Wherever you find ambitious companies investing in their people, you’ll find Learning Pool
Learning Pool creates learning experiences that deliver extraordinary employee performance outcomes for companies and their people. Global organizations choose Learning Pool for its comprehensive, data-driven digital learning solutions. Learning Pool’s passion for impact, innovation, and people is why they stay. As a leader in e-learning innovation, we empower over 1,200 organizations globally and millions of learners through our engaging courses, advanced platforms, insightful analytics, and tailored content solutions.
Our dedication to excellence is demonstrated by accolades such as Platinum Investors in People and triple Gold at the 2024 Learning Technologies Awards. We are also recognized as a Great Place to Work in the UK and North America 2024, and proudly hold B Corp certification, reflecting our commitment to social and environmental responsibility. Be it for onboarding, upskilling, compliance, or the whole business, Learning Pool develops an effective and agile workforce through learning. Wherever you find ambitious companies investing in their people, you’ll find Learning Pool.
So if you’ve got what we’re looking for and the desire to join a team that values creativity and empowerment, then get in touch.
Wherever you find ambitious companies investing in their people, you’ll find Learning Pool
Learning Pool is among the fastest growing e-learning companies in the world, servicing more than 2,000 customers and 24 million learners globally. Our expert team creates the content and technology solutions that engage and empower modern leaders , using pioneering technology and creative content that we build, deliver and maintain. We’re passionate about customer success and our customers trust us to deliver long lasting value, a great return on investment and excellent customer service.
Learning Pool welcomes passionate people from all kinds of backgrounds. We are a diverse team working in offices, and remotely, across Europe and North America. We take great pride in our shared work and are committed to building great software in a sustainable way.
So if you’ve got what we’re looking for and the desire to join a team that values creativity and empowerment, then get in touch. This role offers an excellent opportunity to get involved in and become part of the world of online learning.
About the role
We are looking for a Product Manager to own and evolve the end-to-end manager experience across our platform. This role is focused on making the manager the highest-leverage user we serve, using strong product craft, deep customer empathy, and a clear bias toward orchestration, automation, and intelligent assistance.
This is not a role about adding more dashboards. It is an opportunity to build the place a manager goes to understand their team, act on what matters, and move the outcomes their organisation cares about. Managers are the point through which learning, engagement, and performance all flow, and the difference between an average manager and a great one shows up directly in team results.
You will focus on lifting team readiness, surfacing the right action at the right time, and reducing the invisible work managers do to hold their teams together. You will build experiences that are opinionated rather than infinitely configurable - that prescribe a best practice instead of asking the manager to assemble one from scratch. This is a high-visibility role with a direct line to leadership, large enterprise customers, and a roadmap that defines what manager-first should mean in our category.
In addition, you will be expected to use modern AI tools in your day-to-day product work to move faster with higher quality. This includes accelerating discovery synthesis, turning ambiguity into clear decisions, improving communication, and increasing the efficiency of routine PM workflows, while maintaining high standards of judgment and accountability.
What you will be doing
Role and Responsibilities Include:
Own the manager experience strategy and outcomes: Define a clear vision, principles, and roadmap for how managers run their teams on the platform — from the daily brief to coaching conversations to compliance and team development. Translate this into measurable outcomes such as team readiness, manager activation defined by value-creating actions (not just logins), reduced support reliance, and the team and business metrics our customers actually care about.
Build experiences that close the communication gap between leadership and managers: Most of an employee's day-to-day interaction is with their direct manager, but messages from leadership routinely fail to land. Build the experiences and feedback loops that move information reliably both ways — from leadership to manager to team, and from team signals back up as knowledge gaps to address.
Make managers' invisible work visible: Design the surfaces and signals that show how a manager's actions affect their team — who is progressing, who needs attention, who is ready — and differentiate great managers from average ones. This is the data layer behind team readiness, and it is where we earn the right to be more than a learning platform.
Customer discovery and problem definition: Develop a deep understanding of manager jobs-to-be-done across personas — the team lead, the people manager, the area or district manager, the operations or shift supervisor. Run structured discovery with managers, leaders, and customer teams to find root causes, not just symptoms. Build a real persona library, not a slide.
Design for scale across very different customer operating models: Make personalisation and automation work for an enterprise with thousands of locations and for a small focused team — without either feeling like the other's leftover. Be confident making the trade-off between flexibility and opinionation, and explain that trade-off clearly to power users.
AI-enabled productivity in day-to-day PM execution: Use AI tools responsibly to increase throughput and clarity in core PM workflows, such as:
Synthesising research notes, calls, and support signals into crisp insights and opportunities
Drafting and iterating PRDs, user stories, release notes, internal comms, and customer-facing narratives
Generating options for UX flows, edge cases, and acceptance criteria to accelerate collaboration with Design and Engineering
Creating and maintaining lightweight, high-signal documentation and decision logs
Automating repetitive analysis and reporting — for example, support ticket categorisation, trend summaries, and qualitative tagging
You will apply strong judgment to validate outputs, protect sensitive information, and ensure AI augments rather than replaces critical thinking.
Partner cross-functionally to deliver end-to-end improvements Work with Learner Experience, Admin Experience, Authoring, AI, Skills, Data, Support, Implementation, and Customer Success to make the manager journey coherent end-to-end. The same person is a learner before they are a manager — the handoff has to feel like one product.
Measure and iterate using strong feedback loops Define success metrics, instrument the manager surfaces, build dashboards, and use a mix of qualitative and quantitative signals (product analytics, manager interviews, support data, A/B testing) to prioritise work and validate impact. Replace "logged in this month" with a definition of active manager that actually means something.
Who we are looking for
The successful candidate will demonstrate:
Strong product craft for operator-driven experiences: You have shipped products where the end user is a working operator — someone with limited time, fragmented attention, and real operational stakes. You know how to design for sub-minute interactions, mobile realities, and contexts where the user is not at a desk with all day to learn the interface.
Opinionated product mindset: You are comfortable prescribing a best practice rather than exposing every setting. You can hold the line on simplicity against well-meaning requests for more configuration, and you can explain that trade-off to customers and internal stakeholders without losing credibility.
Orchestration and intelligent system mindset: You consistently look for opportunities to make the system do more of the work — predicting what needs attention, removing unnecessary choice, surfacing the right action at the right time. You care about explainability, edge cases, and the operational realities of recommendation and AI-driven workflows.
Practical AI fluency for PM workflows: You have hands-on experience using AI tools to improve the speed and quality of product work. You know where AI is strong (drafting, synthesis, pattern-finding, summarisation) and where it can mislead (confidence without evidence). You verify outputs and keep decision quality high.
Systems thinking across people, performance, and operations: You can map end-to-end manager journeys, spot the failure points, and design for reliability at scale. You are comfortable collaborating on topics like integrations, event-driven architectures, permissions, identity, and the realities of multi-tenant data.
Data-informed decision making: You are comfortable defining metrics, instrumenting workflows, analysing funnels, and using data to guide prioritisation. You know where data is incomplete and how to fill the gap with targeted research. You also know how to take a noisy support backlog and turn it into a prioritisation signal.
Customer empathy for manager personas: You can deeply understand the working day of the people who run teams — across industries, roles, and operating models. You value their time and design for confidence, speed, and the outcomes their leaders measure them on.
Clear communication and alignment: You can write and speak clearly to different audiences: engineers, designers, support teams, leadership, and customers. You are comfortable presenting to a senior leadership audience and on stage at industry events, and you are good at turning ambiguous problems into aligned plans.
Bias toward outcomes over output: You focus on impact — team readiness, manager activation, reduced support burden, measurable lift for customers — rather than shipping features for their own sake.
Working at Learning Pool
The Learning Pool team is filled with people who have a real passion for what they do and a fresh approach to partnering with customers.
Learning Pool is a Platinum Investor in People, listed annually in the Sunday Times Best Companies to Work For and wins numerous industry awards for our work with clients including the Queen's Award for Enterprise (Innovation) and recent Brandon Hall, Learning Technologies, e-Learning Industry, Stevie Customer Service and Institute of Customer Service awards.
Closing date for receipt of applications is 5pm on 18th June 2026.
