How to hire an AI trainer

An AI trainer teaches staff to use the AI tools their employer has approved. The work is workshops, coaching, short guides and e-learning, built around the tasks people do, plus tracking whether confidence and use go up. We read the 7 UK AI trainer ads on our site (posted between 23 Sep 2026 and 21 Oct 2026) to see where employers put the role, who it reports to and who it works with. 1 of the 7 states a reporting line, and 3 state pay.

Where the role sits

Four of the seven ads put the role in a learning team: Learning & Development, an IT training team or, at one training provider, an apprenticeship team. bp is the exception. Its AI Engagement, Community and Training Lead sits in a new central AI enablement function and leads its own team.

From the ad text, read on 25 Oct 2026. "Not stated" means the ad doesn't give a reporting line. Closed ads are shown without a link.

Reporting lines

1 of the 7 ads names a manager: We Are Zenith (Apprenticeship Manager). The other 6 leave it out. Decide it before you advertise: it sets the seniority and the pay, and tells candidates who will back them when a team pushes back.

How cross-functional it is

Training roles reach every department, because the learners are everywhere. The ads also connect them to the teams that own the rules and the tools. bp's ad lists the most: communications, training, AI governance, digital security and the business-facing digital leaders. Hogan Lovells names knowledge, innovation, legal technology and the practice groups.

Where the role stops

bp spells out where its role stops. It doesn't set AI strategy, run company-wide internal communications, deliver training itself or make decisions about which AI tools are allowed. Those stay with other teams, and the role coordinates them. Saying this in your own ad stops a trainer being expected to own policy.

Day to day

• Plan and run AI training for different teams and levels, in person and online.
• Teach prompting and what the tools can and can't do, using examples from the team's own work.
• Explain the rules on safe use: what data can go into which tool, and when a person must check the output.
• Build short guides, e-learning and recorded sessions people can come back to.
• Find the tasks where AI saves time and turn them into practical use cases.
• Collect feedback and usage figures, and change the training when they show a gap.

The first 90 days

None of the 7 ads sets out what the person should achieve in their first months, so the plan below is ours, built from the duties the ads list.

A first 90 days we would suggest, based on the duties in these ads:

• Days 1 to 30: meet IT, security, legal and the teams with the most licences. Find out which tools and uses are approved, what usage data exists, and which tasks people want help with.
• Days 31 to 60: run a first set of sessions for two or three teams using their own tasks. Publish short guides and a place to ask questions.
• Days 61 to 90: compare usage and confidence with the starting point, change the content where it isn't landing, and agree a plan for the rest of the business with the role's manager.

What to pay

Of the 7 AI trainer ads we have listed (posted between 23 Sep 2026 and 21 Oct 2026), 3 (43%) state pay. The 3 that give an annual salary range run from £40,000 to £65,000. With 3 annual salaries we show the range, not a median. See the salary benchmarks.

How to assess candidates

Our suggestions:

• Ask them to teach a ten-minute session on one of your tools to a colleague who rarely uses AI.
• Ask how they would explain your rules on what data can go into which tool.
• Ask for one example of training they changed because the numbers or the feedback showed it wasn't working.

Writing the ad

Use our AI trainer job description template. Put the pay, the reporting line and the first-year measures in it: they are the parts most often missing from the ads we read.

Questions