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RecruitHer supports education and EdTech professionals who are ready to make their next career move with more clarity and confidence.We work with candidates across commercial, go to market and leadership roles, including sales, customer success, partnerships, marketing, product and senior leadership.Our approach is personal, honest and practical. We don’t believe in pushing people into roles that don’t fit. We take time to understand your experience, what you’re looking for next and the kind of organisation where you’re most likely to thrive.
A career partner, not just a recruiter
Looking for a new role can feel unclear, tiring and, at times, frustrating.You may be applying for roles and not hearing back. You may be unsure how to position your education experience for EdTech. Or you may already be in the sector but feel ready for a new challenge, more growth or a better fit.That’s where we can help.RecruitHer works closely with candidates to understand what you bring, what matters to you and where your skills could create real value. We want to help you make a move that supports your career, not just fill someone else’s vacancy.
Who we support
We work with candidates from education, EdTech and related sectors.This includes people who have worked in schools, higher education, publishing, learning technology, SaaS, training, assessment, customer success, sales, marketing, product and partnerships.We’re especially well placed to support candidates who understand education and want to use that experience in a commercial or strategic role within EdTech.
How the process works
When we speak with you about a role, we start by understanding your background, experience, goals and practical needs.That includes:Your current role and career historyThe type of role you want nextYour salary expectationsYour notice periodYour working preferences The markets, products or customers you understandThe kind of team and culture where you work bestWe’ll also talk through the role, the company, the hiring process and what the organisation is really looking for.If the role feels aligned, we’ll represent you clearly and fairly to the hiring team.
Honest feedback and clear communication
We know how frustrating it is when candidates are left waiting with no update.We aim to communicate clearly throughout the process. Where we have feedback, we’ll share it. Where we don’t yet have an update, we’ll be honest about that too.We’ll also help you prepare for interviews, understand what the hiring team cares about and think through how to show your experience in the strongest way.
Helping you position your experience
Strong candidates often undersell themselves.You may have excellent sector knowledge, customer insight or leadership experience, but it may not be clear enough on your CV or in interviews. We help candidates think about how to present their skills, achievements and education knowledge in a way that makes sense to EdTech employers.That might mean helping you explain your impact more clearly, connect your experience to the role or show how your background can support growth.
Inclusive and fair recruitment
RecruitHer champions diverse talent and fair access to opportunity.We strongly encourage candidates from underrepresented backgrounds to apply for roles we share. That includes people of all sexes, gender identities, races, ethnicities, ages, disabilities, religions, sexual orientations and socioeconomic backgrounds.We believe EdTech teams should reflect the diverse learners, educators and institutions they serve.Our role is to help hiring teams see talent clearly and challenge assumptions where needed.
What you can expect from us
You can expect clear communication, honest guidance and respectful candidate care.We’ll never send your CV to a company without your permission.We’ll never push you into a role that doesn’t feel right.We’ll aim to give you as much context as possible so you can make informed career decisions.And when we believe you’re a strong fit for a role, we’ll advocate for you properly.
Ready for your next move?
Whether you’re actively applying or quietly exploring what could be next, RecruitHer can help you understand where your skills fit in the EdTech market.You can explore current roles on our job board or get in touch to discuss your next move.
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.
July 15, 2026
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.
July 7, 2026
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.
July 6, 2026
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.
July 8, 2026
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.
July 15, 2026
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.
July 7, 2026
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.
July 6, 2026
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.
July 8, 2026
