Companies that use LearnUpon

Source: Analysis of 100 job postings that mention LearnUpon

I noticed that LearnUpon buyers are predominantly learning and development leaders (10%) alongside operations and enablement directors. These buyers are focused on scaling customer education, employee onboarding, and certification programs. They're hiring heavily for instructional designers (18%) and learning specialists (26%), signaling strategic priorities around content creation, curriculum design, and digital transformation of training delivery. The emphasis on roles like Sales Enablement Managers (8%) and Technical Trainers (6%) suggests buyers need to accelerate product adoption and reduce time-to-productivity for both internal teams and external customers.

Day-to-day users are primarily instructional designers and learning specialists who manage the full training lifecycle. I saw practitioners responsible for uploading content, creating courses in tools like Articulate 360, tracking learner progress, managing certifications and compliance records, and reporting on completion rates. They're the ones maintaining course catalogs, assigning training paths, troubleshooting access issues, and serving as the primary point of contact for learners. Several postings mention administering the LMS, coordinating with subject matter experts, and using data to optimize programs.

The pain points center on scaling education efficiently while maintaining quality. Companies want to create engaging, scalable learning programs, reduce support burden, accelerate time-to-readiness for new hires, and drive product adoption. I noticed phrases like "streamline training experiences," "reduce manual work," "accelerate ramp time," and "ensure seamless learner experience" repeated throughout. Organizations are trying to move from manual processes to automated, self-service models that can support thousands of learners globally while delivering measurable business impact through improved retention, completion rates, and customer satisfaction scores.

Source: Analysis of tech stacks from 4,858 companies that use LearnUpon

I noticed something striking about LearnUpon customers: they're enterprises obsessed with security, compliance, and managing large employee or partner populations. The combination of identity management tools like Okta and OneLogin alongside Proofpoint Security Training tells me these are companies that take workforce enablement seriously, particularly in regulated industries where training isn't optional.

The pairing of Proofpoint Security Training with LearnUpon makes perfect sense. These companies need structured security awareness programs, and they're not just checking boxes. They're building comprehensive training ecosystems. The high correlation with Go1, a content marketplace, suggests they're supplementing their own training materials with external courses at scale. Meanwhile, Qualtrics appearing so frequently indicates they're measuring the effectiveness of their training programs, likely tracking completion rates, knowledge retention, and ROI. Adobe Audience Manager is interesting because it points to companies sophisticated enough to segment and personalize their training delivery.

The full stack reveals enterprise companies that are probably past the startup phase and dealing with complexity at scale. They have mature security requirements, distributed workforces or partner networks, and they're likely in industries like financial services, healthcare, or technology where compliance training is mandatory. These aren't product-led growth companies. They're organizations with formal learning and development functions, HR operations teams, and dedicated budgets for employee enablement. The emphasis on SSO and identity management suggests they have hundreds or thousands of users to manage.

Source: Analysis of Linkedin bios of 4,858 companies that use LearnUpon

I noticed LearnUpon customers span an incredibly diverse range of industries, but they share a common thread: these are companies that either employ large distributed workforces or manage complex operational processes requiring consistent training. They include transportation and logistics companies moving goods and people, healthcare organizations providing care services, manufacturing firms producing specialized equipment, financial services companies managing investments and transactions, and technology businesses building software solutions. What unites them is operational complexity that demands ongoing employee development and standardization.

These are predominantly mature, established enterprises rather than early-stage startups. My analysis shows most have 200 to 5,000+ employees, with many operating for decades. Companies like Sherwin-Williams (150+ years, 64,000+ employees), L'Oréal (over a century), and Grainger (serving 4.5 million customers) demonstrate significant scale. Even newer technology companies like TikTok and Bitget operate at massive scale with thousands of employees and millions of users. The presence of multiple office locations, international operations, and mature infrastructure signals these are growth-stage or enterprise organizations with substantial training needs.