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Scale personalized career-driven learning that’s aligned to your talent architecture.
 

Introducing our Talent Architecture customization where you can:

  • Easily upload role titles, descriptions, and skills via .CSV to LinkedIn Learning to supercharge features like Role Guides and Next Role Explorer
  • Fill gaps with AI and LinkedIn Economic Graph data
  • Maintain talent architecture with downloadable jobs-to-skill mappings, powered by LinkedIn data

Try uploading a job family today!

Whether building your talent architecture from the ground up or refining an existing framework, to help you get started, check out this Learning Center course that will walk you through every step with clarity and precision.

Build, Improve, and Maintain Your Talent Architecture with LinkedIn

 

About this course:

Learn how to use the Talent Architecture .csv template to accurately input job families and bulk upload your unique talent framework. Additionally, you'll discover how to fine-tune AI-generated suggestions for details like skills and descriptions and align your organization's needs to validated published roles, ensuring your team gets the most out of LinkedIn Learning's powerful features like Next Role Explorer, Career Goals, and Learning Plans.

 

 

From the business perspective, why would be interesting posting job roles at LinkedIn Learning? 

I was wondering the same thing!

I think the potential to promote internal mobility is huge. Imagine being able to see open roles within your organization and then having LinkedIn Learning’s AI recommend the exact classes you can take to build the skills needed for those future roles. That kind of visibility and guidance could really empower employees to take charge of their own development.

From the organization's side, it makes a lot of sense too. If you're hiring based on skills, then mapping roles and required skills into LinkedIn Learning creates a foundation for upskilling from within. It becomes much easier to spot internal candidates who are close to being ready for the next step, and to help them close that gap.

It’s a win-win: employees get growth paths, and organizations build stronger internal pipelines.

I’ll plan to bring this up to my organization once the internal mobility features and business-side tools are more fully developed. It has a lot of potential to support both employee growth and workforce planning.

​@Miles I agree with you. ​@Aline Reis Think of talent architecture as a living roadmap - it makes roles, skills, and career paths clear and connected, so employees can see exactly how to grow and where they can go next. When you pair that with open job postings right inside your learning platform, you turn learning into a direct path to internal opportunities. Together, they create a skills-first culture where people feel empowered to build, explore, and advance their careers without ever leaving the organization.

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