Cold outreach in the education sector is not about volume or speed. It is about relevance, timing, and trust. This article explains how EdTech founders and CROs can approach cold outreach to schools, colleges, and universities in a way that respects long sales cycles, multiple stakeholders, and the realities of education. It offers practical guidance on messaging, pacing, and relationship building to create conversations that lead to sustainable growth rather than short term wins.

EdTech is changing fast and so is hiring. For women and senior leaders, strong experience is no longer enough. This article explores why career coaching EdTech is changing fast and so is hiring. Your strong experience is no longer enough. This article explores why career coaching and sector specific mentoring help clarify positioning, stand out in a crowded market, and navigate job transitions with confidence. sector specific mentoring help clarify positioning, stand out in a crowded market, and navigate job transitions with confidence.

LinkedIn in 2026 is no longer a passive job search tool. It is a community and networking platform where visibility, familiarity, and human connection shape career opportunities. This article explains how recruiters and companies now use LinkedIn, why old application strategies no longer work, and how small, consistent interactions within your sector can help you build trust, stay visible, and become a recognised professional in a crowded market.

In early-stage EdTech, trying to hire for multiple roles at once can be a costly mistake. This blog explores why focusing on one live role at a time is a smarter, more sustainable approach to hiring. It helps founders improve quality, speed, and candidate experience while protecting the economics of their recruiting partnerships. The post also outlines when and how to evolve into multi-role delivery models as hiring needs grow, offering founders a clear path from early-stage support to structured recruitment capacity.

In 2026, the job market is more competitive than ever. A solid CV isn’t enough. This guide explores innovative ways to stand out—from value-led pitches and portfolios to visibility tactics and LinkedIn presence. Don’t just apply—position yourself for success.

Hiring a salesperson is one of the most consequential decisions an EdTech founder will make. Hire too early and you burn cash. Hire the wrong profile and you risk concluding that sales does not work, when the real issue is timing, structure, or fit. This guide breaks down when to hire your first sales role, which type of salesperson makes sense at each stage, how to design a fair and effective interview process, and why values alignment matters as much as experience. It is written for founders navigating long EdTech sales cycles who want to build a credible, sustainable go to market function rather than chasing quick wins.

This post breaks down the modern Account Executive role in EdTech, covering everything from stakeholder dynamics and sales processes to common challenges and realistic timelines for success. It’s an essential guide for anyone hiring for, stepping into, or scaling within an AE role in the education sector.

The EdTech market is currently defined by high competition and overwhelmed hiring teams. In this environment, experience alone isn't enough; candidates need clarity, focus, and connection to stand out.

Recruitment retainers can be a smart way for early-stage EdTech founders to scale hiring quickly and efficiently. But the model only works when expectations are clear, roles are well-defined, and both parties understand what success looks like. Learn how to build a strong, sustainable partnership that helps you hire faster without the usual friction.

Many EdTech founders scale fast, but without clarity, hiring exposes deeper problems. This post explains why pausing to define goals, KPIs, and roadmaps leads to smarter, more sustainable growth.

Most job seekers waste time tweaking bullets and headlines without knowing if their changes actually matter. In a competitive EdTech market, this uncertainty leads to lost momentum and burnout. Stop guessing and start treating support as a strategy, not a weakness.

Sales Development Representatives are the backbone of EdTech sales teams. They create demand, qualify opportunities, and open doors into schools, MATs, universities, and ministries. This guide breaks down the SDR role in EdTech, including responsibilities, salary ranges, outbound vs inbound work, required skills, career progression, and when to ask for a promotion. It also explains why education context, relationship building, and patience matter more here than in most SaaS markets.

Early career hiring is tightening as AI speeds up junior tasks, costs rise, and application volumes surge. Apprenticeships and skills based hiring are growing, and the winners will be employers who redesign junior roles around learning, judgment, and impact, plus candidates who show AI literacy and strong human skills.

Learn what BDMs actually do day to day, who they work with internally and externally, how outbound and inbound models differ, and how domestic and international roles change the skill set required. It also outlines salary benchmarks, career progression into senior sales and leadership roles, and the background hiring managers really value.

Hiring in EdTech is tough, and choosing the wrong recruitment model can slow everything down. Here is a simple breakdown of how contingent, retained and hybrid search work, what each costs, and when you actually pay the fee. Whether you need speed, precision, or long term accountability, the right model can make or break your next hire. RecruitHer helps EdTech companies pick the approach that fits their stage, budget and talent needs.

Most CVs never reach a hiring manager because they aren’t ATS friendly. Here is how to make your document readable, searchable and aligned with what EdTech employers look for in 2026.

LinkedIn is where most hiring decisions start. If your profile isn’t clear, keyword rich and active, you get overlooked long before anyone opens your CV. This RecruitHer guide explains how to optimise your LinkedIn in 2026 so EdTech recruiters and hiring managers actually find you.

The EdTech market is currently crowded and competitive, and "applying and praying" is no longer a viable strategy. If you are sending out CVs and hearing silence, learn how to cut through the noise by moving beyond the application portal.

The EdTech market is set to surpass 815 billion by 2035. Here is what this means for hiring, future skills and the teams EdTech companies need to build. A RecruitHer perspective on the talent shaping the next decade of education technology.

Most candidates blame the ATS when they get ghosted by their dream EdTech role. In reality, the system isn’t rejecting them. Their CV simply isn’t visible or clear enough for a recruiter to move them forward. This guide breaks down how ATS tools really work in EdTech, the myths slowing candidates down, and what to do to make sure your application stands out every time.

EdTech hiring rarely slows down because of the market. It slows down because hiring managers know exactly what they need while in house recruiters search for generalist CVs. The mismatch pushes managers to take over the process, costing around forty hours of lost time per hire. Add vague job ads, fluffy job descriptions, slow interview cycles and unclear salary ranges and momentum disappears.

A comprehensive guide to the Partnerships Manager role in EdTech outlining core responsibilities, key stakeholders, day‑to‑day work, success metrics, common backgrounds and career progression for candidates and hiring managers.

A comprehensive, easy to read guide to the Enterprise Account Executive role in EdTech covering responsibilities, long and complex sales cycles, multi‑year deals, salary benchmarks, skills, success metrics and candidate and hiring manager advice.

While the 'Easy Apply' button offers convenience, it often comes at the cost of visibility. In this post, we explore why hiring managers often prioritise direct applications over the "noise" of one-click candidates. Discover why taking the "harder" route allows you to showcase your specific sector experience and intention, drastically increasing your chances of landing an interview. Do less, better.

Most job seekers are rejected long before a hiring manager ever sees their CV. ATS filters out applications that lack the right language, tools or structure. The post includes practical steps and a full FAQ to help candidates get noticed.

EdTech hiring speed comes from clarity and preparation. Specific ads bring better applicants. Hiring from your customer base cuts ramp time. A simple pre screen removes guessers. A lean interview process keeps strong candidates engaged. Networks beat job boards every time. The fastest teams treat hiring like ongoing prospecting rather than a fire drill.

EdTech teams grow fast and change even faster. With global hires, hybrid work and big expectations, the real difference maker is not just technical skill. It is how leaders communicate. Research from Gallup, Deloitte and McKinsey shows that strong, empathetic communication drives engagement, productivity and trust. Here are the key takeaways every EdTech leader should know.

The EdTech market is noisy. Stand out with a CV that works for ATS and humans, show your network, name the institutions you worked with, avoid Easy Apply, stay visible, and use your sector experience loudly. In EdTech, your contacts often matter more than your tasks.

In a crowded EdTech calendar, deciding which events to attend—or host—is a major strategic choice. This article explores why the most successful companies are shifting focus from pure sales to community building. Featuring insights from Hossam Fahmy (Classera) on the growth of InnoXera, we guide you through starting a community from scratch, scaling to a flagship event, and the top global conferences you need to know.

A hiring plan designed for early-stage EdTech company that outlines when and who to hire, how to align hiring with traction and funding, and where to keep things lean, focusing on roles that directly unlock growth like sales, customer success, and go-to-market. It’s a roadmap built for flexibility, structure, and sustainability, so your hiring scales with your business, not ahead of it.

Accidental managers are everywhere — especially in fast-growing EdTech companies where specialists suddenly find themselves leading teams. Without the right support, they risk disengagement and burnout. This post explores how to turn “accidental managers” into “deliberate leaders” through coaching behaviours that build trust, engagement, and productivity.

This guide explains the Channel Sales Manager role in EdTech, covering key responsibilities, success metrics, required skills, common backgrounds, salary benchmarks and tips for candidates and hiring managers.

This enterprise sales guide outlines the role of an Enterprise Account Executive in EdTech with a focus on the UK and London market. It covers key responsibilities, working arrangements, salary expectations, company expectations and candidate advice for success in complex, high‑value sales.

This post explores the Account Executive role in EdTech from a UK and London perspective, covering responsibilities, hybrid vs remote work, salary expectations, realistic timelines for results and guidance on managing internal expectations and stakeholder complexity.

This blog post explores the Business Development Manager role in EdTech with a London and UK focus. It covers key responsibilities, salary benchmarks, career progression, required skills and what makes candidates stand out in this strategic commercial position.

A growing network for women in education, tech, data, and AI — to connect, collaborate, and shape the future of learning together.

Discover what defines top-performing EdTech sales professionals and why hiring the right people is crucial in a changing education market. Learn about resilience, relationships, salaries, and how AI is reshaping the sales cycle.

Explore go-to-market careers in cybersecurity for the education sector, from marketing and product marketing to sales and customer success. Learn required skills, transferable experience from EdTech, salaries, and training options.

The Sales Development Representative is a foundational commercial role in the EdTech sector. This blog unpacks what makes a great SDR in the UK, especially in London, including typical responsibilities, salary benchmarks, and how to navigate remote, hybrid and office-based setups. Whether you’re transitioning from teaching or customer service, or already in tech sales, this is your roadmap to SDR success in EdTech.

Emilia Kruszewska, Founder and CEO of RecruitHer, is on a mission to transform the talent landscape in the EdTech industry. Her specialist recruitment agency is dedicated to building diverse and innovative go-to-market teams for EdTech companies.

Learn how to build a strong, memorable EdTech brand that stands out. This guide for founders covers key principles, common mistakes, and actionable steps to drive growth and secure investment.

For two decades, Kelly dedicated her professional life to the world of education, building a rich and varied career that spanned from the foundational...

For years, Niamh dedicated herself to shaping young minds as a passionate primary school teacher.

Anna's career path is a compelling story of recognising limitations and seizing new opportunities. For a significant number of years, Anna...

Upskilling is the most direct and crucial step for edu professionals transitioning into the EdTech field. Your pedagogical knowledge is your most valuable asset, and upskilling gives you the technical and business-oriented skills to apply that knowledge in a new context.

This guide outlines the key differences teachers need to understand when transitioning from the classroom to an edtech role like Curriculum Designer.

Former edu professionals excel in EdTech sales & client roles. Learn how to leverage your edu experience in account management, SDR, and customer success—with data-backed transferable skills.