Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.
EdTech is not just another SaaS category.
It sits at the intersection of learning, technology, and commercial growth. And that creates a very specific hiring challenge.
Companies are not just looking for people who can sell, build, or operate.
They are looking for people who understand how education works.
That’s where recruitment in EdTech becomes different.
We are currently in a candidate-heavy market.
There is no shortage of talent. In fact, many companies are overwhelmed with applications.
But volume is not the problem.
Relevance is.
Strong candidates are often overlooked, not because they lack experience, but because they lack context. They don’t understand the sector deeply enough. They don’t understand how schools, universities, or learning environments actually operate.
And that gap shows quickly.
In EdTech, that gap slows down sales cycles, impacts product adoption, and creates friction across teams.
EdTech companies operate in complex environments.
They sell into schools, universities, and training organisations.
They navigate procurement cycles, budgets, and policy changes.
They rely on trust, credibility, and long-term relationships.
This means hiring decisions carry more weight.
You’re not just hiring for skill.
You’re hiring for understanding.
The people who succeed in EdTech are those who can bridge both worlds:
education and commercial execution.
RecruitHer was built to bridge that gap.
We work exclusively within education and EdTech, partnering with companies to build high-performing, inclusive go-to-market teams.
Our focus is not on transactional hiring.
We work as a strategic talent partner, aligning hiring decisions with business growth, team structure, and long-term goals.
That means understanding:
where your company is in its growth journey
what your revenue goals look like
how your team needs to evolve
Hiring is not a one-off decision. It’s part of your growth strategy.
We partner with EdTech companies at different stages, including:
Early-stage companies building their first commercial teams
Growth-stage organisations expanding into new markets
Leadership teams strengthening their hiring approach and team structure
Founders who want to scale sustainably, not just quickly
Across all of these, the challenge is similar.
They need people who can deliver commercially, while understanding the education sector they operate in.
This is where RecruitHer stands apart.
We don’t just focus on skills.
We focus on sector-informed talent.
That includes professionals who:
understand pedagogy and how people learn
have experience working in or alongside education systems
can translate that understanding into commercial impact
We work with:
former educators transitioning into EdTech
experienced EdTech professionals looking for their next move
commercial leaders who understand both growth and education
And importantly, we match that experience carefully.
A candidate who has worked with higher education institutions is not the same as someone who has worked in K-12.
A product-led EdTech company requires different talent than a sales-led organisation.
We align:
the candidate’s background
the company’s focus
and the stage of growth
That alignment is what drives performance.
There is a growing focus on technology, particularly AI, within EdTech.
But technology alone is not enough.
Understanding how people learn, how teachers teach, and how institutions operate is still critical.
This is why we are particularly passionate about bringing more education-informed talent into the sector.
Because the strongest EdTech companies are not just technically strong.
They are grounded in real educational understanding.
At RecruitHer, we see hiring as part of a wider talent ecosystem.
It’s not just about attracting people.
It’s about:
positioning talent correctly
aligning individuals with the right organisations
supporting onboarding and early performance
maintaining long-term relationships
This ecosystem approach strengthens:
retention
leadership development
team stability
And ultimately, it supports growth.
What makes recruitment in EdTech different from other sectors?
EdTech sits between education and commercial growth. This means hiring is not just about skills. It’s about understanding how education systems work, how institutions buy, and how learners engage. Candidates who bring both sector knowledge and commercial ability tend to perform better and ramp up faster.
What types of roles does RecruitHer support?
We focus on go-to-market and growth roles within EdTech.
This includes:
sales and business development
customer success and implementation
partnerships
marketing
operations and leadership roles
We also support more senior hires, including Heads of, Directors, and C-level positions.
What kind of candidates do you work with?
We work with professionals who have a strong connection to education or EdTech.
This includes:
former educators moving into industry
experienced EdTech professionals
commercial leaders with sector understanding
Our focus is on candidates who combine skill with context. People who understand the environment they are operating in.
Do you only work with EdTech companies?
Yes. We specialise exclusively in education and EdTech.
This allows us to:
build a highly relevant network
understand where talent sits
match candidates more accurately to company needs
We prioritise depth over breadth.
How do your fees work?
We work with a range of fee structures depending on the type of search.
For contingency-based recruitment, fees typically range from 10% to 25% of the candidate’s annual salary. This depends on the role, level, and complexity of the search.
We also offer retained search, where we work in closer partnership on more strategic or senior hires. Retained projects typically start from around £3,500 per role, depending on scope.
We always align the model with the needs of the business and the nature of the hire.
Why would I choose retained search over contingency?
Retained search is best suited for:
senior or leadership roles
hard-to-fill positions
companies that want a more structured and dedicated approach
It allows for deeper market mapping, stronger candidate engagement, and closer alignment with your hiring strategy.
How involved are you in the hiring process?
We act as a partner, not just a supplier.
Our involvement can include:
defining the role and hiring brief
mapping the market
sourcing and engaging candidates
supporting interviews and decision-making
staying involved through onboarding and early-stage ramp-up
The level of involvement depends on the partnership model.
How do you ensure the right fit?
We focus on alignment across three areas:
skills
sector experience
company stage and culture
We don’t just look at whether someone can do the job.
We look at whether they will succeed in your specific environment.
How long does a typical hire take?
This varies depending on the role and level of seniority.
Generally:
mid-level roles can take a few weeks
senior or leadership roles can take longer due to market mapping and stakeholder alignment
We prioritise quality and fit over speed alone.
Who do you typically work with?
We usually partner with founders, CEOs, CROs, CMOs, CTOs, Chiefs of Staff, and talent leaders within EdTech organisations.
Most of the companies we support are:
expanding into new regions or markets
building or scaling their go-to-market teams
looking to strengthen their hiring approach with sector expertise
We often work with companies that want the support of a boutique partner who can either run the full search or work alongside their internal team.
If you want to make it slightly more premium, you could add
