UK

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

Senior Manager, Global Performance Improvement

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, Global Performance Improvement
  • UK framework levelUsually someone running a function, or a director

Also advertised as Head of Performance & Capability · Global Learning Lead · L&D Business Partner 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

OTHM Level 7 Diploma in Data Science OTHM Qualifications · Level 7 · covers 2 of 10 standards
Level 6 Award in Data-led Decision Making Institute of Sales Professionals · Level 6 · covers 1 of 10 standards
Level 6 Certificate in Professional Sales Institute of Sales Professionals · Level 6 · covers 1 of 10 standards
Level 6 Diploma in Professional Sales Institute of Sales Professionals · Level 6 · covers 1 of 10 standards
TQUK Level 6 Diploma in Digital Leadership (RQF) Training Qualifications UK Ltd · Level 6 · covers 1 of 10 standards
NQual Level 5 Certificate in Leadership and Management NQual · Level 5 · covers 2 of 10 standards

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

The units you would start with

Data Science Foundations OTHM Level 7 Diploma in Data Science
Data-led Decision Making Level 6 Award in Data-led Decision Making
Data science TQUK Level 6 Diploma in Digital Leadership (RQF)
Managing performance NQual Level 5 Certificate in Leadership and Management

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
Foresight Fluency seeing round the corner
Systems Fluency seeing the whole picture
Your Plan Illustration

Built for Senior Manager, Global Performance Improvement

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

  1. Data Science Foundations OTHM Qualifications · covers 2 of 10 standards Level 7
  2. Data-led Decision Making Institute of Sales Professionals · covers 1 of 10 standards Level 6
  3. Data science Training Qualifications UK Ltd · covers 1 of 10 standards Level 6
  4. Managing performance NQual · covers 2 of 10 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 Senior Manager, Global Performance Improvement?

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 Ethics & Responsible AI in L&D
  • Strategic Foresight & Scenario Planning
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 Senior Manager, Global Performance Improvement plan as you set up, starting with the free Automation Fluency module. No card.

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3What this role really is

This role leads a team that investigates performance problems across a workforce and designs solutions to fix them. You work out what is actually going wrong, which is often not what people first assume, then build responses that make a measurable difference to how people work.

4What you'd actually use

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

Learning Experience Platform (LXP) / LMS (e.g., Degreed, Cornerstone OnDemand) Strategic

Leading vendor selection (RFP process), defining the enterprise learning tech ecosystem architecture, and negotiating contracts. You'll ensure our platforms support our global strategy.

Data Analytics & Visualization (e.g., Tableau, Power BI, Excel Power Query) Strategic

Defining the key performance indicators (KPIs) for the entire L&D function. Interpreting complex dashboards to tell a compelling story to the C-suite about L&D's business impact and ROI. You're the one making the data sing.

Performance & Engagement Systems (e.g., Workday HCM, Lattice, Qualtrics) Strategic

Influencing the design of the enterprise performance management cycle and skills taxonomy. Using predictive analytics to identify future leadership gaps and inform talent strategy. You're shaping the systems that shape our people.

Collaboration & Project Management (e.g., Asana, Jira, Miro, Confluence) Strategic

Overseeing the entire portfolio of performance improvement projects, allocating resources, managing dependencies, and mitigating risks at a programme level. You're running the show for your area.

Financial Planning & Reporting (e.g., Anaplan, Workday Adaptive Planning) Expert/Strategic

Owning the multi-million pound global L&D budget for your business unit. Building sophisticated financial models in Anaplan to forecast L&D ROI and justify significant investment to the CFO and executive team.

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
Programme Strategy & Design Follows established templates, escalates deviations to supervisor. Proposes solutions for routine problems, consults manager on novel approaches. Leads design of complex workstreams, makes technical decisions within scope, consults Director on strategic direction.
Budget Allocation & Spend Tracks expenses against allocated project budget, flags discrepancies. Manages project-level budgets up to £10K, seeks approval for overspend. Manages workstream budgets up to £50K, makes recommendations for significant investments.
Team Management & Development No direct reports, focuses on personal learning and development. Provides informal guidance to new joiners, contributes to team best practices. Mentors 0-2 junior team members, conducts code reviews, helps unstick them on tasks.
Stakeholder Engagement & Influence Communicates project updates to immediate team, responds to direct queries. Presents findings to internal clients, gathers requirements from peers. Leads discussions with cross-functional leads, presents recommendations to Directors, manages vendor relationships.

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.

L&D ROI on Major Initiatives
The financial return generated from significant performance improvement programmes (e.g., leadership development, sales enablement).
Target · Demonstrate a minimum 3:1 ROI on major strategic initiatives.

A new sales enablement programme costing £500K should show at least £1.5M in attributable revenue uplift or cost savings within 12-18 months. You'll need to build the business case and track it.

Business Impact on Key Talent Retention
The direct link between leadership and development programmes and the retention rates of high-potential employees or critical roles.
Target · Directly link leadership programmes to a 5% increase in employee retention in high-potential populations.

After implementing a targeted leadership development programme for our top 100 managers, the voluntary turnover rate for their direct reports should decrease by at least 5% compared to a control group.

Strategic Alignment of L&D Budget
The percentage of the L&D budget allocated to initiatives that directly support the company's top strategic priorities.
Target · >90% of L&D budget is allocated to initiatives directly supporting the company's top 3 strategic priorities.

If our company's top priorities are 'Expand into APAC' and 'Improve Customer Satisfaction', then over 90% of your team's budget should be demonstrably tied to programmes supporting those goals, not just generic training.

Time to Proficiency Reduction
The time it takes for new hires or employees transitioning into new roles to reach full productivity.
Target · Reduce Time to Proficiency for critical roles by 15% year-over-year within your supported business unit.

If it currently takes new Sales Development Representatives 6 months to hit 80% quota, your programmes should aim to get them there in 5 months or less, with clear metrics to prove it.

Executive & Senior Stakeholder Trust
Your reputation as a trusted advisor who is proactively consulted on strategic business decisions related to people capability.
  • You're regularly invited to strategic planning meetings for your business unit. VPs and SVPs seek your opinion on how to address performance issues before they even think about 'training'. Your recommendations are taken seriously and often adopted. They'll come to you with a problem, not a solution.
Team Capability & Development
The growth and effectiveness of your direct reports, demonstrated through their ability to independently lead complex projects and consult with senior business leaders.
  • Your team members are regularly promoted or take on more complex assignments. Business stakeholders specifically request working with individuals from your team. You've got a clear development plan for each person, and they're hitting their milestones. You're known for building strong talent.
Innovation & Strategic Adoption
The successful introduction and adoption of new, impactful performance improvement methodologies, technologies, or approaches within your remit.
  • You've championed and successfully implemented at least one new significant L&D approach (e.g., a new coaching model, a specific AI-driven learning tool) that has demonstrable positive results. Other departments or regions look to your team for best practices in performance improvement.

7Would you like it

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

What people enjoy
Driving Tangible Business Impact

You'll spend your days working on initiatives that directly link to revenue, cost savings, or critical business metrics. You'll get a real kick out of seeing your team's work translate into measurable improvements for the company.

Seeing a direct correlation between a new onboarding programme and a 20% reduction in new hire ramp-up time, which then frees up senior team members to focus on more strategic work.

Solving Complex Organisational Problems

You're someone who thrives on unpicking messy, multi-layered performance issues that don't have obvious answers. You'll lead your team through root cause analysis, challenging assumptions, and crafting innovative solutions.

Tackling a persistent issue of low productivity in a particular department, only to discover it's a combination of outdated software, unclear role definitions, and lack of manager coaching, then orchestrating a multi-pronged solution.

Developing and Leading a High-Performing Team

A big part of your job is coaching, mentoring, and empowering your direct reports. You'll love seeing them grow, take ownership of complex projects, and become trusted advisors to the business.

Watching a junior team member you've mentored successfully present a complex performance diagnosis to a senior leadership team, receiving positive feedback and driving real change.

What frustrates people
  • The 'Order Taker' Dilemma: Constantly battling requests from senior leaders like, 'My team needs a half-day workshop on resilience,' when you know the root cause is systemic burnout from unrealistic workloads. You'll need to push back, with data.
  • The Attribution Nightmare: The immense difficulty of isolating the impact of your L&D programme on a business metric (e.g., sales growth) from other variables like a new marketing campaign or a change in the market. Proving ROI is hard work.
  • Data Scavenger Hunts: Spending 30% of your time trying to get clean, reliable performance data from disparate, poorly-integrated systems (CRM, HRIS, internal databases) to prove your case. It's often messier than you'd like.
  • 'Flavor of the Month' Whiplash: Having your carefully crafted, long-term performance strategy derailed by a new CEO or CHRO who wants to implement the latest trendy L&D fad they read about. Strategic patience is key.
  • First on the Chopping Block: Knowing that when the company needs to cut costs, the L&D budget is often seen as a 'nice to have' and is one of the first to be slashed. You'll need to fight for your budget with solid business cases.
  • Learner Apathy: Designing a brilliant, impactful programme only to struggle with getting busy, stressed employees to prioritise it over their immediate deadlines. Engagement is a constant battle.
What this role does not give you
  • A purely academic or theoretical approach to learning. We're about practical, measurable impact.
  • A quiet, predictable environment where plans never change. Expect curveballs.
  • A role where you just 'deliver training'. You're a strategic business partner, not a course administrator.
  • Guaranteed, immediate gratification. Some of your biggest wins will take months, even years, to fully materialise.

8Who you work with

This role directly shapes the strategic capability of our workforce within a significant business unit or region. You're responsible for ensuring our people can execute on current business objectives and are ready for future challenges. Your decisions here directly influence our ability to hit revenue targets, manage costs, and maintain a competitive edge through our talent.

Inside the business
  • SVP of Business Unit (e.g., Sales, Product, Operations)
  • Executive peers in HR (e.g., Head of Talent Acquisition, HRBPs)
  • Finance Leadership (CFO, Head of FP&A)
  • Legal & Compliance Teams
Outside the business
  • External L&D vendors and consultants
  • Industry bodies and professional associations
  • Strategic partners for specific initiatives

9What you need before you start

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

  • Proven track record of leading complex, cross-functional performance improvement programmes from diagnosis through to measurable business impact.
  • Demonstrable experience managing and developing a team of L&D or performance professionals, including performance reviews and career progression.
  • Expert-level proficiency in at least one major LXP/LMS and a data visualisation tool (e.g., Tableau, Power BI), with a strong ability to interpret and present complex data.
  • Significant experience presenting to and influencing executive-level stakeholders, with a portfolio of successful business cases or strategic recommendations.
  • A deep understanding of financial principles and experience managing a significant budget (£500K+).
  • Experience working in a global organisation, understanding the nuances of different regional needs and cultural contexts.

10What to practise next

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

Advanced Data Science for L&D

Moving beyond basic reporting, you'll need to understand how to apply more sophisticated statistical models and machine learning techniques to predict performance, identify at-risk employees, and truly quantify the impact of L&D interventions. This means more credible ROI calculations.

Predictive Analytics · Causal Inference · A/B Testing & Experimentation Design · Data Storytelling with Advanced Visualisations

  • This month: Review online courses on predictive analytics or causal inference (e.g., Coursera, edX).
  • Next quarter: Work with a data scientist to build one predictive model for an L&D challenge (e.g., predicting 'scrap learning').
  • Month 3-6: Lead a workshop for your team on advanced data storytelling techniques.
  • Month 6-12: Implement a formal A/B testing framework for evaluating new learning modules.

Quick win: Challenge your team to move beyond descriptive analytics ('what happened?') to predictive ('what will happen?') in their next report, even if it's a simple forecast.

Learning Ecosystem Architecture & Integration

As our learning tech stack grows more complex, you'll need to be the architect who ensures all systems – LXP, LMS, HRIS, performance management, internal knowledge bases – talk to each other seamlessly. This creates a unified, personalised learning experience and provides comprehensive data.

API Integration Strategies · Data Lakes & Warehousing for L&D · User Experience (UX) Design for Learning · Vendor Management & Ecosystem Roadmapping

  • This month: Map out our current L&D tech stack and identify key integration points and gaps.
  • Next quarter: Research best practices in learning ecosystem design from other companies.
  • Month 3-6: Lead a project to integrate two previously disparate L&D systems (e.g., LXP and performance management).
  • Month 6-12: Develop a 3-year roadmap for our learning technology ecosystem, including potential new tools and integrations.

Quick win: Identify one manual data transfer process between two systems and explore how an API integration could automate it.

11Staying current once you are in

What people here do to keep up
  • Regularly attend industry conferences (e.g., Learning Technologies, ATD International Conference) to stay abreast of emerging trends and network with peers.
  • Actively participate in professional communities or forums focused on performance improvement, organisational development, or HR analytics.
  • Read leading books and research papers on topics like behavioural economics, adult learning theory, and strategic workforce planning.
  • Seek out opportunities to mentor junior professionals within the L&D field, solidifying your own expertise and leadership skills.
  • Undertake executive education programmes focused on business strategy, financial leadership, or global management.

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 Ethics & Responsible AI in L&D

As we use more AI for content creation, personalisation, and performance analytics, understanding the ethical implications – bias in algorithms, data privacy, responsible use of employee data – becomes paramount. Getting this wrong could lead to significant reputational and legal risks.

  • Algorithmic Bias Detection
  • Data Privacy & Governance
  • Transparency & Explainability (XAI)
  • Human-in-the-Loop Systems

Strategic Foresight & Scenario Planning

The pace of change means that simply reacting isn't enough. You'll need to develop the ability to anticipate future trends – technological, economic, social – and build robust L&D strategies that can adapt to multiple potential futures, not just one. This helps us avoid being caught off guard.

  • Horizon Scanning
  • Scenario Development
  • Strategic Options Generation
  • Adaptive Strategy

13What you’ll use

What you’ll use

Skills this role draws on

Technical

  • Kirkpatrick's Four-Level Evaluation Model
  • Instructional Design Theory (ADDIE/SAM)
  • Business Acumen & Financial Modelling
  • Change Management (Prosci ADKAR® Model)
  • Capability Mapping & Workforce Planning

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

    Lead Performance Improvement Partner (L4)

    3-5 years as an L4

    Skills to master

    • Mastering programme management, architecting complex solutions for a specific business unit, and consistently influencing Director-level stakeholders. You'd also need to demonstrate informal leadership and mentoring of junior team members.

    You're ready to move on when

    • Successfully owned and delivered 2-3 major performance improvement programmes with demonstrable ROI.
    • Consistently sought out by business Directors for strategic input, not just tactical requests.
    • Has informally mentored at least two junior team members who have shown significant growth.
    • Demonstrated ability to manage a budget of £50K-£500K effectively.
  2. 2

    Senior L&D Manager (from another organisation)

    Direct entry, assuming relevant experience

    Skills to master

    • Bringing a proven track record of managing L&D teams, owning significant budgets, and driving strategic impact in a similar-sized global organisation. You'd need to quickly adapt to our specific business context and culture.

    You're ready to move on when

    • Experience managing a team of 5+ L&D professionals.
    • Managed an L&D budget of £500K+ with clear accountability for ROI.
    • Demonstrated ability to influence C-suite or SVP-level stakeholders.
    • Experience leading L&D strategy for a major business unit or region.
  3. 3

    HR Business Partner Lead / Senior HRBP

    4-6 years as a Senior HRBP

    Skills to master

    • Deepening expertise in performance consulting, L&D methodologies, and data analytics. You'd need to shift from a generalist HR perspective to a specialist focus on performance improvement, bringing your strong business partnering skills.

    You're ready to move on when

    • Consistently identified and addressed performance gaps within your business unit through non-training interventions.
    • Strong analytical skills, comfortable with HR data and metrics.
    • Demonstrated ability to influence business leaders on talent and capability strategies.
    • A clear passion for and understanding of adult learning principles and performance improvement models.

15Where this role leads

The long view: This work can lead to senior talent and learning leadership roles, such as VP of Global Talent and Performance or 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 Senior Manager, Global Performance Improvement is actually changing.

Where it leads

Roles this leads to

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

  • Senior Manager, Talent Management (Cross-Functional)

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 Data Science Foundations, worked against Senior Manager, Global Performance Improvement.

Data Science Foundations Level 7

Applied to your work in Senior Manager, Global Performance Improvement

1. To enable the learner to define the scope and landscape of Data Science and differentiate the roles of Data Scientists from other IT professionals. 2. To enable the learner to evaluate key topics within Data Science, including data administration, governance, and big data sources. 3. To enable the learner to describe the architecture and core elements of Apache Hadoop. 4. To enable the learner to analyse the advantages and disadvantages of utilising Artificial Intelligence techniques in a business context. 5. To enable the learner to critically analyse the impact of Big Data on digital transformation within organisations and its effects on users. 6. To enable the learner to review strategies for ensuring data compliance and explain the responsibilities and challenges faced by data specialists.

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
Senior Manager, Global Performance Improvement
  • Kirkpatrick's Four-Level Evaluation Model
  • Instructional Design Theory (ADDIE/SAM)
  • Business Acumen & Financial Modelling
  • Change Management (Prosci ADKAR® Model)
  • Capability Mapping & Workforce Planning
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

Senior Manager, Global Performance Improvement is a start, not a ceiling. Each step below asks for new skills and hands back more autonomy.

  1. Director, Global Performance Improvement (L6)

    3-5 years in the Senior Manager role

    This is a significant step up, moving from managing a function within a business unit to shaping the global performance improvement strategy for an entire business unit (e.g., all of Tech or Operations). You'll be accountable for demonstrating business impact directly to VPs and potentially the C-suite.

    • Defining global L&D governance and operating models
    • Leading multi-year, multi-million pound transformation programmes
    • Influencing across diverse global cultures and regulatory environments
    • Driving innovation at an enterprise scale

  2. Senior Manager, Talent Management (Cross-Functional)

    3-4 years in the Senior Manager role

    This pathway involves broadening your scope beyond just performance improvement to encompass other areas of talent management, such as succession planning, career frameworks, or high-potential programmes. It's a move to a more generalist talent leadership role.

    • Designing and implementing integrated talent reviews
    • Developing global career frameworks and pathways
    • Managing high-potential development programmes
    • Leading talent acquisition strategy alignment
Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, you're already juggling a lot. Imagine if you could cut down on the tedious, time-consuming tasks and focus more on strategic thinking, team development, and high-impact problem-solving. Well, with AI, you actually can.

We're not just talking about buzzwords here. We're actively integrating AI tools into our Learning & Development function to make us all more effective. As a Senior Manager, Global Performance Improvement, you'll have access to these tools and be expected to champion their use within your team. This isn't about replacing human judgment; it's about augmenting it and giving you more time to focus on what truly matters.

Automated Feedback Analysis

Use advanced Natural Language Processing (NLP) models to instantly analyse thousands of open-ended comments from engagement surveys and post-course evaluations. You'll identify key themes, sentiment, and actionable insights in minutes, rather than days of manual reading. Get to the 'so what?' much faster.

Predictive Performance Correlation

Leverage AI tools to analyse learning data from our LXP against performance data from systems like Salesforce or Workday. This helps you identify non-obvious correlations, like which specific training module has the highest impact on sales quota attainment or employee retention. It's about getting deeper, faster insights into what's actually working.

Intelligent Content Curation

Our AI-powered LXP (like Degreed) can automatically curate and recommend personalised learning content – articles, videos, podcasts – to employees based on their role, identified skill gaps, and career aspirations. This significantly reduces the manual effort for your team in content sourcing and building learning paths, freeing them up for more strategic design work.

Executive Summary & Business Case Generator

Feed raw data, project goals, and key findings into a Generative AI model to instantly draft a concise, well-structured executive summary or the initial draft of a business case for a new L&D investment. You'll still need to refine and add your strategic insights, but it cuts down on the grunt work of getting started.

Common questions

Common questions

How do you become a Senior Manager, Global Performance Improvement?

Common routes in include Lead Performance Improvement Partner (3-5 years as an L4), Senior L&D Manager (from another organisation) (Direct entry, assuming relevant experience) and HR Business Partner Lead / Senior HRBP (4-6 years as a Senior HRBP). Times vary with prior experience.

Where can a Senior Manager, Global Performance Improvement progress to?

This role can lead on to Director, Global Performance Improvement (3-5 years in the Senior Manager role) and Senior Manager, Talent Management (Cross-Functional) (3-4 years in the Senior Manager role), depending on the skills you build.

What new skills matter most for a Senior Manager, Global Performance Improvement?

Increasingly, AI Ethics & Responsible AI in L&D and Strategic Foresight & Scenario Planning. 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 6

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, strategic performance consulting, data-driven decision-making, global programme leadership and influencing senior leaders, carry across sectors. They can lead to senior learning and talent roles in other technology companies, professional services firms, or other large organisations. Being able to show the return on this kind of work stays useful wherever you go.

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.