Bias in job posts and interviews keeps skilled, diverse talent from getting noticed.
Hiring teams want to diversify but struggle to find the right talent.
Without visible support or role models, people often don’t apply, or don’t stay.
Job titles are useful, but they are often too blunt for specialist sectors like education and edtech. This post explains why generalist recruitment often starts with the job title, while specialist recruitment starts with the problem the hire needs to solve. It uses research on skills based hiring, talent pools and the cost of poor hiring to show why sector context matters when hiring for edtech, education, higher education and adjacent markets.
Retained recruitment gives EdTech companies a more focused and strategic way to hire specialist talent. This post explains the difference between retained and contingent recruitment, why job adverts are often not enough for niche EdTech roles, and how RecruitHer works as a retained search partner to find candidates with the right sector knowledge, networks and ability to deliver results quickly.
Once candidates have been shortlisted from CV screening, employers need a clear interview process to assess fit properly. This post explains how to structure the next stages, starting with a 15 minute intro call to understand motivation, personality and basic alignment. It then covers deeper hiring manager interviews, how to use the STAR method, what to ask sales candidates, how to assess the first 30, 60 and 90 days, and when to involve senior stakeholders or wider team members. The focus is on helping employers make clearer, faster and more confident hiring decisions.
