United Kingdom · Learning and Development · Mid-Level (2-5 years)

Learning Experience Designer

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

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

Also advertised as Learning Designer · Instructional Designer · L&D Specialist (Content) · Learning Content Creator

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

Start with a free Future Fluency check, tuned to Learning Experience Designer

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

Start the check, free

1What this role really is

You'll be the architect behind engaging learning journeys, making sure our colleagues actually learn and apply new skills. This isn't just about ticking boxes; it's about crafting experiences that stick, using a bit of science to make it happen. You'll take a messy idea, add some brain-friendly design, and turn it into something genuinely useful.

2What you'd actually use

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

LXP/LMS (Degreed, Cornerstone OnDemand)Intermediate

You'll be creating and managing courses, setting up learning paths, pulling standard completion reports, and troubleshooting basic user queries. You'll know your way around the platform and how to get content published.

Data Collection (Qualtrics, SurveyMonkey)Intermediate

You'll design and distribute surveys (e.g., post-course feedback, pre-assessments) with basic branching logic. You'll also be able to export raw data and do some initial analysis in Excel.

Data Visualization (Tableau, Power BI)Basic

You'll be navigating pre-built dashboards, applying filters to answer specific questions about your programmes, and understanding the basic metrics being presented. You might even build a very simple dashboard yourself.

Content Authoring (Articulate 360 - Rise, Storyline)Advanced

This is your bread and butter. You'll be designing and building highly interactive e-learning modules from scratch, incorporating variables, triggers, and scenario-based learning to create engaging experiences. You'll be the expert here.

Collaboration & Design (Miro, Figma)Intermediate

You'll be facilitating design thinking workshops and learner journey mapping sessions with stakeholders. You'll also use these tools to create detailed wireframes or prototypes for new learning experiences.

HRIS (Workday HCM, SAP SuccessFactors)Basic

You'll be able to look up employee data (e.g., department, role) and run pre-defined reports on demographics or job roles to help you segment learner populations for targeted interventions.

3What you get to decide, and how that grows

Power in a job isn't your title. It's what you're allowed to decide. Here's how it grows as you move up.

The choice	Coming in	Where you are now	The step above
Learning Design Approach	Proposes options, requires full review by Senior Strategist.	Independently selects and implements design approach for routine projects; consults Senior Strategist for novel or high-impact programmes.	Defines and champions design standards; makes final decisions on complex design challenges; mentors team on design choices.
Content Scope & Structure	Follows provided storyboard/outline; seeks approval for any deviations.	Develops complete storyboards and content outlines from a brief; consults SMEs for accuracy and Senior Strategist for strategic alignment.	Defines content strategy for entire programmes; challenges and refines business requirements; ensures content aligns with learning science.
Technology Selection (for specific project)	Uses pre-approved tools and templates only.	Selects appropriate features within approved L&D tech stack (e.g., Articulate Rise vs. Storyline); proposes new tools for specific needs (with Senior Strategist approval).	Evaluates and recommends new learning technologies for the L&D function; leads pilot programmes for new tools.
Budget Allocation (project level)	No budget authority; flags any potential costs to supervisor.	Manages project expenses up to £1K (e.g., stock images, minor software licences); escalates anything above this to Senior Strategist.	Manages project budgets up to £5K-£10K; negotiates with small vendors; provides input for larger programme budgets.

4How you'll be judged

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

Course Completion Rate

The percentage of assigned learners who finish your e-learning modules or attend your workshops.

Target · Minimum 85% for mandatory courses, 70% for optional ones

If 100 sales reps are assigned 'Negotiation Skills 101', we'd expect at least 70 to complete it within the given timeframe. If it's lower, we need to figure out why.

Learner Satisfaction (NPS)

How happy learners are with the content, delivery, and relevance of your programmes, measured by a Net Promoter Score.

Target · Average NPS of +50 across all your designed programmes

After your 'Effective Feedback' workshop, if 7 out of 10 participants are 'promoters' (score 9-10), you're hitting the mark. If it's lower, we'll look at the feedback to improve.

Content Development Cycle Time

How long it takes from getting a brief to launching a complete learning module or programme.

Target · Average 4-6 weeks for a standard e-learning module (approx. 30 mins content)

If a brief for a new product training comes in on 1st March, we'd expect it to be ready for launch by mid-April. Delays here mean our teams aren't up-to-speed fast enough.

Application of Learning (Kirkpatrick L3)

Evidence that learners are actually applying what they've learned back on the job.

Target · Demonstrate a 10-15% increase in specific desired behaviours post-programme (e.g., using a new sales methodology)

After a 'Coaching for Managers' programme, we'd look for managers to report a 15% increase in coaching conversations with their teams, as observed by their direct reports or their own managers.

Design Quality & Innovation

How well your learning designs incorporate modern learning science principles and creative approaches.

Positive feedback from L&D peers and your Senior Strategist on design reviews
your programmes are cited as examples of good practice
you're actively experimenting with new formats (e.g., micro-learning, simulations).

Stakeholder Collaboration

How effectively you work with subject matter experts and business leaders to gather content and ensure relevance.

SMEs readily provide information and time
business leaders feel their needs are understood and met
you're seen as a trusted partner, not just an order-taker.

Problem-Solving & Adaptability

Your ability to tackle unexpected challenges during development and adjust your approach when things don't go to plan.

You proactively identify potential roadblocks and propose solutions
you can pivot your design based on new information or feedback without getting stuck
you don't just 'follow the brief' blindly.

Informal Mentorship

How you help new or junior members of the L&D team get up to speed and improve their own design skills.

New joiners seek your advice
you offer helpful feedback on their work
you're seen as a go-to person for practical tips and best practices in design.

5Would you like it

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

What people enjoy

Making a Tangible Difference

You get a real buzz from seeing people improve their skills or change their behaviour because of something you designed. Hearing a colleague say, 'That workshop really helped me with X' is what keeps you going.

You designed a new onboarding module, and new hires are now reaching full productivity two weeks faster. That's a direct, measurable win you can point to.

Solving Complex Problems

You enjoy the puzzle of taking a tricky business problem (e.g., 'our managers aren't giving good feedback') and breaking it down into a learning solution. You like figuring out the best way to structure content, engage learners, and measure impact.

A department is struggling with cross-team communication. You'll research, brainstorm, and design an intervention that actually addresses the root cause, not just a generic 'communication course'.

Continuous Learning & Growth

You're always keen to learn new design techniques, explore different learning technologies, or dive deeper into the science of how people learn. You see every project as an opportunity to refine your craft.

You'll spend your lunch break watching a webinar on adaptive learning design or experimenting with a new feature in Articulate Storyline, just because you're curious.

What frustrates people

The 'flavour of the month' problem: A leader suddenly wants a programme based on a new fad, derailing your evidence-based plan.
Fighting pseudoscience: Having to explain why 'learning styles' aren't real for the tenth time.
The 'training request' fallacy: Being asked to train away a problem that's actually a management or process issue.
The measurement squeeze: Expected to show hard ROI but not given the data access or budget to do a proper study.
Lost in translation: Simplifying complex science for business leaders without losing its integrity.
The 'soft skills' discount: Constantly justifying the rigour and value of your work against 'hard skills' functions.

What this role does not give you

A quiet, solitary work environment (you'll be collaborating constantly).
Complete freedom to design whatever you want (you'll always be responding to business needs and stakeholder input).
Immediate, effortless adoption of all your programmes (you'll need to advocate and persuade).
A role where you just 'build' without thinking about the 'why' or 'how it works'.

6Who you work with

This role directly shapes the quality and effectiveness of our internal learning programmes. You're the one who makes sure learning isn't just 'nice to have' but genuinely changes behaviour and improves business outcomes. When you design something well, it speeds up onboarding, boosts productivity, and helps us keep our best people by offering them clear development paths. If the learning isn't engaging or effective, we're essentially throwing money away and frustrating our colleagues.

Inside the business

L&D Team (peers, Senior Strategist)
Product & Engineering Teams (for technical training)
Sales & Marketing Teams (for commercial training)
People Operations (HR Business Partners)
Subject Matter Experts (SMEs) across the business

Outside the business

Learning content vendors (if we're buying off-the-shelf)
External training providers (for specific niche skills)

7What you need before you start

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

At least 2 years of hands-on experience in instructional design or learning content development, ideally in a corporate setting.
Demonstrable experience building interactive e-learning modules using tools like Articulate Storyline or similar advanced authoring software.
A solid understanding of adult learning principles and how to apply them in practice.
Experience working with subject matter experts to extract information and translate it into learning content.
A portfolio showcasing your learning design projects (e-learning, workshops, job aids, etc.).

8What to practise next

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

Advanced Data Storytelling

It's not enough to just show data; you need to tell a compelling story with it. As we collect more learning data, the ability to turn complex numbers into clear, actionable insights for business leaders will become even more critical. This means going beyond basic charts.

Narrative Structure for Data · Visual Best Practices · Audience-Centric Reporting · Explaining 'So What?'

This week: Look at a recent report or dashboard you've made. Can you simplify it? Can you add a clear 'so what' statement?
This month: Watch a few YouTube tutorials on data storytelling in Tableau or Power BI. Try to apply one new technique to an existing report.
Month 2: Ask a colleague or your Senior Strategist for feedback on your data presentations. What's clear? What's confusing?
Month 3: Take a small dataset and challenge yourself to create a one-page infographic that tells a clear story without jargon.

Quick win: When presenting any data, start with the conclusion or the key takeaway. Don't make your audience hunt for it. This immediately makes your presentations more impactful.

9Staying current once you are in

What people here do to keep up

Regularly reading academic journals or reputable blogs on cognitive science, instructional design, and adult learning (e.g., NeuroLeadership Institute, Learning Solutions Magazine).
Attending industry webinars or virtual conferences to stay current on trends and network with peers.
Actively participating in online L&D communities or forums to share ideas and learn from others.
Experimenting with new learning technologies or AI tools in your spare time to build your skills.
Seeking feedback on your designs from peers and mentors to continuously refine your craft.

10How the AI economy is changing work like this

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

The new skill this role is being asked for: Prompt Engineering & LLM Integration

Honestly, competitors are already using tools like ChatGPT and Claude to draft learning content, summarise research, and even generate quiz questions in minutes. If you can master this, you'll be able to produce high-quality content much faster, freeing you up for more strategic design work. It's not about replacing you; it's about making you incredibly efficient.

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

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.

Prompt Engineering & LLM Integration

Honestly, competitors are already using tools like ChatGPT and Claude to draft learning content, summarise research, and even generate quiz questions in minutes. If you can master this, you'll be able to produce high-quality content much faster, freeing you up for more strategic design work. It's not about replacing you; it's about making you incredibly efficient.

Context Windows & Token Limits
Temperature Settings
RAG (Retrieval Augmented Generation)
Output Validation & Hallucination Detection

What you’ll use

Skills this role draws on

Technical

Cognitive Load Theory
Spaced Repetition & Retrieval Practice
Kirkpatrick/Phillips ROI Model (Levels 1-3)
Adult Learning Theory (Andragogy)
Instructional Design Methodologies (e.g., ADDIE, SAM)

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
L&D Associate / Junior Instructional Designer (L1)
1-2 years
Skills to master
- Mastering content authoring tools (Articulate 360), understanding basic instructional design principles, supporting workshop delivery, pulling standard LMS reports.
You're ready to move on when
- Consistently delivering high-quality content elements from templates.
- Proactively identifying minor improvements to existing programmes.
- Successfully managing small, well-defined content updates independently.
2
Career Changer (e.g., Teacher, Trainer)
2-3 years (with dedicated upskilling)
Skills to master
- Translating classroom experience to digital/corporate learning, mastering specific L&D tech stack, understanding business context, applying learning science rigorously.
You're ready to move on when
- A strong portfolio of self-initiated learning design projects.
- Certifications in instructional design or learning technologies.
- Demonstrated ability to learn new software quickly and apply it effectively.
3
Self-Taught Learning Developer
2-4 years
Skills to master
- Building a strong portfolio, understanding the theoretical underpinnings of learning, networking within the L&D community, developing project management skills.
You're ready to move on when
- A diverse portfolio showcasing various learning formats and complexities.
- Active participation in L&D communities and continuous self-directed learning.
- Ability to articulate design decisions based on learning science principles.

11Where this role leads

The long view:Your journey here is really what you make of it. We're committed to giving you the opportunities and support to grow, whether you want to become a deep technical expert, a people leader, or even explore entirely new paths. The key is your curiosity and your drive to make a real difference in how people learn and perform.

Pay & demand

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

The ten Future Fluencies

Zavmo analysis

The credential is what you can do today. These are what keep you valuable.

A qualification proves you can do the job as it's defined today. These ten are what decide whether you're still the obvious person for it in five years. They're the capabilities employers are now writing into senior roles faster than people are learning them. Zavmo weaves them through whatever you study, so you come out with both: the credential and the fluency.

The highlighted ones are the Fluencies your role leans on hardest, from how Learning Experience Designer is actually changing. In about two minutes, the free confidence check asks where you stand on each of the ten. That's the whole check, and it's what makes the plan yours rather than generic.

12The team that's yours

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

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

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

Start free and meet yours

13What it feels like

A conversation, not a course

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

Digital Assessment DesignLevel 4

Applied to your work in Learning Experience Designer

The objective of this unit is to provide learners with a comprehensive understanding of digital assessment methodologies, creation, and implementation. Learners will explore the concepts underpinning digital assessment, the process of creating and implementing specific assessments, and the limitations inherent in their use compared to traditional methods, enabling them to design and evaluate effective digital assessments.

How the thinking builds

Remember
Understand
Apply
Analyse
Evaluate
Create

An illustration of a Zavmo lesson, built from this role’s own route. The unit, its objective and every criterion above are the awarding body’s own words, not an example.

One to one, not one to many

No two people run this the same way

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

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

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

DemonstrateIllustration

Evidenced on your work in Learning Experience Designer

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

Course Completion RateThe percentage of assigned learners who finish your e-learning modules or attend your workshops.If 100 sales reps are assigned 'Negotiation Skills 101', we'd expect at least 70 to complete it within the given timeframe. If it's lower, we need to figure out why.Minimum 85% for mandatory courses, 70% for optional ones
Learner Satisfaction (NPS)How happy learners are with the content, delivery, and relevance of your programmes, measured by a Net Promoter Score.After your 'Effective Feedback' workshop, if 7 out of 10 participants are 'promoters' (score 9-10), you're hitting the mark. If it's lower, we'll look at the feedback to improve.Average NPS of +50 across all your designed programmes
Content Development Cycle TimeHow long it takes from getting a brief to launching a complete learning module or programme.If a brief for a new product training comes in on 1st March, we'd expect it to be ready for launch by mid-April. Delays here mean our teams aren't up-to-speed fast enough.Average 4-6 weeks for a standard e-learning module (approx. 30 mins content)
Application of Learning (Kirkpatrick L3)Evidence that learners are actually applying what they've learned back on the job.After a 'Coaching for Managers' programme, we'd look for managers to report a 15% increase in coaching conversations with their teams, as observed by their direct reports or their own managers.Demonstrate a 10-15% increase in specific desired behaviours post-programme (e.g., using a new sales methodology)

These are this job's own measures, with its own targets. Nothing is marked evidenced, because nobody has started this yet. Yours would fill in from the work you bring.

Your passport

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

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

Level 3 · in progressAI Fluency→ Senior Learning Strategist (L3)→ your design

Where this takes you

Your journey here is really what you make of it. We're committed to giving you the opportunities and support to grow, whether you want to become a deep technical expert, a people leader, or even explore entirely new paths. The key is your curiosity and your drive to make a real difference in how people learn and perform.

See Your Progress GrowIllustration

Learning Experience Designer

Cognitive Load Theory
Spaced Repetition & Retrieval Practice
Kirkpatrick/Phillips ROI Model (Levels 1-3)
Adult Learning Theory (Andragogy)
Instructional Design Methodologies (e.g., ADDIE, SAM)

This is your Mind Palace on learn.zavmo.ai. Every skill above comes from this role's own record, not an example borrowed from another job. A node lights up when you evidence it, and what you build stays yours between jobs. That is the part a course cannot do.

14The detail, folded away

Everything else the record holds

The career branches in full, how AI is already showing up in the day-to-day, and the questions people ask about this job. Here when you want them, out of the way while you decide.

Where it leads next, rung by rung

Where it leads

The career path, and where it branches

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

Senior Learning Strategist (L3)
3-5 years in this role
You'll move from owning individual projects to leading entire multi-touchpoint learning programmes. You'll also start mentoring junior designers and introducing new learning science concepts to the wider team.
- Designing complex, blended learning ecosystems
- Advanced application of SCARF model and Nudge Theory
- Measuring Kirkpatrick L4 (Business Results) where feasible
- Budget management for larger programmes (up to £5K-£10K)

Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, building learning content can be a grind. But what if you could cut out the tedious bits and focus on the really creative, impactful work? Our AI Productivity Hub is here to help you do just that. We're not talking about replacing your job; we're talking about giving you superpowers.

For a Learning Experience Designer, AI isn't just a buzzword; it's a practical tool that can seriously speed up your workflow. Think less time on first drafts and data crunching, more time on crafting truly engaging and brain-friendly learning experiences. Here's how you'll actually use it day-to-day.

Content Draft Generation

Feed a dense technical document or a meeting transcript into an AI tool (like Claude or ChatGPT) and get a solid first draft of an e-learning script, quiz questions, or even a facilitator guide. It won't be perfect, but it'll save you hours of staring at a blank page.

Qualitative Feedback Synthesis

Imagine you've got hundreds of open-ended comments from a post-course survey. Instead of manually sifting through them, drop them into an AI model. It'll quickly perform sentiment analysis and thematic clustering, instantly highlighting the top 3 pain points or most common suggestions from learners. This means faster, more accurate iteration.

Research Acceleration

Need to quickly get up to speed on 'the latest thinking on retrieval practice' or 'cognitive load in virtual reality'? Use AI-powered research tools (like Elicit or Consensus) to summarise academic papers and identify key takeaways, turning a day of literature review into an hour or two. You'll be the smartest person in the room, faster.

Brainstorming & Idea Generation

Stuck for ideas on how to make a dry topic engaging? Prompt an AI with your learning objective and target audience, and it can generate a dozen creative activity ideas, scenario prompts, or even gamification concepts in minutes. It's like having a tireless brainstorming partner.

Common questions

How do you become a Learning Experience Designer?

Common routes in include L&D Associate / Junior Instructional Designer (L1) (1-2 years), Career Changer (e.g., Teacher, Trainer) (2-3 years (with dedicated upskilling)) and Self-Taught Learning Developer (2-4 years). Times vary with prior experience.

Where can a Learning Experience Designer progress to?

This role can lead on to Senior Learning Strategist (L3) (3-5 years in this role), depending on the skills you build.

What level is a Learning Experience Designer in the UK?

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

What new skills matter most for a Learning Experience Designer?

Increasingly, Prompt Engineering & LLM Integration. These are the areas where the higher-paid, future-proof work is heading.

The honest bit

You’ve started things before

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

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

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

What it costs

Less than one coaching session. Every month.

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

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

Your path, personalised

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

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

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

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

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

A Zavmo curriculum screen: a three-month plan built for a customer support lead, five Ofqual-regulated units and a hundred and ninety-six credits. — A real plan on learn.zavmo.ai: Ofqual-regulated units, credits, and a three-month run at your own pace.

Start free No commitment. See your first steps free.

15Where to go from here

Other roles at Level 3

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

Other roles in Learning and Development

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

If you leave this industry

The skills you'll gain here—understanding how people learn, designing engaging experiences, using data to prove impact, and working with modern learning technologies—are highly transferable. You could easily move into roles in Product Management for EdTech companies, UX Design for learning platforms, or even into broader People Strategy roles in other industries.

Not sure this is the right direction?

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

You're not behind. You're right on time. The shift is only just beginning. Your role won't look the same in two years. Be the one who leads the change, not the one it happens to. Build my plan, free Here's the first ten minutes: a 2-minute confidence check → your personalised roadmap → meet the tutors matched to you. No card, cancel any time. No card. Build your plan, see your roadmap and meet the twelve tutors matched to you. All free. When you're ready to start learning, it's £70 a month, billed monthly. Cancel any time and billing stops.

Learning Experience Designer

What's rising in its place

Prompt Engineering & LLM Integration

Skills this role draws on

Technical

How you actually get there, here

L&D Associate / Junior Instructional Designer (L1)

Career Changer (e.g., Teacher, Trainer)

Self-Taught Learning Developer

The credential is what you can do today. These are what keep you valuable.

Roles this leads to

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

A conversation, not a course

No two people run this the same way

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

Everything else the record holds

The career path, and where it branches

Senior Learning Strategist (L3)

Where AI is starting to help

Content Draft Generation

Qualitative Feedback Synthesis

Research Acceleration

Brainstorming & Idea Generation

Common questions

You’ve started things before

Less than one coaching session. Every month.

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