10 top learning experience platforms to use in 2026
The benefits of learning experience platforms are numerous, especially in an age of remote and hybrid work. Here are some of the top LXPs and features to consider right now.
Keeping employees engaged, productive and well trained is as critical as ever as companies continue to struggle with a tight labor market and the impact of AI amid volatile business environments. Incorporating a learning experience platform into HR's learning infrastructure can help.
Learning experience platforms (LXPs) are relatively recent entries into the corporate learning market. They build on the idea of a learning management system (LMS), the software many organizations have long used to implement and track their learning and development initiatives.
The difference between an LXP and LMS is easy to sum up.
The purpose of an LMS is mostly to administer learning, while an LXP is designed to improve the learning experience by making learning content more accessible. The strength of an LXP lies in the ability to facilitate and personalize learning by simplifying linking to external resources and fostering social interaction among employees. LXPs have grown in popularity as employees and employers attach more importance to learning. Many job seekers place a high priority on development opportunities when they decide whether to join or leave a company, which is why employers have come to see workplace learning as a retention tool.
Key features to look for in an LXP
Choosing the right LXP requires collaboration between the HR staff who handle learning and development, IT workers involved in system implementation, department managers who want their employees to develop skills and competencies, and employees who will use the system to develop new skills.
This LXP buying team should consider the following features when evaluating systems:
- Strong integrations. An LXP should be able to pull employee data from the company's human resource information system (HRIS) and keep the data current. This can be done with an API or a Secure File Transfer Protocol (SFTP) server. Using an SFTP integration is often cheaper and faster to implement if the LXP vendor doesn’t already have an integration built into the HRIS application. The LXP should also be able to pull content from other systems, such as an LMS and systems used by course vendors. Also, when learning content is graded in another system, such as an LMS, the grade should be visible in the LXP and vice versa.
- Deep personalization. Employees should be able to customize the look and feel of the application. The platform should also use AI to recommend relevant learning content to employees based on their interests, skills and competency ratings, as well as their jobs in the company and the courses taken by employees in similar roles.
- Good UX. The LXP's UI should be easy for employees to understand and navigate. Training or online help should only be needed for advanced features.
- Ability to use a variety of learning methods. The LXP should draw learning content from multiple sources, including an LMS, internal websites, videos, blog posts, microlearning content and external sites. Employees should also be able to add and share content with other workers.
- Gamification. There should be rewards to encourage learning, such as awarding points for course completion, adding content and otherwise sharing on the platform. Using a leaderboard and other gamification tools can encourage employees to become active on the LXP.
- Strong mobile capabilities. Providing employees with a feature-rich mobile experience is important, especially for employees who don't sit at a desk, such as factory workers. A mobile app or progressive website -- i.e., a site that performs like a mobile app and adjusts the layout based on a user’s device -- enables employees to learn at their convenience.
- Social learning. Employees often have experience and training that can benefit other employees. An LXP's social learning features, such as forums and communities, will help with training and can help connect employees who need mentorship. It can also help groups of employees learn faster.
- Built-in AI. Artificial intelligence has come a long way and should be integrated into the LXP on several levels. Machine-learning AI can help employees identify the training most applicable to them and assist with measuring employees' learning experiences. The humanlike communication abilities of generative AI can make searching in the LXP more conversational and help learning specialists quickly develop courses.
- Analytics and reporting. Analytics and reporting are crucial to most applications, and an LXP is no different. Being able to measure how and when the LXP is being used is critical for the learning team. Not only does it help them understand the interests of employees, but the data can help justify learning and development investments. Analytics and reporting are also important tools for managers tracking employees' progress. AI can analyze and report on free-form text, such as employee comments.
- Simple content creation and management. It should be easy for anyone to add content to the LXP. That includes the LXP system administrator, learning specialists and employees. Some platforms include a browser plugin that enables users to easily link content to the LXP and make it available to other employees. The LXP might offer authoring tools that streamline content creation through drag-and-drop functionality, templates and the ability to add surveys and quizzes, for example. AI can also help users develop new content.
- Learning paths. Administrators should be able to create learning paths that incorporate different types of content. Employees might be able to create their own learning paths from content available in the LXP and share them with other employees.
- Automated assessments. The LXP should offer the ability to integrate assessments into courses and learning paths to evaluate learner comprehension. The results should be available in the employee's skills and competency ratings.
LXP providers emphasize different strengths in their messaging, but all of them offer core features that help create and compile content, ensure that employees receive the training they need and keep records of who took courses and how they fared. The top LXPs also offer strong mobile options, advanced AI features and web-based access.
10 learning experience platforms to consider
The following guide should give a good sense of how some of the leading systems stack up. The unranked list is based on web research, vendor information, the author’s personal experience and websites such as Gartner, G2 and Forrester. The list only includes products that are referred to by their vendors as LXPs.
1. Axonify
Axonify emphasizes microlearning for frontline workers. The platform tracks workers in their day-to-day jobs to determine where they might benefit from training, targeting frontline employees at retailers, call centers, sales organizations, financial firms and warehouse and distribution facilities. The platform then serves up relevant content in brief segments based on those findings. For example, retail employees might take a micro-course after logging in to learn about the new items on sale for the week. The application also provides an AI chatbot that can answer employee questions.
Axonify's administration tools aim to help learning teams define when employees need training and then tailor content according to both the employees' and the organization's needs. Axonify's main platform offers real-time analytics at the individual and organizational levels. It also warns frontline managers when training gaps appear and recommends actions to mitigate them.
2. Degreed
Degreed compiles courses, videos, articles and other content from a variety of sources. It aims to simplify the curation and delivery of content and help employers benchmark their employees' skill sets as well as identify skills gaps in the organization, according to Degreed's website. Degreed queues up learning content using its AI feature, then organizes and delivers it according to each user's expressed preferences.
The platform also provides tools that enable users to create pathways, share content and create groups to facilitate information consumption and collaboration. Degreed also keeps records of each employee's learning and enables them to take those records with them if they leave the company.
Degreed offers access through desktop browsers and mobile devices via web and app. Employers can use the platform to measure and benchmark their workforce's skills and knowledge, then assign learning based on gaps.
3. Cornerstone LXP
Cornerstone LXP is the result of Cornerstone acquiring EdCast, with the larger Cornerstone HR software suite gaining an LXP component. Cornerstone LXP enables users to create and share videos, blog posts and articles. Employers can create customized learning experiences and organize content by topic. The platform integrates with a number of corporate platforms, such as Salesforce, Microsoft Teams and Google Chrome, according to the vendor’s website. The platform can also pull content from the Cornerstone LMS.
The platform provides virtual reality training options and offers community creation for employees with certain interests.
4. Valamis
The Valamis platform includes both LMS and LXP features, which enable the software to meet the needs of different learning teams in one system. It provides a content creation tool for developing online courses and content, and users can run large or small online or in-person courses. The system comes with built-in integrations to Microsoft Outlook and Teams, eliminating the need for users to manually update their calendars when registering for a course. The system also includes prebuilt integrations with major HR system vendors such as SAP SuccessFactors, Workday and Oracle Fusion Cloud HCM.
Valamis offers extensive skills development features, such as identifying employees' skills gaps -- including during onboarding -- as well as attaching skills to learning content and measuring skills.
5. Sana Learn
Sana Learn was acquired by Workday in November 2025, but Workday plans to continue selling Sana Learn as a standalone product.
Sana Learn is marketed as an LMS and LXP and includes AI features such as a personal tutor, learning recommendations, content creation tools, and dashboard generation based on user needs. The system supports blended learning, including online courses and in-person training sessions.
6. Learn Amp
Learn Amp combines LXP and LMS functions, has an optional performance management module and can be used for employee engagement and pulse surveys. Its website touts its extensive AI features, which include a content creation copilot, automated skills tagging and personalization based on trending content identified by AI.
As for LXP features, Learn Amp supports social learning, which enables employees to create content as well as share it with other employees, rate content, and provide insights after completing a course or viewing content. The system can be used to create new content from scratch, or employees can use one of the provided templates to build content more quickly. Learn Amp also provides integrations with many popular content providers if a company is licensing e-learning courses.
7. Learning Pool
The Learning Pool LXP offers a full range of features for developing employee skills. It includes content authoring tools and skills profiles, as well as enabling user-based content curation.
A key feature of the platform is its focus on social learning tools, which employees can use to learn in a way that best meets their needs, including self-directed, peer-to-peer or cohort learning. Learning Pool comes with prebuilt no-code integrations with common systems, including video conferencing, HRIS and content providers. The LXP also has an API for developing integrations with other systems.
8. 360Learning
This platform focuses on collaborative learning. Not only can employees use it for training, but they can also be involved in developing new courses. Experts in a company can develop quick, relevant courses, which helps employees receive training when they need it, and the model takes the burden off a small group of learning specialists to build every course.
360Learning also offers many standard features, such as skills paths and AI-based course recommendations. The vendor also offers an LMS that can integrate with the LXP so that course content can be shared between the two.
9. GoSkills
GoSkills markets itself as a good LXP for small businesses. The vendor also offers an LMS, prebuilt courses and a course creation tool.
Users can build off one of the system's course templates, import courses or use GoSkills' generative AI tool to potentially improve their course material. Users can run live courses using the system and test participants to evaluate subject matter comprehension.
The platform's responsive technology capabilities adjust the web pages of mobile users based on the user's screen size.
10. Juno Journey LXP
As with other LXPs, Juno LXP’s AI engine offers employees content recommendations based on each employee's skills profile. The LXP comes with "endless" amounts of free content, according to the website, and includes a feature that aggregates relevant online content, including books, podcasts and videos.
Juno LXP can track a training budget and allocate money by department, team, individual or companywide. Employees can submit training requests through the LXP, and employees and teams can use a channel feature to share knowledge and training recommendations based on selected skills. Some functionality, including engagement surveys, employee development and sales enablement, is sold as an add-on.
Eric St-Jean is an independent consultant with a particular focus on HR technology, project management, and Microsoft Excel training and automation. He writes about numerous business and technology areas.
Mark Feffer is a former contributor to SearchHRSoftware.
