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.

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.

Once candidates have been shortlisted from CV screening, employers need a clear interview process to assess fit properly. This post explains how to structure the next stages, starting with a 15 minute intro call to understand motivation, personality and basic alignment. It then covers deeper hiring manager interviews, how to use the STAR method, what to ask sales candidates, how to assess the first 30, 60 and 90 days, and when to involve senior stakeholders or wider team members. The focus is on helping employers make clearer, faster and more confident hiring decisions.

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.

AI CV review tools can be useful for quick edits, grammar checks, formatting, and keyword suggestions. But they often miss the bigger issue: whether your CV is positioned clearly for the roles you want. This post explains the difference between having your CV reviewed by AI and by a recruiter and career coach. It covers what each option can do, where free CV reviews may fall short, and why expert human feedback can help you understand how your CV is really landing with hiring managers.

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.

AI written CVs are becoming more common, making it harder for employers to identify the strongest candidates quickly. This post explains how hiring managers can improve CV screening by writing clearer job descriptions, looking beyond keywords, checking sector experience, reviewing past employers and roles, and spotting real evidence of impact. It also explores why human judgement still matters, especially when hiring for edtech, education, healthcare, public sector, and other relationship led sectors.

RecruitHer partners with EdTech organisations to hire strong, diverse talent across commercial, go to market and leadership roles. This post explains how our recruitment process works, from the intake call and candidate brief to sourcing, screening, timelines, fees and ongoing support. It also shares why inclusive hiring matters in EdTech and how a thoughtful recruitment partner can help teams hire with more clarity and confidence.

AI tools and free CV reviews can help with wording, but they often miss the bigger issue: how your CV is actually read by a human. This post explains why an expert CV review matters, especially for education and edtech professionals moving into or within the sector. It covers the limits of AI feedback, what a recruiter led CV review includes, and how tailored advice can help you understand your positioning, improve clarity, and make stronger job applications.

Product leaders in education and EdTech often need to balance learner needs, customer demands and commercial goals. This article explores why their full impact can be difficult to show on a CV and how a detailed executive CV process can uncover their leadership, sector knowledge and readiness for a more senior role.

Hiring your first salesperson can help an EdTech company grow, but hiring before the product, customer and sales process are clear can become costly. This guide explains why founders should lead early sales, how to recognise the right hiring moment, which sales role may suit the business and what systems, targets and support should be ready before the new person joins.

Finding the right Product leader in education and EdTech often takes more than advertising a role. This article explores the challenges of hiring across higher education, K12 and further education, including complex job titles, passive candidates, high application volumes and the value of specialist retained search.

Customer Success leaders often create significant commercial and strategic value, but their CVs can make their work sound mainly supportive. This article explores why their impact is difficult to explain and how a detailed executive CV process can uncover achievements, strengthen positioning and build confidence for senior applications and interviews.

RecruitHer provides specialist outplacement support for organisations in EdTech and education. We help people affected by restructuring move forward with clearer career direction, stronger job search tools and practical support for their next step

Getting an interview is only one part of the job search. This blog explains how to build your interview muscle, understand each interview stage, prepare the right examples and present your experience with more clarity and confidence.

This blog explores the UK EdTech recruitment landscape, from K 12 and higher education to assessment, LMS, SIS, accessibility, AI in education and digital learning. It explains why specialist hiring matters, how the UK market is changing, and why RecruitHer was created to help education technology companies build stronger, fairer and more sector aware teams.

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.

Belgium is a digitally capable education technology market with strong public investment, active digital skills work and clear demand for STEM, ICT and teacher support solutions. This blog explores the Belgian EdTech landscape, the impact of teacher shortages, the country’s multilingual education system, digital competence needs and why specialist EdTech recruitment matters for companies scaling in Belgium and across Benelux.

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.

The Netherlands is a digitally mature education technology market where schools, universities and training providers expect quality, interoperability, evidence of impact and strong alignment with Dutch education values. This blog explores the Dutch EdTech landscape, useful ecosystem resources, how hiring differs across K 12, vocational education, higher education and corporate learning, and why specialist EdTech recruitment and EdTech sales recruitment matter for companies scaling in the Netherlands and across Europe.

Finland is one of Europe’s most digitally skilled education technology markets, with high digital capability, strong public services and growing AI adoption. This blog explores the Finnish EdTech landscape, the role of AI, digital learning, Nordic growth, local hiring needs and why specialist EdTech recruitment matters for companies scaling in Finland and across Europe.

The global EdTech market is growing quickly, driven by AI, personalised learning, digital skills, online learning and workforce training. But growth looks very different across countries. This blog explores what is happening in emerging and fast growing EdTech markets, why local context matters and why companies need the right people on the ground to build trust, partnerships and long term growth.

The UAE, and Dubai in particular, has become one of the most active education technology markets in the Middle East. Strong private school growth, government focus on AI, digital learning, future skills and the fast adoption of online learning during the pandemic have created a strong opening for EdTech companies. This blog explores why the UAE acts as an EdTech incubator for the region, how the Middle East education market is changing and why specialist EdTech recruitment matters for companies scaling across Dubai, the UAE and wider MENA.

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.

Ukraine is one of the most digitally resilient education technology markets in Europe, with strong digital public services, a highly skilled technology talent base and a clear need for practical digital education solutions. This blog explores Ukraine’s EdTech landscape, the role of digital learning during war, access, cybersecurity, reskilling, workforce transition and why specialist EdTech recruitment matters for companies scaling in Ukraine and across Europe.

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.

Egypt is one of the most important education technology markets in MENA and Africa, with a large education system, a young population, growing demand for affordable learning and a strong national focus on digital transformation, ICT skills and AI. This blog explores the Egyptian EdTech landscape, the role of access, affordability, teacher development and workforce readiness, and why specialist EdTech recruitment matters for companies scaling in Egypt and across the wider region.

Spain is a strong market for education technology, eLearning and digital learning companies, with major investment in teacher digital skills, vocational education and digital capability. This blog explores the Spanish EdTech landscape, why hiring in Spain needs local and sector knowledge, how Spanish companies expand into Latin America, Europe, the UK and the US, and how RecruitHer supports companies with specialist EdTech recruitment and EdTech sales recruitment.

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.

Poland is a strong technology market with growing focus on digital skills, AI capability, STEM and ICT talent. This blog explores the Polish EdTech landscape, the role of digital skills, women in technology, employability, local hiring needs and why specialist EdTech recruitment matters for companies scaling in Poland and across Europe.

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.

Italy is a digitally ambitious education technology market with strong infrastructure, growing AI investment and a major digital skills gap. This blog explores the Italian EdTech landscape, the role of digital capability, AI ready learning, local hiring needs and why specialist EdTech recruitment matters for companies scaling in Italy and across Europe.

Ireland is one of Europe’s most digitally capable education and technology markets, with strong school digitisation, high basic digital skills and active investment in cybersecurity, semiconductors and green digital tools. This blog explores the Irish EdTech landscape, the role of digital learning, AI, STEM, international growth and why specialist EdTech recruitment matters for companies scaling in Ireland and across Europe.

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.

France is a well funded education technology market with strong digital infrastructure, national investment in AI and a clear education digitisation strategy. This blog explores the French EdTech landscape, the role of AI, digital skills, school ready tools, local hiring needs and why specialist EdTech recruitment matters for companies scaling in France and across Europe.

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.