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If you’ve Googled “Learning Designer job description”, you’ve probably seen the same thing over and over again: long bullet lists, vague skills, and posts that feel like they were copy-pasted from a dusty HR manual.
The problem? Generic templates don’t attract great candidates. They may check boxes, but they fail to inspire. And top talent—whether in instructional design, e-learning, or workplace training—doesn’t get excited by lifeless checklists.
They want to know: What will I really be doing? Who will I be working with? Why does this role matter inside your company?
That’s why in this article, we’re going to go deeper than the usual. You’ll see what a Learning Designer actually does in plain English, explore two real job description templates (one for experienced designers and one for entry-level candidates), and learn how to avoid the mistakes that make most job posts invisible to top-tier talent.
👉 If you haven’t already, I recommend reading our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/. It breaks down why the “old way” of writing job descriptions no longer works and gives you the full framework for making your posts human, inspiring, and effective.
Hiring doesn’t have to be hard.
If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
What A Learning Designer Actually Does - Their Duties Simplified
A Learning Designer is the person who takes knowledge and turns it into experiences people can actually learn from. Instead of dumping information into a slideshow, they figure out how to make learning engaging, structured, and effective.
Think of them as part teacher, part storyteller, and part architect. They design training materials, online courses, workshops, and learning journeys that help employees, students, or customers gain real skills.
But it’s not just about writing content. A great Learning Designer also:
- Understands how people learn differently.
- Chooses the right tools and platforms (LMS, e-learning, blended learning).
- Works closely with subject matter experts to translate complex ideas into simple, digestible lessons.
- Measures whether the learning is actually working—and adapts when it’s not.
In short: a Learning Designer makes sure training isn’t boring or forgotten, but practical, memorable, and tied to real-world results. That’s why hiring the right person for this role is such a game-changer for any organization.
Two Great Learning Designer Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced candidates with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
✅ Job Description Template 1: Experienced Learning Designer
📌 Job Title: Senior Learning Designer – Build Engaging Learning Programs at BrightPath Solutions (Remote, US)
💼 Full-Time | Remote | $75,000–$95,000/year (Based on Experience)
🕒 Schedule: Mon–Fri, Flexible Hours
🎥 A quick word from our team
Before you read the details, here’s a short video from our Learning & Development Director about what it’s like to work at BrightPath and why this role matters to us. [Insert Loom/YouTube Link]
Who We Are
BrightPath Solutions is a fast-growing SaaS company that helps organizations streamline workforce management. Our team thrives on creativity, collaboration, and continuous improvement. We believe in designing learning experiences that don’t just “check a box” but truly empower people to grow.
Our Company Culture
At BrightPath, we’re curious, collaborative, and never stop learning ourselves. We value open feedback, experimentation, and a “progress over perfection” mindset. We know that designing learning experiences isn’t just about knowledge transfer—it’s about sparking transformation.
What You’ll Be Doing
As our Senior Learning Designer, you’ll:
- Partner with subject matter experts to design engaging learning programs.
- Develop e-learning modules, workshops, and blended learning experiences.
- Apply adult learning principles, instructional design models, and modern tools (Articulate, Captivate, Canva, LMS platforms).
- Measure and evaluate training effectiveness and continuously improve content.
- Mentor junior designers and help shape the future of our L&D strategy.
What We’re Looking For
- 3+ years of experience in instructional design, curriculum design, or learning development.
- Strong portfolio of e-learning or instructional design projects.
- Familiarity with authoring tools, LMS systems, and visual design basics.
- Ability to simplify complex concepts and make them engaging.
- Strong collaboration and communication skills.
Why This Role Is Worth Your Time
At BrightPath, you won’t just design training—you’ll design transformation. You’ll get freedom to experiment, a supportive team that values innovation, and opportunities to grow your career in L&D leadership. We offer:
- Health, dental, and vision insurance.
- $2,000 annual learning stipend (because we believe in investing in you).
- 20 days PTO + 10 company holidays.
- Paid volunteer days to give back.
How to Apply
We care about candidate experience. That’s why we use WorkScreen—a platform that evaluates applicants fairly and holistically.
👉 Apply here: [WorkScreen Link]
✅ Job Description Template 2: Entry-Level / Willing-to-Train Learning Designer
📌 Job Title: Junior Learning Designer – Kickstart Your L&D Career at BrightPath Solutions (Remote, US)
💼 Full-Time | Remote | $48,000–$58,000/year
🕒 Schedule: Mon–Fri, Flexible Hours
🎥 A quick word from our team
Before you dive in, here’s a video from one of our Learning Designers sharing what it’s like to start your career here and how we support growth. [Insert Loom/YouTube Link]
Who We Are
BrightPath Solutions is a growing SaaS company that builds workforce management software used by thousands of organizations worldwide. But behind the product is a team that believes in people first. We know that when people learn, grow, and feel supported, companies thrive.
Our Company Culture
We’re big believers in curiosity and potential. You don’t need years of experience to succeed here—you just need passion, drive, and a love for helping people learn. We foster a collaborative culture where asking questions is encouraged and mentorship is built into how we work.
What You’ll Be Doing
As a Junior Learning Designer, you’ll:
- Assist in creating training materials, job aids, and e-learning modules.
- Work alongside experienced designers to learn instructional design best practices.
- Conduct basic research and translate ideas into learner-friendly content.
- Test content with real learners and adapt based on feedback.
- Explore modern learning tools and grow your technical skills.
What We’re Looking For
- Passion for learning, teaching, or communication.
- Strong writing and organizational skills.
- Comfort with technology (bonus if you’ve dabbled in Canva, Google Slides, or Articulate Rise).
- A proactive, growth-oriented mindset.
(No formal experience required—we’ll train you!)
Why This Role Is Worth Your Time
We know how hard it can be to break into instructional design. That’s why we designed this role to give you mentorship, real projects, and space to grow. Here’s what you’ll get:
- Paid training and a dedicated mentor.
- $1,000 annual education budget.
- Remote-first flexibility.
- Health, dental, and vision insurance.
- 15 days PTO + company holidays.
How to Apply
We believe in giving every candidate a fair shot. Apply through WorkScreen, where you’ll go through a short, skills-based evaluation that helps us understand your strengths.
👉 Apply here: [WorkScreen Link]
Build a winning team—without the hiring headache.
WorkScreen helps you hire fast, confidently, and without second-guessing.
Breakdown of Why These Learning Designer Job Posts Work
The two Learning Designer job descriptions above are very different from the bland, copy-paste versions you usually find online. Here’s why they actually connect with the right candidates:
🔑 1. Clear, Specific Titles
Instead of the vague “Learning Designer,” both job posts set context immediately:
- “Senior Learning Designer – Build Engaging Learning Programs at BrightPath Solutions”
- “Junior Learning Designer – Kickstart Your L&D Career at BrightPath Solutions”
Notice how these titles tell you not just the role, but the mission (“Build Engaging Learning Programs”) or the benefit (“Kickstart Your Career”). This signals relevance and instantly attracts the right level of candidate.
🔑 2. Human, Warm Introductions
Most job posts open with a dry company boilerplate. These posts start with a video message from the team—adding a face and voice. Then, instead of jargon, the intros explain who the company is and why the role matters in plain English. That instantly makes the opportunity feel more real and approachable.
🔑 3. Transparency in Pay & Benefits
Salary ranges are included in both templates. This isn’t just compliance—it builds trust. Research shows candidates are more likely to apply when pay is listed. Pairing salary with real perks (learning stipends, mentorship, PTO, insurance) shows you value fairness and growth.
🔑 4. Culture & Values Are Shown, Not Claimed
Rather than just saying “we value collaboration,” the culture sections describe how the company works:
- “We value open feedback, experimentation, and progress over perfection.”
- “We foster a collaborative culture where asking questions is encouraged and mentorship is built in.”
This helps candidates picture themselves inside the team.
🔑 5. Responsibilities That Show Impact
Instead of generic bullets like “design training,” the tasks are framed with purpose:
- Senior role: “Partner with subject matter experts to design engaging learning programs.”
- Junior role: “Test content with real learners and adapt based on feedback.”
Each responsibility ties back to outcomes—helping candidates see how their work contributes.
🔑 6. Respectful Hiring Process
Both templates highlight that the company uses WorkScreen for fair, skill-based evaluation. Candidates know they won’t be judged just on resumes, and they’re promised clarity and respect throughout the process. This is a big differentiator in today’s job market.
🔑 7. Tone That Connects
The posts are conversational, not corporate. Phrases like “You’ll get freedom to experiment” or “We know how hard it can be to break into instructional design” sound human and empathetic. That tone attracts thoughtful, motivated candidates—and filters out the disengaged ones.
🔑 8. Designed for Both Markets
Having two versions (experienced + entry-level) means you’re not missing out on talent.
- The senior version appeals to seasoned professionals looking for ownership and impact.
- The junior version opens the door to passionate, trainable candidates who might otherwise self-select out.
Example of a Bad Learning Designer Job Description (And Why It Fails)
❌ Bad Job Post Example
Job Title: Learning Designer
Company: Global EdTech Solutions
Job Type: Full-Time
Job Summary
We are seeking a Learning Designer to develop training materials and e-learning modules. The Learning Designer will be responsible for creating instructional content, collaborating with stakeholders, and ensuring quality standards are met.
Responsibilities
- Develop e-learning courses.
- Design instructional materials.
- Collaborate with internal teams.
- Maintain documentation.
Requirements
- Bachelor’s degree in Education, Instructional Design, or related field.
- 2–3 years of experience.
- Knowledge of instructional design models.
- Strong communication skills.
How to Apply
Interested candidates should send their CV and cover letter to hr@globaledtech.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Fails
- Generic Job Title
“Learning Designer” with no context about level, mission, or impact. It could be any company, anywhere. - Cold Introduction
The summary reads like boilerplate. There’s no mention of why the role matters, who the candidate will impact, or the company’s mission. - Vague Responsibilities
“Develop e-learning courses” is so broad it tells the candidate nothing about the real day-to-day work or the challenges they’ll solve. - No Transparency on Salary or Benefits
Leaving out compensation instantly lowers trust and makes the post feel outdated. Serious candidates move on quickly. - Culture Ignored
Nothing about how the team works, the values they hold, or what the environment is like. Candidates can’t picture themselves at the company. - Dismissive Application Process
“Only shortlisted candidates will be contacted” signals a lack of respect for applicants’ time and effort. That alone discourages high-quality people from applying.
Zero Personality in the CTA
Ending with “send CV to hr@…” feels transactional and robotic. There’s no energy, encouragement, or sense of opportunity.
Bonus Tips to Make Your Learning Designer Job Post Stand Out
Even if you’ve nailed the basics of a strong job description, there are a few extra touches that can elevate your post and make it truly irresistible to top candidates. Here are some you can add to your Learning Designer job post:
🔒 1. Add a Security & Privacy Notice
Candidates today are wary of scams. A simple statement builds instant trust:
“We take the security and privacy of all applicants seriously. We will never ask for payment, bank details, or personal financial information at any stage of the hiring process.”
🌴 2. Mention Time Off & Flexibility
Work-life balance is a huge selling point. Be explicit about leave days, flex hours, or recharge time:
“Enjoy up to 20 days of PTO each year, plus 10 company holidays, so you can recharge and come back stronger.”
📚 3. Highlight Growth & Training Opportunities
Especially for Learning Designers, professional growth matters. Show that you “walk the talk”:
“We invest in growth. You’ll receive a $1,500 annual education stipend and access to mentorship programs to support your career development.”
🎥 4. Add a Personal Video From the Team
A Loom or YouTube video from a hiring manager or teammate makes the role feel more human. Candidates love seeing real faces and hearing authentic voices. It builds credibility and helps your post stand out in a sea of text-only listings.
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
💡 5. Show Career Progression
If the role has a growth path (e.g., Junior Designer → Learning Designer → Senior Designer), map it out. Ambitious candidates are more likely to apply when they see a future.
❤️ 6. Reassure About the Hiring Process
A simple note like “We reply to every application within two weeks” goes a long way. Candidates often complain about ghosting—showing that you respect their time makes you memorable.
Should You Use AI to Write a Learning Designer Job Description?
AI is everywhere right now. Tools like ChatGPT, Jasper, or even built-in ATS features promise you can create a job description in one click. But here’s the truth: using AI blindly leads to generic, lifeless posts that won’t attract the right candidates.
❌ Why You Shouldn’t Rely on AI Alone
If you just tell AI: “Write me a job description for a Learning Designer”, here’s what happens:
- You’ll get the same vague bullets every other company uses.
- The post will sound stiff, robotic, and uninspired.
- It won’t reflect your company culture, values, or mission—the very things that attract top talent.
- Worst of all, it will blend into the noise of hundreds of other job posts online.
The result? You’ll attract low-effort applicants skimming for “any job,” not thoughtful candidates who care about your role.
✅ The Right Way to Use AI
AI works best when you treat it as a polishing tool, not a replacement for strategy.
Here’s how to prompt it effectively:
- Give it raw inputs: your company’s mission, the exact responsibilities of the role, your culture, perks, and values.
- Set the tone: conversational? professional? mission-driven?
- Ask for structure, not substance: let AI organize your writing, refine clarity, and make it flow better.
Example Prompt for AI:
“Help me write a Learning Designer job post for BrightPath Solutions. We’re hiring a Junior Designer to assist in creating engaging training content. Our culture is collaborative and growth-oriented. We want to attract candidates who are curious, proactive, and excited about L&D. We offer health insurance, 15 PTO days, and $1,000 in annual training stipends. Please structure the post with a warm intro, company overview, responsibilities, qualifications, and perks, using a conversational tone. Here is the additional notes I’ve written [paste notes]”
By doing this, you’re still in control of the substance—and AI just helps you polish.
👉 Bottom line: AI can make your job easier, but it can’t replace your insight. Combine your company’s authentic voice with AI’s structure, and you’ll end up with a post that feels polished, human, and effective.
Don’t let bad hires slow you down.
WorkScreen helps you find the right people—fast, easy, and stress-free.
Need a Quick Copy-Paste Job Description Template?
We get it—sometimes you don’t have time to start from scratch.
Maybe you’ve already read through this guide and understand what makes a great job post, but you just need a solid starting point you can tailor in a few minutes.
That’s what these are.
✏️ Important Reminder:
Don’t copy this word-for-word and expect magic.
This is a foundation, not a final draft.
Add a Loom video, inject your team culture, and edit the details to reflect your actual company.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach.
✅ Option 1: Conversational / Culture-First Job Description
📌 Job Title: Learning Designer – Create Engaging Training Programs That Matter
Location: Remote (Location- Specified) | Full-Time
Salary: $XX–$XX/year
🎥 Before you read the details, here’s a quick video from our L&D Manager about why this role matters and what it’s like to be part of our team. [Insert Loom/YouTube link]
Who We Are
At [Your Company Name], we don’t just build training—we build growth. Our mission is to make learning experiences that actually stick. We believe learning should be memorable, practical, and inspiring—and we’re looking for a Learning Designer to help us make that happen.
What You’ll Be Doing
- Partner with subject experts to turn complex knowledge into simple, engaging learning.
- Design e-learning modules, courses, and job aids that people want to use.
- Test, measure, and improve learning effectiveness.
- Collaborate with a creative, curious, and supportive L&D team.
What We’re Looking For
- X years of instructional design or related experience.
- Strong writing and storytelling skills.
- Familiarity with authoring tools (Rise, Storyline, Canva, etc.)
- A growth mindset and love of collaboration.
Why You’ll Love Working Here
- Health, dental, and vision insurance.
- $X annual learning stipend to fuel your own growth.
- X days PTO + company holidays.
- Flexible hours and remote-first culture.
- A team that values curiosity, creativity, and respect.
How to Apply
Apply directly through WorkScreen. You’ll complete a quick, fair evaluation that helps us understand your strengths—because we believe in skills, not just resumes.
👉 [WorkScreen Apply Link]
✅ Option 2: Structured “Job Brief + Responsibilities + Requirements” Format
📌 Job Title: Learning Designer
Location: Remote (Location-Preferred) | Full-Time
Salary: $XX–$XX/year
Job Brief
We’re looking for a Learning Designer to join our L&D team. You’ll design engaging courses, e-learning modules, and training programs that help people develop real skills and perform better in their roles.
Responsibilities
- Develop engaging training content for digital and in-person delivery.
- Work with subject matter experts to simplify complex information.
- Apply instructional design principles and evaluate learning outcomes.
- Maintain consistency across training programs and brand standards.
Requirements
- Bachelor’s degree in Instructional Design, Education, or related field (preferred).
- 1–3 years of relevant experience.
- Strong communication and writing skills.
- Experience with e-learning tools (Articulate, Rise, etc.) and LMS platforms.
Perks & Benefits
- Competitive salary range ($XX–$XX).
- Health, dental, and vision coverage.
- Paid time off + company holidays.
- Annual learning & development budget.
- Collaborative and supportive remote-first culture.
How to Apply
Submit your application through WorkScreen, where you’ll complete a short skills-based evaluation. This helps us get to know you beyond just a resume.
👉 [WorkScreen Apply Link]
Let WorkScreen Handle the Next Step
Writing a compelling Learning Designer job post is the first step. The next step? Making sure you can quickly spot the best candidates without drowning in resumes.
That’s where WorkScreen.io comes in.
Here’s how WorkScreen helps you hire smarter:
- ⚡ Quickly identify your most promising candidates
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—so you can see top talent at a glance instead of digging through piles of resumes. - 🧪 Assess real-world ability, not just credentials
Workscreen allows you to easily administer one-click skill tests. This way you can assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
- 🛡️ Eliminate low-effort and AI-generated applicants
Workscreen automatically eliminates low-effort applicants—including those who use AI Tools to apply, copy-paste answers, or rely on “one-click apply.” This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
- 🤝 Build a fair, transparent hiring process
Every candidate gets evaluated the same way, giving them clarity and respect while saving you hours of manual screening.
👉 Ready to hire your next great Learning Designer?
Create your job post today with WorkScreen, share the link across platforms, and let our platform streamline the entire hiring process for you.
Don’t let bad hires slow you down.
Start hiring smarter with
[insert application link]
Learning Designer Job Description - Frequently Asked Questions
The average salary of a Learning Designer varies by region, level of experience, and industry. In the U.S., most Learning Designers earn between $60,000–$85,000 per year, with senior or specialized roles often reaching $90,000–$100,000+. Entry-level roles may start closer to $50,000–$55,000, especially for candidates with less formal experience but strong potential.
The terms are often used interchangeably, but there’s a subtle difference:
- Instructional Designers tend to focus more on the technical application of learning theories, frameworks (like ADDIE or Bloom’s Taxonomy), and structured course development.
- Learning Designers often take a broader, more holistic view—blending design thinking, user experience, and engagement strategies to create learning journeys that are not just instructional, but memorable and impactful.
In practice, many job postings overlap the two, but companies that say Learning Designer are often emphasizing creativity, user experience, and learner engagement alongside traditional instructional design.
Key skills include:
- Strong writing and storytelling ability.
- Understanding of adult learning principles.
- Proficiency with e-learning authoring tools (Articulate Rise, Storyline, Captivate).
- Ability to translate complex topics into simple, engaging learning content.
- Collaboration with subject matter experts (SMEs).
- Evaluation and data-driven improvement of learning programs.
Soft skills like empathy, curiosity, and communication are equally important—they help a Learning Designer connect with learners and make content that resonates.
Learning Designers are in demand across:
- Corporate training & HR/L&D (tech, finance, healthcare, retail).
- Higher education (universities, online learning platforms).
- Non-profits & NGOs (capacity-building, social impact training).
- EdTech companies (designing digital courses and e-learning platforms).
Resumes tell part of the story, but the best way is to see their skills in action:
- Ask them to create a short learning module, storyboard, or content sample.
- Use platforms like io to run skill-based evaluations and rank candidates fairly.
- Include an interview question about how they’ve measured learning effectiveness in past projects—this reveals if they think beyond “making slides” to real outcomes.
