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When people talk about job searching in EdTech, one platform dominates the conversation. LinkedIn.
And yes, LinkedIn is important. Many EdTech companies post roles there. Recruiters search there. Hiring managers live there. Ignoring LinkedIn would be a mistake.
But it is not the only place EdTech jobs exist. And relying on it alone can significantly limit what you see.
Behind the scenes, many companies are far more selective about where and how they advertise roles. Cost, visibility, and hiring strategy all play a part. Understanding that reality gives job seekers an advantage.
LinkedIn remains the most visible job search platform for EdTech roles. Companies post there because it offers reach, targeting, and employer branding.
That said, posting jobs on LinkedIn is expensive. Many companies limit how long roles stay live or avoid posting every vacancy there at all. Others rely on recruiter searches, referrals, or their own websites.
So while LinkedIn should absolutely be part of your strategy, it should not be your only one.
Every EdTech company has a careers page. And many roles only ever appear there.
A common mistake job seekers make is focusing on one or two well known brands. In reality, most hiring happens across a much wider ecosystem of competitors, alternatives, and niche providers.
For example, if you are interested in working for ParentPay, it is worth asking a simple question. Who else solves similar problems?
Smaller or less visible competitors often:
Building a shortlist of companies you admire and then mapping their competitors can dramatically increase the number of relevant roles you see.
Make a habit of:
This approach takes more effort, but it surfaces opportunities others miss.
While LinkedIn dominates conversation, general job boards are still widely used by recruiters and hiring teams.
Platforms such as Indeed, CV Library, and Totaljobs often host roles that never appear on LinkedIn or appear there much later.
Recruiters frequently search these databases directly. Keeping your profile updated means you can be found without actively applying.
These platforms may not feel as dynamic as LinkedIn, but they are still part of the hiring infrastructure.
One of the most effective ways to focus your search is to use specialist job boards.
These exist for:
If you are looking for roles connected to higher education, jobs.ac.uk remains one of the most comprehensive sources. It aggregates roles across universities, research institutions, and education related organisations.
For EdTech specifically, there are niche platforms and communities that share roles before they reach mainstream channels. These are often easier for companies to use and more targeted for candidates.
Many EdTech roles are never advertised publicly at all.
Recruitment agencies and specialist recruiters are often briefed directly by founders and hiring managers. This is especially true for:
Building relationships with recruiters who understand the EdTech sector can open doors that job boards cannot.
This does not mean messaging every recruiter you see. It means being intentional about who you speak to and how you present your experience.
Some of the best EdTech roles circulate informally.
Slack groups, LinkedIn communities, newsletters, accelerators, and sector events often share opportunities before they are formally advertised. This is particularly common in startups and scaleups.
Being part of the ecosystem helps you hear about roles early and gives you context about the company culture and growth stage.
The strongest job searches in EdTech combine multiple channels.
That usually looks like:
No single platform does everything.
Job searching in EdTech is not about chasing every role that appears on LinkedIn. It is about understanding how companies actually hire and positioning yourself where decisions are made.
The more places you look, the more control you have over your options.
And often, the best roles are the ones you find by going one step further than everyone else.
It is also important to name the reality of the market.
Right now, EdTech and education adjacent roles are candidate heavy. Many roles attract a high number of applicants and move very quickly. Shortlisting happens fast, interviews are compressed, and decisions are often made sooner than candidates expect.
In this environment, understanding where to look, how to stay visible, and how companies actually hire matters more than ever.
It is also easy to lose confidence when responses are slow or rejections stack up. That experience is real, and it can be draining. But it is worth saying clearly that losing trust in the process rarely helps the outcome.
Job searching is as much about momentum and mindset as it is about applications.
Living in constant negativity makes the process feel heavier than it already is. Shifting towards a more positive, realistic outlook does not mean ignoring challenges. It means recognising that roles do exist, movement is happening, and the right opportunity is often a matter of timing as much as fit.
As we move into 2026, there are clear signs of change. More companies are hiring again. Teams are rebuilding. New roles are opening across product, sales, customer success, and operations within EdTech.
Staying visible, continuing to engage with the sector, and trusting that there is a role for you is not naïve. It is necessary.
A mindset of abundance does not guarantee results overnight, but it does keep you open, proactive, and ready when the right opportunity appears.
And in a fast moving market, that readiness makes all the difference.
