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Hiring managers are drowning in applications, and strong candidates are getting lost in the pile. Greenhouse's 2026 Benchmark Report, as reported by RecTech Media, puts the average at 244 applications per opening, up from 115 in 2022. Auto-apply and AI tools make it easy to send applications in bulk, which only adds to the noise.
You can, and should, still apply for open roles. People are getting hired that way every week. But if you have sent application after application and heard nothing back, the problem is probably the volume, not you.
The good news is that there are other routes in. Referrals are a small share of applicants (around 7%, per this analysis of Zippia and Jobvite data) but a much bigger share of hires, commonly cited at 30 to 50%. Being known before your application lands is a real advantage.
Below are the creative approaches I recommend to EdTech job seekers for 2026 and 2027, followed by answers to the questions I hear most.
Reverse recruitment means you pick the company first, then reach out to the people who work there instead of waiting for a job advert. It starts when you have identified a company, you understand how they operate and what they sell, and you would genuinely love to work with them.
From there:
It is a low-pressure way to introduce yourself and start networking before a vacancy even exists. A short, specific message works best. For example:
Hi Sam, I've been following [Company]'s work on [specific product or topic] and I'm really interested in how your team approaches it. I'm a [your role] and would love 15 minutes to hear what you're focused on right now. Happy to work around your diary.
I know this can feel intimidating, and I can guarantee you will get a lot of no's, or no reply at all. That is normal. If you send 100 messages and get 5 to 10 replies, that is a success, and each reply is a conversation you would never have had by clicking “Easy Apply”.
Every corner of EdTech has people who are seen as the experts or gurus, whether that is AI in learning, assessment, EdTech sales or product for schools. Connect with them, follow their content and make sure you understand what they are actually talking about.
A little appreciation goes a long way. Tell them what you found useful in their work and show some real enthusiasm. If you have something interesting to add, comment on their posts with a concrete example, a different angle or a good question, rather than a generic “great post”.
Over time you become a familiar name to someone with a big network. Experts are often asked who they know when a company is hiring, so being remembered is the whole point.
Events put you in the same room, physical or virtual, as the people you could work with in future. You can ask them questions directly instead of sending a cold message.
Make it count:
Online sessions, webinars and community calls count too. They are cheaper, easier to fit around work, and a good place to notice the same names appearing again and again. I have listed upcoming EdTech events for 2026 and 2027 in the resources section below.
Career fairs and job fairs are another great way to meet potential hiring managers face to face. The companies there want to talk to people, so the hardest part of starting a conversation is already done.
Prepare as you would for an interview. Check which companies are attending, choose the ones you most want to speak to, and have a 30-second introduction ready that says what you do and what you are looking for. Some education conferences also run recruitment stands or careers sessions, so check the programme.
Follow up within a couple of days, while they still remember you.
Someone else. Talent acquisition and HR do important work, but their focus is filling roles that are already open. Reach out to your peers and your potential hiring manager instead. They can talk about the actual work, and they often know about hiring needs before a role is advertised.
Yes. Applying still works, and people are being hired this way. The strongest approach is to do both: apply, and reach out to a peer or the hiring manager at the same company so your name is already familiar.
Search for the company on LinkedIn, open its People tab and search for the job title you want. Look for people in that role and for the leader of the team. Check who posts or comments about their work, because they are usually the easiest to start a conversation with.
Keep it to a few questions. What are you working on right now? What is the biggest challenge for the team? What do you enjoy most about working there? Finish with “Who else would you recommend I speak to?” and stick to the time you asked for.
That is normal. Five to ten replies from 100 messages counts as a success. Send one polite follow-up after a week or so, then move on. Silence rarely says anything about you, because people are busy.
Yes. Reverse recruitment is especially useful when your CV does not match a job description neatly, because a conversation lets you tell your story. Classroom experience is a real asset in EdTech, so link it to the problem the company is solving.
No. You will see the claim that 70 to 80% of jobs are never posted, but no study supports it. What is true is that referrals are a small share of applicants and a much larger share of hires. Being known before you apply helps; it is just not a secret market.
Use these to build your target list, find people to follow and choose which events to attend.
Dates are as listed online on 9 November 2026. Confirm with each organiser before you book.
Event websites: Bett UK, SXSW EDU, ASU+GSV Summit, Learning Technologies and London EdTech Week.
Pick one company this week. Learn what they do, find two peers and the likely hiring manager, and send three short messages. Then add one event from the list above to your diary. Small, steady effort beats a hundred rushed applications.
I'm Emilia, founder of RecruitHer, a recruitment consultancy specialising in EdTech and education. I place mid-level to leadership talent across sales, customer success, product and marketing, with a network across the UK and EMEA.
