UK

United Kingdom · Sales · Senior (5-8 years)

Senior Sales Trainer

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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As a Senior Sales Trainer, a good place to start on Prompt Engineering & LLM Integration for Content Creation is Planning Automation Across a Department, a free Future Fluency module at Level 5. You'd practise working out what in your department's work could be automated, what should not be, and what to recommend.

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

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  • Experience bandSenior (5-8 years)
  • Direct reportsNo direct reports
  • Reports toSales Training Manager
  • UK framework levelUsually a manager, or the deepest specialist in a team

Also advertised as Senior Sales Enablement Specialist · Sales Training Lead · Sales Learning & Development Manager

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

Level 5 Award in Managing Sales Technology Systems Institute of Sales Professionals · Level 5 · covers 3 of 11 standards
Level 5 Certificate in Professional Sales Institute of Sales Professionals · Level 5 · covers 3 of 11 standards
Level 5 Diploma in Professional Sales Institute of Sales Professionals · Level 5 · covers 3 of 11 standards
Level 6 Certificate in Professional Sales Institute of Sales Professionals · Level 6 · covers 2 of 11 standards
Level 6 Award in Leading Organisational Change Institute of Sales Professionals · Level 6 · covers 1 of 11 standards
NCC Education Level 5 Extended Diploma in Computing with Data Science NCC Education Limited · Level 5 · covers 1 of 11 standards

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

The units you would start with

Manage Sales Technology Systems Level 5 Award in Managing Sales Technology Systems
Data-led Decision Making Level 6 Certificate in Professional Sales
Lead Organisational Change Level 6 Award in Leading Organisational Change
Introduction to Data Science and Big Data NCC Education Level 5 Extended Diploma in Computing with Data Science

The future skills this job leans on

AI Fluency working with AI as a thinking partner
Data Fluency turning numbers into a decision
Foresight Fluency seeing round the corner
Your Plan Illustration

Built for Senior Sales Trainer

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

  1. Manage Sales Technology Systems Institute of Sales Professionals · covers 3 of 11 standards Level 5
  2. Data-led Decision Making Institute of Sales Professionals · covers 2 of 11 standards Level 6
  3. Lead Organisational Change Institute of Sales Professionals · covers 1 of 11 standards Level 6
  4. Introduction to Data Science and Big Data NCC Education Limited · covers 1 of 11 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 Sales Trainer?

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

  • Prompt Engineering & LLM Integration for Content Creation
  • Advanced Data-Driven Training Design & Personalisation
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 Sales Trainer plan as you set up, starting with the free Automation Fluency module. No card.

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

Ready to pay? Subscribe for £70 a month

Keep this read. One email with what AI is changing in this job, the new skills it asks for and where to start free. Nothing else follows unless you confirm your address.

3What this role really is

You design and deliver training that helps sales reps sell more. This includes building programmes that stick, coaching individuals, and helping new hires get up to speed quickly.

4What you'd actually use

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

Seismic / Highspot (Sales Enablement & LMS) Advanced

Designing complex learning journeys, managing user permissions, integrating content with CRM, and analysing usage data to identify content gaps and optimise delivery.

Gong / Chorus.ai (Conversation Intelligence) Expert

Building custom trackers to identify specific talk tracks, creating coaching initiatives based on call trends, and training managers on how to use the platform for effective deal inspection and skill development.

Salesforce Sales Cloud / HubSpot Sales Hub (CRM) Advanced

Building custom reports and dashboards to track training impact, training reps on advanced features, and working with RevOps to ensure process compliance and data quality.

Articulate 360 (Storyline, Rise) / Camtasia (E-Learning Authoring) Expert

Designing and building complex, interactive simulations and branching scenarios in Storyline, developing custom templates, and producing high-quality video-based training modules.

Asana / Monday.com / Slack (Collaboration & PM) Advanced

Managing complex training project plans, creating project templates, using automations to streamline workflows, and facilitating cross-functional collaboration on training initiatives.

Tableau / Power BI (Executive Reporting) Basic

Interpreting dashboards and reports created by others to understand training impact metrics (e.g., ramp time, quota attainment correlation) and inform your programme design.

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
Training Content & Design Follows established templates; content reviewed by senior trainer. Designs basic modules; content reviewed by senior trainer for alignment. Full autonomy over content and design for owned programmes; consults manager on strategic direction.
Programme Schedule & Delivery Schedules sessions based on manager's plan; delivers pre-designed content. Manages own delivery schedule for assigned modules; proposes minor adjustments. Defines schedule for owned programmes; coordinates with Sales Managers; informs manager of significant changes.
Budget for Training Resources No budget authority; escalates all requests. Proposes small resource needs (e.g., £200 for books); requires manager approval. Recommends budget allocation up to £5K for specific programme resources (e.g., e-learning licences, external content); requires manager approval.
Coaching Approach & Feedback Delivers feedback using established frameworks; reviewed by senior trainer. Independently coaches reps on routine issues; escalates complex cases. Designs and implements coaching frameworks for specific skills; provides advanced 1-on-1 coaching; mentors junior trainers on coaching best practices.

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.

New Hire Certification Rate
The percentage of new sales hires who successfully complete and pass their onboarding certification within a defined timeframe.
Target · 90%+ within 60 days of joining

If we onboard 10 new SDRs, 9 of them should pass their 'Product Knowledge & Discovery Skills' certification within 60 days. You'll track this in the LMS and report on it.

Sales Methodology Adoption
The measurable increase in the use of specific sales methodology components (e.g., MEDDPICC qualification criteria, Challenger insights) by reps in their calls and CRM entries.
Target · 50% increase in tracked methodology usage within one quarter post-training

After a 'Challenger Sale' training, you'd expect to see a 50% jump in reps asking 'disruptive' questions (tracked by Gong) or using specific Challenger phrases in their call summaries within Salesforce.

Time to First Deal (SDRs)
The average number of days it takes for a new Sales Development Representative (SDR) to generate their first qualified opportunity.
Target · Reduce by 15% (e.g., from 45 days to ~38 days)

If the average SDR takes 45 days to book their first meeting, your onboarding improvements should bring that down to around 38 days for subsequent cohorts. This is a big win for the business.

Mentee Progression
The success of junior trainers you formally mentor, measured by their growth and readiness for promotion.
Target · One L2 trainer promoted within 18 months of your mentorship

You'll work closely with a new Sales Trainer, guiding them on instructional design and delivery. Their successful promotion to Senior Sales Trainer would be a direct reflection of your mentorship.

Sales Manager Feedback on Programme Impact
The perceived value and effectiveness of your training programmes from the perspective of front-line sales managers.
  • Managers actively seeking your input for team performance issues
  • positive comments in 1-on-1s and team meetings about rep improvement post-training
  • managers consistently reinforcing training concepts in their coaching sessions.
Rep Engagement & Application
How actively reps engage in your training and, more importantly, how well they apply what they've learned in real sales scenarios.
  • Reps voluntarily sharing success stories from using new techniques
  • asking thoughtful, challenging questions in training
  • high attendance and participation rates
  • positive feedback on the practicality of content
  • observed behaviour change in call recordings.
Proactive Training Gap Identification
Your ability to spot emerging skill gaps or performance bottlenecks in the sales team before they become major problems.
  • Presenting data-backed recommendations for new training initiatives
  • identifying trends from call recordings or CRM data
  • being consulted by Sales Ops or leadership on potential skill deficits
  • pre-emptively designing content for upcoming product launches or market shifts.

7Would you like it

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

What people enjoy
Seeing Others Succeed

You get a real buzz from watching a rep you've coached close a big deal, or seeing a new hire hit their quota ahead of schedule. Your daily work involves direct interaction with reps, helping them overcome challenges and celebrate wins.

A rep tells you that using the new objection-handling framework you taught them helped them save a deal they thought was lost. That's your fuel.

Solving Performance Puzzles

You enjoy digging into why a team isn't hitting its numbers, identifying specific skill gaps, and then designing a programme to fix it. It's like being a detective for sales performance, using data and observation to craft solutions.

Sales Ops flags a drop in discovery call quality. You'll analyse Gong calls, identify common mistakes, and then build a targeted training module to address those specific issues.

Building and Creating Impactful Programmes

You love the process of taking a vague need ('reps need to be better at X') and turning it into a structured, engaging, and measurable training programme. You're a builder, and you want your creations to have a real, demonstrable effect.

You're given the task of creating a new advanced negotiation skills workshop. You'll research, design the content, build the exercises, and then deliver it, seeing the immediate impact on rep confidence and capability.

What frustrates people
  • The 'Knowing-Doing Gap': Watching reps nod enthusiastically during training, only to see them revert to their old, ineffective habits the very next day. It's infuriating.
  • Fighting for Manager Mindshare: Your biggest challenge often isn't training the reps; it's getting their time-crunched managers to actually coach and reinforce what was taught. Without it, your training is often useless.
  • The Attribution Nightmare: You know your new onboarding programme is working, but you'll spend weeks wrestling with messy Salesforce data to prove a statistically significant correlation between training and quota attainment. It's a constant battle.
  • The 'Urgent' Product Launch: Being told on a Thursday that a new product is launching Monday and you need to have the entire sales team 'fully enabled'. It happens more often than you'd think.
  • Sales Leadership Whiplash: Building an entire curriculum around a specific sales methodology, only for a new CRO to join and want to implement a completely different one, rendering your hard work obsolete. It's soul-crushing.
  • Being the 'Scapegoat': When the team misses its number, the first fingers often point to 'inadequate training,' regardless of product gaps, market conditions, or lead quality. You'll need to defend your work.
  • The Un-coachable Veteran: Dealing with the top-performing but often toxic rep who refuses to participate in training, undermining the entire programme for everyone else. It's a delicate dance.
What this role does not give you
  • A quiet, predictable work environment where you can focus solely on content creation without interruption.
  • Guaranteed immediate adoption of every training programme you launch without significant effort on your part.
  • A role where you're solely responsible for individual sales targets (though your work directly impacts them).
  • A static set of responsibilities; priorities will shift, and you'll need to adapt quickly.

8Who you work with

This role directly impacts our sales team's ability to generate revenue. You're building the capability that allows us to grow. Faster ramp times mean new reps become productive sooner, and effective skill training means our existing team can tackle more complex deals and improve win rates. Ultimately, you're a key player in ensuring we hit our overall sales targets and maintain a competitive edge in the market.

Inside the business
  • Sales Managers (your primary 'customers')
  • Sales Directors (they'll want to see results)
  • Product Marketing (for new product training content)
  • Sales Operations (for data on rep performance and process adherence)
  • Junior Sales Trainers (you'll be their go-to for advice)
  • Marketing Team (for messaging alignment)
Outside the business
  • Sales Methodology Vendors (sometimes you'll work with them on specific programmes)
  • E-learning Content Providers (if we outsource specific modules)

9What you need before you start

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

  • Proven experience (5-8 years) in a dedicated sales training or sales enablement role, where you were responsible for designing and delivering full training programmes.
  • Demonstrable experience coaching individual sales representatives to improve their performance, with examples of measurable impact.
  • Hands-on experience with at least one major CRM (Salesforce or HubSpot) and a conversation intelligence platform (Gong or Chorus.ai) for analysis and coaching.
  • A strong understanding of at least two widely recognised sales methodologies (e.g., MEDDPICC, Challenger, SPIN Selling) and how to apply them in practice.
  • Experience creating engaging e-learning content using authoring tools like Articulate 360 or similar.

10What to practise next

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

Advanced E-Learning Development & Multimedia Production

Static PDFs and basic presentations won't cut it. Reps expect engaging, interactive, and high-quality multimedia content. You'll need to create more sophisticated simulations, branching scenarios, and polished video content.

Gamification Techniques · Interactive Video Branching · Accessibility Standards (WCAG) · Basic Animation & Motion Graphics

  • This week: Explore advanced features in Articulate Storyline or Rise 360, focusing on branching scenarios and complex interactions.
  • This month: Take an online course on video editing for learning (e.g., LinkedIn Learning, Udemy) focusing on Camtasia or similar.
  • Month 2: Design and build one fully interactive, gamified e-learning module for a specific sales skill.
  • Month 3: Get feedback from reps on the engagement and effectiveness of your new multimedia content.

Quick win: Start by adding simple quizzes and interactive elements to existing Rise courses. Record a short 'explainer' video using Camtasia for a complex product feature. Small steps, big impact.

CRM & Sales Enablement Platform Administration

As training becomes more integrated with our tech stack, you'll need a deeper understanding of how these platforms work under the hood. You'll move beyond just using them to actually configuring and optimising them for training purposes.

Custom Object & Field Creation (Salesforce) · Automation Rules & Workflows (Salesforce/HubSpot) · API Integrations (Basic Understanding) · User Permissions & Security Models

  • This week: Ask Sales Ops to walk you through the backend of Salesforce, specifically around custom fields and reporting.
  • This month: Take an online course on Salesforce Administrator basics or HubSpot Admin features.
  • Month 2: Propose one specific automation or custom report that would help track training impact more effectively.
  • Month 3: Work with Sales Ops to implement a small change or new feature in the CRM or LMS that supports a training initiative.

Quick win: Shadow a Sales Ops team member for a few hours to understand how they configure the CRM. Ask for 'read-only' admin access to your LMS to explore its deeper configuration options.

11Staying current once you are in

What people here do to keep up
  • Regularly attend industry webinars and conferences (e.g., Sales Enablement Collective, ATD events) to stay current on best practices.
  • Actively participate in online communities for sales enablement professionals to share insights and learn from peers.
  • Dedicate time each quarter to self-study on new sales methodologies, e-learning tools, or AI applications in sales training.
  • Seek out opportunities to mentor junior trainers or new hires, as teaching is often the best way to solidify your own understanding.

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.

Prompt Engineering & LLM Integration for Content Creation

Competitors are already using Large Language Models (LLMs) like GPT-4 to draft training outlines, role-play scenarios, battlecards, and even e-learning scripts in minutes, not hours. Trainers who figure this out will outproduce peers significantly.

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

Advanced Data-Driven Training Design & Personalisation

We're moving beyond generic training. The ability to use granular sales data (CRM, Gong, LMS) to identify individual rep skill gaps and then deliver personalised learning paths will be a game-changer for ramp time and overall performance.

  • Correlation vs. Causation in Sales Data
  • Learning Analytics Platforms
  • Adaptive Learning Paths
  • A/B Testing Training Modules

13What you’ll use

What you’ll use

Skills this role draws on

Technical

  • Sales Methodologies (e.g., MEDDPICC, Challenger, SPIN)
  • Instructional Design & Adult Learning Theory (e.g., ADDIE, Bloom's)
  • Training Effectiveness Measurement (Kirkpatrick's Model)
  • Competency Modelling
  • Coaching Frameworks (e.g., GROW Model)
  • Change Management Principles

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

    Sales Trainer (L2)

    2-3 years

    Skills to master

    • Delivering pre-designed content effectively, creating basic training materials, understanding core sales processes, and providing basic 1-on-1 coaching.

    You're ready to move on when

    • Consistently high feedback scores on training delivery.
    • Proactive in identifying small content gaps and proposing solutions.
    • Successfully mentored new hires informally.
    • Demonstrates a solid understanding of our sales methodology.
  2. 2

    Experienced Sales Representative (AE, SDR Manager)

    3-5 years (after a successful sales career)

    Skills to master

    • Translating sales experience into teachable frameworks, understanding adult learning principles, developing instructional design skills, and mastering sales enablement tools.

    You're ready to move on when

    • Consistently exceeded sales quotas in previous roles.
    • Demonstrated strong coaching abilities with peers or junior reps.
    • Passion for teaching and developing others, not just selling.
    • Developed a deep understanding of our product and market.
  3. 3

    L&D Specialist (from another department)

    2-4 years (after L&D experience)

    Skills to master

    • Deep dive into sales methodologies and the sales process, understanding sales culture, and becoming proficient in sales-specific enablement tools (CRM, Gong).

    You're ready to move on when

    • Strong background in instructional design and adult learning.
    • Proven ability to design and deliver impactful training programmes in other contexts.
    • Demonstrated quick learning ability for new domain-specific knowledge.
    • Excellent stakeholder management skills, especially with demanding audiences.

15Where this role leads

The long view: This work can lead to roles such as Director of Sales Training and Enablement, or VP of Revenue Enablement.

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 Sales Trainer 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 Manage Sales Technology Systems, worked against Senior Sales Trainer.

Manage Sales Technology Systems Level 5

Applied to your work in Senior Sales Trainer

This unit aims to equip learners with the knowledge of functional requirements of sales technology systems and how to support users for effective adoption. Learners will be able to monitor system effectiveness, identify areas for improvement, and ensure the effective usage of sales technology to optimise sales performance.

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 Sales Trainer
  • Sales Methodologies (e.g., MEDDPICC, Challenger, SPIN)
  • Instructional Design & Adult Learning Theory (e.g., ADDIE, Bloom's)
  • Training Effectiveness Measurement (Kirkpatrick's Model)
  • Competency Modelling
  • Coaching Frameworks (e.g., GROW Model)
  • Change Management Principles
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 Sales Trainer is a start, not a ceiling. Each step below asks for new skills and hands back more autonomy.

  1. Lead Sales Trainer / Principal Enablement Manager (L4)

    3-5 years

    You'll move from owning workstreams to architecting complex, multi-quarter training strategies and implementing advanced measurement frameworks (Kirkpatrick L3/L4). You'll also take on more formal leadership, potentially managing a small team of junior trainers.

    • Designing enterprise-wide enablement programmes
    • Advanced analytics for training ROI
    • Vendor management for external training partners
    • Cross-functional programme leadership

  2. Sales Training Manager (L5)

    4-6 years

    This is a step into formal people management. You'll manage a team of trainers and designers, secure and manage the training budget, and be accountable for the operational success of the entire sales training function. Your focus shifts from individual programme ownership to team leadership and strategic oversight.

    • Building a high-performing training team
    • Defining overall training strategy and curriculum architecture
    • Negotiating with external vendors and partners
    • Driving cross-departmental enablement initiatives
Working with AI on the job

Working with AI

Where AI is starting to help

Let's be honest, as a Senior Sales Trainer, you're always juggling multiple priorities: designing new content, delivering sessions, coaching reps, and trying to prove your impact. What if you could reclaim a significant chunk of your week by letting AI handle the more repetitive or time-consuming tasks?

Our AI Productivity Hub is designed specifically for sales professionals, including trainers like you. It's not about replacing your expertise; it's about giving you superpowers. Imagine spending less time on manual content creation or sifting through call recordings, and more time on high-impact coaching and strategic programme design. Here's how AI can transform your day-to-day work:

Automated Role-Play Scenarios

Use an AI text generator (like GPT-4), fed with your company's call transcripts and sales playbooks, to create an endless variety of realistic role-play scenarios. This means reps can practice objection handling and discovery questions against an AI that 'knows' your business, freeing you from manually writing dozens of scenarios. You'll save roughly 5-8 hours per month.

Scaled Call Analysis & Insight

Stop listening to calls one-by-one! Use the AI in our conversation intelligence tools (Gong, Chorus.ai) to automatically analyse 100% of sales calls. It'll identify talk tracks that lead to wins, spot common points where deals stall, and even flag compliance issues. This turns anecdotal coaching into data-driven programmes, saving you 10-15 hours per month of manual listening and analysis.

Instant Competitive Battlecard Creation

When a new competitor pops up, you need battlecards fast. Feed AI tools public information (press releases, G2 reviews, website copy) and ask it to generate a first-draft summary of their strengths, weaknesses, and potential customer objections. You'll still refine it, of course, but it's a massive head start, saving you 3-4 hours per new competitor analysis.

Personalised Coaching Feedback Generator

After reviewing a rep's call in Gong, use an AI assistant to draft a structured, personalised coaching email. It can summarise key strengths, pinpoint areas for improvement, and even provide links to specific micro-learning modules for reinforcement. This streamlines your coaching process, saving you 2-3 hours per week and making your feedback more consistent.

Common questions

Common questions

How do you become a Senior Sales Trainer?

Common routes in include Sales Trainer (2-3 years), Experienced Sales Representative (AE, SDR Manager) (3-5 years (after a successful sales career)) and L&D Specialist (from another department) (2-4 years (after L&D experience)). Times vary with prior experience.

Where can a Senior Sales Trainer progress to?

This role can lead on to Lead Sales Trainer / Principal Enablement Manager (3-5 years) and Sales Training Manager (4-6 years), depending on the skills you build.

What new skills matter most for a Senior Sales Trainer?

Increasingly, Prompt Engineering & LLM Integration for Content Creation and Advanced Data-Driven Training Design & Personalisation. These are the skills our record of this role lists as growing.

Free tools

Want a read on where you stand?

Three free tools, no account needed. Each one ends with a role, a level and a way in.

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

Or try another one

17Where to go from here

Other roles at Level 5

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

 More jobs in sales

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

The skills built as a Senior Sales Trainer transfer well. You could move into broader learning and development roles in any industry, specialise in sales operations, or move into a senior sales leadership position, bringing enablement expertise with you. Designing, delivering and measuring learning is a skill that applies across sectors.

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.