Companies that use Docebo

Source: Analysis of 100 job postings that mention Docebo

I noticed that Directors of Learning and Development make up 20% of roles mentioning Docebo, followed by Directors of Revenue Enablement at 13%, Regional Sales Directors at 9%, Directors of HR Operations at 9%, and Managers of Learning and Development at 9%. These buyers sit primarily in HR and Learning functions, with a significant secondary group in Revenue organizations. They're hiring to scale learning infrastructure, drive revenue team productivity, and build what one posting calls "a center of excellence" for development across global organizations. Their priorities center on modernizing learning ecosystems and delivering measurable business impact.

On the practitioner side, I found LMS Administrators, Instructional Designers, Learning Experience Designers, and Enablement Specialists using Docebo daily. These teams manage course uploads, configure learning paths, create SCORM content, track completion rates, troubleshoot technical issues, and generate reports on learner engagement. Several postings emphasize responsibilities like "administer the Docebo LMS, including user accounts, roles, and permissions" and "manage learning paths, catalogs, enrollments, and completion tracking."

The pain points reveal companies struggling to scale learning across distributed workforces and drive adoption. Phrases like "decrease ramp time and increase new hire productivity," "transform learning into a competitive advantage," and "ensure our customers and customer operations achieves their desired outcomes" appear frequently. Organizations want to move from manual, fragmented training to automated, data-driven learning that directly impacts retention, sales performance, and customer success. They're seeking platforms that support both internal employee development and external customer training at enterprise scale.

Source: Analysis of tech stacks from 877 companies that use Docebo

I noticed that Docebo users are typically mid-to-large enterprise companies with sophisticated HR operations and a strong focus on both employee development and compliance. The presence of Dayforce (enterprise HR/payroll) alongside Proofpoint Security Training tells me these organizations take workforce management seriously and operate in regulated industries where training documentation matters. They're building comprehensive employee lifecycle systems, not just adding a simple training tool.

The pairing of Docebo with Go1 is particularly revealing. Go1 is a content marketplace that integrates with learning platforms, which suggests these companies want extensive course libraries beyond what they create internally. They're willing to invest in premium learning content, not just host their own materials. Qualtrics appearing so frequently makes sense too because these organizations measure everything. They're probably surveying employees after training programs, tracking engagement scores, and connecting learning data to broader employee experience metrics. OneLogin's presence confirms these are security-conscious enterprises managing complex user access across dozens of applications.

The full stack reveals these are sales-led or partnership-led organizations in growth mode but past the scrappy startup phase. Adobe Audience Manager suggests many have external audiences they're tracking, which points to companies running customer training programs or partner enablement initiatives alongside employee learning. These aren't small businesses experimenting with e-learning. They're established companies with compliance requirements, distributed workforces, and the budget to integrate best-of-breed tools rather than settling for all-in-one suites.

Source: Analysis of Linkedin bios of 877 companies that use Docebo

I noticed that Docebo's customers span an impressive range of sectors, but they share a common thread: they're organizations with complex, distributed workforces that need serious training infrastructure. I'm seeing healthcare companies managing specialized clinical staff, financial services firms handling regulatory compliance, law firms coordinating hundreds of attorneys across offices, construction and manufacturing companies training field workers on safety protocols, and technology companies onboarding rapidly growing teams. These aren't simple businesses. They're companies where knowledge transfer directly impacts revenue, safety, or regulatory standing.

The maturity signals are clear: I'm looking at primarily mid-market to enterprise organizations. The employee counts skew heavily toward 500+ employees, with many in the 1,000-5,000 range. Funding stages cluster around Series C and beyond, private equity, or post-IPO. These are established businesses with budgets, compliance requirements, and multi-location operations that demand professional learning management systems.