Hire Instructional Designers

Access Instructional Designers from LatAm with Lupa. Skilled in learning design, e-learning tools, and content architecture—onboarded in 21 days.

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Hire Remote Instructional Designers

Martina Ruiz
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12 years of experience
Part-Time

Martina is a Design expert building user-first, accessible and consistent experiences.

Skills
  • UX Design
  • User Research
  • Design Systems
  • Accessibility Design
  • Visual Hierarchy
Lucas A
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11 years of experience
Part-Time

Lucas is a Brazilian design expert with 11 years in wireframing and prototyping.

Skills
  • Wireframing
  • Prototyping
  • Mobile-first Design
  • Adobe XD
  • JavaScript Basics
Luis Alberto Rivas
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12 years of experience
Full-Time

Luis Alberto is a designer shaping intuitive and consistent digital interfaces.

Skills
  • UI Components
  • Visual Storytelling
  • Figma Mastery
  • User Personas
  • Mobile UI Design
Elena Patiño
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7 years of experience
Part-Time

Elena is a designer focused on building seamless experiences across digital platforms.

Skills
  • UI Frameworks
  • Digital Branding
  • Design Documentation
  • Responsive Systems
  • Prototyping
Andrés M
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13 years of experience
Part-Time

Andrés is a designer with 13 years crafting UI brilliance from Peru.

Skills
  • User Interface (UI) Design
  • Typography Principles
  • Color Theory
  • Figma
  • HTML
Elías Barreto
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5 years of experience
Part-Time

Elías is a designer focused on building clean, usable, and consistent interfaces.

Skills
  • UI Design
  • Design Systems
  • Wireframing
  • Prototyping
  • Interaction Design
Zulma Rojas
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10 years of experience
Part-Time

Zulma is a designer shaping intuitive digital products with visual harmony.

Skills
  • UI/UX Best Practices
  • Typography & Layout
  • Design for Accessibility
  • Prototyping Tools
  • User Testing
Florencia López
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11 years of experience
Part-Time

Florencia is a Design professional combining creativity with functional aesthetics.

Skills
  • UI Design
  • UX Research
  • Prototyping
  • Design Thinking
  • Brand Guidelines
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Testimonials

"Over the course of 2024, we successfully hired 9 exceptional team members through Lupa, spanning mid-level to senior roles. The quality of talent has been outstanding, and we’ve been able to achieve payroll cost savings while bringing great professionals onto our team. We're very happy with the consultation and attention they've provided us."

RaeAnn Daly
Vice President of Customer Success, Blazeo

“We needed to scale a new team quickly - with top talent. Lupa helped us build a great process, delivered great candidates quickly, and had impeccable service”

Phillip Gutheim
Head of Product, Rappi Bank

“With Lupa, we rebuilt our entire tech team in less than a month. We’re spending half as much on talent. Ten out of ten”

Dan Berzansky
CEO, Oneteam 360

Lupa's Proven Process

Your path to hiring success in 4 simple steps:
Day 1
Define The Role

Together, we'll create a precise hiring plan, defining your ideal candidate profile, team needs, compensation and cultural fit.

Day 2
Targeted Search

Our tech-enabled search scans thousands of candidates across LatAm, both active and passive. We leverage advanced tools and regional expertise to build a comprehensive talent pool.

Day 3 & 4
Evaluation

We carefully assess 30+ candidates with proven track records. Our rigorous evaluation ensures each professional brings relevant experience from industry-leading companies, aligned to your needs.

Day 5
Shortlist Delivery

Receive a curated selection of 3-4 top candidates with comprehensive profiles. Each includes proven background, key achievements, and expectations—enabling informed hiring decisions.

Book a Free Consultation

Reviews

"Over the course of 2024, we successfully hired 9 exceptional team members through Lupa, spanning mid-level to senior roles. The quality of talent has been outstanding, and we’ve been able to achieve payroll cost savings while bringing great professionals onto our team. We're very happy with the consultation and attention they've provided us."

RaeAnn Daly
Vice President of Customer Success, Blazeo

“We needed to scale a new team quickly - with top talent. Lupa helped us build a great process, delivered great candidates quickly, and had impeccable service”

Phillip Gutheim
Head of Product, Rappi Bank

“With Lupa, we rebuilt our entire tech team in less than a month. We’re spending half as much on talent. Ten out of ten”

Dan Berzansky
CEO, Oneteam 360

“We scaled our first tech team at record speed with Lupa. We couldn’t be happier with the service and the candidates we were sent.”

Mateo Albarracin
CEO, Bacu

"Recruiting used to be a challenge, but Lupa transformed everything. Their professional, agile team delivers top-quality candidates, understands our needs, and provides exceptional personalized service. Highly recommended!"

Rogerio Arguello
Accounting and Finance Director, Pasos al Éxito

“Lupa has become more than just a provider; it’s a true ally for Pirani in recruitment processes. The team is always available to support and deliver the best service. Additionally, I believe they offer highly competitive rates and service within the market.”

Tania Oquendo Henao
Head of People, Pirani

"Highly professional, patient with our changes, and always maintaining clear communication with candidates. We look forward to continuing to work with you on all our future roles."

Alberto Andrade Chiquete
VP of Revenue, Komet Sales

“Lupa has been an exceptional partner this year, deeply committed to understanding our unique needs and staying flexible to support us. We're excited to continue our collaboration into 2025.”

John Vanko
CTO, GymOwners

"What I love about Lupa is their approach to sharing small, carefully selected batches of candidates. They focus on sending only the three most qualified individuals, which has already helped us successfully fill 7 roles.”

Daniel Ruiz
Head of Engineering, Fuse Finance

"We hired 2 of our key initial developers with Lupa. The consultation was very helpful, the candidates were great and the process has been super fluid. We're already planning to do our next batch of hiring with Lupa. 5 stars."

Joaquin Oliva
Co-Founder, EBI

"Working with Lupa for LatAm hiring has been fantastic. They found us a highly skilled candidate at a better rate than our previous staffing company. The fit is perfect, and we’re excited to collaborate on more roles."

Kim Heger
Chief Talent Officer, Hakkoda

"We compared Lupa with another LatAm headhunter we found through Google, and Lupa delivered a far superior experience. Their consultative approach stood out, and the quality of their candidates was superior. I've hired through Lupa for both of my companies and look forward to building more of my LatAm team with their support."

Josh Berzansky
CEO, Proven Promotions & Vorgee USA

“We’ve worked with Lupa on multiple roles, and they’ve delivered time and again. From sourcing an incredible Senior FullStack Developer to supporting our broader hiring needs, their team has been proactive, kind, and incredibly easy to work with. It really feels like we’ve gained a trusted partner in hiring.”

Jeannine LeBeau
Director of People and Operations, Intevity

Working with Lupa was a great experience. We struggled to find software engineers with a specific skill set in the US, but Lupa helped us refine the role and articulate our needs. Their strategic approach made all the difference in finding the right person. Highly recommend!

Mike Bohlander
CTO and Co-Founder, Outgo

Lupa goes beyond typical headhunters. They helped me craft the role, refine the interview process, and even navigate international payroll. I felt truly supported—and I’m thrilled with the person I hired. What stood out most was their responsiveness and the thoughtful, consultative approach they brought.

Matt Clifford
Founder, Matt B. Clifford Consulting

Instructional Designers Soft Skills

Instructional logic and learner empathy that translate knowledge into outcomes

Clarity

Explain concepts in accessible, easy-to-learn formats.

Empathy

Understand learner needs and adapt content accordingly.

Organizational Skills

Structure lessons and materials for progressive learning.

Collaboration

Work with SMEs, devs, and content teams effectively.

Feedback Integration

Refine instructional content through learner input.

Problem Solving

Adapt lessons to diverse learner levels and styles.

Instructional Designers Skills

Instructional design expertise that supports effective learning experiences

Curriculum Design

Develop structured learning paths and modules.

E-Learning Tools

Create content in tools like Articulate or Rise.

Content Sequencing

Organize material for progressive knowledge building.

Assessment Design

Create quizzes and tests to measure understanding.

Visual Communication

Use layouts and media to enhance comprehension.

Accessibility Compliance

Ensure content meets learning accessibility standards.

How to Write an Effective Job Post to Hire Instructional Designers

This is an example job post, including a sample salary expectation. Customize it to better suit your needs, budget, and attract top candidates.

Recommended Titles

  • Learning Experience Designer
  • eLearning Developer
  • Training Content Designer
  • Education Technology Designer
  • Courseware Developer
  • Digital Learning Designer

Role Overview

  • Tech Stack: Proficient in Articulate 360, Storyline, Camtasia, and LMS platforms.
  • Project Scope: Design e-learning modules and training tools for remote teams.
  • Team Size: Work with SMEs, content creators, and product leads (4–6).

Role Requirements

  • Years of Experience: 3+ years in learning design or educational content.
  • Core Skills: Storyboarding, adult learning principles, multimedia scripting.
  • Must-Have Technologies: Articulate, Storyline, LMS (e.g., Canvas, Moodle).

Role Benefits

  • Salary Range: $70,000 – $120,000 based on instructional design depth.
  • Remote Options: Fully remote with collaborative project planning.
  • Growth Opportunities: Lead curriculum design and learning innovation initiatives.

Do

  • List expertise in curriculum design and learning frameworks
  • Mention tools like Articulate, Captivate, or LMS platforms
  • Highlight content development for corporate or tech training
  • Include collaboration with subject matter experts
  • Use learner-centered and content-structured language

Don't

  • Don’t treat like content creators—focus on learning outcomes
  • Avoid skipping learning models or adult education frameworks
  • Don’t post without LMS or SCORM tool familiarity
  • Refrain from listing “course creator” without structure clarity
  • Don’t ignore collaboration with subject matter experts

Top Instructional Designer Interview Questions

What to ask Instructional Designers in technical interviews

How do you design learning experiences for technical topics?

Expect learner personas, learning objectives, content sequencing, and feedback loops for comprehension.

What tools and platforms have you used for instructional design?

Look for Articulate, Adobe Captivate, LMS platforms like Moodle or Docebo, and SCORM compliance knowledge.

How do you assess whether learning content is effective?

Expect discussion of formative/summative assessments, surveys, completion rates, and behavior-based evaluation.

What’s your approach to working with subject matter experts?

They should mention structured interviews, co-authoring materials, and translating expertise into learning outcomes.

How do you design for remote or asynchronous learning?

Look for visual pacing, interactivity, mobile support, and accessibility awareness.

What do you do when a learning module fails to engage users?

Expect learner feedback analysis, content interactivity improvements, and UX refinement.

Describe a time you redesigned content for a different learning style.

Look for use of multimedia, varied assessment types, and adaptive learning paths.

How do you handle conflicting feedback from subject matter experts?

Expect synthesis, alignment with objectives, and consensus through iterative drafts.

How do you address knowledge retention issues post-training?

Expect spaced repetition, practical application tasks, and reinforcement techniques.

What’s your approach when technology limits interactivity?

Expect creative workarounds using existing tools and prioritizing learning outcomes.

Tell me about a time you redesigned training based on learner feedback.

Expect learner-centric revisions, feedback loops, and impact measurement.

How do you collaborate with subject matter experts effectively?

Look for structured interviews, validation checkpoints, and co-creation strategies.

Describe a situation where your instructional approach was challenged.

Expect openness, evidence-based defense, and revision when appropriate.

What do you do when engagement metrics are low?

Expect testing of formats, learner feedback use, and iterative course improvements.

How do you ensure learning design supports business outcomes?

Expect alignment with KPIs, stakeholder consultation, and post-training evaluation.

  • Fails to align learning content with clear outcomes
  • Overloads learners with dense, unstructured info
  • Poor use of interactivity or engagement strategies
  • Minimal evaluation of content effectiveness
  • Neglects accessibility standards in learning materials

Why We Stand Out From Other Recruiting Firms

From search to hire, our process is designed to secure the perfect talent for your team

Local Expertise

Tap into our knowledge of the LatAm market to secure the best talent at competitive, local rates. We know where to look, who to hire, and how to meet your needs precisely.

Direct Control

Retain complete control over your hiring process. With our strategic insights, you’ll know exactly where to find top talent, who to hire, and what to offer for a perfect match.

Seamless Compliance

We manage contracts, tax laws, and labor regulations, offering a worry-free recruitment experience tailored to your business needs, free of hidden costs and surprises.

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Joseph Burns
Founder

Top Instructional Designer Interview Questions

What to ask Instructional Designers in technical interviews

How do you design learning experiences for technical topics?

Expect learner personas, learning objectives, content sequencing, and feedback loops for comprehension.

What tools and platforms have you used for instructional design?

Look for Articulate, Adobe Captivate, LMS platforms like Moodle or Docebo, and SCORM compliance knowledge.

How do you assess whether learning content is effective?

Expect discussion of formative/summative assessments, surveys, completion rates, and behavior-based evaluation.

What’s your approach to working with subject matter experts?

They should mention structured interviews, co-authoring materials, and translating expertise into learning outcomes.

How do you design for remote or asynchronous learning?

Look for visual pacing, interactivity, mobile support, and accessibility awareness.

What do you do when a learning module fails to engage users?

Expect learner feedback analysis, content interactivity improvements, and UX refinement.

Describe a time you redesigned content for a different learning style.

Look for use of multimedia, varied assessment types, and adaptive learning paths.

How do you handle conflicting feedback from subject matter experts?

Expect synthesis, alignment with objectives, and consensus through iterative drafts.

How do you address knowledge retention issues post-training?

Expect spaced repetition, practical application tasks, and reinforcement techniques.

What’s your approach when technology limits interactivity?

Expect creative workarounds using existing tools and prioritizing learning outcomes.

Tell me about a time you redesigned training based on learner feedback.

Expect learner-centric revisions, feedback loops, and impact measurement.

How do you collaborate with subject matter experts effectively?

Look for structured interviews, validation checkpoints, and co-creation strategies.

Describe a situation where your instructional approach was challenged.

Expect openness, evidence-based defense, and revision when appropriate.

What do you do when engagement metrics are low?

Expect testing of formats, learner feedback use, and iterative course improvements.

How do you ensure learning design supports business outcomes?

Expect alignment with KPIs, stakeholder consultation, and post-training evaluation.

  • Fails to align learning content with clear outcomes
  • Overloads learners with dense, unstructured info
  • Poor use of interactivity or engagement strategies
  • Minimal evaluation of content effectiveness
  • Neglects accessibility standards in learning materials

Frequently Asked Questions

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