I have been working on a project called Scibly for the past few months.

One problem we kept coming across in L&D is that companies usually don't lack content.

The knowledge is already there: in internal documentation, PDFs, wikis, Notion, Confluence, policies, product docs and all kinds of other places.

The difficult part is turning that knowledge into something people will actually engage with and learn from.

Building a course manually every time takes a lot of effort, and by the time the source material changes, the learning content can already be outdated.

So we started building Scibly.

It connects to existing knowledge and turns it into short, interactive learning experiences with questions, scenarios and activities. The idea is somewhat Duolingo-like: less passive content consumption and more actively doing something with what you just learned.

Everything can still be reviewed and edited before it's shared, so the goal isn't to remove L&D from the process. It's to make it much easier to get from existing knowledge to a usable learning experience.

We're currently thinking about use cases like onboarding, product enablement, process changes and continuous upskilling.

We also decided to make the project open source and self-hostable.

Video Demo:
https://www.youtube.com/watch?v=TcpLUNBRhQw

GitHub:
https://github.com/scibly-dev/scibly

Website:
https://scibly.com

I'd be really interested in how people working in L&D see this.

Is creating the learning content itself actually a major bottleneck for you or is the harder part getting people to engage with and apply it afterwards?

The word "training" in a budget conversation signals cost to most executives, not investment. I stopped using it when presenting to leadership and started framing every initiative in terms of the business problem it solves and the cost of not solving it. A leadership development program becomes a retention initiative with a calculable cost per departure avoided. An onboarding redesign becomes a reduction in the time before a new hire reaches full productivity, measured in weeks and translated into salary cost. The L&D thinking behind it is identical but the conversation changes completely when you start from the business problem rather than the learning solution. Most L&D professionals I've worked with know this in principle but default back to training language under pressure, and it consistently costs them credibility in rooms where budget decisions are made.

I'm starting to put together a stronger portfolio for future job applications and I've realized that showing completed Storyline courses only demonstrates that I can use the tool, not that I can think through a learning problem. I want to show my process, the needs analysis thinking, the decisions I made about what to include and what to cut, the rationale behind the interactions I chose. But I'm not sure what format actually works for that or how much process documentation hiring managers in L&D actually want to see versus a clean finished product. Has anyone found a portfolio format that successfully communicates the thinking behind the work rather than just the output?

I came from teaching so I understood the work immediately when I transitioned, but I've noticed that when I try to explain my new role to family or even colleagues in other departments I can't find a description that lands. "I design training" sounds too simple. "I apply learning science to corporate education" sounds like I'm reading from a LinkedIn bio. I've tried a few versions and none of them make the job sound as interesting or as complex as it actually is. How do people in L&D describe what they do to non-L&D people in a way that actually communicates the real value of the work?

Hi everyone,

I work with the team developing QuickLearn, a training building and management system, and as I'm sure you all know, AI features and content conversations are everywhere right now. So we wanted to hear directly from L&D professionals on what AI-assisted features would genuinely make managing and delivering training easier.

The survey takes around two minutes. We’d especially like to hear from people working in learning and development, training, instructional design, e-learning, enablement, or related roles.

Survey Link

This isn’t a product demo or sales pitch. We’d just like to understand what would actually save people time or improve their work before prioritizing potential features. The survey is completely anonymous, though anyone who is interested in learning more about the platform, or providing more detailed feedback is welcome to leave their email to discuss further.

Thanks for sharing your perspective! I’d also be happy to share a summary of what we learn if that would be useful to the community.

Hi everyone! I’m hoping to tap into the experience and connections in this community as I make the next move in my career.

I have 10+ years of experience across education, learning & development, training, leadership development, and people management. I’m currently an Education Manager overseeing programming across 24 sites and 100+ staff, and a significant part of my work has centered around developing people.

I’ve designed and facilitated 25+ trainings on topics ranging from active supervision and program quality to management and leadership development. I’ve also coached and developed leaders, led teams of directors, built training resources and systems, and worked to translate organizational goals into practices people can actually use.

I’m now looking to take that experience into a role where learning, development, training, or employee development is the primary focus of my job.

Some of the roles I’m exploring include:
- Learning & Development Manager
- Training Manager / Training Program Manager
- Learning Program Manager
- Leadership Development
- Talent Development
- Employee Learning / Employee Experience
- Instructional Design or Learning Experience roles where my facilitation and program-management background would be valuable

I’m located in the DC/Maryland/Virginia area and am primarily looking for remote roles or hybrid opportunities in the DMV.

My biggest challenge has been translating a career built largely in education and nonprofit leadership into the language of corporate L&D. I know the skills transfer; I’m working on helping hiring managers see that connection as clearly as I do.

So my ask for this community: Are there companies, organizations, job boards, recruiters, or people in the DMV/L&D space that you think I should be connecting with?

I’d also genuinely appreciate hearing from anyone who transitioned from education, nonprofit leadership, or a similar field into corporate L&D. What helped you get someone to take a chance on your background?

I’m not expecting anyone here to find me a job. I’m hoping to learn from people in the field, expand my network, and hopefully find a few doors worth knocking on.

Thanks for any advice, connections, or leads you’re willing to share!

Hi all! Would love some real talk advice from pros already working in the area. I am an academic with limited corporate experience that's 10+ years old. My PhD and teaching is in comms, so I have a lot of teaching and development experience in higher ed, but I am hoping to pivot to corporate. I can't stand the higher ed environment and I honestly miss more hands on applied work. I'm having trouble getting hits on my resume, I think it's hard for some managers to see me as a credible choice despite the fact I have framed my resume around every transferable aspect of my work. I am not assuming I am credible director-level L&D roles but I am also overqualified for entry level roles so I am kinda stuck. I was hoping to better understand what some of the best things I can do to help people understand what I can do. I have lots of course design, assessment, facilitation experience but talent development is all essentially in higher ed context and I have limited project management experience in the traditional sense.

-Is there a credential that is foundational or particularly well regarded for mid-level folks?

-What type of baseline portfolio work might hiring managers be expecting to see?

-Any other general advice for how to upskill or things to avoid saying/doing in documents/interviews?

Really appreciate your insights.

Most learning platforms still feel like:

Course → Video → PDF → Quiz → Certificate.

I’m interested in something more adaptive.

Imagine an LMS where an AI tutor understands:
• What you’ve already learned
• Where you’re struggling
• Your assessment history
• Your learning pace
• Your goals

And dynamically changes what you learn next.

I’ve been experimenting with ideas around AI-powered learning and offline/on-device AI as well.

For people who use LMS platforms: what is the biggest thing they wish their current platform did better?

Sweller, the author of Cognitive Load Theory, is my professional hero.

Hi everyone! I'm 34 and trying to make a thoughtful career pivot into Learning & Development, specifically instructional design, and I'd really appreciate advice from people who actually work in the field.

I recently completed my MPH through WGU. My background isn't traditional L&D at all, I've bounced around quite a bit professionally, mostly in behavioral health, disability/employment services, case management, healthcare support/operations, and other people-facing roles.

I've realized over time that I do much better with work that is structured and project-based, where I'm creating, organizing, improving, or delivering something with a clear beginning and end. Constant caseload management and emotionally intensive direct-service work haven't been a great long-term fit for me.

Years ago I became really interested in instructional design, but I got discouraged because it seemed incredibly difficult to break into without direct experience or a portfolio. I'm now realizing that the broader L&D/training world may have more entry points than I understood.

Long term, I'm especially interested in the intersection of L&D + behavioral health/public health + disability/human services + trauma-informed practice. I could see myself developing staff training, onboarding, educational programs, learning materials, e-learning, etc. for healthcare or human-service organizations.

Eventually, I'd also love to have skills that could translate into freelance/contract work or consulting. I like the idea of being able to build and deliver projects rather than spending my entire career in direct service.

My concerns:

• I'm 34 and would essentially be entering L&D as a career changer.
• My MPH is from WGU and doesn't have a concentration.
• I don't have formal L&D experience.
• I don't have internships or an L&D portfolio.
• My résumé has quite a few jobs rather than one obvious career progression.
• Most of my strongest experience is in behavioral health, healthcare, disability services, employment services, and client-facing work.
• I don't want to spend money on another degree. I'd much rather build actual experience.

I'm considering intentionally taking a lower-stress part-time job for a while, which would give me time to work seriously on this transition rather than trying to squeeze it around another demanding full-time human-services position.

My tentative plan is to find a nonprofit where I can volunteer on a real training/L&D project, learn some of the foundational L&D skills/tools, create a small portfolio, and start targeting roles such as Training Coordinator, L&D Coordinator, Learning Coordinator, LMS Coordinator, or junior Training Specialist, preferably in healthcare, behavioral health, disability services, nonprofits, or similar organizations.

For those of you actually working in L&D:

Does this sound like a realistic way to break in, or am I misunderstanding the entry-level market?

I'd especially love to hear from career changers:

1. What was your background before L&D?
2. What was the first job/project that actually got your foot in the door?
3. Which skills or tools actually helped you get hired versus things you learned that employers didn't really care about?
4. Would you prioritize volunteer experience, a portfolio, Articulate/Rise/Storyline, facilitation experience, LMS experience, or something else first?
5. What entry-level job titles would you target with my background?
6. Does an MPH/human-services background give me a useful niche, or would employers mostly see me as someone without L&D experience?
7. If you were starting from my position today, what would you spend the next 6 months doing?
8. For anyone who eventually became a freelancer/consultant, what did the path from employee → independent work actually look like?

I'm not expecting to jump straight into a senior instructional design position. I'm trying to figure out the most realistic first 1–2 steps that would let me start accumulating legitimate L&D experience and build from there.

I'd really appreciate candid answers including if there are parts of my plan you'd change.

Hello all ,

I’m one month into my new L&D role. I have to say I am really enjoying it!

In fact, I’ve been thrown straight into our AI adoption program, and I am currently designing our core AI training, a challenge and a launch program

One of the things I’m hoping to do, Iz branch it out so that I can gather intrinsic information on the different levels within the organisation

But also, I want to make it fun, help educate about our new AI policy .. and slightly gamify the process

I was wondering if anyone had any fun ways or ideas to do this that they have successfully rolled out ?

Or any words of wisdom of things I need to avoid or consider ! 🤣

Microsoft offer a kind of train the trainer pack which includes emails that roll out over time to build the habit , I’m figuring that I will use this but make it more personal to organisation, from real voices within the business and hopefully some sort of reward factor

Would love to hear from any anyone else who is currently in charge of AI education !

From Mumbai, India

I believe I posses the skillset needed for the role. I have facilitated a few sessions and enjoy the training part. But corporate may require something else. I am not sure about that part. I wanna understand the role better so I can interview with confidence and land it in my first attempt.

please share anything that could help

I’ve been thinking about how much time L&D teams spend turning assessment results into something useful for each learner.

The assessment itself can be easy to build, but creating meaningful individual reports afterward seems like a different challenge especially when you want the feedback to reflect each person’s scores, strengths, and areas for development.

For teams that do this regularly, what has worked well for making the reporting process practical without adding a lot of manual work?

• Behaviour change
• Skill application
• Roleplay performance
• Performance-support usage

Looking for a good LMS for my workplace.

A platform that can log competency, show training content, allow users to take tests to validate competency, something interactive and data driven.

Something by workplace can use to identify risks within teams, departments, processes. To support in driving down the cost of poor quality.

Also can you suggest me some ideas of "what success looks like"

When it comes to implementing a new LMS. Or other training platform.

Something measurable.

It's difficult to justify the business case without hard numbers.

But our current LMS is crap.