RecruitHer supports scaling education technology companies with specialist hiring across EdTech, eLearning, assessment, digital transformation, accessibility, LMS, SIS, AI in education and wider learning technology. The blog explains why sector knowledge matters, how different EMEA markets shape hiring needs and how RecruitHer helps companies find talent that matches the role, culture, market and stage of growth.

Recruitment can often seem mysterious, but understanding that recruiters are hired by companies to actively source and match talent can help candidates better navigate their job searches. While high application volumes sometimes lead to frustrating silences, a strong recruiter will transparently support your positioning and proactively connect you with the right opportunities. Ultimately, agencies like RecruitHer focus on championing diverse talent within the EdTech sector to ensure hiring is thoughtful, fair, and mutually beneficial.

Applying to more jobs is not always the answer. LAND helps experienced professionals understand what is not working in their job search, sharpen their CV, LinkedIn and interview positioning, and build a clearer strategy to secure more interviews.

Scaling an EdTech company means hiring people who understand both education and commercial growth. This post explains why specialist EdTech recruitment matters, what companies should expect from a strong talent partner, and how RecruitHer supports growing teams with focused, sector informed hiring.

When valued people leave an EdTech company, how they are supported matters. This post explores why human led, sector specific outplacement helps departing employees find their next chapter with clarity, while helping companies protect trust, culture and reputation.

When university staff face redundancy, they need more than generic career support. This post explores why human led outplacement, grounded in higher education sector knowledge, can help departing employees move forward with clarity, dignity and purpose. It also looks at how universities can protect trust, reputation and institutional values by supporting the people who helped build them.

The 2026 job market is noisy, especially across EdTech and education. Companies are still hiring, but candidates are facing more competition, longer hiring processes, and a lot more noise. This article shares practical advice on how to position yourself clearly, tailor your CV, improve your LinkedIn profile, build relationships before you need them, and prepare for interviews with more confidence.

The EdTech hiring market may look candidate heavy, but more applications do not always mean better hiring. Many hiring managers are receiving high volumes of CVs, yet only a small percentage are truly relevant. This article explains why relying only on job adverts can slow down the process, why sector knowledge matters, and how working with a specialist headhunter can help hiring teams cut through the noise, screen candidates properly, and reach the right people faster.

EdTech impact is no longer a nice extra. Education institutions need evidence that products improve learning, save time, support staff, increase engagement, or create measurable value. This post explains why impact has become central to EdTech buying decisions, what types of impact companies should measure, the grey areas of proving outcomes, and how education institutions can verify whether a product truly works.

Job titles matter when selling EdTech into education because they shape how buyers receive the first conversation. Schools, universities, and education providers often respond better to consultative titles that signal trust, understanding, and problem solving. This post explores why titles like Education Consultant, Learning Consultant, and Partnerships Manager can work better than traditional sales titles in education markets.

Sales roles in EdTech are highly competitive, and generic CVs no longer work. This guide explains how to show clear impact, tailor your experience, and position yourself effectively to secure more interviews.

Hiring in EdTech requires more than finding people with the right job title. It requires sector knowledge, understanding of education buyers, and access to talent that can operate across learning, technology, and commercial growth. This post explains why working with a specialist EdTech and eLearning recruitment agency can help companies hire faster, reduce noise, and find candidates who bring both skill and context.

In a candidate heavy EdTech market, a strong LinkedIn profile is no longer optional. This guide shows mid to senior professionals how to position their experience, clarify their direction, and align their profile with what hiring managers are actually looking for. Focus is on impact, relevance, and clear positioning rather than generic personal branding.

More professionals in higher education are starting to question their long term career path as the sector faces funding pressure, slower progression, and increasing workloads. This article explores why many are considering a move, from outdated systems and limited flexibility to lower pay compared to commercial roles.

Many strong sales professionals miss out on interviews because their CV does not clearly show performance. This guide explains how to highlight quota, revenue, pipeline, and target markets in a way that hiring managers can quickly understand. Practical advice for account executives, BDMs, and partnerships leaders who want to stand out in a crowded market.

Most experienced candidates are not getting interviews because their CV does not reflect how hiring works today. This guide breaks down what to fix, from using metrics and outcomes to aligning with job descriptions and showing commercial impact. Clear, practical advice for professionals who want to stand out and get shortlisted.

Many talented professionals are overlooked not because they lack experience, but because their impact is not clearly communicated. Research shows women are significantly less likely to self promote, which affects visibility, progression, and hiring outcomes. This post explores why that happens, how it shows up in CVs, interviews, and promotions, and what needs to change to make your value easier for hiring managers to recognise.

Applying for jobs but not getting interviews? In today’s competitive market, a simple CV rewrite isn’t enough. This guide explains why most CVs fail, what hiring managers actually look for in 2026, and how a proper CV revamp can help you stand out and start getting responses.

Hiring top go-to-market talent in EdTech is not about volume, it’s about relevance. The best sales professionals combine commercial skill with sector understanding, strong networks, and the ability to navigate complex buying environments. This guide outlines seven practical ways to identify and hire the right people to drive growth.

Recruitment in EdTech is not just about skills, it’s about sector understanding. Companies that hire talent with both commercial ability and education insight build stronger teams, improve product adoption, and scale more effectively. RecruitHer supports EdTech organisations by connecting them with sector-informed professionals who can deliver impact from day one.

Applying for jobs but not getting interviews? The problem may not be your experience—it’s your CV. In this post, we break down why most CVs fail, how a CV audit helps, and why working with a recruiter gives you a real advantage.

Finding the right candidates in EdTech requires more than posting job ads. The best talent often comes from passive networks, targeted search, and proactive outreach. This guide outlines seven effective ways to source high-quality candidates in a competitive market.

Many teachers are considering leaving the classroom this year but jumping straight into job applications rarely works. This post breaks down three essential steps to make a successful transition by late summer or September. Get clear on your target role, learn the skills required, and position your experience in a way employers understand. Start now to give yourself the best chance of landing the right opportunity.

Most education professionals don’t start from scratch when they leave. They move into roles like learning design, customer success, project management, and commercial positions where their existing skills already apply. The key is not retraining, but positioning their experience to align with what employers need.

Struggling to transition from teaching to the corporate sector without prior experience? Learn how joining EdTech ambassador programmes and user research groups can give your CV the ultimate commercial boost and help you get noticed by hiring managers.

Higher education professionals working in digital learning, transformation, and data roles are already operating in tech driven environments. Their experience managing platforms, stakeholders, and large scale systems translates directly into EdTech roles. The key challenge is not capability but positioning their experience for a faster, more commercial environment.

Most educators and EdTech professionals don't lack experience; they lack clear positioning. Because hiring managers only spend seconds scanning applications, your skills must immediately translate into commercial impact. This post explores why generic CV rewrites fall short, how to strategically reframe your teaching or leadership experience for the EdTech market, and why a proactive "reverse recruitment" strategy is the key to bypassing crowded job boards and securing your next role.

Reverse recruitment in EdTech is a proactive job search strategy that shifts the focus from applying to roles to creating opportunities. Instead of competing with hundreds of applicants, candidates identify target companies, position themselves clearly, and start conversations before roles are advertised. In a relationship driven sector like EdTech, this approach helps professionals move beyond crowded application funnels and gain earlier, more relevant access to opportunities.

The EdTech sector's growth is inherently slow due to complex, lengthy procurement cycles and slow adoption within education systems. This reality makes deep sector experience, such as that of Steve Whitley, founder of EdTech Consulting, essential for success. Key industry trends include prioritizing international expansion into markets like the Gulf states and Southeast Asia, which demands careful cultural adaptation of products to local norms. Furthermore, Artificial Intelligence is accelerating innovation, but only the AI-powered tools that genuinely improve learning or reduce teacher workload will succeed. Ultimately, navigating the intersection of technology, education, and policy for sustainable growth requires both innovation and experienced guidance.

Job searching today requires more than sending applications. It demands focus, positioning, and a clear understanding of how hiring processes work. This guide breaks down each stage of the interview journey, from initial screening to final conversations, and explains what employers are really assessing. With practical insights and data backed context, it helps candidates approach interviews more strategically and communicate their value with confidence.

Leaving teaching can feel overwhelming, but the right resources can make the process clearer and more effective. This guide outlines practical tools and platforms for ex-teachers in 2026, including job boards, networking opportunities, and strategies for positioning your experience. It highlights how to move beyond trial and error by focusing on clarity, targeted applications, and understanding how hiring works in EdTech and corporate environments.

Career coaches and career consultants play different but complementary roles, especially for professionals moving from education into EdTech. While coaching focuses on clarity, confidence, and direction, consulting provides market insight, positioning, and practical strategy to secure roles. In a competitive, candidate-heavy market, understanding when to use each can significantly improve your chances of a successful transition.

Leaving teaching can feel overwhelming, especially in a competitive job market where applying alone rarely works. This post explores whether hiring a career coach is the right move for educators looking to transition into EdTech or more commercial roles. It breaks down common challenges teachers face, explains how coaching provides clarity and structure, and highlights the importance of working with someone who understands both education and hiring. With practical insights and real market perspective, it offers a clearer path from classroom to career transition.

If you are ready to leave the classroom, the first step isn't rewriting your CV or mass-applying to jobs—it is getting completely clear on your positioning. This 7-step guide breaks down exactly how to audit your teaching experience, translate your highly valuable skills into corporate language, and strategically transition into the EdTech sector without the frustration of trial and error.

Many teachers struggle to transition into EdTech or corporate roles not because they lack experience, but because they don’t communicate it in a way hiring managers understand. This post breaks down how to identify, refine, and translate transferable skills into clear, relevant language that aligns with specific roles. It highlights common mistakes, explains how hiring managers assess candidates, and shows how tailored positioning can significantly improve your chances of securing interviews.

Teachers increasingly seek career coaching when transitioning out of the classroom, yet not all coaching is equally effective. This article explores what makes a strong career coach for educators, highlighting the importance of sector expertise and recruiter insight. It outlines why many teachers struggle to position themselves in the job market and how targeted, informed support can bridge that gap, with a focus on EdTech career pathways.

Thinking about leaving teaching but not sure what comes next? This WhatsApp community is designed for educators exploring careers beyond the classroom, with a focus on EdTech roles. Get daily job opportunities, insights into career paths, and guidance from a recruiter’s perspective to help you navigate your transition with clarity.

This case study explores the journey of a teacher who transitioned into the EdTech industry during the pandemic. After helping colleagues adapt to online teaching tools, she began consulting with schools on digital transformation before moving into a role with a leading EdTech organisation. Today, she works across the sector as a consultant, trainer, and advisor to education institutions and technology companies. Her story highlights how classroom experience can translate into impactful roles within the EdTech ecosystem.

Capability alone does not guarantee recognition. Research shows that professionals who are less likely to self promote are often underestimated, which impacts hiring, progression, and pay. This post explores the gap between being capable and being visible, what effective visibility looks like, and how to communicate your impact in a clear and credible way.

Laura, a former head teacher in Birmingham, stepped away from school leadership during a difficult personal period and completed a project management course to explore new opportunities. After briefly working in the automotive sector, she realised her passion remained in education and transitioned into an EdTech organisation supporting higher education institutions. Today, Laura works as a project manager in EdTech, enjoys a flexible work environment, and earns £20K more than she did in school leadership.

Many teachers assume their only career path is staying in the classroom or moving into school leadership. In reality, EdTech companies actively hire educators because they understand curriculum, classrooms, and how schools make decisions. This guide explores seven roles teachers commonly transition into including instructional design, customer success, EdTech sales, curriculum management, and programme leadership. Each role includes typical responsibilities, why teachers are well suited, and expected salary ranges in the UK.

This case study explores Paul’s journey from classroom teaching to EdTech customer success and account management. After collaborating with an EdTech company used in his school, he moved into curriculum development, training, onboarding, and account management roles. Within three years, he was promoted twice and increased his salary. Today, he is exploring the next stage of his career with support from RecruitHer.

Katie, a teacher based in London, spent nearly a year searching for opportunities beyond the classroom with little success. After starting career coaching with RecruitHer, she gained clarity on suitable EdTech roles, repositioned her CV to highlight transferable skills, and developed a more focused job search strategy. While her transition is still ongoing, the first month of coaching has already helped her rebuild confidence and momentum in her career journey.

Jenny, a teacher based in London, began exploring new career opportunities after experiencing burnout and limited progression within teaching. By attending networking events across multiple sectors, she discovered an interest in cybersecurity. After connecting with professionals who had made similar transitions, she enrolled in cybersecurity training and began applying her knowledge within her school. Jenny is now exploring pathways into the cybersecurity sector as she continues her transition journey.

Many teachers hoping to move into EdTech rewrite their CV once and send it to every role they apply for. In the current hiring market that approach rarely works. Employers receive hundreds of applications and expect candidates to clearly match the role they are hiring for. This article explains why a single CV is not effective, how job descriptions should guide your application, and why tailoring your experience for each role makes a significant difference. It also shares examples of how teaching skills can be positioned differently depending on the job you are applying for.

Many professionals struggle to talk about their achievements without feeling uncomfortable. Research shows women are significantly less likely to self promote, which can impact career progression. This post breaks down how to communicate your impact clearly using a simple structure, helping you stand out without sounding forced or performative.

Many teachers are considering leaving the profession as workload and pressure increase. But the skills developed in the classroom are highly transferable. This article explores several career paths former teachers can pursue, from edtech and corporate training to project management and consulting, and how educators can successfully transition into new roles.

International expansion in EdTech requires more than a strong product. Education systems differ across countries in curricula, culture, and procurement processes, which makes local expertise essential. This article explores why founders should start by speaking with people who understand the target market and hiring experienced operators before building a regional team. It also looks at how strategic workforce planning helps companies scale successfully into new territories.

Teachers develop valuable transferable skills that are highly sought after beyond the classroom. This article explores the most common roles educators transition into, particularly within the EdTech sector. From customer success and training to curriculum design, sales and leadership roles, it highlights how teaching experience translates into corporate opportunities and provides insight into typical salary ranges and hiring processes.

Many teachers and senior leaders in education start their career transition by updating their CV or searching for jobs, but the most important first step happens before any application is sent. This article explores the psychological and practical barriers that often keep educators stuck in the “considering” stage for years. Drawing on research in career transition and behavioural science, it explains how identifying fears, uncertainty, and areas of discomfort can help educators make clearer decisions about whether to stay in the profession or explore new opportunities. Understanding these internal blockers is often the turning point that allows a career change to move from intention to action.

Many teachers looking to leave the classroom struggle to position their experience on a CV for roles outside education. In a candidate heavy job market, relevance matters more than ever. This article explains how teachers can translate their transferable skills, align their CV with job descriptions, highlight outcomes instead of responsibilities, and adapt their experience for roles such as curriculum designer, customer success manager, or account manager.

Across the EdTech sector, more senior female leaders are leaving permanent roles for the autonomy and flexibility of independent consulting and fractional leadership. However, stepping into an EdTech consultant role requires a fundamental shift in strategy. Success in this space depends on treating your personal brand as a business asset—meaning you must proactively build your market visibility, refine your commercial positioning, and showcase your expertise publicly long before you actually make the leap.

Raising a second round is a milestone. Scaling successfully afterwards is the real test. Post Series A or B, hiring stops being reactive and becomes architectural. The leaders you bring in now shape revenue velocity, product adoption and long term credibility with investors. In EdTech, sector fluency and commercial strength must go hand in hand. This piece explores why structured, retainer based hiring partnerships create stronger foundations for growth and why getting this stage right determines what happens next.

Looking for EdTech career coaching? RecruitHer offers outcome-focused career strategy for senior educators and professionals. Master your positioning today.

Transitioning from education into EdTech requires more than a polished CV. It demands clarity, positioning and market aligned strategy. This article explains how RecruitHer supports senior educators and EdTech professionals through structured career strategy, helping them refine their direction, strengthen their positioning and move closer to securing the right role.

Teachers exploring careers beyond the classroom often struggle to position their experience on LinkedIn. This article explains how to translate teaching responsibilities into skills employers recognise, highlight outcomes and achievements, and tailor your profile to the roles you want next. By focusing on transferable skills, relevant experience, and intentional networking, teachers can make LinkedIn a powerful tool during a career transition.

Candidates decide where they belong before they apply. When they do not see people like themselves in a company, they are less likely to engage. This post explores why representation and belonging matter in edtech, how diverse teams drive growth and innovation, and what companies can do to attract and retain a broader range of talent.

EdTech has evolved from basic classroom hardware to AI driven platforms that shape how schools, universities and employers deliver learning. Today’s ecosystem includes learning management systems, assessment tools, AI powered productivity platforms, accessibility software and immersive technologies. As the market matures, impact and evidence matter more than novelty. At the centre of it all are educators, whose classroom insight ensures technology genuinely improves learning rather than simply adding features.

More teachers across the UK are questioning whether they can continue working under increasing pressure and long hours. Many feel trapped, believing their experience only applies inside schools. This post explores why that belief is wrong, how teaching skills translate into education adjacent and corporate roles, and how structured guidance and career exploration can help educators move forward with clarity and confidence.

EdTech job searching goes far beyond LinkedIn. This article breaks down where EdTech companies actually advertise roles, from career pages and specialist job boards to recruiters and sector communities. It also explores the realities of a candidate heavy market, why roles move quickly, and how visibility, mindset, and understanding the hiring ecosystem can make a real difference as we move into 2026.

Moving from the classroom into EdTech is no longer unusual. Teachers and education professionals already hold deep sector knowledge that EdTech companies value. This post explores practical steps educators can take to transition into corporate roles, including upskilling, working with EdTech providers, leveraging ambassador programmes, and reframing transferable skills. It also shares real examples of educators who have successfully made the move and outlines how targeted support can make the transition clearer and more sustainable.

More educators are moving from classrooms into EdTech and corporate education roles. This post breaks down practical steps to make that transition smoother, from targeted upskilling and working with EdTech providers to understanding corporate roles, transferable skills, and how to position yourself for opportunities beyond the classroom.

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.