This means adding more titles, increasing the level of collaboration and testing available, and enriching courses with more topics, more experts, and more hands-on experiences. The Corporate Learning Market Has Changedįor its first near-decade of growth, LinkedIn Learning was focused on content. In fact it’s unusual for me to talk with a company that does NOT use LinkedIn Learning for its employees. Today LinkedIn has 18,000 courses across 20+ languages, more than 16,000 corporate clients, hundreds of sales people (now integrated into the sales team for other LinkedIn talent products), and generates billions of dollars of revenue. Now in its eight year, LinkedIn Learning has become one of the biggest content players in the market.

So while LinkedIn entered the L&D market “late” (Skillsoft, Coursera, Udemy, and others were established), they could see how big this market would become so they poured engineering, marketing and brainpower into the business. Well LinkedIn learned fast, and over the years I met product managers and content leaders with passion, an open mind, and lots of aspiration.

Many of us in the L&D tech market feel “privileged” to know so much about this complex space. Not only did get fully integrated into the LinkedIn platform (it took a few years), the company built out a product team to focus on new topics, more advanced video experiences, and then quizzes, assessments, and more. I knew well before the acquisition, and when they became part of LinkedIn I had to ask myself “what does a recruiting and social networking company know about training?” Well as a fast-mover and customer-centric company, LinkedIn learned quickly. It all started in 2015 when LinkedIn acquired, a pioneering provider of high-quality video learning designed for creative professionals. LinkedIn Learning has been one of the most fascinating success stories in HR Technology.

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Linkedin learning for company