Most companies are paying for learning their people don't use — fragmented subscriptions, unused seats, budgets dumped in December. Learnerbly consolidates the spend, governs how it's used, and runs the admin an L&D Manager would.
You're being asked to do more with the same budget — or less. And the setup you've got wasn't built for that conversation.
You're not choosing another content library. You're choosing not to pay for the ones nobody opens — or for the headcount you'd need to run them properly.
Most teams running a 200-seat enterprise content licence pay £25–30k a year for something 15–20% of staff actively use. Consolidate onto Learnerbly and pay for the platform — your people choose what they actually learn, and the rest stays in budget.
A dedicated L&D Manager costs £60–80k+ in salary alone. Learnerbly handles the work they'd be doing — curation, governance, approvals, strategic alignment, and reporting — at a fraction of the cost. People teams keep their capacity for higher-leverage work.
Enterprise content libraries average ~10% monthly engagement — most paid seats sit idle. Learnerbly customers hit 95%+ activation and 40–60% monthly engagement, because the budget is in employees' hands and the content is theirs to choose.
Three views of the platform — how it works for admins, employees, and leadership.
*Platform pricing excludes learning spend and transaction fee. Employees access resources from their own allocated budget. Minimum learning spend applies with Starter plan.
On the Scale plan, learning happens wherever your employees already live. Within Slack, you can engage with the learning agent, find resources, and navigate your goals. Admins and managers can keep an eye on activity and approvals without ever leaving their workspace.
Talk to us about Scale →@learnerbly I want to get better at managing up
Great goal — this links to your Q2 leadership OKR. Here are 3 resources matched to your role:
The honest answer: enterprise content libraries are paid by the seat, but used by a fraction of those seats. Learnerbly lets your employees access those same providers (and 200 more) through individual budgets — so you pay for what's used, not what's licensed. Most teams that switch see engagement triple.
Most of our customers don't have one — Learnerbly handles the work an L&D Manager would do: curation, governance, approvals, alignment to strategy, and reporting. If you already have one, they get their time back for the higher-leverage work — strategy, talent reviews, leadership development — instead of admin and chasing.
Guardrails sit at the point of request, not after the spend. You set rules — by category, value, timing, and strategic fit — and the platform enforces them automatically. Low-fit requests get flagged or auto-declined. December spikes get capped. Nothing leaves the platform unless it should.
That's a common starting point. We help you map the renewal calendar and phase the transition — most customers run a parallel pilot for a quarter, then sunset the legacy platform at renewal. You're not paying twice.
Three things finance cares about: cost-per-active-user, utilisation against committed spend, and outcome data tied to business priorities. On Pro, all of that is one click away — including a board-ready summary you can paste straight into a finance deck.
One to four weeks depending on company size. Our customer success team handles the migration — provider mapping, budget setup, SSO, the lot. Most teams see meaningful adoption within the first month, and a defensible ROI script by the end of the first quarter.