UK

United Kingdom · Business Transformation Change · Entry Level (0-2 years)

Change & Transition Coordinator

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 bandEntry Level (0-2 years)
  • Direct reportsNo direct reports
  • Reports toWorkforce Transition Manager
  • UK framework levelUsually someone starting out, or keeping a process running

Also advertised as Junior Change Analyst · Transformation Support Assistant · People Project Coordinator

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 Change & Transition Coordinator

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

This isn't a role where you'll be leading big strategic shifts from day one, honestly. Instead, you'll be the backbone for our Workforce Transition team, making sure all the little pieces of a big change actually happen. You'll be the one who gets the right messages to the right people, helps organise workshops, and keeps our data tidy. Think of yourself as the team's reliable pair of hands, learning the ropes and making a tangible difference to how smoothly our transformations land. It's a fantastic spot to learn how organisational change really works, day-to-day, behind the scenes.

2What you'd actually use

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

Microsoft Office Suite (Word, Excel, PowerPoint)Intermediate

Drafting communications in Word, basic data tracking and simple calculations in Excel, creating and updating presentations in PowerPoint.

HRIS (Workday HCM or SAP SuccessFactors)Basic

Pulling standard headcount, demographic, and compensation reports (read-only access) to support workforce analysis.

Data Visualization (Tableau or Power BI)Basic

Updating pre-defined dashboards with fresh data and pulling specific charts or figures for reports, under guidance.

Project Management (Smartsheet or Asana)Intermediate

Updating project plans, tracking tasks, marking milestones as complete, and managing your own assigned actions.

Collaboration & Workshop (Miro)Basic

Contributing to brainstorming sessions, updating stakeholder maps, and adding content to boards created by senior team members.

Survey & Feedback (Qualtrics or SurveyMonkey Enterprise)Basic

Programming and distributing surveys using pre-written questions, and pulling raw data for analysis.

Learning Platform (Degreed or Cornerstone OnDemand)Basic

Identifying and assigning relevant training modules to impacted employee groups, and tracking completion rates.

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 choiceComing inWhere you are nowThe step above
Communication Content & AudienceDraft initial content using templates, identify target audience based on clear instructions. All final content and audience segmentation requires manager approval.Propose communication content and audience segmentation for routine changes. Consult manager for complex or high-impact communications.Design and approve communication strategies and content for specific workstreams. Consult Director on enterprise-wide messaging.
Project Task PrioritisationPrioritise daily tasks within your assigned work under manager guidance. Escalate conflicts or unclear priorities to your manager.Independently prioritise tasks within your owned workstreams. Consult manager on cross-project dependencies or major shifts.Define priorities for your project/workstream, aligning with overall programme goals. Inform Director of significant resource re-allocations.
Tool & Template SelectionUse pre-selected tools and templates as instructed. Suggest minor improvements to templates to your manager.Select appropriate tools and templates for specific tasks within guidelines. Propose new templates or minor tool adjustments.Design new templates and recommend tool usage for project-level needs. Influence broader team standards for tools.

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.

Communication Distribution Accuracy
Ensuring the right messages go to the correct employee groups, without errors.
Target · 99% accuracy on audience segmentation and message delivery.

Sending a training announcement only to the 250 impacted employees in Finance, not the entire company. If we send it to the wrong group, we're dealing with unnecessary queries and confusion.

Training Registration & Completion Tracking
Monitoring and reporting on employee engagement with required training modules.
Target · Weekly reports showing >90% data accuracy and 100% on-time delivery.

Providing a report on Friday that shows 75% of the Sales team has completed 'New CRM Basics' training, correctly identifying the remaining 25% who haven't.

Project Task Completion Rate
Completing assigned administrative and coordination tasks within agreed deadlines.
Target · >95% of tasks completed on time.

Having all workshop materials printed and ready by 9 AM on Monday morning for the 10 AM session, or updating the project plan with completed actions before the weekly team meeting.

Data Integrity for Stakeholder Mapping
Maintaining up-to-date and accurate information in our stakeholder management tools.
Target · Fewer than 2 errors identified per month during reviews.

Ensuring every stakeholder's department, role, and contact information is correct in the Miro board, and that their 'influence' score is aligned with the team's assessment.

Proactive Support & Initiative
Identifying small tasks or potential issues and addressing them before being asked, or bringing them to your manager's attention.
  • You'll spot that a meeting room hasn't been booked for a workshop and sort it out. You'll flag that a communication draft has a typo before it goes to the comms team. You'll ask 'Is there anything else I can help with?' when you finish a task, rather than waiting for instruction.
Learning & Adaptability
Actively seeking to understand new processes, tools, and change management concepts, and applying feedback quickly.
  • You'll ask thoughtful questions during training sessions. You'll quickly adopt new ways of working after receiving feedback on your approach. You'll demonstrate an understanding of 'WIIFM' when drafting even basic messages, showing you're grasping the core principles.
Team Collaboration & Communication
Effectively communicating progress, challenges, and needs to your manager and team members.
  • You'll provide clear, concise updates in team stand-ups. You'll raise your hand if you're stuck on something, rather than struggling in silence. You'll offer to help colleagues if your workload allows, fostering a supportive environment.

5Would you like it

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

What people enjoy
Making a Tangible Difference

You'll feel a sense of satisfaction when you see your perfectly organised workshop run smoothly, or when an employee tells you they understood a complex change because of a clear communication you helped draft.

Seeing training completion rates go up because you meticulously tracked and followed up with individuals, knowing it means fewer people are struggling with new systems.

Learning & Development

You're excited by the chance to learn about change management frameworks, organisational psychology, and how big businesses actually transform. You'll soak up knowledge from your experienced colleagues.

Attending a team meeting where a senior manager explains the 'Frozen Middle' concept, and then recognising that behaviour in a real-world scenario.

Being Part of a Supportive Team

You'll enjoy working alongside colleagues who are happy to share their knowledge, offer guidance, and celebrate small wins together. You thrive in an environment where asking questions is encouraged.

Getting helpful feedback on a communication draft from your manager, and then seeing the improved version make a real impact on employee understanding.

What frustrates people
  • Being given tasks without full context, making it hard to understand the 'why' behind the work.
  • Dealing with messy, inconsistent data from various internal systems, requiring tedious cleanup before you can do anything useful.
  • Feeling like your work is 'behind the scenes' and not always directly visible to senior leadership.
  • Having to chase people for information or approvals, which can feel like nagging.
  • Seeing plans change at the last minute, meaning you have to re-do work you thought was finished.
What this role does not give you
  • Immediate strategic decision-making authority.
  • A quiet, predictable routine with no urgent, unexpected tasks.
  • The ability to single-handedly influence major organisational policy.
  • A role where you're always in the spotlight presenting to executives.

6Who you work with

This role directly supports the efficiency and effectiveness of our transformation programmes by ensuring foundational activities are executed accurately and on time. Your work helps reduce employee anxiety, minimises disruption during change, and ultimately contributes to the successful adoption of new processes and systems across the business. Frankly, without someone keeping the details straight, the bigger plans would fall apart.

Inside the business
  • Workforce Transition Team (Managers & Specialists)
  • Project Managers (across various transformation projects)
  • Internal Communications Team
  • Learning & Development (L&D) Team
  • HR Business Partners
Outside the business
  • Training Vendors
  • Survey Platform Support
  • External Consultants (occasionally)

7What you need before you start

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

  • A genuine interest in how businesses change and how that affects people.
  • Proven ability to manage multiple tasks and deadlines, perhaps from previous work experience, academic projects, or volunteer roles.
  • Strong written and verbal communication skills, with an eye for detail.
  • Basic proficiency with Microsoft Office (especially Excel and PowerPoint).
  • A proactive attitude and a willingness to ask questions and learn from others.

8What to practise next

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

Advanced HRIS Reporting & Data Joins

As you progress, you'll need to go beyond standard reports. Understanding how to combine different data sets (e.g., headcount with training completion) will unlock deeper insights into workforce readiness and impact.

Custom Report Building · Data Export & Manipulation · Data Governance & Privacy

  • This month: Ask your manager for access to HRIS training modules on custom reporting.
  • Month 2: Shadow a senior analyst who is building a complex report and ask them to explain their process.
  • Month 3: Try to build a simple custom report that answers a question your team has, even if it's just for practice.

Quick win: Familiarise yourself with all the different data fields available in our HRIS system. Just knowing what's there is a huge first step.

Interactive Dashboard Creation (Tableau/Power BI)

Moving from static reports to interactive dashboards allows stakeholders to explore data themselves, making insights more accessible and impactful. This is crucial for presenting complex change metrics.

Data Source Connection · Chart Types & Best Practices · Interactivity & Filters

  • This month: Take an introductory online course on Tableau Public or Power BI Desktop.
  • Month 2: Recreate a simple dashboard that your team currently uses, practicing connecting data and building visuals.
  • Month 3: Propose a small, new dashboard to track a specific metric, and work with your manager to build it.

Quick win: Download Tableau Public or Power BI Desktop (they're free) and start playing with some dummy data. Just getting hands-on is the best way to learn.

9Staying current once you are in

What people here do to keep up
  • Join relevant professional groups on LinkedIn or attend introductory webinars on change management or HR analytics.
  • Read books or articles about organisational psychology, team dynamics, or effective communication.
  • Seek out opportunities to take on small, additional responsibilities within your current role to stretch your skills.
  • Actively participate in internal training programmes, especially those focused on new software or communication skills.
  • Find a mentor within the organisation (we can help with this) to guide your early career development.

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: Basic Prompt Engineering for Generative AI

Generative AI tools (like ChatGPT, Claude) are already revolutionising how we draft communications, summarise data, and even brainstorm ideas. Analysts who can effectively 'talk' to these tools will be significantly more productive.

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

Your PlanIllustration

Built for Change & Transition Coordinator

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

  1. Plan change for a teamPearson EDI · covers 2 of 10 standardsLevel 3
  2. Plan change across teamsNCFE · covers 1 of 10 standardsLevel 4
  3. Leading ChangeCity College Norwich Qualifications · covers 1 of 10 standardsLevel 4
  4. Plan Change in Own Area of ResponsibilitySkills and Education Group Awards · covers 2 of 10 standardsLevel 5
  5. Lead change in an organisationNCFE · covers 1 of 10 standardsLevel 7
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.

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.

Basic Prompt Engineering for Generative AI

Generative AI tools (like ChatGPT, Claude) are already revolutionising how we draft communications, summarise data, and even brainstorm ideas. Analysts who can effectively 'talk' to these tools will be significantly more productive.

  • Clear Instruction Giving
  • Context Provision
  • Output Refinement
  • Hallucination Awareness

Data Storytelling Fundamentals

It's not enough to just pull data; you need to explain what it means and why it matters. As data becomes more accessible, the ability to turn numbers into a compelling narrative for non-technical audiences is becoming a superpower.

  • Audience-Centric Communication
  • Key Message Identification
  • Visualisation Best Practices
  • Narrative Structure

What you’ll use

Skills this role draws on

Technical

  • Change Management Fundamentals
  • Data Collection & Entry
  • Basic Reporting & Analysis
  • Workshop & Meeting Support

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

    Recent Graduate (Business/HR/Psychology)

    0-1 year

    Skills to master

    • Organisation, clear communication, basic data handling, understanding of business context.

    You're ready to move on when

    • Successfully managed academic projects or internships.
    • Demonstrated strong research and analytical skills.
    • Actively participated in university societies or volunteer work, showing teamwork.
  2. 2

    HR Assistant / Administrator

    1-2 years

    Skills to master

    • HRIS familiarity, employee data management, basic policy understanding, stakeholder interaction.

    You're ready to move on when

    • Experience with employee record management and HR systems.
    • Handled employee queries and provided accurate information.
    • Managed multiple administrative tasks efficiently in a busy HR environment.
  3. 3

    Project Administrator / Coordinator

    1-2 years

    Skills to master

    • Project planning basics, task tracking, meeting coordination, document management.

    You're ready to move on when

    • Experience supporting project managers and teams.
    • Familiarity with project management software (e.g., Asana, Jira, Trello).
    • Proven ability to keep projects organised and on schedule.

11Where this role leads

The long view:Your journey starts here, but where it takes you is really up to you. We'll give you the tools, the support, and the opportunities to build a fantastic career in business transformation. It's a challenging but incredibly rewarding field, and we're excited to see what you'll achieve.

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 Change & Transition Coordinator 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.

Where it leads

Roles this leads to

The record names a next step, but the catalogue has no page for it yet:

  • Workforce Transition Analyst (Level 002)

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:

Plan change for a teamLevel 3

Applied to your work in Change & Transition Coordinator

This unit aims to equip learners with the knowledge of planning change, including the roles of team members, communication, and negotiation, alongside the ability to identify and plan for change within a team.

How the thinking builds
  1. Remember
  2. Understand
  3. Apply
  4. Analyse
  5. Evaluate
  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.

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.

  1. Your actual work Every lesson is taught against a live piece of your own work, not a worked example from a textbook.
  2. 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.
  3. 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.
  4. 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.
  5. 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 Change & Transition Coordinator

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.

  • Communication Distribution AccuracyEnsuring the right messages go to the correct employee groups, without errors.Sending a training announcement only to the 250 impacted employees in Finance, not the entire company. If we send it to the wrong group, we're dealing with unnecessary queries and confusion.99% accuracy on audience segmentation and message delivery.
  • Training Registration & Completion TrackingMonitoring and reporting on employee engagement with required training modules.Providing a report on Friday that shows 75% of the Sales team has completed 'New CRM Basics' training, correctly identifying the remaining 25% who haven't.Weekly reports showing >90% data accuracy and 100% on-time delivery.
  • Project Task Completion RateCompleting assigned administrative and coordination tasks within agreed deadlines.Having all workshop materials printed and ready by 9 AM on Monday morning for the 10 AM session, or updating the project plan with completed actions before the weekly team meeting.>95% of tasks completed on time.
  • Data Integrity for Stakeholder MappingMaintaining up-to-date and accurate information in our stakeholder management tools.Ensuring every stakeholder's department, role, and contact information is correct in the Miro board, and that their 'influence' score is aligned with the team's assessment.Fewer than 2 errors identified per month during reviews.
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 Change & Transition Coordinator to Workforce Transition Analyst (Level 002), and whatever you decide comes after.

Level 2 · in progressAI Fluency→ Workforce Transition Analyst (Level 002)→ your design
Where this takes you

Your journey starts here, but where it takes you is really up to you. We'll give you the tools, the support, and the opportunities to build a fantastic career in business transformation. It's a challenging but incredibly rewarding field, and we're excited to see what you'll achieve.

See Your Progress GrowIllustration
Change & Transition Coordinator
  • Change Management Fundamentals
  • Data Collection & Entry
  • Basic Reporting & Analysis
  • Workshop & Meeting Support
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

Change & Transition Coordinator is a start, not a ceiling. Each step below asks for new skills and hands back more autonomy.

  1. Workforce Transition Analyst (Level 002)

    2-3 years in current role

    You'll move from supporting tasks to owning specific workstreams within a project. You'll be expected to conduct more independent analysis and propose solutions, rather than just executing instructions.

    • Change Impact Assessment (CIA) Execution: Independently conducting CIAs for specific business units or processes.
    • Survey Design & Analysis: Designing simple surveys, analysing open-text feedback, and presenting thematic findings.
    • Learning Pathway Design: Partnering with L&D to design custom learning journeys for reskilling initiatives.
Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, a lot of the 'grunt work' in transformation can be automated. We're not just talking about theory here; we're actively using AI tools to make our team more efficient, giving you back valuable time to focus on learning and more interesting challenges. This isn't about replacing you, it's about making your job easier and more impactful.

As a Change & Transition Coordinator, you'll be dealing with lots of information—survey responses, communication drafts, data tracking. AI can be your personal assistant for these tasks, helping you get through the routine stuff much faster. Think of it as having a super-smart intern who never sleeps, handling the tedious bits so you don't have to.

Sentiment Analysis Automation

Imagine you've got hundreds of open-ended comments from a recent employee survey. Instead of reading every single one, you'll feed them into an AI model. It'll instantly tell you the main themes, whether the sentiment is positive or negative, and even pull out key quotes. This saves you hours of manual sifting and helps the team quickly grasp what employees are really feeling.

Tailored Comms Drafting

Need to draft an email announcing a new policy to two different groups: one technical, one non-technical? You'll use a generative AI tool to create first drafts of these communications, FAQs, and even talking points. You provide the core message, and the AI helps you tailor the tone and language for each audience, significantly cutting down your writing time.

Basic Data Extraction & Summarisation

You'll often need to pull specific pieces of information from long documents or summarise meeting transcripts. AI can quickly scan these texts, extract key dates, names, or action items, and provide concise summaries. This means less time spent manually searching and more time understanding the context.

Meeting Prep & Follow-up Assistance

Before a workshop, AI can help you brainstorm icebreakers or agenda points. After a meeting, you can use AI to summarise recorded discussions, extract action items, and even draft follow-up emails. This streamlines your administrative tasks, letting you focus on the quality of the content rather than the mechanics.

Common questions

Common questions

How do you become a Change & Transition Coordinator?

Common routes in include Recent Graduate (Business/HR/Psychology) (0-1 year), HR Assistant / Administrator (1-2 years) and Project Administrator / Coordinator (1-2 years). Times vary with prior experience.

Where can a Change & Transition Coordinator progress to?

This role can lead on to Workforce Transition Analyst (Level 002) (2-3 years in current role), depending on the skills you build.

What level is a Change & Transition Coordinator in the UK?

This role aligns to RQF Level 2 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 Change & Transition Coordinator?

Increasingly, Basic Prompt Engineering for Generative AI and Data Storytelling Fundamentals. 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 Change & Transition Coordinator, 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 Change & Transition Coordinator: 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 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 2

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

Other roles in Business Transformation Change

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

If you leave this industry

The skills you'll gain in this role – understanding people, managing change, working with data, and navigating organisational dynamics – are highly transferable. You could move into broader HR roles, project management, internal consulting, or even specialise in specific areas like learning & development or organisational design within other sectors like consulting, government, or non-profit organisations.

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.

This role profile is © 2026Growth 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. 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.