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Hiring in EdTech is not just about filling a vacancy. You are asking someone to shape products that reach learners, influence teachers and often represent your brand in schools, universities or ministries.
The way you work with a recruitment partner has a huge impact on the quality of the hire, the time it takes and how much risk sits on your side.
At RecruitHer we work almost exclusively in EdTech and adjacent sectors. We see three main models in use.
Each has a place. The key is matching the model with the seniority of the role, the complexity of the brief and how strategic the hire is for your roadmap.
Best when speed matters
This is the model most people know. No placement, no fee.
You brief several agencies or sometimes one specialist partner. They search the market and you only pay if you hire someone they introduce.
In EdTech this works well for roles such as:
These searches are usually about capacity and coverage rather than brand new leadership. Skills are more transferable and there is already a clear playbook.
What it feels like
You receive a flow of CVs, often quickly. The focus is on matching to a job description rather than deeper organisational design. Some agencies will send anyone who looks close. A specialist EdTech recruiter will narrow the list to people who understand both education and commercial reality.
Commitment level
There is no exclusivity. You can use internal talent teams, several agencies and your own network at the same time. The agency can also step away if the search becomes difficult.
Why EdTech companies choose it
Where it can fall short
For senior roles, or when you need a very specific profile such as a woman leader with deep curriculum expertise, contingent search can become noisy rather than strategic. Agencies chase speed instead of alignment and you become one of many briefs on their desks.
At RecruitHer we mainly work on a contingent basis for mid senior commercial and customer roles, but we keep the shortlists tight and sector focused so you are not drowning in CVs.
Best when the hire will change the direction of the company
Retained search is usually reserved for leadership and board roles where a mis hire is expensive and highly visible.
In EdTech that might mean:
What it feels like
You work with one search partner who runs a structured process. They map the market, approach passive candidates, manage confidentiality and guide you through assessment and offer stages. Shortlists are small and curated.
Commitment level
You commit to working only with that search firm for the role. In return they invest serious time in understanding your mission, your culture and your diversity goals. They are expected to fill the role rather than simply send profiles.
Commercials and guarantees
Traditional executive search fees in the wider market often sit between thirty five and fifty percent of total compensation and are paid in stages. Guarantees are commonly around a year because the expectation is that this person will shape strategy, team structure and future hiring.
When EdTech firms use retained search
At RecruitHer we recommend a retained style engagement when the brief is strategically critical and when you want strong representation of women and under represented groups on the shortlist.
Best when you want depth without a heavy upfront fee
Many growing EdTech companies sit between the two extremes. You may be hiring a Head of Sales, Head of Customer Success or Director of Learning Design. These hires are crucial but a full traditional executive search sometimes feels like overkill.
Partnership search is a hybrid model.
What it looks like
Why this works well in EdTech
EdTech hiring often crosses two worlds. You need people who understand pedagogy and outcomes, but who can also lead revenue, product or strategy. That is a small talent pool. A partnership model gives your recruiter the focus and commitment to run a deeper search while keeping commercial risk reasonable.
At RecruitHer we often use this approach for:
When we advise founders, CEOs and people leads, we ask three questions.
RecruitHer focuses on EdTech and education aligned organisations. We specialise in talent that bridges education and business, with a strong emphasis on women and diverse candidates.
We typically work in two ways.
Whichever model you choose, the goal is the same. You want someone who will understand your product, your learners, your buying cycles and your culture, and who can grow with you as the market evolves.
If you are unsure which approach fits your next hire, we are happy to talk it through and map out the options.
Recruitment fees can feel confusing because every agency frames them differently. In EdTech, where budgets are tight and hiring decisions directly affect product adoption, clarity matters.
Here is how the three main models typically work and what you should expect when partnering with RecruitHer.
Best for: Mid senior commercial and customer roles
Fee Range: 18 percent to 25 percent of base salary
When you pay: Only when the candidate starts
Guarantee: Usually 3 months
This model carries no upfront cost. You pay only if RecruitHer successfully places someone. For EdTech companies hiring SDRs, AEs, CSMs or implementation specialists, this makes budgeting simple and low risk.
Why contingent works for early and growth stage teams:
Where the risk sits:
Because agencies get paid only at the end, many firms prioritise speed over quality. At RecruitHer we counter this by specialising exclusively in EdTech talent so your shortlists remain targeted, diverse and highly relevant.
Best for: Executive and strategic roles
Fee Range: 20 percent to 30 percent of total compensation
When you pay: Typically in three instalments
This model gives you maximum commitment from your search partner. Because the work is paid for as it happens, the recruiter invests time in deep market mapping, reaching passive leaders and approaching candidates who would never apply to a job ad.
Why retained works for EdTech:
Where the value sits:
You are paying for depth, accuracy, and the ability to confidently hire someone whose decisions will influence your company for years.
Best for: Senior but non C suite hires
Fee Range: Between contingent and retained
Typically 22 percent to 30 percent of total compensation
When you pay:
Often one instalment upon candidate start date, sometimes with a small engagement fee depending on the scope
Guarantee: 6 months
This model gives you retained search quality without large upfront instalments.
It is the option most EdTech companies choose when hiring:
Why partnership search is powerful for EdTech:
Where the balance sits:
You reduce risk while ensuring your recruiter treats the brief as a priority, not just another vacancy.
We keep fees transparent, predictable, and aligned with outcomes.
No inflated percentages.
No salary-based penalties.
No unexpected add-ons.
Across all roles — mid–senior, leadership, and C-suite — RecruitHer operates on a Flat Fee Model.
Flat fees create a cleaner, fairer, and more scalable hiring model:
Flat fees remove financial guesswork — and eliminate the perverse incentive of recruiters pushing high-salary candidates to maximise commission.
We charge a simple flat fee per hire, payable only when your candidate starts.
These roles follow our Flat Fee Leadership Search Model:
You receive leadership-level search quality without the inflated traditional retained-fee model.
Even at the highest tier, we maintain flat and transparent fees.
This is how executive search should operate:
aligned with outcomes, not compensation inflation.
