Jennifer Paloma Rafferty and I briefly overlapped at Quinnipiac University, when she was working as a learning designer and I was teaching some online courses. I always thought that Paloma was super smart and awesome to work with, so I was happy when she reached out to talk about career navigation. I asked Paloma if she would be willing to answer my questions about her career path, the impact of AI on learning design and her advice for early- and midcareer professionals.
Q: In our Zoom together, you talked about your goals for the next stage in your career after your latest adventures in ed tech at Presence and the Online Learning Consortium. For a trained instructional designer (M.Ed. UMass Boston) and with a fantastic track record of leadership roles, what sort of professional opportunity would be your ideal fit for your next role?
A: I’ve spent my career in education across sectors and age groups, but I’ve consistently found myself drawn to adult learners and professional learning environments. I’m especially interested in roles within mission-driven organizations where learning is treated as a strategic priority.
Over the past 15 years, I’ve focused on online education, designing and scaling learning experiences that expand access and support organizational goals. I’m excited by the opportunity to help modernize and shape a forward-looking learning portfolio.
Q: There are many (maybe most) academic jobs that AI is impacting, but learning design has to be up there. How do you see AI changing the day-to-day work of learning designers? What should we be doing, both as individuals and as institutions, to prepare for that change?
A: AI is already changing the day-to-day work of learning designers, particularly by accelerating tasks like content generation, assessment design and even aspects of course development. Tasks like drafting objectives, creating first-pass content and building question banks can now be done much more quickly.
I don’t see AI replacing learning designers. If anything, AI is shifting the role of the learning designer. The value of the learning designer is moving away from content production and more toward strategy, judgment and quality. Learning designers will still be essential in ensuring that what’s being created is pedagogically sound, aligned to outcomes, inclusive and accessible.
For individuals, this means developing fluency with AI tools and methodologies while also strengthening the skills that are uniquely human: critical thinking, ethical decision-making and a deep understanding of how people learn. It also means being able to evaluate and refine AI-generated content rather than taking it at face value.
At the institutional level, there’s a real need for clear guidance and thoughtful integration. That includes establishing policies around appropriate use, investing in professional development and rethinking workflows so that AI is used to augment our work, not undermine it.
Q: Thinking about your career progression in the learning design field, with roles at universities, companies and nonprofits, what advice do you have for early- and midcareer professionals who are attempting to navigate these challenging times in our field?
A: Navigating a career in learning design right now requires both intention and adaptability. One of the most important things I’ve learned is to be strategic about developing and sustaining your network. Even if you shift sectors or roles, staying connected to colleagues across your career can open doors and provide critical support along the way.
I also encourage everyone to engage with professional communities aligned to their work. While some associations require membership fees, there are also many high-quality free communities that can help you stay current, exchange ideas and even surface new opportunities. For example, I am a member of four Slack communities that have a job-openings channel, periodic webinars and local meetups.
It’s equally important to carve out time for your own professional learning. Budgets may be tight, but there are excellent low-cost and no-cost options available. Some of the opportunities might be found in those professional communities I have already mentioned. And if you’re in a leadership role, advocating for your team’s access to professional development is more important than ever. Finally, for those in between roles, I recommend joining a Job Search Council. These peer-led volunteer groups provide structure, accountability and a sense of community during what can otherwise be an isolating process.
