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.
Salary negotiation should not be left until the final offer stage. This post explains why late salary conversations can damage trust, waste time and cause strong candidates to drop out. It covers why employers should be clearer about salary ranges earlier in the process, how to handle negotiation fairly, why gender can shape negotiation outcomes, and how to balance flexibility with internal equity. The post also shares best practice for salary discussions in sales roles where base salary, commission, OTE and targets all matter.
