Navigating a Career Change from Teaching: Why Sector Insight Matters

Hey, my name is Emilia Kruszewska and I'm a career coach and consultant who works with teachers navigating a career change.

I began my career in education, working with both children and adults, before moving into higher education and later transitioning into global EdTech organisations in customer-facing roles. Today, I work as a recruiter in the education and EdTech spaces, partnering with founders, hiring managers, and leadership teams globally.

Alongside this, I contribute to the sector as a guest lecturer at universities, and I am a member of the European EdTech Alliance and DOHE, an EdTech accelerator supporting innovation and growth in the EdTech sector.

This perspective allows me to operate across education and industry. I understand how educators work, and I understand how hiring decisions are made.

Which is exactly where the gap exists for teachers looking to transition.

Why teachers are seeking career coaching

Teacher attrition remains a growing concern globally. According to OECD and UK Department for Education data, a significant proportion of teachers consider leaving the profession within the first five years, often citing workload, lack of progression, and limited recognition.

At the same time, EdTech and broader learning and work sectors are expanding, creating new opportunities for professionals with education backgrounds.

However, there is a disconnect.

Teachers bring highly transferable skills, yet many struggle to secure roles outside the classroom. Not due to lack of capability, but due to lack of alignment between their experience and how the market evaluates talent.

This is where career coaching becomes relevant.

What makes an effective career coach for teachers

Career coaching is not a one-size-fits-all service.

For teachers, effective support requires sector-specific understanding. It requires someone who can translate classroom experience into commercial value, and who understands how hiring works in practice.

Research from organisations such as the Chartered Institute of Personnel and Development highlights that hiring decisions are increasingly outcome-focused. Employers prioritise evidence of impact, relevance to the role, and clarity in communication.

This creates a challenge for educators, whose experience is often framed in educational rather than commercial terms.

An effective career coach should therefore provide more than general guidance. They should offer:
clear role alignment based on experience
translation of skills into market-relevant language
insight into hiring expectations and processes
structured guidance through the transition journey

My approach to teacher career coaching

My approach is grounded in lived experience across the full education to EdTech pathway.

I began as an educator, later becoming a school principal and successfully building and exiting my own school after seven years. This provides a strong foundation in leadership, operations, and strategic growth within education.

I then transitioned into higher education, gaining experience in professional services and institutional processes. This added a broader understanding of how education systems operate at scale.

Following this, I moved into global EdTech organisations, working in customer-facing roles and gaining direct exposure to how products are positioned, adopted, and scaled.

Today, as a recruiter in the EdTech and education space, I work closely with founders and hiring managers on a daily basis.

This is a critical differentiator.

It means my guidance is not theoretical. It is informed by real hiring conversations, real roles, and real expectations in the market.

The importance of recruiter insight in career coaching

One of the most overlooked aspects of career coaching is proximity to hiring.

Many career coaches focus on mindset, confidence, and general career direction. While valuable, this does not always translate into successful outcomes in competitive markets.

Recruiter insight provides a different layer of value.

It offers visibility into:
what hiring managers prioritise
how CVs are assessed
what language resonates in applications and interviews
why strong candidates are sometimes overlooked

This is particularly important in EdTech, where roles often require a combination of sector understanding and commercial awareness.

A focused and selective approach

Emilia works with a limited number of individuals at any given time.

This is intentional.

Career transitions require focus, accountability, and tailored support. Working with a smaller cohort allows for a more structured and personalised approach.

She typically partners with individuals who are:
committed to changing their career trajectory
open to feedback and repositioning
willing to take a proactive approach

This level of engagement tends to lead to stronger outcomes.

Why EdTech needs educators

The EdTech sector continues to grow, but many organisations remain heavily weighted towards technical and commercial profiles.

There is increasing recognition that this needs to change.

Educators bring a deep understanding of pedagogy, learner behaviour, and real-world classroom dynamics. These insights are essential for building products that genuinely support learning outcomes.

Bridging the gap between education and industry is not just beneficial for individuals. It is necessary for the sector.

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FAQ

Do teachers really need a career coach to transition into EdTech?
Not necessarily, but it can significantly shorten the process. Many teachers spend months applying without traction due to unclear positioning. Coaching provides structure and direction.

What is the main challenge teachers face when changing careers?
Translating their experience into language that aligns with corporate and EdTech roles. The skills are there, but they are often not communicated in a way hiring managers recognise.

Why is sector-specific coaching important?
Generic advice does not account for the nuances of education or EdTech. Sector-specific coaching ensures alignment with real roles and expectations.

How long does a transition typically take?
It varies depending on clarity, positioning, and market conditions. With a structured approach, transitions can happen within a few months.

What makes recruiter-led coaching different?
It is grounded in real hiring insight. It reflects what employers are actively looking for, rather than general career theory.

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