Virtual Learning Innovation Specialist

You love figuring out how people learn online. You experiment. You tweak. You notice the tiny details that turn a flat e‑learning course into an experience people talk about. If you’re itching to shape how teams learn in a remote‑first world, let’s get you building from day one.

Why this work matters

Learning shouldn’t feel like homework. It should feel useful, relevant, and—honestly—fun. Here, your work will help people do real things: ship features faster, close deals smarter, and share knowledge without silos. That’s not fluff. That’s business impact. Last quarter, Maya from product ops told us a microlearning series helped her cut onboarding time in half. No extra headcount. No big spend. Just smart instructional design, clear learning pathways, and steady learning analytics. Stories like that remind us why it’s worth sweating the details. Remote teams don’t always have the same context or hallway chats. That’s why your learning experiences will keep people connected—whether they log in from Mumbai or Madrid—through a mix of asynchronous modules, virtual classroom sessions, and cohort activities. When learning meets real work, the outcomes stick.

What you’ll tackle in your first 90 days

Think of this as a practical roadmap—not a checklist—so you can hit the ground running.

• Map learner personas and real job tasks. Use interviews and quick pulse surveys. Keep it scrappy.
• Audit the current LMS setup and content library. Spot gaps in accessibility (UDL, WCAG), mobile learning, and discoverability.
• Stand up two pilot learning experiences: one microlearning series for onboarding and one cohort‑based workshop for skills development.
• Wireframe a content design system: naming conventions, templates, and reusable blocks for blended learning.
• Set baselines for learning analytics—completion, time‑to‑productivity, application on the job—so we’ll benchmark progress.
• Build relationships with folks across engineering, sales enablement, and customer success. Straight talk. No jargon.

A day in this role (because you asked)

Wondering how your day will look here? Some days are deep work. Others are collaborative and fast.

• Morning: Review learner feedback from last night’s asynchronous module. Tweak a scenario. Ship the update.
• Midday: Facilitate a 45‑minute virtual classroom with breakout rooms and a whiteboard sprint. Light gamification. Real practice.
• Afternoon: Pair with a designer in Figma to storyboard an interactive video. Record a quick voiceover. Upload to the LMS.
• Late afternoon: Meet with data folks to ask, “What are we missing?” Maybe it’s the rubrics. Maybe it’s the nudge emails.

It’s not theory. It’s delivery. And when a cohort ping says, “That new path finally made our workflow click,” you know the design thinking paid off.

Responsibilities that move the needle

Here’s the work that actually changes outcomes.

• Shape end‑to‑end learning experiences for remote teams—short, focused, and tied to real tasks.
• Design for adults: scenario‑based learning, spaced repetition, and job‑embedded practice.
• Build in modern authoring tools (Articulate 360, Storyline, Rise, Camtasia, Vyond) and ship to a modern LMS (Docebo, Moodle, Cornerstone, TalentLMS).
• Use learning analytics and simple A/B tests to improve completion, retention, and on‑the‑job application.
• Make content accessible and inclusive from the start (UDL, WCAG). Small decisions matter.
• Partner with subject‑matter experts to turn tacit knowledge into clear, searchable resources and microlearning.
• Run lightweight change‑management plans so new learning sticks beyond launch.
• Document playbooks and templates so you’ve got a repeatable, scalable learning system.

If a plan can’t be measured or applied on the job, we rethink it. Fast.

The experience that helps you thrive

If you’ve done some of this, great. If you’ve learned it in the wild, also great. Curiosity counts.

• 5+ years in instructional design, learning experience design, or virtual learning delivery.
• A strong portfolio showing microlearning, blended learning, and scenario‑based design.
• Hands‑on with LMS platforms, SCORM/xAPI, and content authoring tools.
• Comfortable translating complex ideas into simple flows, scripts, and visuals.
• Solid grip on adult learning principles, coaching, and behavior change.
• Experience with accessibility, inclusive design, and universal design for learning.
• Data comfort: define success metrics, read a dashboard, ask better questions.
• Bonus points for sales enablement, product enablement, or customer education experience.

You’ve probably picked up a few battle scars—tight deadlines, moving targets, last‑minute scope. We get it. We keep projects sane with clear priorities, weekly demos, and realistic sprints.

The tools you’ll reach for

Right tools. Right time. Nothing fancy for the sake of it.

• Authoring & media: Articulate 360, Storyline, Rise, Camtasia, Vyond, Audacity.
• Collaboration & design: Figma, Miro, Loom, Google Workspace or Microsoft 365.
• LMS & data: Docebo, Moodle, Cornerstone, TalentLMS, plus simple dashboards for learning analytics.
• Delivery formats: microlearning, live virtual sessions, peer practice, and asynchronous paths.

If the tool doesn’t serve the learner, we drop it. Simple.

How we work together (remote‑first)

Remote work can feel lonely sometimes. Here, we keep things connected with weekly team huddles, async updates, and virtual coffee chats. We talk openly about what’s working and what’s not—because it’s the only way to move faster without burning out. You’ll have a clear roadmap, access to subject‑matter experts, and time for deep work. Need quiet hours? Say it. Need a co‑facilitator for a big workshop? Ask. We’re adults. We plan. We support. And we’ll celebrate wins in real time—shoutouts, demos, and “before/after” stories that make the effort feel worth it.

Growth and learning (yours, too)

You’ll get a yearly learning budget, mentoring from senior learning leaders, and space to explore new ideas—AI‑assisted authoring, adaptive learning, or cohort‑based programs. Share what you learn in a monthly “show and tell.” Teach us something new. Right? Career‑wise, you can grow into learning strategy, people leadership, or a principal IC path. We love hands‑on builders who can also tell a crisp story.

Compensation and benefits

• Annual salary: $132,500.
• Remote‑first setup with flexible hours.
• Time off that you actually use.
• Health and wellness support.
• Gear and tools so you can ship great work from anywhere.

What success looks like in 6–12 months

Clear outcomes keep everyone focused. These are north stars—not cages.

• Course adoption improves across key teams, with higher completion and stronger post‑training application.
• Time‑to‑productivity for new hires drops through a sharper onboarding learning path.
• Managers report better coaching conversations because practice and feedback are baked in.
• Support tickets on repeat topics go down as your knowledge resources get easier to find.
• Learner NPS climbs, and so does performance on the job.

If we miss the mark, we learn fast and adjust. We’re builders, not box‑checkers.

Real moments from the team

A few snapshots from the last year:

• Zoe ran a live, cohort workshop that turned a complex API into a simple mental model. Engineers shipped faster the next sprint.
• Tariq replaced a 45‑minute slide deck with a 7‑minute interactive scenario. Completion went up. Errors went down.
• An onboarding path moved from passive videos to short, hands‑on challenges. New folks felt ready in week two.

None of that happened by accident. It happened because people felt safe to test ideas, share data, and iterate together.

Your superpowers (and how you’ll use them here)

• You communicate like a human. Clear, warm, and direct.
• You turn messy inputs into a clean learning flow.
• You bridge perspectives—engineers, sales, customer success—and keep everyone moving.
• You notice the small friction that breaks a learning moment, and you’re quick to fix it.
• You keep learners at the center, even when deadlines get loud.

What you won’t do

Boundaries make better work.

• You don’t churn out content no one uses.
• You won’t run workshops without clear practice or outcomes.
• You won’t measure “butts in seats.” You care about real behavior change.

Ready to make a dent?

If this sparked ideas, that’s a good sign. Bring your portfolio, bring your favorite learning experiment, bring a story you’re proud of. We value people who step up, ask better questions, and get things done. You’ve read this far, so you’re probably serious. Apply with a few examples that show how you think and build. Keep it simple. Keep it real. And if you’re wondering whether to reach out—don’t overthink it. Let’s start shaping what great online learning feels like, together.