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Hiring in education technology is not the same as hiring in general tech.
You are not just looking for someone who can sell software, manage accounts, lead customer success or build partnerships. You are looking for people who understand education, learning, budgets, policy, procurement, pedagogy and the reality of working with schools, universities, publishers, assessment providers and digital learning platforms. That is a very specific mix.
At RecruitHer, we work with global education technology, eLearning and digital learning organisations that are scaling and need the right people to support that growth. We help companies find talent that matches the role, the company culture, the sector and the stage of the business.
We also champion diverse talent, predominantly women. But let’s be clear. We do not exclude anyone. We work with the right candidates when their skills, experience and goals align with the role.
Fair hiring should widen the talent pool, not narrow it.
Education technology is not one single market.
A role in educational publishing is different from a role in assessment. Selling into K 12 is not the same as selling into higher education. Working with schools is different from working with universities, ministries, employers, publishers, awarding bodies, learning providers or workforce training organisations.
The best candidates understand those details.
They know the language of the sector. They understand the sales cycles. They know how decisions are made. They understand what matters to teachers, leaders, students, parents, institutions and buyers.
They may also need experience across learning management systems, student information systems, assessment platforms, accessibility tools, digital transformation projects, online learning, AI in education, content platforms, data systems, safeguarding tools or workforce skills products.
That is why the words matter.
EdTech, eLearning, digital learning, education technology, learning technology, assessment technology, education data, digital transformation, LMS, SIS and accessibility are not all the same thing. They often sit under the same broad umbrella, but they serve different buyers and solve different problems.
At RecruitHer, we understand these nuances because we come from the sector.
Our founder, Emilia, is a former teacher. She has worked in higher education and across several education technology organisations. She understands the needs of the market, where it is going and what good talent looks like in practice.
That means we are not guessing from the outside.
The education technology market is moving through a big shift.
For years, many companies could win attention by offering digital tools that made learning more accessible, faster or easier to manage. That still matters. But the bar is now higher.
Schools, universities and education buyers are asking harder questions.
Is the product safe?
Does it work?
Does it reduce workload?
Does it improve outcomes?
Can it fit into existing systems?
Can it support accessibility and inclusion?
Can teachers use it without needing three coffees, four training sessions and a small emotional support group?
This is especially true as AI becomes a bigger part of education. Companies now need people who can talk about AI clearly and responsibly. They need talent who can explain evidence, ethics, safeguarding, data, accessibility and impact.
That changes hiring.
An education technology company may still need a strong sales person, but they may also need someone who understands education policy, AI safety, procurement and learning outcomes.
They may still need a customer success lead, but now that person may need to support teacher adoption, show impact and help schools use the tool well.
They may still need a partnerships person, but that person may need to work across governments, publishers, assessment bodies, school groups, universities and workforce training providers.
The job title might look familiar. The skills underneath it are changing.
Global hiring in education technology cannot be treated as one single search.
Different countries have different priorities, funding routes, digital maturity and buying behaviour. That means the right candidate in one market may not be the right candidate in another.
The UK is a mature market where schools already use a lot of technology. The next stage is more about safe AI, evidence of impact and tools that reduce workload. That means companies need people who can speak with credibility about trust, safeguarding and measurable outcomes.
Spain is investing heavily in teacher digital skills and vocational education. This creates demand for candidates who understand capability building, teacher training and how digital tools support workforce needs.
The Netherlands is digitally mature and places strong value on interoperability, standards and evidence. Suppliers need people who understand systems, procurement and how to work in a market where quality expectations are rising.
Norway has strong digital access, but the focus is moving toward learning impact and digital skills. That means candidates need to show how products move beyond devices and into real outcomes.
Italy has strong digital ambition, but still faces a large digital skills gap. This creates space for companies offering digital capability, AI support and learning solutions that help people build confidence with technology.
Türkiye is investing in AI and immersive learning, including virtual learning environments. This favours companies that can scale, work with infrastructure needs and bring talent who understand large education systems.
France has strong national investment in AI, digital education and future skills. Companies entering or growing there need people who can work with both education buyers and broader technology priorities.
Ireland has a high digital baseline and strong school digitisation activity. This favours more advanced solutions and candidates who can sell, support and explain value beyond the basics.
Belgium has strong digital capability but faces teacher and STEM talent shortages. This creates opportunities for professional development, STEM tools and digital competence solutions.
Finland has one of Europe’s most digitally skilled populations and growing AI adoption. Foundational tools may not be enough there. Companies need talent who can position advanced solutions clearly.
The UAE is moving quickly on AI in education, digital learning and future skills. There is strong focus on scale, quality, trust and education systems that prepare learners for a changing economy. Companies hiring for the UAE often need people who understand premium education, government priorities, school groups and regional growth.
Egypt has a large education market and a strong national focus on digital transformation, ICT skills and AI in teaching and learning. With a young population and growing demand for access, there is space for companies that support teacher development, workforce readiness and online learning at scale.
Poland is a strong technology market with growing focus on digital skills, AI capability and ICT talent. It also has active interest in bringing more women and girls into digital careers. This creates opportunities for companies working in STEM learning, coding, digital skills, employability, assessment and career pathways.
Ukraine has built strong digital public services and continues to invest in digital skills, education access and reskilling, even while facing huge pressure from the war. Digital learning is closely linked to resilience, employability and national recovery. Suppliers who understand access, cybersecurity, workforce transition and practical digital education will be better placed to build trust.
The point is simple.
Market context changes hiring.
A candidate who can sell brilliantly in one region may need different knowledge, language and networks in another. A product person who understands K 12 in the UK may not automatically understand higher education in France, vocational training in Spain or digital skills in Poland.
This is why sector knowledge matters.
Recruitment is often treated like a support function.
It is not.
Hiring changes the speed, quality and direction of a company.
The right hire can help a company enter a new market, build trust with buyers, shorten sales cycles, improve customer retention and reduce pressure on founders.
The wrong hire can slow everything down.
That is especially true in education technology because the sector is complex. Buyers are cautious. Budgets are tight. Implementation matters. Evidence matters. Relationships matter.
When companies hire people who already understand the market, they can reduce onboarding time and ramp time.
They do not need to spend months learning why school procurement is slow, why teachers are stretched, why university buying groups involve so many people, why accessibility cannot be an afterthought or why evidence of impact matters more than a shiny feature list.
They already get it.
That saves time, money and quite a few awkward internal meetings.
We care about pedagogy. We care about learning. We care about the quality of education products and the people who bring them to market.
But we also know that strong mission alone does not build a company.
Education technology organisations need people who can deliver. They need talent that can lead growth, build partnerships, sell well, support customers, understand learning needs and work across complex education systems.
So when we source candidates, we look at the whole picture.
Do they have the right experience?
Do they understand the sector?
Can they work with the customer base?
Do they match the culture?
Can they grow with the company?
Can they talk about product value in a way that makes sense to educators and buyers?
Can they reduce onboarding time and start adding value sooner?
That last point matters. Hiring someone who has the right sector knowledge can save months of ramp time.
This is one of the biggest things that separates RecruitHer from other recruitment agencies.
We are not generalists.
We do not work across every sector and hope the same search method applies everywhere.
We specialise in education technology, eLearning and education talent. That gives us a sharper view of the market, the candidate pool and the needs of growing companies.
We understand the difference between a candidate who looks good on paper and a candidate who can actually work well in an education technology setting.
That difference matters.
Because when you are scaling, the wrong hire is not just inconvenient. It can slow growth, affect team morale, increase manager workload and cost more than expected.
A good hire brings skill, judgment and momentum.
We support organisations in a few different ways, depending on what they need.
This is a common model for companies hiring for one or more roles.
The fee is paid when a candidate is successfully placed. Our contingency fees are usually between 12 and 25 percent of the candidate’s annual salary, depending on the role, seniority, location and search needs.
This can work well when a company has a clear role, a defined brief and wants access to relevant candidates without committing to a fixed fee upfront.
Retained search works well when a company wants a more focused partnership.
This is often a good fit for senior roles, harder to fill roles or when a company needs to hire several people for the same type of role in one location or market.
For example, if an organisation needs to hire a group of sales people, customer success managers or partnership leads, we can run one focused search and build a strong pool of relevant candidates.
That can make the process more cost effective for the company, because we are mapping one role type and using that search across several hires.
We also support education technology companies that are reducing their workforce.
This is never an easy situation. But when people are leaving a business, companies can still choose to support them well.
Our outplacement support helps employees prepare for their next move. This can include CV support, positioning, job search strategy, interview preparation and career coaching from people who understand the education technology talent market.
This gives people more confidence, more direction and better support at a difficult point in their career.
It also helps companies show care and responsibility when making hard business decisions.
The education technology talent market is full of people with strong skills. But matching those skills to the right role takes care.
A brilliant sales person from another sector may not always understand the pace, language and buying process of education. A great customer success manager may need different experience depending on whether they are working with schools, universities, publishers, assessment providers, learning platforms or enterprise learning teams.
The details matter.
That is why we look beyond job titles.
We look at what someone has actually done, who they have worked with, what kind of product they have supported, what stage of company they have worked in and how their experience matches the role.
We also look at the product area.
Is it assessment?
Is it digital learning?
Is it an LMS or SIS?
Is it accessibility technology?
Is it AI in education?
Is it teacher professional development?
Is it content, publishing or curriculum?
Is it workforce learning, skills or employability?
Is it analytics, data or school administration?
These distinctions matter because buyers, users and implementation needs are different.
This helps companies hire people who are not just available, but right.
RecruitHer is not sitting outside the sector, watching from a safe distance with a cup of tea.
Emilia is part of the European EdTech Alliance and Doha Accelerator, where she works with education technology start ups at different stages and contributes to the growth of the sector across Europe.
That means we stay close to the conversations, challenges and opportunities shaping digital learning, AI in education, assessment, skills, workforce learning and education transformation.
We see what companies are building. We hear what founders are struggling with. We understand what teams need as they grow.
That knowledge shapes how we recruit.
RecruitHer was built to help education technology companies grow through better, fairer hiring.
We believe strong teams need more than technical skills. They need diversity of thought, lived experience, sector awareness and people who care about the work they are doing.
We champion diverse talent, predominantly women, because too many brilliant people are still overlooked, underpaid or underestimated.
But our work is not about box ticking.
It is about helping companies find the right person for the right role. Someone with the skills, experience and mindset to do the job well.
It is also about helping candidates move with more choice, clarity and confidence.
Better hiring should support growth for companies and agency for people.
That is the work we care about.
If your organisation is scaling and you need the right talent, we would love to hear what you are building.
Whether you work in EdTech, eLearning, assessment, digital transformation, AI in education, accessibility, learning management systems, student information systems, publishing, online learning, workforce skills or education data, we can help you find people who understand the work.
Book a call with RecruitHer and let’s talk about your hiring needs, the roles you are planning and how we can support your next stage of growth.
