Skills Coach Jobs: Where to Look and What to Expect
Skills coach jobs in the UK are mostly apprenticeship roles, and most adverts are for England's apprenticeship system. Independent training providers, further education colleges, large employers that deliver their own apprenticeships and council adult learning services hire skills coaches to guide apprentices through their programme and get them ready for end-point assessment. The closest official job profile, the National Careers Service page for RQF assessors (also called NVQ or training assessors), lists an average salary of £22,000 for starters to £35,000 for experienced staff, on 37 to 39 hours a week, as listed in November 2026. Most skills coaches are salaried employees of a provider; some assessors work freelance or on associate contracts, but no official source counts how many, so treat any figure you see on a recruitment site as a guess.
A note on scope: the standards, funding rules and job profiles below are England's. Scotland, Wales and Northern Ireland run their own apprenticeship systems, so check the local careers service if you live there.
This guide is for people who want to be paid to coach, whether that means a skills coach post with a provider or a coaching practice of your own. We make Coachful, a platform coaches use to run that second path: booking, payments, coaching agreements, programs with habits and check-ins, and a branded client app under one login. You will see it again in one section near the end, where we walk through what starting a practice actually involves. Everything before that is about the job market itself.
What does a skills coach actually do all day?
A skills coach manages a caseload of apprentices, visits or calls each one regularly, plans their learning with them and their employer, checks their evidence against the apprenticeship standard and prepares them for end-point assessment. Many providers swapped the title "assessor" for "skills coach" as apprenticeship standards replaced the older frameworks, because the job shifted from signing off units to coaching people toward a final independent assessment.
The National Careers Service describes the assessor's day-to-day tasks as planning and running vocational training programmes and workshops, observing and assessing trainees in their workplace, interviewing trainees and examining their portfolios of evidence, giving constructive feedback, keeping records of progress and working closely with training staff and employers. Swap "assessor" for "skills coach" and that is a fair description of most adverts you will read.
What the official description leaves out is the rhythm. A typical week might look like this (an illustrative example, not a quoted schedule): Monday is admin and evidence marking at home or the office; Tuesday and Wednesday are site visits across a region, perhaps a care home in the morning and a warehouse after lunch; Thursday is remote progress reviews by video, each one with the apprentice and their line manager; Friday is catching up on the learning platform, chasing overdue work and preparing apprentices who are close to gateway, the point where the employer and provider agree the apprentice is ready for end-point assessment.
End-point assessment itself is not your job. Skills England's apprenticeship pages describe it as independent assessment at the end of training, carried out by an end-point assessment organisation that must be on the official register. Assessment rules are being reformed, so read the assessment plan for each standard you coach rather than relying on how it worked a few years ago. Your job is to make sure the apprentice walks in ready. That distinction matters more than it sounds: you coach, someone else judges, and your provider is measured on how many of your apprentices pass.
Who hires skills coaches, and what do they pay?
Five kinds of organisation hire for this work. The table below maps each to the work, the usual requirements, the closest published pay figure and whether you can expect to work remotely. Pay comes from the two National Careers Service profiles that match the role; individual adverts vary by sector, region and caseload, so read the advert rather than trusting any average.
| Employer type | What the role involves | Typical requirements | Pay as published (source) | Remote or not |
|---|---|---|---|---|
| Independent training provider | A caseload of apprentices across many employers in one sector (care, business admin, hospitality, logistics, management). Visits, reviews, evidence checks, gateway preparation. | Sector experience, a level 3 qualification in the subject, an assessing qualification, enhanced background check, often a driving licence. | £22,000 starter to £35,000 experienced (National Careers Service, RQF assessor profile, November 2026) | Mixed. Regional site visits plus online reviews; many adverts are "field-based" or "home-based with travel". |
| Further education college | Similar caseload work inside a college's apprenticeship team, sometimes alongside classroom teaching for day-release apprentices. | As above; colleges often ask for a teaching qualification as well or expect you to work toward one. | £22,000 to £35,000 (same profile); colleges set their own pay scales | Mostly on site or at employer premises. |
| Employer-provider (a large employer delivering its own apprenticeships) | Coaching the company's own apprentices, often combined with wider in-house training. | Deep knowledge of that employer's work, an assessing or training qualification. | £24,000 starter to £40,000 experienced (National Careers Service, training officer profile, November 2026) | Usually on site at the employer's locations. |
| Council adult learning service | Apprenticeships and adult skills programmes run by a local authority, sometimes for its own staff. | Assessing qualification, sector experience, public-sector background checks. | No separate official figure; council pay grades apply | Mostly local, in person. |
| End-point assessment organisation | Not a coaching role: independent assessors who judge apprentices at the end. Some skills coaches move here later. | Occupational competence plus an assessing qualification; independence rules mean you would not assess apprentices you trained. | No official figure; often sessional or per assessment | Often remote or regional, assessment by assessment. |
We have not named specific providers here because we would only do that after reading their own careers pages on the day of writing. You will find them quickly on the job boards listed below.
Why the pay band is narrow
Each apprenticeship standard has a maximum government funding band, so what a provider can earn per apprentice has a ceiling, and skills coach salaries sit under it. The way people earn more in this field is by moving up (lead skills coach, quality or internal verifier roles, team manager), moving into a sector where experienced coaches are scarce, or building income outside the job.
Funding rules also change, and recently they changed for this very profession. Skills England's pages for both the Learning and skills assessor apprenticeship and the Learning and skills mentor apprenticeship state that new starts are not government funded from 1 September 2026; apprentices who started before then stay funded to completion, and both remain available if an employer pays privately. In practice, that makes it less likely a provider will train a new skills coach through a funded apprenticeship, and more likely it will ask you to hold, or quickly gain, a standalone assessing award.
What is the work really like once you are in it?
The honest answer: it is coaching with a large compliance load attached. If you love the coaching moments and can tolerate the paperwork, it suits you. If you expected a pure coaching job, the admin will be the hardest part, so look at it squarely before you apply. Here is what shapes the day.
Caseloads
Your caseload is the number of apprentices you are responsible for at once. Adverts sometimes state it and sometimes do not; always ask. Caseload size decides whether you have time to coach or only time to chase. A coach with apprentices spread over a wide region also loses hours to driving, which is why the National Careers Service lists a full driving licence among the requirements for assessors.
Do the maths before you accept an offer. Here is an illustrative example, not a quoted contract: 40 apprentices, a formal review with each one every 10 weeks, and two site visits a day across a county.
| Weekly load (illustrative) | Hours | How it adds up |
|---|---|---|
| Formal progress reviews | 6 | 40 apprentices ÷ 10 weeks = 4 reviews a week, about 90 minutes each with preparation and write-up |
| Coaching visits and teaching sessions | 12 | 6 visits of about 2 hours |
| Driving between sites | 6 | About 2 hours on each of 3 visit days |
| Marking evidence and feedback | 8 | About 12 minutes per apprentice per week |
| E-portfolio admin, chasing, team meetings | 5 | Logging off-the-job hours, emails to employers, one-to-ones |
| Total | 37 | A full week before anyone is ill, late or at gateway |
Our rule of thumb: if the provider's caseload and region leave you with less than about two hours of real contact per apprentice per month, the job will feel like chasing, not coaching. The example above sits right on that line: 18 contact hours a week across 40 people is just under two hours each a month. Ask for the caseload, the review frequency and the region, then rerun this table with their numbers.
Scripts and templates
Providers give you templates for progress reviews, learning plans, observation records and feedback. They exist because inspectors and auditors need consistent records. You will still choose your questions inside the template, and the good coaches make a scripted review feel like a conversation. If you have read about communication skills in coaching, this is where active listening earns its keep: the apprentice who says "it's fine" about their workplace is often the one about to withdraw.
Metrics
You will be measured. Expect targets around timely progress reviews, apprentices on track against their planned end date, gateway readiness, achievement and retention. Your provider is inspected, and its funding depends on apprentices actually completing, so these numbers travel up the organisation quickly. A coach whose apprentices are drifting will hear about it in one-to-ones.
Scheduling
Reviews need the apprentice and usually their line manager in the same room or call, which means fitting around shift patterns, busy seasons and managers who cancel. In care and hospitality, early mornings and late shifts are common. The National Careers Service lists 37 to 39 hours a week and notes that assessors could work between 8am and 6pm managing their own hours; in practice that flexibility is real, but it comes with responsibility for every missed review.
Monitoring
Your records will be read by your manager, your provider's quality team, the employer and, during inspection, by inspectors. Every visit, every hour of off-the-job training and every piece of evidence needs to be logged on the provider's e-portfolio system. Some coaches find this reassuring because there is always a clear record. Others find it exhausting. Know which you are before you apply.
Which qualifications and checks do you need?
You need occupational experience in the sector you will coach, a level 3 qualification in that type of work, and a regulated assessing qualification; you will also need an enhanced background check. The National Careers Service lists the assessing qualifications by name, which makes this one of the few coaching-adjacent jobs with a clear qualification route.
| Requirement | What it is | Who sets or lists it | Notes |
|---|---|---|---|
| Industry experience | Recent, relevant work in the sector you will coach (care, hospitality, management, warehousing and so on). | National Careers Service; every advert | Employers look for "relevant up-to-date work experience". Old experience counts for less. |
| Level 3 qualification in the subject | A qualification at level 3 or above in the type of work you will assess. | National Careers Service | The minimum the NCS lists; many providers want the level you will coach or higher. |
| Level 3 Award in Assessing Competence in the Work Environment | Qualifies you to assess in the workplace. | Listed by the National Careers Service | Enough for most workplace-based apprenticeship roles. |
| Level 3 Award in Assessing Vocationally Related Achievement | Qualifies you to assess outside the workplace, such as in a training centre. | Listed by the National Careers Service | Less useful alone for apprenticeship roles. |
| Level 3 Certificate in Assessing Vocational Achievement | Covers assessing both in and outside the workplace. | Listed by the National Careers Service | The most flexible of the three; many adverts ask for it or will fund it. |
| Learning and Skills Assessor Level 3 apprenticeship | An apprenticeship route into the role. | National Careers Service; Skills England standard | The NCS says it takes a minimum of a year. Skills England: new starts are not government funded from 1 September 2026, though employers can still pay for it privately. |
| Enhanced background check | Required because you may work with children and vulnerable adults. In England and Wales this is an enhanced DBS check, which your employer arranges. | National Careers Service | Apprentices can start at 16, so some of your caseload may be under 18. |
| Full driving licence | Listed as a requirement for assessors. | National Careers Service | Some home-based roles drop it; check each advert. |
Two qualifications you may see in adverts but will not find in that list: a teaching qualification (often the Level 3 Award in Education and Training, which colleges in particular value) and an internal quality assurance award, which you would need later to move into a verifier role. The National Careers Service also mentions chartered assessor status through the Chartered Institute of Educational Assessors as optional professional development.
None of these qualifications is a coaching credential in the ICF sense. If you later want to coach privately, that is a separate path, covered in our guide to life coach qualifications. The good news is that the core skills overlap heavily, as we will see.
How do you get hired as a skills coach?
Lead with sector credibility, show you can manage a caseload, and prove you can write clean records. Providers hire people who apprentices and employers will trust, and who will not fall behind on compliance.
Where listings appear
The places worth checking are: Find a job (the government's own job service, which the National Careers Service points to), the general boards such as Indeed, Reed, Totaljobs and LinkedIn, the education-specific board FE Jobs, and the careers pages of providers and colleges in your region. Search for "skills coach", "skills development coach", "assessor coach", "apprenticeship coach", "learning and skills coach" and "trainer assessor" separately, because providers use all of them for the same job.
CV lines that work
Rewrite your CV around evidence of the three things a provider worries about. A few example lines (illustrative, adapt them to your real history):
- "Supervised and signed off 14 new care workers through induction and the Care Certificate over two years." (Shows you have already developed people in the sector.)
- "Ran weekly one-to-ones for a team of 9 warehouse operatives, tracking targets on a shared spreadsheet." (Shows caseload habits.)
- "Wrote incident and audit records that passed two external inspections without actions." (Shows you can document to a standard.)
- "Completed the Level 3 Certificate in Assessing Vocational Achievement, March 2026." (Only if true, with the date.)
Interview questions to prepare for
- "An apprentice has missed two reviews and their manager is not answering. What do you do this week?"
- "How would you plan learning for someone who already knows half the standard?"
- "Talk us through how you give feedback on work that is not good enough yet."
- "How would you support an apprentice who discloses a safeguarding concern during a review?"
- "How do you manage your diary across a region with twenty-plus apprentices?" (Expect a caseload number in the real question.)
Ask your own questions too: the caseload size, the region, mileage rates, how many reviews per week are expected, whether the assessing qualification is funded, and what happens to your caseload when a colleague leaves. The answers tell you more about the job than the advert.
If you want a structured way to judge your own strengths before applying, our walkthrough on how to conduct a coaching skills audit works for this role, and the list of characteristics of a good coach lines up well with what interviewers probe.
Which red flags should make you walk away?
Most skills coach jobs are ordinary salaried posts. The red flags below show up more often in adjacent "coaching opportunity" adverts that borrow the language, so watch for them while you search.
- Commission-only pay. A genuine skills coach role is salaried. If pay depends entirely on recruiting learners or selling courses, it is a sales job.
- Pay to train before you are hired. Legitimate providers either hire you with the assessing qualification or fund it once you start. An advert that asks you to buy a course first so you can "qualify for placement" is selling the course.
- Recruiting other people as the main task. If your income grows by signing up other coaches beneath you, that is a multi-level structure, not coaching.
- "Buy our certification to get hired." Apprenticeship providers hire on sector experience and regulated assessing awards, not on a private coaching certificate sold by the advertiser. The qualifications that matter are the ones listed above.
- Vague employer details. No company name, no location, no caseload, no salary band. Real providers are usually clear about region and pay.
For the private coaching side of the market, the US Federal Trade Commission's consumer advice puts it plainly: "If it promises guaranteed income, large returns, or a 'proven system,' it's likely a scam." It is a US source, but the warning signs apply just as well to adverts you see in the UK.
Is a salaried job or your own practice the better deal?
Neither is better in general; they suit different stages. The salaried job gives you a regular wage, a pension, training and a caseload handed to you. Your own practice gives you control over who you coach, how and at what price, in exchange for finding clients yourself.
| Factor | Skills coach job | Your own coaching practice |
|---|---|---|
| Income | A salary; the National Careers Service lists £22,000 to £35,000 for assessors (November 2026). | Whatever your clients pay, minus costs. Uneven at first; no official average exists for UK private coaches. |
| Control | The standard, the provider's templates and your caseload decide most of the work. | You choose your niche, method, hours and prices. |
| Stability | Employment rights, holiday pay, sick pay, pension. Exposed to funding changes at provider level. | No employer safety net. Exposed to your own marketing and referrals. |
| Startup cost | Possibly the assessing qualification, often funded by the employer. | Software, insurance, any coaching training, website and your time. |
| Client load | Set by the provider, often a large caseload. | Set by you; many coaches start with a handful of clients. |
| Who decides success | The end-point assessment result and provider metrics. | Your client's own goals and whether they renew or refer. |
Many people do not choose. They keep the job and build a small practice alongside it, which is the next section.
Can you hold a skills coach job and coach privately on the side?
Yes, often, as long as your contract allows it and you keep the two completely separate. Read your contract before you take a single private client. Then run through these checks.
- Outside work clause. Many employment contracts require you to ask before taking other paid work. Ask in writing and keep the reply.
- Never coach your apprentices privately. Not during their programme and, sensibly, not soon after. The power imbalance and the funding records make it a clear conflict.
- Never market to your provider's employers. The care home or logistics firm you visit is your employer's customer. Approaching them for private leadership coaching would breach trust and probably your contract.
- Different niche. The cleanest side practices are in a different area: a hospitality skills coach who coaches new managers in other industries, or a care skills coach who coaches people returning to work.
- Different hours and tools. Do private work in your own time on your own systems. Never use the provider's e-portfolio, email or phone for it.
- Tax and insurance. Self-employed income on top of a salary usually means registering for Self Assessment with HMRC, and it is worth pricing professional indemnity cover before your first paid client. Thresholds and deadlines depend on your situation, so check gov.uk or an accountant before you start.
Coaching privately is also different work. As a skills coach, the standard sets the goal. In a private practice, the client sets it, and your job is to help them get there without handing them the answer. Our guide to core coaching skills covers that shift.
Which skills coach habits carry straight into private coaching?
More than most people expect. A skills coach already runs a caseload, plans learning around real work, tracks progress between meetings and keeps written records. Those are the operational habits that new private coaches often lack.
| Skills coach habit | Private practice equivalent | What changes |
|---|---|---|
| Progress reviews with apprentice and manager | Regular sessions with the client | No third party; the client owns the agenda. |
| Learning plan against the standard | A coaching program with goals and weekly actions | You design the structure instead of following a national standard. |
| Evidence in an e-portfolio | Check-ins, habits and session notes | Evidence is for the client's progress, not an assessor. |
| Chasing overdue work | Noticing a client has gone quiet and reaching out | No funding deadline; the risk is the client drifting away. |
| Gateway preparation | Wrapping up a program and planning what comes next | Renewal or referral replaces the final assessment. |
| Safeguarding awareness | Scope awareness and referral | You refer to therapists, doctors or other professionals when a need is outside coaching. |
That last row deserves a sentence of its own. Coaching is not therapy or medical care. If a private client discloses a mental health crisis, a medical issue or a safeguarding concern, refer them to the right professional, exactly as you would escalate a concern about an apprentice. If someone is in immediate danger, call 999. If they need to talk to someone now, Samaritans answers on 116 123, free, day or night. Write your referral steps into your coaching agreement before your first private client, not after the first hard call.
The caseload view above will feel familiar to anyone who has tracked twenty apprentices: who has gone silent, who is completing tasks, whose check-ins have dropped off. The difference is that in a private practice you decide what "on track" means with each client.
Which niche suits a former skills coach? The ones that sit closest to your sector experience. If you coached management and team leading apprenticeships, career coaching or new-manager coaching is the natural next step; our pieces on coaching skills for managers and remote career coach jobs cover both angles. If you came from care or health settings, health and wellbeing coaching may be the closer fit, inside a clear scope that leaves diagnosis and treatment to clinicians. For other paid coaching work, life coach jobs maps that market.
How do you start your own practice in Coachful?
Start small: one offer, one way to book you, one simple program, and a contract you send before the first call. Coachful puts those pieces in one place, so a coach with a full-time job can run a few private clients in the evenings without stitching tools together.
Coachful is a coaching platform for coaches who deliver programs, not just sessions: solo coaches, coaches growing into a small team, and coaches replacing four to six separate tools. One subscription covers booking pages with calendar sync, payments through your own Stripe or Razorpay account with 0% Coachful platform fee, coaching agreements with e-signature, multi-week programs with habits and check-ins, courses, a community, a website with funnels and email, and Michelle, the built-in AI assistant. Your clients use one branded app. It does not do clinical record-keeping (it is not HIPAA-certified), it has no PayPal, and there is no permanent free plan. Current plans: (Lite: $29/month for up to 5 clients; Solo: $49/month for up to 20 clients; Pro: $99/month with unlimited clients; Studio: $199/month with unlimited clients). You can start with a free trial.
Here is a sensible first month for a skills coach building a side practice:
- Set up a discovery call. Create a short free session type and a booking page with your real evening availability, buffers and minimum notice. Two-way sync with your personal Google, Apple/iCloud or Outlook calendar stops evening slots clashing with the rest of your life. Check your employer's IT policy before connecting a work calendar to anything.
- Write the agreement. Send a coaching agreement for e-signature before the first paid call, with scope, cancellation terms and a clear line that coaching is not therapy. See coaching contracts for how that works.
- Build one program. Turn what you know into a short multi-week program with weekly goals, daily tasks and a check-in. Think of it as a learning plan the client chose.
- Take payment properly. Connect your own Stripe account for one-time payments, subscriptions or payment plans, with an invoice per transaction for your Self Assessment records.
- Track hours if you plan to get credentialed. Coachful counts coaching hours and distinct clients against ICF ACC, PCC and MCC thresholds and exports an ICF client coaching log. More on ICF hour tracking.
The session types screen is where step one happens. A free 20-minute discovery call sits next to paid sessions, each with its own length and video setting, so an evening client can book straight into a built-in video call or an auto-created Zoom, Meet or Teams link.
Programs are where your skills coach background shows. You already know how to break a goal into weekly steps and check progress between meetings; the programs library is simply your own version of the learning plan. More detail on the delivery side lives on the coaching program software page and on Coachful for new coaches.
This short walkthrough shows how a program is built and delivered in Coachful:
Why Coachful stands out: a free white-glove service. If you are working full time, setup is the part most likely to stall a side practice. On every plan, from Create, "We'll build it for you · FREE" lets you describe what you want, attach up to 8 reference links and up to 10 files, and the Coachful team builds it inside your own account, usually within about 24 hours. That can be a website, a funnel, an offer page, a program, a course outline, an email sequence or a form. Nothing gets invented: no fake credentials, testimonials or prices, and gaps are left for you to fill. A recent example: a leadership coach with a website renewal days away got one clean homepage with a repeated "talk with me" button. Read more about the free white-glove service.
Once clients are in, each one has a profile like the demo above: goals, check-ins, habits, notes, payments and sessions, with an engagement status and a short AI briefing before your call. For a skills coach used to e-portfolios, it is the same record-keeping habit, minus the funding and inspection fields.
If you would rather not build the business side alone, the Coachful Collective is a year-long program for building a coaching business, with weekly live group coaching calls, the step-by-step CLIMB curriculum, daily written feedback from the Coachful team in a private community of coaches, and a year of Coachful Pro included.
What should you do this week if you want paid coaching work?
Pick the path you are testing first and take one concrete step on it. If it is the job, search Find a job and FE Jobs for "skills coach" in your sector and region, read five adverts end to end and note the caseload, the qualifications asked for and whether they fund the assessing award. If you lack the assessing qualification, check the National Careers Service course search for the Level 3 Certificate in Assessing Vocational Achievement near you, or ask a provider whether they hire trainees and fund it.
If it is the practice, write down the one problem you could help a stranger solve, based on your sector experience, and book three free conversations with people who have that problem. You will learn more from those three calls than from any advert. And if you want both, read your contract's outside-work clause before you book a single one of those calls.
Frequently asked questions about skills coach jobs
What is the difference between a skills coach and an assessor?
Under the older apprenticeship frameworks, assessors mainly signed off units of evidence. Since apprenticeship standards brought in independent end-point assessment, many providers renamed the role skills coach, because the job is now to coach apprentices toward a final assessment someone else carries out. The National Careers Service still groups the work under its RQF assessor profile.
How much does a skills coach earn in the UK?
The National Careers Service RQF assessor profile lists £22,000 for starters to £35,000 for experienced staff, as listed in November 2026. In-house trainer roles at large employers map more closely to its training officer profile, which lists £24,000 to £40,000. Individual adverts vary with sector, region and caseload.
Do I need a teaching qualification to be a skills coach?
Not always. The National Careers Service lists industry experience, a level 3 qualification in your subject and an assessing qualification. Colleges in particular may ask for a teaching qualification as well or expect you to work toward one, so read each advert.
Can I become a skills coach without an assessing qualification?
Some providers hire trainee or unqualified skills coaches and fund the assessing qualification once you start, usually with a deadline to complete it. There is also a Level 3 Learning and Skills Assessor apprenticeship, which the National Careers Service says takes at least a year, but Skills England states new starts are not government funded from 1 September 2026, so fewer providers are likely to offer it.
Are skills coach jobs remote?
Partly. Most roles combine visits to employers' sites with online progress reviews, and the National Careers Service lists a full driving licence as a requirement for assessors. Fully remote roles exist but are less common; check whether an advert says field-based, home-based or office-based.
How many apprentices will I be responsible for?
It depends on the provider, the sector and how intensive the standard is, and there is no official figure. Ask for the caseload number at interview, along with the region it covers, because those two numbers decide how much time you will have to coach each person.
Can a skills coach run a private coaching business on the side?
Often yes, if your employment contract allows outside work and you keep the two strictly separate: never coach your own apprentices privately, never market to your provider's employer clients, and use your own time and tools. You will usually need to register for Self Assessment with HMRC, so check the details with an accountant.
Is a skills coach qualification the same as a coaching credential?
No. Assessing qualifications and coaching credentials such as those from the ICF are separate. Skills coach experience gives you strong habits for running a caseload, but private coaching asks you to follow the client's goals rather than a national standard, which takes its own training.
What is Coachful's free white-glove service?
It is a build service included on every Coachful plan. You describe what you need, such as a website, funnel, program or email sequence, attach references and files, and the Coachful team builds it in your own account, usually within about 24 hours. It does not include recording videos, logo design, ad management or ongoing marketing.
What tools does a new private coach need?
At minimum: a way to book calls, take payment, send an agreement and keep notes on each client. Coachful puts those in one login with programs and a branded client app, and you can start with a free trial. If you are comparing options, our guide to what software life coaches use lays out each job and the tools for it.
