UK

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

Manager, Learning Operations & 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 reports3-5 reports
  • Reports toDirector, Learning & Development Operations
  • UK framework levelUsually a manager, or the deepest specialist in a team

Also advertised as Head of Learning Systems · Learning Technology Lead · L&D Operations 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 2 of 10 standards
GQA PAA\VQ-SET Level 3 Certificate in Learning and Development GQA Qualifications Limited · Level 3 · covers 2 of 10 standards
City & Guilds Level 4 Diploma in Learning and Development City & Guilds Limited · Level 4 · covers 2 of 10 standards
Focus Awards Level 3 Diploma in Playwork (RQF) Focus Awards Limited · Level 3 · covers 2 of 10 standards
TQUK Level 3 Diploma in Specialist Support for Teaching and Learning in Schools (RQF) Training Qualifications UK Ltd · Level 3 · covers 1 of 10 standards
City & Guilds Level 4 Certificate in Education and Training City & Guilds Limited · Level 4 · covers 1 of 10 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
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Your Plan Illustration

Built for Manager, Learning Operations & Technology

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

  1. Provide learning opportunities for colleagues NCFE · covers 2 of 10 standards Level 5
  2. Identify individual learning and development needs GQA Qualifications Limited · covers 2 of 10 standards Level 3
  3. Support learning and development within own area of responsibility Training Qualifications UK Ltd · covers 1 of 10 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 Operations & 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

  • Learning Analytics & Predictive Modelling
  • AI in Learning Design & Delivery (Beyond Admin)
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 Operations & 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 job involves running the systems and processes behind learning and development, keeping training delivery organised and working well.

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 / Docebo (LMS) Strategic/Architect

Leads vendor selection (RFP), defines system governance, architects integrations with HRIS/Talent systems, and oversees all major system configurations and upgrades. You'll be the ultimate owner of its strategic use.

Degreed / EdCast / 360Learning (LXP) Strategic/Architect

Sets the overall content strategy for the LXP, negotiates enterprise contracts with content providers, and champions a self-directed learning culture across the organisation. You'll ensure the LXP delivers on its promise of personalised learning.

Articulate 360 (Storyline, Rise) / Adobe Captivate Advanced

Evaluates and selects new authoring tools for the organisation, establishes development standards for content creators, and advises instructional designers on technical best practices and limitations. You won't be building courses daily, but you'll own the tools and standards.

Workday HCM / SAP SuccessFactors / Oracle HCM (HRIS) Strategic/Architect

Partners closely with HRIT to design and govern the flow of talent data (employee profiles, organisational structure) between the HRIS and the entire learning tech ecosystem. You'll ensure data integrity and seamless integration.

Asana / Jira / MS Teams / Slack (Collaboration & Project Management) Advanced

Implements and manages the L&D function's operational system of record, setting up project templates, automated workflows, and reporting on team capacity and velocity. You'll ensure your team uses these tools effectively to manage their workload.

Excel (Power Query, PivotTables) / Tableau / Power BI (Analytics & Reporting) Strategic/Architect

Defines the overall L&D analytics strategy, overseeing the creation of complex, interactive dashboards that track key learning metrics. You'll present data-driven narratives to leadership that connect learning activities to tangible business outcomes.

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 Selection & Implementation No authority; executes tasks within existing systems. Identifies system issues, proposes minor improvements, participates in UAT. Leads UAT, troubleshoots complex issues, makes recommendations for system optimisation.
L&D Operational Budget Allocation No budget authority; tracks expenses for specific tasks. Manages small project budgets (e.g., £5K for a specific training event), escalates overspends. Recommends budget for specific workstreams (e.g., £50K for compliance training programme); consults on larger budget decisions.
Team Hiring & Performance Management No authority; provides peer feedback. Provides informal guidance to new joiners; participates in interview panels for junior roles. Mentors 0-2 junior team members; provides structured feedback for performance reviews.
Process Design & Optimisation Follows established processes; identifies minor inefficiencies. Independently executes routine processes; proposes solutions for identified issues. Designs and implements improvements for specific workstreams; leads small-scale process automation projects.

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.

Vendor Cost Savings & Value
The actual money saved or extra value gained through smart negotiation and management of our learning technology and content contracts.
Target · Achieve 10-15% cost reduction or demonstrable added value annually across key vendor contracts.

Successfully renegotiated our LMS contract, reducing annual spend by £150K while securing additional user licences, or integrating a new content provider that significantly boosts engagement without increasing overall budget.

Learning Technology ROI
Demonstrating a clear return on investment for any new learning technology we bring in, proving it's worth the money and effort.
Target · Build a solid business case and show a positive ROI within 2 years of implementing any major new learning technology.

After implementing a new LXP, you've shown that employee engagement with learning content has increased by 30%, leading to a measurable improvement in critical skill gaps identified by business leaders.

Compliance Training Completion Rate
The percentage of employees who complete all their mandatory, often legal or regulatory, training programmes on time.
Target · Maintain 100% on-time completion for all legally mandated training, and 98%+ for internal policy training.

Ensured that all 5,000 employees completed their annual Data Privacy training by the deadline, with audit reports ready for review at any time.

Operational Efficiency & Automation
How much smoother and faster our core L&D processes become, often through automation or process redesign.
Target · Reduce manual effort for key L&D operational processes (e.g., course scheduling, roster management, reporting) by 20% year-on-year.

Automated the weekly VILT session setup, cutting the time spent by your team from 8 hours to 2 hours, freeing them up for more complex work.

Team Effectiveness & Development
How well your team is performing, growing, and contributing to the wider L&D goals.
  • Your team members are regularly hitting their objectives, they're taking on new challenges, and they feel supported in their development. You'll see this in individual performance reviews, feedback from other teams about their collaboration, and your team's overall morale. Are they solving problems proactively? Are they mentoring junior staff effectively? That's what we're looking for.
Strategic Alignment & Partnership
How well your operations and technology strategy supports the overall L&D and business goals, and how effectively you partner with key stakeholders.
  • You're regularly invited to strategic planning meetings, and your input on learning tech and operations is valued. HRBPs and business leaders come to you for advice on how to best deliver their learning initiatives. You're not just reacting
  • you're helping shape the future of learning delivery. We'll know you're doing well if your Director and other senior leaders are confident in your vision for our learning tech.
Data Governance & Reporting Accuracy
The quality and reliability of our learning data, and how confident we are in the reports your team produces.
  • Our HRIS and LMS data are consistently aligned, and data discrepancies are rare. When they do pop up, your team catches and fixes them quickly. Leadership trusts your reports implicitly, using them for critical decisions. External auditors can easily verify compliance records because the data is clean and organised. It's about building that bedrock of trust in our numbers.
Innovation & Continuous Improvement
Your ability to spot opportunities for improvement, bring in new ideas, and drive forward our learning technology capabilities.
  • You're not just maintaining the status quo
  • you're actively exploring new tools, suggesting process improvements, and piloting new ways of working. Your team is encouraged to experiment and learn. We'll see this in proposals for new tech, successful pilot programmes, and a general buzz around how we can do things better. It's about moving us forward, not just keeping us afloat.

7Would you like it

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

What people enjoy
Building & Optimising Systems

You'll spend a good chunk of your time thinking about how our LMS, LXP, and other tools can work better together. This means defining requirements for new features, troubleshooting complex integration issues, and figuring out how to automate manual tasks. You'll get a real kick out of seeing a clunky process become a smooth, automated workflow.

You successfully architected a new data flow between our HRIS and LMS, eliminating 80% of manual data entry errors and saving your team roughly 10 hours a week.

Leading & Developing a High-Performing Team

You'll be coaching your direct reports, setting their objectives, helping them solve tricky problems, and planning their career growth. This involves regular 1-on-1s, performance reviews, and making sure they have the resources and support they need to excel. You'll feel a sense of pride when you see your team members grow and take on more responsibility.

One of your Learning Systems Specialists, under your guidance, successfully led a major LMS upgrade project, a task they wouldn't have tackled a year ago.

Driving Measurable Business Impact through Learning

You'll be constantly looking at the data, not just to report it, but to understand what it tells us about the effectiveness of our learning programmes. This means defining key metrics, building dashboards, and presenting insights to senior leaders. You'll be motivated by connecting learning activities to tangible business outcomes, like improved sales performance or reduced compliance risks.

You presented a quarterly report to the SVP of People, showing that the new sales enablement programme, delivered via your team's tech stack, correlated with a 5% increase in quarterly sales for new reps.

What frustrates people
  • Dealing with the 'Compliance Cop' perception – constantly chasing overdue mandatory training, which can feel like a thankless task.
  • Receiving inconsistent or 'dirty data' from HRIS that breaks automated assignments and makes accurate reporting a nightmare, requiring your team to spend hours on manual clean-up.
  • Being viewed as purely administrative or a 'button pusher' by some parts of the business, rather than a strategic leader of a critical function.
  • Navigating the politics of vendor relationships and internal IT teams, especially when trying to push for system improvements or new integrations.
  • The constant tension between strategic planning and the inevitable 'urgent' operational requests that derail your carefully laid plans.
What this role does not give you
  • A purely strategic, hands-off role; you'll still need to get into the weeds with your team and understand the technical details.
  • A quiet, predictable 9-to-5; there will be urgent issues, system outages, and demanding deadlines.
  • Unlimited budget for every shiny new learning technology; you'll need to make tough choices and build strong business cases.
  • A role where you don't have to manage people; leading and developing your team is a core part of the job.

8Who you work with

This role directly shapes the efficiency and effectiveness of our entire learning delivery. You'll ensure our learning technology is fit for purpose, scalable, and provides a great experience. Ultimately, you're enabling our employees to get the skills they need to drive business outcomes, making sure we're compliant, and demonstrating real value for our investment in learning.

Inside the business
  • Director, Learning & Development Operations
  • SVP, People & Culture
  • HR Business Partners (HRBPs)
  • IT & HRIS Teams
  • Finance Department (for budget oversight)
  • Learning Design & Development Team
Outside the business
  • LMS/LXP Vendors (e.g., Cornerstone OnDemand, Degreed)
  • Content Library Providers (e.g., LinkedIn Learning, Coursera)
  • External Training Facilitators
  • Industry Bodies & Peer Organisations

9What you need before you start

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

  • Proven experience leading and managing a team of Learning Administrators or Systems Specialists (typically 3+ direct reports).
  • Demonstrable experience owning and managing a significant learning technology stack (LMS, LXP) for a large organisation.
  • A strong track record of managing budgets (£500K+) and negotiating complex vendor contracts.
  • Deep understanding and practical experience with learning data governance, HRIS integrations, and advanced reporting.
  • A history of successfully driving process improvement and automation initiatives within L&D operations.
  • Excellent communication and influencing skills, with experience presenting to and partnering with senior leadership (Director level and above).

10What to practise next

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

Digital Ethics & Data Privacy (Advanced Governance)

With increasing data collection, AI use, and global operations, the ethical and legal landscape for learner data is becoming incredibly complex. One misstep can lead to huge fines and reputational damage.

Privacy by Design principles for learning systems · Data minimisation strategies for learner profiles · Ethical implications of AI-driven learner tracking · Cross-border data transfer regulations · Auditing and accountability for data privacy compl

  • This month: Review our current data privacy policies for learning systems with legal counsel.
  • Next quarter: Conduct a privacy impact assessment for a new learning technology or data integration.
  • Month 6: Develop a training module for your team on ethical data handling and privacy best practices.
  • Month 12: Lead a review of our data retention policies for learning records, ensuring compliance and best practice.

Quick win: Ensure all new data collection points in your systems have clear consent mechanisms and privacy notices. It's a simple, immediate step.

Personalised Learning at Scale (Architectural Design)

Learners expect highly relevant, individualised experiences. Generic training is becoming less effective. The challenge is delivering this personalisation for thousands of employees efficiently.

Adaptive learning pathways and branching scenarios · Competency-based learning frameworks · Microlearning and spaced repetition strategies · Content tagging and metadata for intelligent recom · Integration of informal learning into formal pathw

  • This month: Research LXPs and their capabilities for personalised learning. What do they actually offer?
  • Next quarter: Map out a 'day in the life' of a personalised learner journey for a specific role within our organisation.
  • Month 6: Work with instructional designers to pilot a small, adaptive learning module.
  • Month 12: Develop a multi-year roadmap for evolving our learning ecosystem to deliver truly personalised learning at scale.

Quick win: Start by curating a small, highly personalised learning path for a specific team using existing LXP features. Get feedback and iterate.

11Staying current once you are in

What people here do to keep up
  • Regularly attend industry conferences (e.g., Learning Technologies, DevLearn) to stay current on trends and network with peers.
  • Participate in online forums or communities dedicated to learning technology and operations to share knowledge and troubleshoot challenges.
  • Read leading industry publications and research on L&D strategy, HR tech, and adult learning principles.
  • Seek out opportunities to mentor junior professionals, as teaching others often solidifies your own understanding.
  • Actively pursue courses or certifications in areas like data analytics, AI in HR/L&D, or advanced project 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.

Learning Analytics & Predictive Modelling

Essential for future readiness in this role.

  • Predictive analytics for skill gap identification
  • Machine learning models for learner engagement pre
  • Correlation vs. causation in learning data
  • Ethical considerations in AI-driven recommendation
  • A/B testing for learning interventions

AI in Learning Design & Delivery (Beyond Admin)

Essential for future readiness in this role.

  • Generative AI for content creation (text, images,
  • Adaptive learning algorithms and pathways
  • AI-powered virtual tutors and chatbots
  • Ethical guidelines for AI in learning (bias, accur
  • Personalised learning journey mapping with AI

13What you’ll use

What you’ll use

Skills this role draws on

Technical

  • Kirkpatrick's Four Levels of Evaluation (Strategic Application)
  • SCORM/xAPI/cmi5 Standards (Governance & Troubleshooting)
  • Compliance Training Management (Strategic Oversight)
  • Vendor & Content Library Management (Negotiation & Strategy)
  • Learning Operations & Process Optimisation (Leadership)
  • Data Governance for Learning Systems (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

    Lead, Learning Operations (L4)

    3-5 years at L4

    Skills to master

    • At this level, you'd have been architecting the operational delivery of large-scale learning initiatives, managing complex projects, and perhaps informally leading a small sub-team. You'd be the go-to expert for specific operational workstreams.

    You're ready to move on when

    • Successfully led 2-3 major learning programme launches from an operational perspective.
    • Demonstrated ability to influence senior stakeholders and drive consensus on operational decisions.
    • Consistently delivered projects on time and within budget, with high accuracy.
    • Proactively identified and resolved complex operational issues without significant oversight.
    • Mentored junior team members and showed an aptitude for leadership.
  2. 2

    Senior Learning Systems Specialist (L3)

    5-7 years at L3

    Skills to master

    • You'd be the technical guru for our LMS/LXP, leading system upgrades, troubleshooting the trickiest issues, and driving specific process optimisation projects. You'd be seen as the subject matter expert for our core learning technologies.

    You're ready to move on when

    • Successfully managed at least one major LMS/LXP upgrade or significant system enhancement.
    • Consistently resolved complex system issues that others couldn't fix.
    • Designed and implemented process improvements that significantly reduced manual effort or errors.
    • Acted as a trusted advisor to instructional designers and HRBPs on learning technology capabilities.
    • Showed initiative in exploring new system features and recommending their adoption.
  3. 3

    Manager, HR Systems / HRIS

    3-6 years in HR Systems

    Skills to master

    • Coming from a broader HR Systems role, you'd bring strong expertise in HRIS integrations, data governance, and managing complex HR tech stacks. You'd need to quickly get up to speed on the specifics of learning platforms and L&D operations.

    You're ready to move on when

    • Successfully managed integrations between HRIS and other HR systems (e.g., payroll, talent management).
    • Demonstrated strong data governance and reporting capabilities across HR data.
    • Managed a team of HR Systems Specialists.
    • Proven ability to partner with IT and business stakeholders on system implementations.
    • A keen interest and quick learning ability for dedicated learning technologies.

15Where this role leads

The long view: This role can lead into senior learning and development leadership, or into technical roles focused purely on learning technology architecture.

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 Operations & Technology is actually changing.

Where it leads

Roles this leads to

How you would learn this

One to one, on the work you already do

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

A lesson from Provide learning opportunities for colleagues, worked against Manager, Learning Operations & Technology.

Provide learning opportunities for colleagues Level 5

Applied to your work in Manager, Learning Operations & 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 Operations & Technology
  • Kirkpatrick's Four Levels of Evaluation (Strategic Application)
  • SCORM/xAPI/cmi5 Standards (Governance & Troubleshooting)
  • Compliance Training Management (Strategic Oversight)
  • Vendor & Content Library Management (Negotiation & Strategy)
  • Learning Operations & Process Optimisation (Leadership)
  • Data Governance for Learning Systems (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

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

  1. Director, Learning & Development Operations (L6)

    3-5 years in the Manager role

    This is a significant step up, moving from managing a function to shaping the entire L&D business unit's operational strategy.

    • Learning Ecosystem Architecture Designing the entire learning technology landscape for a large, complex organisation.
    • Global L&D Governance Establishing and enforcing operational standards across multiple regions and business units.
    • M&A Integration (L&D specific) Leading the integration of learning systems and operations during mergers and acquisitions.
    • Strategic Vendor Partnerships Developing deep, long-term strategic relationships with key technology and content partners.
Working with AI on the job

Working with AI

Where AI is starting to help

As a Manager, Learning Operations & Technology, your time is gold. You should be thinking strategically, leading your team, and optimising our systems, not getting bogged down in repetitive tasks. That's where AI comes in. It's not about replacing your team; it's about empowering them (and you!) to do more meaningful work.

Imagine a world where your team spends less time on manual data entry, drafting routine emails, or sifting through mountains of survey feedback. AI tools can handle a surprising amount of this grunt work, allowing your specialists to focus on complex problem-solving and higher-value projects. For you, this means more time for strategic planning, vendor negotiations, and developing your team.

Automated Learner Communications Oversight

Instead of your team manually drafting and scheduling dozens of course announcements or overdue reminders, AI can generate personalised communications based on templates. You'll oversee the strategy and tone, and your team will simply review and approve, saving hours of repetitive writing and ensuring consistency across all learner touchpoints.

Strategic Feedback Analysis & Reporting

Forget manually categorising hundreds of open-ended survey comments. AI tools can quickly analyse vast amounts of qualitative feedback from course evaluations, identifying key themes, sentiment, and actionable insights. This means faster, more comprehensive reports for you to present to leadership, helping you make data-driven decisions about programme improvements.

Enhanced Content Curation & Discovery

AI-powered LXPs can automatically recommend relevant content to learners based on their roles, skills, and past activity, keeping learning paths fresh and personalised. You'll set the overall content strategy and your team will focus on quality control and strategic curation, rather than constant manual searching, ensuring our content libraries are always relevant.

First-Draft Process Documentation & SOP Generation

When you're designing a new process or updating an old one, describing it to an AI assistant can generate a clear, step-by-step Standard Operating Procedure (SOP) in minutes. This dramatically speeds up documentation, making it easier to onboard new team members and ensure consistent execution across your team. You'll refine the output, but the heavy lifting is done.

Common questions

Common questions

How do you become a Manager, Learning Operations & Technology?

Common routes in include Lead, Learning Operations (3-5 years at L4), Senior Learning Systems Specialist (5-7 years at L3) and Manager, HR Systems / HRIS (3-6 years in HR Systems). Times vary with prior experience.

Where can a Manager, Learning Operations & Technology progress to?

This role can lead on to Director, Learning & Development Operations (3-5 years in the Manager role), depending on the skills you build.

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

Increasingly, Learning Analytics & Predictive Modelling and AI in Learning Design & Delivery (Beyond Admin). 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, including learning technology management, data governance, process optimisation and leading teams, transfer well to other industries such as fintech, healthcare or retail. They can also lead into broader HR operations or IT roles focused on HR applications.

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 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.