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.
AI written CVs are becoming more common, making it harder for employers to identify the strongest candidates quickly. This post explains how hiring managers can improve CV screening by writing clearer job descriptions, looking beyond keywords, checking sector experience, reviewing past employers and roles, and spotting real evidence of impact. It also explores why human judgement still matters, especially when hiring for edtech, education, healthcare, public sector, and other relationship led sectors.
