UK

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

Learning Operations Manager

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.

See how AI is changing this job, and get the full read by email.

Start my free Automation Fluency module

As a Learning Operations Manager, a good place to start on Learning Ecosystem Architecture & Orchestration is Planning Automation Across a Department, a free Future Fluency module at Level 5. You'd practise working out what in your department's work could be automated, what should not be, and what to recommend.

Free to start, no card.

Keep this job description

Where should we send it?

One email: what AI is changing in this job, the new skills it asks for, where it leads, and where to start free. With a link back here. Nothing else follows unless you confirm your address.

Your employer, or 'self-employed'

Leading a team? Try this with up to five of them for 14 days, free.

  • Experience bandPrincipal/Manager (12-16 years)
  • Direct reports5-8 reports
  • Reports toDirector of Learning Technology & Operations
  • UK framework levelUsually a manager, or the deepest specialist in a team

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

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

NCFE CACHE Level 5 Diploma in Advanced Playwork (Wales) NCFE · Level 5 · covers 2 of 19 standards
ATHE Level 5 Diploma in Supporting Teaching and Learning ATHE Ltd · Level 5 · covers 1 of 19 standards
ATHE Level 5 Extended Diploma in Supporting Teaching and Learning ATHE Ltd · Level 5 · covers 1 of 19 standards
OTHM Level 5 Diploma in Project Management OTHM Qualifications · Level 5 · covers 1 of 19 standards
Highfield Level 5 Diploma in Operations Management Highfield Qualifications · Level 5 · covers 1 of 19 standards
Focus Awards Level 3 Diploma in Playwork (RQF) Focus Awards Limited · Level 3 · covers 3 of 19 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 Focus Awards Level 3 Diploma in Playwork (RQF)
Supporting Teaching and Learning ATHE Level 5 Diploma in Supporting Teaching and Learning
Digital Business Practices OTHM Level 5 Diploma in Project Management
Project Implementation Highfield Level 5 Diploma in Operations Management

The future skills this job leans on

AI Fluency working with AI as a thinking partner
Data Fluency turning numbers into a decision
Automation Fluency building AI into how work runs
Change Fluency taking people through change
Your Plan Illustration

Built for Learning Operations Manager

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

  1. Provide learning opportunities for colleagues Focus Awards Limited · covers 3 of 19 standards Level 3
  2. Supporting Teaching and Learning ATHE Ltd · covers 1 of 19 standards Level 5
  3. Digital Business Practices OTHM Qualifications · covers 1 of 19 standards Level 5
  4. Project Implementation Highfield Qualifications · covers 1 of 19 standards Level 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.

2AI and this work

Will AI change your work as a Learning Operations Manager?

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

  • Learning Ecosystem Architecture & Orchestration
  • AI-Driven Personalisation & Adaptive Learning
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 Learning Operations Manager 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.

Ready to pay? Subscribe for £70 a month

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

A Learning Operations Manager keeps training and development running smoothly across an organisation. The work covers everything from compliance modules to leadership workshops, making sure each one runs properly. It means keeping learning platforms working, data accurate, and learners supported. The role sits behind the scenes, coordinating the technology and logistics that let learning happen at scale.

4What you'd actually use

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

Cornerstone OnDemand / Docebo / Workday Learning (LMS) Strategic

Leading the LMS selection/RFP process, owning the vendor relationship, defining the governance model, and architecting the integration strategy with the broader HR tech stack. Your team handles the day-to-day admin, but you're setting the direction.

Degreed / EdCast / 360Learning (LXP) Architect

Defining the enterprise content strategy, determining the distinct roles of the LXP versus the LMS, and championing a culture of self-directed learning. You're building the vision for how our people find and use learning.

Articulate 360 (Rise, Storyline) / Camtasia / Vyond (Content Authoring) Strategic

Evaluating and selecting new authoring tools, establishing enterprise-wide content development standards, and defining the QA processes for all internally developed learning content. You're ensuring consistency and quality at scale.

Asana / Jira / Monday.com (Collaboration & PM) Strategic

Implementing and optimising the project management tool for the entire L&D function, reporting on team capacity and project portfolio health to leadership. You're making sure we're organised and efficient as a department.

Excel (Power Query, Advanced Formulas) / Tableau / Power BI (Data & Analytics) Strategic

Defining the learning analytics strategy, linking learning data to business KPIs (e.g., performance, retention), and presenting compelling data stories to executives. You're turning numbers into actionable insights for the business.

Workday HCM / SAP SuccessFactors / BambooHR (HRIS) Architect

Partnering with HRIS leadership to ensure the data architecture supports current and future talent development needs across the enterprise. You're making sure our employee data flows correctly and supports our learning initiatives.

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
Learning Technology Vendor Selection Research potential vendors, provide feature comparisons to supervisor. Evaluate vendor proposals, participate in demos, make recommendations to manager. Lead the RFP process, conduct in-depth technical evaluations, present final recommendations to Director, manage pilot programmes.
Budget Allocation for Learning Tech Track current spend against allocated budget for specific projects. Propose minor budget reallocations within a project, flag potential overspends. Manage the annual learning tech budget (£500K-£2M), make strategic investment decisions, negotiate contracts, seek approval for significant new spend from Director.
Team Hiring & Performance Management No hiring authority. Provide feedback on peer performance to supervisor. Participate in interviews for junior roles. Provide input on performance reviews for peers/mentees. Full hiring authority for your direct reports. Conduct performance reviews, manage development plans, address performance issues, make promotion recommendations.
Operational Process Design & Optimisation Follow established processes. Suggest minor improvements to supervisor. Independently optimise existing processes within your scope, document changes. Design and implement new enterprise-wide operational processes for learning delivery, onboarding, data management, and system integrations. Accountable for their efficiency and effectiveness.

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.

Learning Tech Spend Optimisation
Reducing our annual spend on learning platforms and content licenses while maintaining or improving service quality.
Target · Reduce annual learning tech spend by 15% through vendor consolidation or license optimisation.

Negotiating a better deal with our LMS vendor, saving £150K this year, or identifying under-used licenses to cut costs.

Learner Engagement with LXP
Increasing how often and how deeply our colleagues interact with the Learning Experience Platform, showing they're finding value in self-directed learning.
Target · Increase learner engagement with the LXP by 30% year-on-year (YoY).

Seeing average monthly active users jump from 5,000 to 6,500, or average content consumption time increase by 15%.

Time-to-Productivity for New Hires
Improving how quickly new employees become fully productive by optimising their onboarding learning paths and access to resources.
Target · Demonstrate a 5% improvement in a key business metric (e.g., new hire time-to-productivity) for a target learning group.

New sales hires hitting their first quota an average of 3 days faster after you've streamlined their sales enablement learning journey.

Operational Efficiency & Automation
Streamlining our internal L&D processes, especially those that are manual or repetitive, to free up your team's time for more strategic work.
Target · Reduce manual reporting and administrative tasks across the Learning Operations team by 25%.

Automating the monthly compliance report generation, saving your team roughly 10 hours a month, or implementing a self-service enrolment system that cuts down on support tickets.

Strategic Partnership with HRIS/IT
How well you work with our HRIS and IT teams to ensure our learning tech integrates seamlessly with the broader HR and company infrastructure.
  • You're regularly invited to HRIS steering committee meetings. They proactively consult you on system changes that might affect learning. You've got a clear roadmap for future integrations that everyone agrees on. They see you as a trusted advisor, not just 'the L&D person'.
Team Development & Empowerment
How effectively you lead, mentor, and develop your team, ensuring they're growing in their roles and feeling empowered to take ownership.
  • Your team members are hitting their personal development goals. They're proactively identifying and solving problems, not just waiting for instructions. You're getting positive feedback on your leadership style in skip-level meetings. You've got a clear succession plan for key roles within your team.
Learner Experience Quality
The overall 'feel' and ease-of-use for our colleagues when they interact with our learning platforms and programmes.
  • Feedback from learner surveys consistently highlights the ease of finding and accessing learning. You're seeing fewer support tickets related to platform navigation or technical issues. Anecdotal feedback from People Business Partners confirms a positive learner sentiment. You've got a clear process for gathering and acting on learner feedback.

7Would you like it

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

What people enjoy
Building and Empowering a High-Performing Team

You'll spend a good chunk of your time coaching your direct reports, helping them unstick tricky problems, setting clear expectations, and celebrating their successes. You'll get a real buzz from seeing them grow and take on more responsibility.

One of your specialists successfully leads a complex LMS integration project, and you know your guidance and trust made that happen.

Solving Complex Operational Puzzles at Scale

When a new business unit needs to onboard 500 people in a month, or we launch a new global compliance training, you're the one figuring out the most efficient, scalable way to make it happen. You'll be designing the systems and processes that handle that complexity.

Architecting a new automated user provisioning process that saves hundreds of hours of manual work across the year, and seeing it work flawlessly.

Driving Strategic Impact Through Operational Excellence

You'll be looking at the big picture—how our learning tech stack supports our overall talent strategy, how our data can inform business decisions, and how operational efficiency frees up resources for more impactful learning. You'll get satisfaction from knowing your work directly contributes to business outcomes.

Presenting to senior leadership on how your team's work has improved new hire time-to-competence or reduced learning tech costs, with clear data to back it up.

What frustrates people
  • The constant battle to get legacy systems to integrate seamlessly with newer platforms.
  • Budget constraints that limit your ability to invest in all the 'ideal' learning tech solutions.
  • Being the first point of contact for all technical glitches, even when they're user error or external vendor issues.
  • Translating complex technical requirements into plain English for non-technical stakeholders, and vice-versa.
  • The challenge of driving adoption for new systems or processes across a large, diverse employee base.
  • Dealing with vendor lock-in or difficult contract negotiations.
  • The pressure to deliver 'Netflix-style' learning experiences with a 'BBC iPlayer' budget and tech stack.
What this role does not give you
  • A purely strategic role with no operational oversight – you're still deeply involved in making things work.
  • A role focused solely on instructional design or content creation – your focus is on the delivery mechanism.
  • A static environment where processes rarely change – expect continuous evolution and improvement.
  • Unlimited budget for every new piece of learning technology – you'll need to be savvy and pragmatic with resources.

8Who you work with

This role directly impacts the efficiency and effectiveness of all learning delivery across the organisation. You're responsible for the operational backbone that supports every single employee's development journey. A well-run operation here means better learner engagement, higher completion rates for critical training, and ultimately, a more skilled and adaptable workforce. You'll be owning a P&L of roughly £500K-£2M for learning technology and vendor contracts, so your decisions have a real financial impact, too.

Inside the business
  • Director of Learning & Development
  • HR Information Systems (HRIS) Lead
  • IT Infrastructure Team
  • Instructional Design & Content Development Leads
  • People Business Partners
  • Finance Business Partner for HR
Outside the business
  • Learning Management System (LMS) Vendors
  • Learning Experience Platform (LXP) Vendors
  • Content Providers (e.g., LinkedIn Learning, Coursera)
  • External Training Providers

9What you need before you start

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

  • Proven experience (5+ years) in a dedicated Senior Learning Operations or Learning Technology Lead role, where you've managed complex system configurations and process improvements.
  • Demonstrable experience leading a small team, including hiring, performance management, and development.
  • Extensive hands-on experience with at least one major enterprise LMS (e.g., Cornerstone OnDemand, Workday Learning) at an expert administration level, including integrations.
  • A solid track record of managing learning technology budgets and negotiating with vendors.
  • Strong analytical skills, including the ability to define learning metrics, build dashboards, and tell a story with data to senior stakeholders.

10What to practise next

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

Advanced Data Governance & Analytics for Learning

As we collect more learning data from diverse sources, the ability to manage, govern, and derive meaningful insights from it becomes paramount. You'll need to move beyond basic reporting to strategic analytics that informs business decisions.

Data Quality & Integrity Frameworks · Learning Record Store (LRS) Management · Statistical Analysis for Learning Impact · Data Visualisation Storytelling

  • This quarter: Take an advanced course in Tableau or Power BI focusing on data modelling and storytelling.
  • Next quarter: Work with our Data Analytics team to understand their data governance policies and see how they can apply to learning data.
  • Month 3-6: Design and implement a new, more robust data quality check process for our core learning platforms.
  • Month 6-12: Lead a project to link learning completion data with a specific business outcome (e.g., performance review scores) and present the findings.

Quick win: Review your current learning dashboards. Are they telling a clear story? Can you simplify them or add one new, impactful metric?

11Staying current once you are in

What people here do to keep up
  • Regularly attending industry conferences (e.g., Learning Technologies, DevLearn) to stay current on trends and network with peers.
  • Participating in online forums or communities dedicated to learning technology and operations (e.g., LinkedIn groups, vendor user communities).
  • Subscribing to key L&D and HR Tech publications and newsletters to keep up with emerging tools and best practices.
  • Taking courses or certifications in advanced data analytics, business intelligence tools (Tableau, Power BI), or AI applications in HR/L&D.

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.

Learning Ecosystem Architecture & Orchestration

Our learning tech stack is becoming more fragmented and specialised. Learners expect a seamless, integrated experience, regardless of which platform they're using. You can't just manage individual tools anymore; you need to design how they all fit together and orchestrate the learner journey across them.

  • API Integration Strategy
  • Data Lake / Data Warehouse for Learning
  • Single Sign-On (SSO) & Identity Management
  • Learner Journey Mapping

AI-Driven Personalisation & Adaptive Learning

Learners are used to highly personalised experiences from consumer apps. We need to move beyond 'one-size-fits-all' learning and use AI to deliver truly tailored content, recommendations, and pathways that adapt to individual needs and performance. This will be a game-changer for engagement and impact.

  • Recommender Engines for Learning
  • Skill Gap Analysis with AI
  • Adaptive Learning Path Design
  • AI Content Curation & Summarisation

13What you’ll use

What you’ll use

Skills this role draws on

Technical

  • Kirkpatrick Model of Evaluation (Strategic Application)
  • ADDIE Model Framework (Oversight & Optimisation)
  • Learning Content Taxonomy & Metadata Management (Enterprise Design)
  • Agile for L&D (Implementation & Leadership)
  • Vendor & License Management (Strategic Negotiation)
  • User Acceptance Testing (UAT) Protocol (Definition & Enforcement)

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

    Senior Learning Operations Specialist (Internal Promotion)

    5-8 years of experience in the specialist role.

    Skills to master

    • Deep expertise in all aspects of learning platform administration and troubleshooting, proven ability to lead complex projects, informal mentorship of junior colleagues, and a clear understanding of operational efficiencies.

    You're ready to move on when

    • You're already the go-to person for complex technical issues on the team.
    • You've successfully led several large-scale learning programme launches or system upgrades.
    • You've proactively identified and implemented significant process improvements that saved time or money.
    • You're regularly providing guidance and support to less experienced team members.
  2. 2

    Learning Technology Lead (from another organisation)

    8-12 years of experience in a similar leadership role.

    Skills to master

    • Experience managing a significant learning tech stack, a track record of leading system implementations, strong vendor management skills, and demonstrable leadership experience (even if it wasn't formal direct reports).

    You're ready to move on when

    • You've overseen the administration of an enterprise-level LMS for several years.
    • You've managed a small team or a significant portfolio of learning tech projects.
    • You're comfortable presenting technical roadmaps and operational performance to senior leaders.
    • You've got a strong network within the learning technology community.
  3. 3

    HR Systems Manager / Project Manager (HR/IT focus)

    10-15 years of experience, with some exposure to L&D.

    Skills to master

    • Strong project management methodologies, deep understanding of HRIS integrations, experience managing large-scale system deployments, and a keen interest in how technology enables learning.

    You're ready to move on when

    • You've successfully managed complex HRIS or IT system implementation projects.
    • You're adept at managing cross-functional teams and external vendors.
    • You understand data governance and security within HR systems.
    • You've actively sought out opportunities to work on L&D-related projects or initiatives.

15Where this role leads

The long view: This role can lead to broader people leadership positions, such as Head of People Operations or a Chief Learning Officer role, or into consulting on learning technology and strategy.

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 Learning Operations Manager is actually changing.

Where it leads

Roles this leads to

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

  • Head of HR Systems / HR Technology Lead

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 Learning Operations Manager.

Provide learning opportunities for colleagues Level 5

Applied to your work in Learning Operations Manager

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.

See Your Progress Grow Illustration
Learning Operations Manager
  • Kirkpatrick Model of Evaluation (Strategic Application)
  • ADDIE Model Framework (Oversight & Optimisation)
  • Learning Content Taxonomy & Metadata Management (Enterprise Design)
  • Agile for L&D (Implementation & Leadership)
  • Vendor & License Management (Strategic Negotiation)
  • User Acceptance Testing (UAT) Protocol (Definition & Enforcement)
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

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

  1. Director of Learning Technology & Operations (L6)

    3-5 years in the Learning Operations Manager role.

    This is a significant step up, moving from managing the operations function to owning the entire learning ecosystem and aligning technology investments with broader business strategy.

    • Enterprise-level learning ecosystem architecture and governance.
    • Advanced vendor portfolio management and strategic partnership development.
    • Deep understanding of HRIS and IT infrastructure strategy and integration points.
    • Driving business unit transformation through learning technology.

  2. Head of HR Systems / HR Technology Lead

    3-5 years in the Learning Operations Manager role.

    This pathway broadens your scope beyond just learning to encompass all HR systems, including HRIS, ATS, performance management, and payroll.

    • Expertise in other core HR systems (e.g., Workday HCM, SAP SuccessFactors) beyond their learning modules.
    • Designing and managing complex data integrations across the entire HR tech stack.
    • Developing and enforcing enterprise-wide HR data governance policies.
    • Leading vendor selection and relationship management for all HR technology.
Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, managing learning operations at this scale can feel like a constant juggling act. You're balancing team management, vendor relationships, system integrations, and the never-ending stream of 'urgent' requests. What if you could offload some of that operational burden and free up your team for more strategic, impactful work? That's where AI comes in.

We're not talking about replacing your team; we're talking about giving them (and you!) superpowers. Imagine AI handling the mundane, repetitive tasks, giving your specialists more time for complex problem-solving, and giving you more time to focus on strategy and team development. Our AI Productivity Hub is designed to show you exactly how to make this a reality, right here in Learning Operations.

Automated Learner Support Bot

Deploy an AI-powered chatbot (think Teams or Slack integration) that instantly answers 60-70% of your learners' common questions. 'Where's my compliance training?' 'How do I reset my password?' Gone. This frees up your team from constant reactive support, letting them focus on deeper issues. You'll define the knowledge base and monitor its performance, making sure it's always learning and improving.

Predictive Completion Analysis

Use AI to chew through historical data and flag learners who are likely to drop off or miss deadlines for critical training. This isn't just a report; it automatically triggers targeted nudges and reminders, or even flags individuals for your team to proactively reach out. You'll use these insights to refine learning paths and intervention strategies, improving overall compliance and engagement without manual chasing.

AI-Generated Content Summaries & Descriptions

Imagine your team feeding a course outline or even a transcript into an AI tool and instantly getting a compelling course description for the LMS, key learning objectives, and a concise summary for internal comms. This standardises content promotion, saves instructional designers hours, and ensures consistency across your learning catalogue. You'll set the quality standards and review outputs, ensuring brand voice and accuracy.

Intelligent Content Tagging & Taxonomy

New learning content comes in constantly. Instead of your team manually tagging every video, article, or document, AI scans the substance and suggests relevant skill tags based on your defined taxonomy. This dramatically speeds up content curation, improves discoverability for learners, and ensures your learning content is always organised and relevant. You'll define the overarching taxonomy and ensure the AI is learning correctly.

Common questions

Common questions

How do you become a Learning Operations Manager?

Common routes in include Senior Learning Operations Specialist (Internal Promotion) (5-8 years of experience in the specialist role.), Learning Technology Lead (from another organisation) (8-12 years of experience in a similar leadership role.) and HR Systems Manager / Project Manager (HR/IT focus) (10-15 years of experience, with some exposure to L&D.). Times vary with prior experience.

Where can a Learning Operations Manager progress to?

This role can lead on to Director of Learning Technology & Operations (3-5 years in the Learning Operations Manager role.) and Head of HR Systems / HR Technology Lead (3-5 years in the Learning Operations Manager role.), depending on the skills you build.

What new skills matter most for a Learning Operations Manager?

Increasingly, Learning Ecosystem Architecture & Orchestration and AI-Driven Personalisation & Adaptive Learning. 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.

Read the Zavmo manifesto to understand how you will be taught Meet your tutors

Or try another one

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 in this role transfer across sectors, including technology, finance, healthcare, retail and professional services. Any large organisation that invests in developing its people needs someone to manage how that learning is delivered.

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.