In this episode of Product Design for Learning, host Greg Arthur sits down with Andrew Welsh, Director of Digital Learning Solutions at Instinct, a specialist L&D recruitment agency. Together, they explore the evolving recruitment landscape within Learning & Development, covering topics such as market shifts, AI's role in hiring, and the growing demand for data-driven skills. Whether you're a candidate navigating a competitive market or an employer seeking to attract top talent, this conversation is packed with actionable insights and trends you need to know for 2025.

Andrew Welsh is a veteran in L&D recruitment, marking 14 years with Instinct, a Manchester-based, employee-owned agency specializing in digital learning and education-focused roles. His expertise spans interim and permanent hiring across the UK, with a growing footprint in the US and Europe. Known for his honest, people-first approach, Andrew brings a wealth of knowledge to this in-depth discussion on recruitment trends and challenges in L&D.

• The market has shifted from a talent-scarce boom in 2021–2022 to a more competitive candidate-heavy environment in 2024–2025.
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• Permanent roles are down, with a significant increase in interim and contract-based hiring.
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• AI skills and data literacy are rising in importance, but true implementation across L&D is still lagging.
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• Remote roles increase competition, expanding applicant pools beyond local regions.
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• Recruiter ghosting and inconsistent job titles remain industry pain points.
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• Portfolios are essential for L&D designers and increasingly important for strategic roles.
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• IR35 and gig economy regulations continue to influence hiring decisions.
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Andrew shares how L&D has remained a personable, tight-knit sector with a community feel. He reflects on the post-lockdown hiring boom and the sudden market reversal in 2023 due to economic uncertainty.

Andrew explains how recruiters dig deeper through vacancy consultations to reframe roles accurately and why salary transparency is crucial for both attraction and fairness.

He distinguishes between reasonable tasks for permanent roles and the problematic nature of unpaid tasks for contractors, emphasizing value for time and fairness.

Yes—candidates must now work harder to stand out, as competition has increased and hiring processes have become more demanding.

Andrew admits volume is a factor but stresses the importance of communication, especially post-interview, and outlines what Instinct does to avoid ghosting.

A heavy shift toward contract roles (up to 84%) as organizations navigate headcount freezes and project-based needs. AI and data skills are becoming more requested, though adoption varies.

While elections don't bring immediate certainty, post-budget clarity helps businesses plan hiring. Andrew notes reactions to economic policies play a bigger role than policies themselves.

Mentions of AI tools in...