The training industry by the numbers: 2020 – 2025
Post-pandemic pressures have centered Learning & Development in the forefront of corporate strategy. As organizations reorient to embrace digital-first learning, the sector has seen dramatic rises in headcount, budgets, and technology adoption. These looming changes point to new opportunities (as well as challenges) for designers, technologists, and agencies alike. In this article, we will unpack L & D trends over the last five years and explore what’s next for the industry.
Between 2019 and 2023, the number of U.S. Training & Development Specialists swelled from approximately 312,000 to 420,100—a compound annual growth rate of about 7.5 % [BLS]. This explosion suggests a growing need for instructional designers and agencies to create robust online coursework that meets those needs. Additionally, it has led to higher expectations for design talent.
Skills in visual storytelling are no longer all that is needed to get your foot in the door; designers must also have solid learning-science fundamentals to truly have an impact on their audience. Agencies that can produce assets that conform to these standards are in high demand.
By 2023, 61 % of corporate training was delivered virtually—up from roughly 40 % before 2020 [Training Industry]. This aligns with the flipped-classroom approach seen currently in schools: discovery happens asynchronously, freeing synchronous time for rich dialogue and application. With over 5 years of experience in the classroom, I have seen these changes shape the next generation of learners. The shift to virtual delivery necessitates interactivity, without which these virtual sessions can feel stale. Micro-learning has emerged as a complementary trend, structuring learning delivery through bite-size pieces of information that can translate easily into self-study or live workshops.
In 2022, contract-role postings in L&D jumped 26% to a 6% rise for full-time posts [LinkedIn]. By 2024, 29 % of training budgets were allocated to external vendors [Training Industry]. As a media agency in the edTech realm, Brass Drum is uniquely suited to gain from this shift by expanding its client base for contract-based projects. Short-term contracts focusing on turnkey packages – storyboarding, voice-over, animation, LMS – are becoming an ideal way to engage clients. This has also helped larger corporations by enabling them to build a bench of freelance specialists that can quickly scale to tackle corporate initiatives.
In the past two years, generative AI and Machine Learning tools have proliferated across every stage of production, from content creation to delivery. Without dedicated R & D, organizations risk chasing new models rather than investing in sustainable innovation. Simply put, businesses must be increasingly aware of what is a trend and what is a longstanding innovation. To do this requires evaluating which tools can deliver measurable ROI and sticking to them. R&D outputs should be integrated into standard workflows when they are found to achieve measurable results.
Looking at the present gives us a hint of the future: AI has already begun reshaping the learning and development sector and will likely continue to do so through the end of the decade.
I predict that over the next 5-10 years, autonomous AI agents – capable of acting as independent learners or teachers – will begin arriving in classrooms to support the students of the future. Early movers are already using AI tutors to unlock personalized learning through auto-generated transcripts and adaptive quizzes. However, this immense opportunity is not without risks. In a world which increasingly relies on automation, it will be more important than ever to prioritize human-centric design principles.
The data is clear: L&D is no longer just a back-office cost center – it’s a strategic lever which organizations can pull in order to stay on top of rising AI use and changing contract dynamics. As your organization approaches this important milestone, what does your playbook look like? Consider bringing these questions to your org:
- Which core services can we package to capture the contract-L&D boom?
- How can we embed R&D insights into our daily processes and client engagements?
- What partnerships make sense for us to stay at the innovation frontier?
Your answers to these questions just might guide the next wave of L&D evolution!
