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.
The EdTech hiring market may look candidate heavy, but more applications do not always mean better hiring. Many hiring managers are receiving high volumes of CVs, yet only a small percentage are truly relevant. This article explains why relying only on job adverts can slow down the process, why sector knowledge matters, and how working with a specialist headhunter can help hiring teams cut through the noise, screen candidates properly, and reach the right people faster.
The 2026 job market is noisy, especially across EdTech and education. Companies are still hiring, but candidates are facing more competition, longer hiring processes, and a lot more noise. This article shares practical advice on how to position yourself clearly, tailor your CV, improve your LinkedIn profile, build relationships before you need them, and prepare for interviews with more confidence.
EdTech impact is no longer a nice extra. Education institutions need evidence that products improve learning, save time, support staff, increase engagement, or create measurable value. This post explains why impact has become central to EdTech buying decisions, what types of impact companies should measure, the grey areas of proving outcomes, and how education institutions can verify whether a product truly works.
