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The email lands on a Monday morning. The subject line is something like "Organisational Update" or "Important Company News." By the time your team reads it, the restructuring you've been quietly planning for weeks is suddenly very real — for everyone.
If you're a founder, CEO, HR Director, or People Lead at an EdTech company navigating redundancies right now, you already know this feeling. The sector is going through one of its most turbulent periods in a generation. AI is reshaping how students learn. Funding has tightened. Business models that thrived during a pandemic era boom are being interrogated. And the people who built your company, your curriculum designers, your product managers, your sales leads, your learning designers, are caught in the crossfire.
How you treat them in the next 30 days will define your reputation for the next decade.
The numbers are stark. Chegg cut nearly half its workforce in 2025. Boundless Learning, formerly Pearson Online Learning Services, shed 40% of its global staff. Across UK universities and edtech platforms, thousands of skilled professionals are suddenly looking for what comes next.
But behind every headline is a person. Someone who believed in your mission. Someone who stayed late to hit a product deadline. Someone who probably told their family and friends they worked at one of the good ones.
What happens to them after the announcement matters, not just morally, but commercially, legally, and reputationally. Glassdoor reviews live forever. Word travels fast in a sector as connected as edtech. And the talent market has a long memory.
Outplacement support is a service your company pays for on behalf of departing employees. Rather than leaving people to navigate the job market alone, you invest in helping them land well. It protects your employer brand, reduces the risk of grievances and tribunal claims. The problem is that most outplacement is impersonal, portal-driven, and generic. Large providers give departing employees a login to a digital platform. There are video modules. Templates. AI-generated CV suggestions. Webinars with forty people on a call. The human being in the middle of a career transition, frightened, uncertain, questioning their identity and their worth, gets a ticket number.
That is not good enough. Not for your people. And frankly, not for your brand.
At RecruitHer, we work exclusively with professionals from within the education and technology sectors. That is not a marketing line. It is a deliberate choice rooted in a simple belief: you cannot truly support someone through a career transition in a sector you don't understand.
We know the difference between an instructional designer and a learning experience designer, and how to position each one. We know which edtech companies are hiring right now, which corporate L&D teams are looking for people with platform experience, and which startups are desperate for someone who has scaled a curriculum from zero to a hundred thousand learners.
When one of your people sits down with us, they are not talking to a generalist career coach reading from a framework. They are talking to someone who has spent years inside this world — who understands the language, the culture, the career paths, and the doors that are open to them.
Our work is grounded in values.
Before we talk CVs or job boards, we explore what matters to the individual. What kind of work energises them. What kind of environment lets them thrive. What they want their working life to look like — not just in the next role, but in the next chapter.
This isn't soft. It's strategic. People who take roles aligned with their values stay longer, perform better, and contribute more. As a former employer, you benefit from knowing your alumni landed somewhere that actually fits them. As the person in transition, it's the difference between finding a job and finding the right job.
Our programmes include:
Deep-dive career strategy — A structured exploration of each individual's strengths, skills, experience, and direction. We don't assume the next step is obvious. For many people in edtech, it isn't — and the best opportunities are often ones they hadn't considered.
CV and LinkedIn transformation — Not a light edit. A complete repositioning of how each person presents themselves to the market, with particular attention to translating sector-specific experience into language that resonates beyond edtech.
Interview coaching and mock practice — Real preparation for real conversations. We know how edtech companies hire, how tech companies hire, how corporate L&D teams hire. We prepare people for the specific rooms they're likely to walk into.
Job search strategy and networking — A targeted, personalised approach rather than blanket applications. We help people work smarter, not harder, in a market that rewards focus and relationships over volume.
Active placement support — This is where we are genuinely different. We are not just coaches. We are recruiters. We have live relationships with employers who are actively hiring. Your departing employees don't just receive coaching and then go it alone — they gain access to our network, and in many cases, we actively work to place them.
Progress reporting — Regular, transparent updates to your HR or People team throughout the programme. You'll know how people are progressing without ever compromising the confidentiality of their individual coaching journey.
For Founders:
You built something. You hired people who believed in it. Restructuring is painful precisely because it means acknowledging that what worked yesterday needs to change.
The way you handle departures sends a signal — to the people leaving, to the people staying, to your investors, and to every future hire who will google your company name before accepting your offer.
Investing in genuine, high-quality outplacement support says something about who you are as a leader. It says that growth and change don't have to mean abandoning the people who helped you get here.
It also makes commercial sense. A well-handled redundancy process significantly reduces the risk of costly employment tribunal claims. The investment in outplacement is almost always less than the cost of a single dispute.
We know that when restructuring hits, HR teams are managing enormous complexity — consultation processes, legal obligations, internal communications, leadership anxieties, and the emotional weight of delivering difficult news to colleagues.
The last thing you need is an outplacement provider who requires extensive handholding.
We take ownership of the candidate experience from the moment your employees are referred to us. We are responsive, professional, and deeply familiar with the sensitivities of redundancy situations in education and technology environments. We handle the human side so you can focus on the operational one.
Our pricing is transparent and built for organisations of all sizes — from a startup making five redundancies to a scale-up managing fifty. We offer tiered programmes and can work with you to design a package that reflects your budget and the needs of your team.
The education and technology sector has a language, a culture, and a talent market that is unlike any other. The people who work in it are often purpose-driven, values-led, and deeply invested in the impact of their work.
When they face redundancy, they don't just need someone to polish their CV. They need someone who understands what they've built, why it mattered, and how to communicate that to the world beyond their current employer.
That is what we bring.
We champion the people from this sector because we believe in what this sector does. Education changes lives. The people who work in it, whether they're building AI-powered learning platforms, designing curriculum for universities, or supporting students through edtech products — deserve to be championed by someone who genuinely understands their world.
If your organisation is currently navigating restructuring — or anticipating it — we'd welcome a conversation. One that starts with understanding your situation and ends with a clear picture of how we can support your people.
The next role is out there for every single person on your list. Our job is to help them find it, and to make sure it's the right one.
We work exclusively with professionals from the education and EdTech sectors. If you are an HR Director, People Lead, or Founder managing redundancies and would like to discuss outplacement support, please get in touch directly.
