Instructional Designer

As an Instructional Designer at Bottomline, you'll be integral to the Revenue Operations and Enablement team, focusing on designing and maintaining training programs for the Paymode sales teams. Your responsibilities include creating engaging on-demand and eLearning content, collaborating with various stakeholders to define learning objectives, and transforming complex technical material into accessible training programs.

To be considered for the Instructional Designer role at Bottomline, candidates should have a Bachelor’s degree in Instructional Design, Education, Communications, or a related field, along with a minimum of 5 years of experience in instructional design within an enterprise software company. Proficiency with learning development tools and strong communication skills are also essential.

The Instructional Designer at Bottomline collaborates closely with sales, marketing, and product teams, as well as subject-matter experts. This teamwork ensures that the content you create meets the needs of the curriculum framework and is relevant and beneficial for sales personnel across various levels.

The work environment for the Instructional Designer at Bottomline is hybrid, allowing flexibility while requiring in-office attendance at least once a week in Portsmouth, NH. This setup encourages collaboration while supporting a balanced work-life arrangement.

In the Instructional Designer role at Bottomline, you will use a variety of training and development tools and technologies, including Camtasia, Captivate, and Articulate Storyline. Strong skills in creating presentations using PowerPoint or Google Slides are also necessary to develop visually appealing training materials.

When designing engaging instructional materials, I start by identifying the learning objectives and understanding the audience's needs. I employ a blend of adult learning principles, interactive content, and diverse formats to cater to various learning styles, ensuring the materials are both informative and engaging.

Certainly! One example is when I developed a comprehensive eLearning program that improved onboarding for new sales representatives. By integrating interactive scenarios and role-playing, I was able to increase knowledge retention by 40%. This program was essential in enhancing the team's product knowledge and overall confidence.

To gather requirements from stakeholders effectively, I conduct initial meetings to understand their objectives and challenges. I use questionnaires and discussions to collect detailed input, ensuring the learning outcomes align with business goals. Continuous feedback during the development process is also crucial to adapting the content to meet their needs.

I make it a priority to schedule regular reviews of the training content, collaborate with subject-matter experts for updates, and seek feedback from training participants to identify areas of improvement. Keeping abreast of industry trends and technological advancements also helps keep the content fresh and relevant.

Adult learning principles are fundamental to my design process. I focus on making learning self-directed, relevant, and applicable. By incorporating elements such as practical projects, peer collaboration, and immediate feedback, I create an environment where adult learners can thrive and apply their knowledge effectively.

When faced with technical content, I break it down into simpler concepts, using analogies and visual aids to clarify. I may also include hands-on exercises or simulations to make the material more approachable, fostering a better understanding among learners with diverse backgrounds.

I have extensive experience with various Learning Management Systems, including implementing, managing, and evaluating content effectiveness. I utilize LMS features to track user engagement, assess knowledge retention, and ensure that training programs are scalable and accessible.

To evaluate the effectiveness of my training programs, I employ a variety of assessment tools, including pre- and post-training quizzes, feedback surveys, and performance metrics. These insights help in understanding learner satisfaction and knowledge acquisition, enabling future enhancements.

I once introduced gamification to a training module, turning learning objectives into a competitive game format. This approach increased engagement and motivated participants to excel, resulting in a 30% increase in completion rates compared to traditional methods.

I typically set up joint working sessions with sales teams to gather insights on their challenges and training needs. During these sessions, we brainstorm ideas and encourage feedback on content drafts. This collaboration ensures high relevance and effectiveness in our training offerings.