Learning & Development Lead

About Lucidya

Lucidya is an AI-native platform for customer experience (CX) intelligence that manages entire customer lifecycles autonomously, from initial engagement through retention and growth.

Unlike platforms that only surface insights and leave the action to you, Lucidya completes the loop with proprietary NLU capabilities developed entirely in-house and trained on millions of multilingual conversations, equipping marketing, support, CX, and research teams to deliver personalized experiences that drive measurable improvements in customer satisfaction, retention, and lifetime value.

Why This Role Matters

Lucidya is at a stage where talent density matters more than ever. We’ve hired strong people. Now we need to develop them intentionally.

We operate in a high-growth, high-pressure startup environment. Things move quickly. Priorities shift. Leaders are stretched. Without structure, development becomes reactive instead of strategic.

This role exists to bring clarity and structure to how we grow our people.

You won’t be joining a fully built L&D machine. You’ll be building it.

You’ll shape how performance is managed, how high-potential talent is identified, how career paths are defined, and how soft skills are strengthened across remote teams.

If you enjoy building frameworks from scratch, influencing senior leaders, and turning chaos into clarity, this role will energize you.

What You’ll Do

You’ll own Learning & Development end-to-end as an individual contributor. No team reporting to you (for now). This is a builder role.

Here’s what success looks like:

• You create structure where there is ambiguity.
• You turn performance conversations into meaningful development plans.
• You identify high-potential (HiPo) talent early and build plans to accelerate them.
• You design career paths that people can actually see themselves growing into.
• You introduce competency frameworks that leaders actually use, not just store in folders.
• You elevate communication, leadership, and collaboration skills across teams.
• You implement and manage Learning Management Systems effectively, not just technically, but strategically.
• You work closely with leadership and challenge them when needed.

Day-to-day, you’ll:

• Design and execute the company-wide L&D strategy
• Lead performance management cycles
• Build and manage HiPo frameworks
• Develop remote talent programs across multiple countries
• Deliver (or facilitate) soft skills training
• Partner with leadership to align development initiatives with business goals

We care about outcomes. Not about how many workshops you ran, but whether behavior actually changed because of them.

Requirements

Who You Are

You’ve built your career in Learning & Development or Talent Management, and you’ve done it in environments that move fast.

You likely have 6-7+ years of experience, possibly already operating at a Talent Manager or L&D Lead level.

But more importantly:

• You’ve worked in startups or high-pressure environments where ambiguity is normal.
• You’ve developed remote teams before.
• You understand performance management deeply, not just administratively.
• You’ve worked with HiPo frameworks and can distinguish between high performers and high potentials.
• You’re comfortable building from scratch. A blank page doesn’t scare you.
• You understand competency frameworks and career pathing beyond theory.
• You’re familiar with instructional design principles.
• You’ve worked with Learning Management Systems.
• Experience with psychometric tools (like Hogan) is a strong plus.

On the personality side:

• You don’t wait to be told what’s broken, you see it and fix it.
• You’re structured, but not rigid.
• You can handle strong personalities and push back respectfully.
• You communicate clearly in English (spoken and written) and Arabic.
• You care about detail, but not at the expense of speed.
• You’re ambitious and want your work to visibly impact the company.

What the Hiring Process Will Look Like

1. Screening call with TA Lead
2. Introductory conversation with leadership
3. Case study to assess how you think and structure L&D challenges
4. Final conversation
5. Offer

We move fast, but thoughtfully.

If you’re excited by the idea of shaping how a fast-growing AI company develops its people, and you’re ready to build, not maintain… we’d love to meet you.