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.
This post explores the difference between growing and scaling an EdTech company, from longer sales cycles and changing funding conditions to recruitment, leadership and the need for relevant stage experience. It looks at what companies may be going through as they move from proving demand to building a business that can grow sustainably.
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.
