiates terms up to £50K, recommends final choice to Director.
Budget Allocation (Learning Technology) Tracks expenses against project budgets, flags discrepancies. Manages small project budgets (e.g., £5K content purchase), reports spend. Manages workstream budgets up to £20K, identifies cost-saving opportunities.
Team Hiring & Performance Management No direct involvement. Participates in interviews, provides feedback on candidates, contributes to peer reviews. Interviews candidates, provides detailed feedback, mentors junior team members, contributes to performance reviews.

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.

Platform Adoption & Engagement
The percentage of active users on our core learning platforms (LMS/LXP) and how frequently they engage with content.
Target · Increase monthly active users (MAU) by 15% year-on-year; achieve a 60% completion rate for mandatory training.

If we hit 10,000 MAU this quarter, up from 8,500 last year, that's a good sign. We'll also look at how many people are actually finishing their assigned courses, not just starting them.

Learning Technology Cost Optimisation
Managing the budget for all learning systems, aiming for efficiency without compromising quality or strategic goals.
Target · Reduce overall learning technology spend per employee by 10% through smart vendor negotiation, consolidation, or process automation.

We've got a £1.5M budget for learning tech this year. If you can deliver the same or better service for £1.35M, or show how new tech adds disproportionate value, that's a win. This isn't just about cutting, it's about smart spending.

System Reliability & Performance
Ensuring our learning platforms are consistently available and responsive for all users globally.
Target · Maintain 99.9% platform availability across all core learning systems; reduce critical incident resolution time by 20%.

If Cornerstone goes down for more than 4 hours in a month, that's a problem. We also track how quickly your team can get things back up and running when something breaks, especially during peak times like compliance training.

Strategic Project Delivery
Successfully delivering key initiatives that enhance our learning ecosystem or support major business objectives.
Target · Deliver 90% of strategic learning technology projects (e.g., new LXP integration, major HRIS data migration) on time and within budget.

If we set out to integrate our LXP with our new CRM by Q3, and your team gets it done, that's a clear success. We're looking for big, impactful projects to land smoothly.

Team Development & Coaching
How effectively you build, mentor, and empower your team of learning technology specialists.
  • Your direct reports show clear growth in their skills and responsibilities. They feel supported and challenged. We'll see this in 1-on-1 feedback, performance reviews, and team engagement surveys. Are you helping them get unstuck, not just telling them what to do? Are you delegating effectively to help them grow?
Strategic Influence & Partnership
Your ability to influence senior stakeholders, IT, and business leaders to align on the learning technology roadmap and vision.
  • You're proactively invited to strategic planning meetings. IT consults you on broader HR tech decisions. Business leaders trust your recommendations for learning solutions. You're seen as a credible expert and a partner, not just a service provider. Can you articulate the 'why' behind your tech choices to a non-technical audience?
Vendor Relationship Management
The quality of our relationships with key learning technology vendors, ensuring we get the most value from our partnerships.
  • We're not just reactive with support tickets
  • you're engaging with vendors on product roadmaps, negotiating contracts effectively, and escalating issues strategically. We're seen as a valued client, and you're getting good service and future-proofing insights from them.
Data Governance & Security
Ensuring the integrity, security, and compliance of all learning data across our ecosystem.
  • No major data breaches or compliance issues related to learning data. Regular audits show clean data and appropriate access controls. You've established clear processes and policies that your team follows, and you're working closely with IT Security to stay ahead of risks. Frankly, this is about avoiding big, embarrassing problems.

7Would you like it

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

What people enjoy
Building and Empowering a Team

You'll spend time coaching your direct reports, helping them solve complex problems, and advocating for their development. You'll get satisfaction from seeing them take ownership and grow into more senior roles.

Helping a specialist troubleshoot a tricky SSO issue, not by doing it for them, but by guiding them through the thought process. Or celebrating when one of your leads successfully delivers a major project.

Shaping Strategic Technology Roadmaps

You'll be defining the multi-year vision for our learning ecosystem, evaluating new technologies, and making recommendations for significant investments. You'll love seeing your strategic plans turn into tangible improvements.

Leading the vendor selection process for a new LXP, then seeing it successfully rolled out and adopted by thousands of users. Or presenting your vision for AI in learning to senior leadership.

Solving Complex Organisational Puzzles

You'll thrive on figuring out how to integrate disparate systems, streamline messy data flows, or solve a tricky compliance reporting challenge. These aren't just technical problems; they're business problems with a tech solution.

Architecting a solution to automatically sync learning data with our new performance management system, ensuring seamless data flow and accurate reporting across HR systems.

What frustrates people
  • Fighting budget battles for essential system upgrades or new tools, even when the business case is clear.
  • Dealing with 'champagne tastes, beer budget' requests from stakeholders who want cutting-edge tech but aren't willing to invest appropriately.
  • Managing the fallout from 'urgent' Friday afternoon requests that derail your team's carefully planned sprints.
  • Navigating the politics of data governance, especially when different departments have conflicting ideas about who 'owns' what data.
  • The constant need to justify the value of learning technology beyond simple completion rates to senior leaders who just want to see 'results'.
What this role does not give you
  • A purely technical individual contributor path—you'll be leading a team, not just coding or configuring systems all day.
  • Complete autonomy over budget and resources without needing to justify decisions to senior leadership.
  • A quiet, predictable environment; expect regular disruptions, shifting priorities, and the occasional system crisis.
  • The ability to ignore the 'people' side of things; managing a team is a significant part of this role.

8Who you work with

This role directly shapes the digital learning experience for our entire global workforce. You're responsible for the reliability, scalability, and strategic direction of the platforms that deliver all formal and informal learning. Get it right, and we'll have a highly skilled, adaptable workforce. Get it wrong, and we'll struggle to develop our talent, impacting everything from sales performance to employee retention.

Inside the business
  • Director, Learning Technology & Operations
  • HRIS Team
  • IT Security & Infrastructure
  • L&D Business Partners
  • Business Unit Leaders (e.g., Sales, Product)
  • Data Engineering Team
Outside the business
  • LMS/LXP Vendors (e.g., Cornerstone OnDemand, Degreed)
  • Content Providers (e.g., LinkedIn Learning)
  • Consulting Partners
  • Industry Peers & Forums

9What you need before you start

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

  • Proven experience (12-16 years) managing complex learning technology ecosystems, ideally across multiple global platforms (LMS, LXP).
  • Demonstrable experience leading and developing a team of technical specialists (3+ direct reports).
  • Strong track record of defining and delivering strategic technology roadmaps and managing significant budgets (e.g., £500K+).
  • Expert-level understanding of system integration principles (APIs, SSO, HRIS feeds) and data architecture.
  • Experience managing critical vendor relationships and negotiating contracts.
  • A deep understanding of data governance, privacy, and security best practices.

10What to practise next

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

Advanced Data Warehousing & ETL for Learning

As we collect more diverse learning data (LMS, LXP, HRIS, performance data, AI interactions), the complexity of our data warehouse will grow. You'll need to oversee the design of more sophisticated ETL (Extract, Transform, Load) pipelines to ensure data quality and accessibility for advanced analytics.

Data Lake vs. Data Warehouse · Real-time Data Streaming · Data Governance Automation

  • This quarter: Work closely with our data engineering team to understand their current architecture and best practices.
  • Next 6 months: Lead a project to define the requirements for the next iteration of our learning data warehouse, incorporating new data sources.
  • Next 12 months: Oversee the implementation of new ETL pipelines and data models to support advanced learning analytics initiatives.

Quick win: Shadow a data engineer for a day. Read up on modern data architecture principles.

Cybersecurity for Learning Ecosystems

Learning platforms hold sensitive employee data and are increasingly targets for cyber threats. As the manager, your accountability for securing this ecosystem will only grow, requiring a deeper understanding of cybersecurity best practices and risk management.

Zero Trust Architecture · Threat Modelling for Learning Systems · Incident Response Planning

  • This quarter: Partner closely with our IT Security team to conduct a comprehensive security audit of our current learning ecosystem.
  • Next 6 months: Implement 2-3 key security enhancements identified in the audit, working with vendors and internal teams.
  • Next 12 months: Develop and roll out a formal cybersecurity awareness programme for your team, specific to learning technology risks.

Quick win: Review our current security policies for learning platforms. Subscribe to cybersecurity news relevant to SaaS applications.

11Staying current once you are in

What people here do to keep up
  • Actively participate in industry forums and communities (e.g., Learning Guild, ATD, specific vendor user groups) to stay current on trends and network with peers.
  • Regularly attend webinars, conferences, and workshops focused on learning technology, HR tech, and AI in L&D.
  • Seek out opportunities to lead cross-functional projects that involve integrating learning systems with other enterprise platforms.
  • Mentor junior colleagues within L&D or IT, honing your leadership and coaching skills.
  • Read books and articles on strategic technology management, organisational change, and team leadership.

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 Strategy & Governance for Learning

AI isn't just a buzzword; it's rapidly changing how we deliver and consume learning. From personalised content recommendations to automated content creation and intelligent tutoring, AI will redefine the learner experience and operational efficiency. As a manager, you'll need to move beyond individual tools to a holistic strategy.

  • Ethical AI in Learning
  • LLM Integration Architectures
  • AI-Powered Skills Intelligence
  • Prompt Engineering for Learning Ops

XR/Metaverse Learning Architectures

While still early, immersive technologies like Virtual Reality (VR), Augmented Reality (AR), and the broader 'metaverse' offer powerful new ways to deliver experiential learning, especially for complex or high-risk skills. As these become more accessible, you'll need to understand how to integrate and manage them.

  • XR Content Management Systems (CMS)
  • Hardware & Infrastructure Requirements
  • Experiential Learning Design Principles
  • Performance Data from XR

13What you’ll use

What you’ll use

Skills this role draws on

Technical

  • Learning Data Standards (SCORM & xAPI) - Strategic Oversight
  • Learning Analytics & Measurement Models - Design & Strategy
  • System & Data Architecture - Enterprise Design
  • Taxonomy & Governance - Enterprise Standardisation
  • Learner Experience (LX) Design - Strategic Optimisation
  • Vendor & Stakeholder Management - Strategic Partnership

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

    From Lead Learning Systems Analyst / Architect (L4)

    3-5 years as a Lead/Architect

    Skills to master

    • Moving from designing technical solutions to leading people and defining strategic roadmaps. This means developing strong people management, budget ownership, and executive communication skills.

    You're ready to move on when

    • Successfully led multiple complex learning technology projects end-to-end.
    • Consistently provided informal mentorship and guidance to junior team members.
    • Demonstrated ability to influence senior stakeholders on technical decisions.
    • Proactively identified and proposed strategic improvements to the learning ecosystem.
  2. 2

    From Senior Learning Systems Specialist (L3) with additional leadership experience

    5-8 years as a Senior Specialist, plus 2-3 years in a project lead or informal leadership capacity.

    Skills to master

    • This path requires a significant leap into formal people management, strategic planning, and budget accountability. You'd need to actively seek out leadership opportunities, perhaps managing a small project team or a specific workstream.

    You're ready to move on when

    • Owned significant workstreams and delivered impactful technical solutions.
    • Consistently mentored junior colleagues and helped them unblock issues.
    • Took initiative to solve complex problems without constant supervision.
    • Expressed a clear desire and aptitude for formal leadership and strategic ownership.
  3. 3

    From HR Technology Manager (Broader Scope)

    5-7 years managing other HR technology platforms (e.g., HRIS, Performance Management).

    Skills to master

    • While you'd have the management and integration experience, you'd need to deepen your specific knowledge of learning data standards (SCORM/xAPI), LX design, and the unique challenges of learning content management. A passion for learning is key here.

    You're ready to move on when

    • Successfully managed other complex HR technology platforms and integrations.
    • Proven track record of leading and developing a technical team.
    • Demonstrated ability to manage vendor relationships and budgets effectively.
    • A strong interest and foundational understanding of the learning and development domain.

15Where this role leads

The long view: This role can lead to larger technology leadership positions, senior HR technology roles, or executive learning leadership such as chief learning officer.

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 Manager, Learning Technology is actually changing.

Where it leads

Roles this leads to

Also named as a next step, with no page in the catalogue yet:

  • Principal Learning Systems Architect (L5/L6 IC Path)

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 Provide learning opportunities for colleagues, worked against Manager, Learning Technology.

Provide learning opportunities for colleagues Level 5

Applied to your work in Manager, Learning Technology

This unit aims to equip learners with the skills to encourage learning and development in colleagues. Learners will be able to help colleagues identify learning needs, plan and implement learning opportunities, and review and update their development plans.

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.

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See Your Progress Grow Illustration
Manager, Learning Technology
  • Learning Data Standards (SCORM & xAPI) - Strategic Oversight
  • Learning Analytics & Measurement Models - Design & Strategy
  • System & Data Architecture - Enterprise Design
  • Taxonomy & Governance - Enterprise Standardisation
  • Learner Experience (LX) Design - Strategic Optimisation
  • Vendor & Stakeholder Management - Strategic Partnership
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

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

  1. Director, Learning Technology & Operations (L6)

    Roughly 3-5 years in the Manager role, depending on organisational growth and individual performance.

    This is a significant step up, moving from managing the learning technology function to owning the entire learning ecosystem, including technology, operations, and analytics. You'd be influencing the broader HR tech stack and making major investment decisions.

    • Architecting the entire HR technology landscape, not just learning.
    • Deep expertise in HR analytics and workforce planning integration.
    • Managing large-scale vendor portfolios and strategic partnerships.
    • Driving innovation across the entire talent lifecycle through technology.

  2. Principal Learning Systems Architect (L5/L6 IC Path)

    This could be a lateral move or a progression, depending on the organisation's need for deep technical expertise. Roughly 3-5 years in the Manager role.

    This is an Individual Contributor (IC) path, focusing on deep technical architecture and innovation rather than people management. While the level might be similar, the scope of influence and technical depth would increase significantly.

    • Designing and implementing highly complex, bespoke learning solutions.
    • Evaluating and selecting cutting-edge learning technologies for specific business challenges.
    • Leading technical due diligence for potential M&A activities related to learning tech.
    • Developing internal technical standards and best practices for the entire learning ecosystem.
Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, managing a global learning technology ecosystem is a huge job. There's always more to do than hours in the day, and your team often gets bogged down in repetitive tasks or basic support queries. But what if your team could reclaim a significant chunk of their week, freeing them up for more strategic, impactful work? That's where AI comes in.

We're not talking about replacing people; we're talking about empowering them. By strategically applying AI across our learning systems, your team can automate the mundane, get smarter insights faster, and deliver a more personalised, efficient learning experience for everyone. As the Manager, Learning Technology, you'll be championing this shift, identifying opportunities, and guiding your team to use these powerful tools.

Automated Ticket Triage & Response

Imagine an AI chatbot integrated with MS Teams or Slack that handles 70% of common L1 support queries like 'How do I find my certificate?' or 'My password isn't working'. For more complex issues, it automatically creates a detailed Jira ticket and assigns it to the right specialist. This frees up your team from constant interruptions and basic troubleshooting.

Personalised Learning Path Generator

Instead of your team manually curating content, use AI to analyse HRIS data (role, tenure, location), performance review feedback, and even skill data from our LXP. It can automatically suggest personalised 'playlists' of relevant courses, articles, and videos, ensuring every employee gets content tailored to their development needs. This means a more relevant experience for users and less manual work for your team.

AI-Powered Content Tagging & Organisation

New courses and resources are constantly coming in. Your team spends hours ensuring everything is correctly tagged and categorised. With generative AI, you can scan new course transcripts, documents, and videos, and have the AI automatically suggest relevant keywords, skills, and descriptions based on our established learning taxonomy. This ensures consistency, improves searchability, and saves a ton of time.

System Communication Drafter

When there's system maintenance, a new feature launch, or a bug fix, your team needs to communicate clearly and quickly. AI can generate clear, concise drafts for these announcements, tailoring versions for different audiences (end-users, managers, IT stakeholders). This drastically reduces the time spent on internal communications, ensuring everyone is kept in the loop efficiently.

Common questions

Common questions

How do you become a Manager, Learning Technology?

Common routes in include From Lead Learning Systems Analyst / Architect (3-5 years as a Lead/Architect), From Senior Learning Systems Specialist with additional leadership experience (5-8 years as a Senior Specialist, plus 2-3 years in a project lead or informal leadership capacity.) and From HR Technology Manager (Broader Scope) (5-7 years managing other HR technology platforms (e.g., HRIS, Performance Management).). Times vary with prior experience.

Where can a Manager, Learning Technology progress to?

This role can lead on to Director, Learning Technology & Operations (Roughly 3-5 years in the Manager role, depending on organisational growth and individual performance.) and Principal Learning Systems Architect (This could be a lateral move or a progression, depending on the organisation's need for deep technical expertise. Roughly 3-5 years in the Manager role.), depending on the skills you build.

What new skills matter most for a Manager, Learning Technology?

Increasingly, AI Strategy & Governance for Learning and XR/Metaverse Learning Architectures. These are the skills our record of this role lists as growing.

Free tools

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17Where to go from here

Other roles at Level 5

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

 More jobs in learning and development

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

The skills built here, technology management, team leadership, data governance and vendor management, apply beyond learning. They can lead into broader HR technology leadership, product management for learning technology vendors, or technology management roles in other sectors with complex enterprise systems.

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 Manager, Learning Technology plan, free 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.