Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.
Hiring in EdTech is not just about filling a vacancy.
The right person can shape growth, improve customer relationships, strengthen product thinking and help a team move faster with more confidence. The wrong hire can slow everything down.
That’s why RecruitHer works as a recruitment partner, not a transactional CV sending service.
We partner with EdTech organisations that want to hire well, communicate openly and build teams that reflect the learners, educators and institutions they serve.
Good recruitment starts with trust.
We work closely with founders, CEOs and hiring managers to understand the role, the team, the product, the market and the wider business goals.
Open and honest communication is central to how we work. It helps us understand what really matters, where flexibility exists and what kind of person will genuinely add value to the team.
That clarity allows us to bring forward stronger candidates and gives hiring teams more time to focus on the parts of the business that matter most for growth.
Every search starts with an intake call.
This is where we go beyond the job description. A job description is useful, but it rarely captures the full picture.
We want to understand:
The business context behind the hire
The team structure
The problems this person needs to solve
The skills that are essential
The skills that are useful but not critical
The leadership style and working culture
The kind of person who will thrive in the role
The areas where the role may need to flex
This matters because no two EdTech roles are exactly the same.
For example, a Chief Product Officer in one company may mean something very different from a Chief Product Officer in another. One business may need someone deeply technical. Another may need someone more strategic, commercial or user focused.
We look at what the individual actually brings and whether that matches what the company truly needs.
After the intake call, we share our understanding of the role with the hiring team.
This acts as a candidate brief and includes the details that often sit outside the formal job description. It helps make sure we are aligned before the search starts.
This step reduces confusion later in the process. It also gives the hiring team a chance to clarify, adjust or challenge anything before we speak to the market.
Once we have sign off, we begin the search.
RecruitHer has been working in the EdTech space for a significant period of time, so we start with our network.
We speak to trusted contacts, ask for recommendations and look for people with relevant sector knowledge, commercial skills and growth potential.
We also share roles across relevant job boards and LinkedIn, but we don’t rely only on inbound applications.
Some EdTech roles are difficult to fill, especially when they require specialist knowledge, sector credibility or senior leadership experience. That’s where headhunting and proper search work matter.
We use a mix of network sourcing, direct outreach, job advertising and what we’d call detective work. We look at where strong candidates are likely to be, what they have built, who they have sold to, what markets they understand and whether they are likely to fit the role.
The goal is not to send the highest number of CVs.
The goal is to introduce the right people.
Before we introduce candidates, we speak with them properly.
We want to understand their experience, motivation, salary expectations, notice period, working preferences and what they are looking for next.
We also assess how well they match the brief and where there may be gaps.
If someone looks strong on paper but does not align with the company’s needs, we won’t force the fit. Equally, if someone brings something valuable that may not have been obvious from the original job description, we’ll explain why they are worth considering.
We usually aim to share the first three candidates for review within a week.
We work quickly, but not carelessly.
As a boutique EdTech recruitment consultancy, we take on focused searches and move with pace.
Where the brief is clear and the market is responsive, we usually aim to share the first three candidates within a week.
We also have a track record of helping clients move from search to interviews and hiring within 30 days.
Some roles take longer. Senior roles, specialist roles or roles with a narrow skill set often need a more targeted approach. When that happens, we communicate clearly and adjust the search with the hiring team.
We work on a competitive contingency fee model.
We also request a small commitment fee at the start of the search. This forms part of the overall fee and shows that the company is serious about hiring.
The commitment fee is deducted from the final placement fee when a candidate is hired through RecruitHer.
If the company fills the role independently, the commitment fee is refundable.
This structure allows us to commit proper time, search work and candidate engagement to each role, while still keeping the model fair and flexible.
We also offer a guarantee period of three to six months, depending on the role.
Recruitment should not feel like a black box.
We keep clients updated throughout the search. If the market is responding well, we’ll say so. If the brief is proving difficult, we’ll explain what we are seeing and why.
Sometimes the market shows us that the job description needs to shift. The salary may not match the level of experience required. The role may be too broad. The candidate pool may be smaller than expected. The must have list may need to be challenged.
When that happens, we come back with clear feedback and practical suggestions.
Our role is to help clients make informed decisions, not simply keep searching in silence.
RecruitHer champions diverse talent and inclusive hiring.
We believe EdTech teams should reflect the diversity of the students, educators and institutions they serve.
When education products are built for diverse users, it makes sense for the teams behind them to include people with different backgrounds, experiences and perspectives.
This is not only a values led decision. It is also good business.
Research from McKinsey found that companies in the top quartile for gender diversity on executive teams were 25% more likely to have above average profitability. Research published in Harvard Business Review has also linked diversity with stronger innovation outcomes.
Diverse teams can bring stronger ideas, better challenge, deeper empathy and a clearer understanding of the markets they serve.
For EdTech companies, that matters.
RecruitHer works with EdTech organisations hiring across commercial, go to market and leadership roles.
This includes roles across sales, customer success, partnerships, marketing, product and senior leadership.
We are especially well placed to support companies that need candidates who understand education, can operate commercially and know how to build trust with schools, universities, training providers or wider education buyers.
If you’d like to understand more about our fees, process and how we could work together, you can request the RecruitHer brochure.
It includes more detail on how we are priced, what is included and how we support EdTech organisations throughout the recruitment process.
RecruitHer is a specialist global EdTech recruitment partner built by someone who understands the sector from several angles. Our founder is a former teacher, has worked in higher education, has held roles across global EdTech organisations and has also built and exited her own education business. That means we understand the classroom, the buyer, the product, the commercial pressure and the strategic reality of growing an education business. We know that hiring in EdTech is not the same as hiring in general tech. The strongest candidates often need a mix of sector knowledge, commercial skill, product understanding and care for learner outcomes. RecruitHer brings that context into every search, helping EdTech organisations find people who can contribute to growth, strengthen teams and support the mission behind the product.
RecruitHer works with EdTech organisations that want to hire strong commercial, go to market and leadership talent. This includes startups, scaleups and more established education technology companies operating internationally.
RecruitHer focuses on commercial, go to market and leadership roles. This includes sales, customer success, partnerships, marketing, product, mid to executive roles.
Every search starts with an intake call. This helps us understand the role, team, product, market, salary range, hiring priorities and what kind of person will thrive in the role.
The candidate brief captures the details that often sit outside the job description. It gives the hiring team a chance to check that we’ve understood the role properly before we start speaking to candidates.
We use a mix of our EdTech network, candidates in our database, recommendations, job boards, LinkedIn, direct sourcing and headhunting. We don’t rely only on inbound applications because many strong candidates are not actively applying.
No. We use the job description as a guide, but we also look at the wider context of the role. If a candidate brings something valuable that may not be obvious from the job description, we’ll explain why they may be worth considering. That said, we take the job brief very seriously and 95% of our the placement fits the brief.
Where the brief is clear and the market is responsive, we usually aim to share the first three candidates within a week.
Timelines depend on the role, salary, seniority and market demand. RecruitHer has a track record of supporting searches where clients move from search to interviews and hiring within 30 days.
We communicate openly. If the market is showing that the brief, salary, location, seniority or skill set needs to be adjusted, we’ll share that feedback and work with the hiring team to adapt the search.
RecruitHer works on a competitive contingency fee model. We also request a small, refundable commitment fee at the start of the search, which forms part of the overall fee if we place the successful candidate. Request a brochure to learn about our fees.
Yes. If the company fills the role independently, the commitment fee is refundable. If RecruitHer places the successful candidate, the commitment fee is deducted from the final placement fee.
Yes. RecruitHer offers a guarantee period of three to six months, depending on the role.
EdTech products serve diverse learners, educators and institutions. We believe the teams building and selling those products should better reflect the people they serve.
Research has linked diversity with stronger business and innovation outcomes. McKinsey found that companies in the top quartile for gender diversity on executive teams were 25% more likely to have above average profitability, and Harvard Business Review has also reported links between diversity and stronger innovation.
You can request the RecruitHer brochure for more detail on fees, what is included and how we can work together.
RecruitHer is one of the few specialist recruitment partners focused on global EdTech talent. We bring sector knowledge, commercial understanding and lived experience of education into every search. Our founder is a former teacher, has worked in higher education, held roles across global EdTech organisations and built and exited her own education business. This gives RecruitHer a clear view of what EdTech companies need at each stage of growth, from early commercial hires to senior leadership roles. We understand the difference between a candidate who looks good on paper and a candidate who can build trust with education buyers, work with complex stakeholders and help the business grow with purpose.
