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The EdTech job market is crowded. Roles are limited, applications are high, and hiring teams are swamped. Experience still matters—but it’s no longer enough. What separates standout candidates today is clarity, focus, and early connection.
At RecruitHer, we speak daily with candidates who have impressive careers behind them. Many have worked across multiple sectors, worn several hats, and delivered strong results. Yet when the market tightens, we often see panic creep in. CVs become long lists of everything someone has ever done. LinkedIn profiles turn vague, broad, and unfocused. The intention is to look useful to everyone. The outcome is often the opposite.
One of the most important questions to answer early is simple but uncomfortable. Which sector do you really want to work in?
EdTech is not AdTech, HealthTech, or generic SaaS. Hiring managers want to see commitment and relevance. If your background spans multiple industries, that is not a problem. The problem is failing to choose a direction.
Once you are clear that EdTech is your target, everything else becomes easier. Your CV, LinkedIn profile, conversations, and outreach all start pointing in the same direction.
Many senior candidates can do a lot of things. That does not mean you should show everything.
We often encourage candidates to step back and identify three to four areas where they genuinely delivered impact in their most recent role. Not responsibilities, but outcomes.
For example:
Were you driving B2B or B2C growth?
Were you leading international expansion?
Did you launch and scale products?
Were you closer to brand, demand, partnerships, or revenue?
Recently, we worked with a VP of Marketing who had a very broad background. Instead of forcing everything into a CV, we created a small portfolio of selected work. Using the STAR method, we highlighted specific challenges, actions, and outcomes. We avoided naming companies where necessary due to clauses, but still told a clear, credible story. That focus made a real difference.
Optimising your CV and LinkedIn is not a one size fits all exercise. It depends heavily on the roles you are targeting.
A practical approach is to review multiple job descriptions from companies you genuinely want to work for. Look for patterns. If you are targeting Sales Manager roles in EdTech, what comes up repeatedly? Selling into schools or MATs, managing long procurement cycles, owning pipeline, working with multiple stakeholders.
Once you see those patterns, tailor your CV accordingly. Lead with the experience that directly answers those needs. Reduce or remove content that does not support the role you are applying for.
Adding something extra often goes a long way. A short portfolio, a case study, a one page project summary, or a clear breakdown of results can set you apart in a crowded market.
Many candidates now use AI to help draft or optimise their CVs. That is not a bad thing. But it comes with risks.
AI reflects the data it has been trained on, which means it can reinforce bias, generic language, and overused phrasing. If you are not careful, your CV can start to look like everyone else’s, or lean into patterns that disadvantage certain profiles.
Prompting really matters. How you ask AI to rewrite your experience changes the outcome significantly. We strongly recommend reviewing AI generated CVs with a critical eye. Ask yourself:
Does this sound like me, or like a template?
Has it removed nuance or context?
Has it overemphasised confidence at the expense of accuracy?
Has it flattened leadership, care work, or non linear experience?
AI should support your thinking, not replace it. Used well, it can save time. Used poorly, it can dilute your story.
Job searching today is effectively another job. Doing it alone is hard and often isolating.
We strongly encourage candidates to build a small support system. This might include a recruiter who understands EdTech, a coach, mentors, or trusted peers. These are people you can test ideas with, sense check decisions, and refine your direction.
Visibility matters too. Networking is not only about events, though those help. It is also about engaging online, contributing to conversations, and showing genuine interest in the sector.
Reaching out directly to people inside organisations you admire is powerful. Asking for short conversations, insight, or introductions shows initiative. Hiring teams notice this. Someone who is proactive and visible is viewed very differently once a role opens.
Roles do not stay open for long. Earlier this week, we spoke with a CTO who received over one thousand applications for a single role. That is increasingly common.
Relying purely on job boards puts you at a disadvantage. By the time you apply, the hiring team may already be overloaded.
Understanding how a company works before a role exists is critical. Learn what stage they are at, what challenges they face, and where you could add value. Showing what you can bring, not just what you have done, is often what makes someone memorable.
In many cases, the strongest candidates are already known before the job post appears.
Standing out in EdTech today is not about doing more. It is about being clearer.
Choose your sector deliberately. Focus your story. Tailor your CV and LinkedIn to real roles. Use AI thoughtfully. Build relationships early. Show initiative before the market demands it.
Candidates who do this are not just applying for jobs. They are positioning themselves for the right opportunity.
If you want support refining your CV, LinkedIn profile, or overall job search strategy for EdTech, RecruitHer offers tailored audits and longer support packages. You do not have to navigate this market alone.
1 A focused one hour CV and LinkedIn audit
2 Job Search Accelerator Package
Ready to stand out in a crowded market?
Explore RecruitHer Mentoring Sessions now.
