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.

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.

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.

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.

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.