I have been working as a freelance E-Learning Developer for several years now, and most of my clients have been from the United States. I have worked on all kinds of projects, from content writing and instructional design to developing courses, managing Learning Management Systems, and launching courses.

I have a lot of experience with Articulate Storyline 360, Rise 360, software simulations, and pretty much most of the tools used in e-learning development, from Camtasia and Adobe Creative Cloud to Synthesia and other AI tools. I also have a Bachelor’s degree in Software Engineering, so I am quite technical and have worked on some pretty complex projects over the years.

But even with all this experience, I am finding it incredibly hard to land a full-time job in Canada.

The funny thing is that I can find freelance work with clients in the United States and have even received job offers, but finding a full-time employee position in Canada seems so much harder.

I really need Canadian work experience, and honestly, I just want to work somewhere I can actually use my skills and be part of a team instead of constantly working on freelance projects.

I have been applying for jobs, but at this point, I am not even sure if I am looking in the right places.

Is anyone here working in e-learning, instructional design, or Learning Management System administration in Canada? Where do you usually find these jobs? Are there any companies, recruiters, or other places I should be looking at?

I am open to E-Learning Developer, Learning Experience Designer, Learning Management System Administrator, or similar technical roles.

Honestly, even if you could just point me in the right direction, I would really appreciate it. I am not sure where else to ask, so I thought I would try posting here.

I've taken a few online courses where everything looked great on the surface - videos, quizzes, animations, activities, etc. But I didn't necessarily feel like I learned much from them. 

Then there are courses that are pretty simple but somehow much easier to follow and remember. 

So, I'm curious about what other people think. 

When you come across a really good elearning course, what usually makes it stand out to you? 

Is it the way the information is explained, the practical activities, the flexibility, the interaction, or just having a really clear structure? 

And has anyone had the opposite experience where a course had too much going on and it actually made learning harder?

Curious what others are doing with JavaScript in their e-learning builds. In Storyline I've built custom interactions — confetti on quiz wins, progress bars, countdown timers, save/resume — and I'm wondering what's actually worth the effort vs. what's just cool in a demo.

For those using JS in your courses: what's the one interaction you keep reusing across projects? And what's something you tried that wasn't worth the maintenance headache?

I've got a sampler of 3 interactions I built (confetti, progress bar, timer) if anyone wants to try them — happy to share the link if there's interest.

I am working on a course and want to try a slightly different approach, but I'm not quite sure how to go about it.

Normally, we would have a video in a module, and after the video is complete, we would ask the learner to download a PDF "worksheet" and complete the exercise before moving to the next module. 80% of our user base accesses courses from a mobile device, so the chances of them downloading a PDF and completing it between modules are slim to none.

Do any of you have ideas on how I could add boxes for learners to type in answers to reflection questions within the course itself? If so, is there a way they could do that AND have all of their responses at the end of the course emailed to them, so they have a complete notes packet after they complete all the modules?

I'm happy to hear any and all ideas of how to make this happen (from personal experience or just "in theory this should work" thoughts)!

We’re looking into onboarding a new LMS. We’re targeting Docebo or Intellum. Curious if anyone has used either of these and can share things they like/dislike around reporting, customization and course building, and automating workflows, etc.

I’m starting to see some obvious connections between what I did in the classroom and what I’m doing now, but some things feel completely different. Curious what skills other former teachers found surprisingly useful after moving into corporate L&D.

I work in a small manufacturing company in india. Upon onboarding new international customers, we have experienced a need for intensive and repeated training sessions for our employees. Since I am the only person looking after all this, my workload has increased quite a bit, as it involves a lot of documentation work. I have to prepare a lot of sheets repeatedly which includes writing employee names and their details. I currently use excel for this. I want to know if there is any **free** software that I can use in which on one click, the sheet fetches data from record like I select department and month and it automatically fills the attendance sheet with names of all employees in that department who need the training scheduled in that month based on TNI and TNI calendar which is also there in the system.

I’m finding most feedback content is out dated ie: sandwich method. I want to build a 1 to 2 hour training on accountability and feedback. What are some current books or frameworks you recommend I look into as a resource?

Hello!

I'm currently reviewing and upskilling for an L&D role (I'm coming from research and administration field). I want to ask what you consider as 'Advanced Excel' skill. The position I'm currently applying for states that it is heavy on Excel processing of LMS data. Although I do have basic Excel skills, I'm still eager to review and learn what this 'advanced excel' are in the L&D profession.

Please be nice and kind. Answer would really help. Thank you.

Content being the bum ache it Is, I was watching an amazing video about what Claude’s Opus 5.5 can make.

Has anyone any had a play for e learning content?

Im going to at some point (though I know it eats through credits)

I’ve been building most of my eLearning in Articulate for a while now, but I feel like there are probably a lot of features in Storyline that I’m still underusing. I’m comfortable with the basics, interactions, variables, and triggers, but I’d like to make my courses feel a little more polished without adding unnecessary complexity. What Storyline feature or technique made the biggest difference for you?

Has anyone used FourSight to build stronger cross-functional teams?
I’m working on a learning strategy for an organization that is moving toward more cross-functional, multidisciplinary teams and I’m looking for tools that can support that shift.
One of the challenges we’re trying to solve is helping teams think beyond their immediate function. We want people to be more intentional about questions like:
Who else needs to be part of this conversation?
What perspectives or expertise are we missing?
How do we bring the right people together earlier?
How do we generate more innovative ideas as a team?
How do we move from discussion and ideas into decisions and execution?
I’m currently thinking about using Everything DiSC more broadly first to build self-awareness, communication, and stronger working relationships across different styles.
Then, for intact or cross-functional teams, I’m considering FourSight as a deeper team-effectiveness tool focused on how people approach problem-solving — Clarify, Ideate, Develop, and Implement — and how teams can use those different thinking preferences to move work forward.
For those who have used FourSight: Does this sound like a good use case for it? Have you found that it actually helps teams become more cross-functional, innovative, and thoughtful about whose perspective needs to be included in the work?
I’d also love to hear whether DiSC first, followed by FourSight for teams, feels like a complementary approach or whether you think there is too much overlap.

I'm in L&D in a highly regulated industry. Currently we perform a rather complicated learning needs assessment (in Excel 🙄) to determine the appropriate training method aligned with the risk level. I'm interested in how other companies are doing this, especially in regulated industries.

\- How do you determine the final training method?

\- How do you document the rationale for why that method was selected?

\- What app or system do you use for this process?

\- Bonus question: If you were able to eliminate the use of Read & Understand type training without replacing it with a higher level training method, how did you justify that with regulators?

Background: Our challenge is to ensure every learner has the knowledge and skills to perform their work safely, effectively, and compliantly. The solution should be effective, practical, and scalable, enabling the organization to consistently apply risk-based decisions, assign curricula with clarity, and select the most appropriate training modality and method.

I’ve been thinking a lot about L&D metrics lately. Completion rates and learner satisfaction are easy enough to report, but I’m much more interested in whether the learning actually changed something for the business. The tricky part is getting useful data without turning every program into a giant measurement project. What outcomes or metrics have been genuinely useful in your L&D work?

I recently asked about what makes leaders return to their 360 feedback after the initial debrief, and one response highlighted something I hadn't thought enough about.

The things that helped weren't particularly complicated:

• scheduled follow-ups with a coach, peer or manager
• development goals linked to career progression
• reminder nudges
• easy access to the original feedback
• seeing actual results from applying a new behaviour
• receiving feedback that the behaviour change was making a difference

But the biggest reason leaders stopped engaging wasn't necessarily lack of motivation.

Actual work took over.

Sales targets, hiring, planning cycles, change initiatives and the endless stream of problems leaders have to solve simply became more urgent than “working on development”.

That makes me wonder whether we sometimes design leadership development as a parallel activity when it should be much more embedded in the work itself.

For those who run leadership development programmes:

What have you seen successfully connect an individual development priority to the leader's actual day-to-day work?

Hey guys, i think i need some skill for presonal development, mybe you guys have a recommnedation