Instructional Designer - Field Operations

Flexcar•Boston, MA

7d•$78,000 - $136,000•Onsite

About The Position

Flexcar is completely reimagining car ownership. Buying a car is expensive, and leasing locks you in. So, we created a better way: flexing. Flexcar gives people their own car with one monthly payment that includes insurance, maintenance, roadside, and registration, plus the freedom to swap, keep, or return it as life changes. It's more affordable, more flexible, and more enjoyable than buying or leasing. By combining operational expertise with technology, data, and AI, we're transforming every part of the customer journey. We're scaling fast, and we're building the next generation of leaders to scale with us. The Instructional Designer owns the training that turns new hires into confident, capable operators. This person is accountable for building the new-hire onboarding curriculum, e-learning modules, quizzes and knowledge checks, and hands-on exercises that teach every new employee how to do the job they were hired to do. Beyond onboarding, you will build and maintain ongoing and role-specific training, develop recurring certification and leadership development programs, deliver and support training in the field, partner with field leaders and subject-matter experts to keep content accurate as the operation evolves, and measure whether the training actually works, using completion, assessment, and on-the-job performance data to close the loop. Success in this role means new hires reach productivity faster, make fewer avoidable errors, and rate their onboarding as clear and useful.

Requirements

A builder who can take a job that lives in people’s heads and turn it into clear, teachable training
Strong instructional-design instincts - you start from what someone needs to be able to do and design backward from there
Excellent writing and communication skills; you make complex procedures simple
A confident facilitator, comfortable leading training in a classroom, on the floor, or virtually
Comfortable getting out onto the floor - you learn the operation by watching it, not just reading about it
Highly organized and self-directed, able to run multiple content projects at once and hit launch dates
An analytical mindset - willing to measure whether training worked and change it when it didn’t
Thrives in a fast-paced, multi-hub operation and stays close to the field

Nice To Haves

Experience designing onboarding or technical training, ideally for hourly, frontline, or field-based roles; familiarity with instructional-design methods and adult-learning principles
Hands-on experience with building e-learning content and learning management systems (LMS)
Experience building assessments, certifications, or competency models
Background in operations, logistics, automotive, retail, or another hands-on field environment
Bachelor’s degree in education, communications, or a related field - or equivalent hands-on experience

Responsibilities

Design and build the end-to-end new-hire onboarding curriculum for field operations roles, sequenced from first day through full productivity
Develop e-learning modules, quizzes and knowledge checks, and hands-on, job-realistic exercises that teach new hires the specific tasks of the role they were hired for
Develop certification programs that keep field team members' skills current and verify ongoing proficiency
Build leadership development programs that prepare high-performing operators for management roles
Produce engaging learning content in multiple formats - e-learning, video, job aids, facilitator guides, and instructor-led sessions (in person or virtual)
Write clear, plain-language materials a new hire can follow without needing a manual or a shadow
Build exercises and simulations that let new hires practice real tasks in a safe setting before doing them live
Facilitate instructor-led sessions and train field leaders to deliver content consistently
Partner with leaders across the Operations org to capture how the job is really done and translate it into training
Keep curriculum accurate and current as processes, tools, and vehicle-handling standards change
Maintain a single source of truth for the standard operating procedures and job aids used in the field
Design quizzes, skills assessments, and role certifications that verify a new hire can do the job, not just recall information
Track completion, assessment scores, time-to-productivity, and early performance to measure whether training is working
Use data and learner feedback to continuously improve the curriculum and close gaps