‍The Future of EdTech and what it means for hiring, talent and the teams we build

The EdTech market is no longer a niche add on to traditional learning. It has become core infrastructure for schools, universities, enterprises and lifelong learners. Recent global data shows the EdTech industry is projected to grow from USD 167.02 billion in 2024 to over USD 815 billion by 2035. That is a compound annual growth rate of more than fifteen percent, driven by AI, hybrid learning, digital content and the rising need for scalable education solutions.

This surge is reshaping everything from product roadmaps to procurement cycles. But one area organisations often overlook is the impact this growth will have on talent. What kind of people will companies need to hire. How should teams evolve. What skills will be essential in the next decade. And how can EdTech companies stay competitive when the market moves this fast.

Personalised learning and AI driven products will change the skills companies hire for

EdTech platforms are moving towards personalised, adaptive and data informed learning at scale. AI powered tutoring, analytics driven assessment, and mobile first content are no longer emerging features. They are expected.

This shift means companies will increasingly need to hire talent with:

• strong data literacy
• understanding of AI ethics in education
• experience designing or selling adaptive learning systems
• knowledge of pedagogy and learning science
• product managers who understand both education and technical teams

Organisations that fail to hire people who understand how AI affects learners will struggle to build trust with schools and institutions.

Hybrid education models require teams that understand real classroom dynamics

As hybrid and flexible learning becomes standard, EdTech companies must bring in talent that understands how tools are used in real classrooms. This includes teachers transitioning into product roles, sales leaders with experience navigating school procurement and customer success talent who can train teachers effectively.

RecruitHer already sees a growing demand for:

• pedagogy informed product managers
• implementation specialists
• customer success teams with teaching experience
• sales talent who understand MATs, universities and ministries

EdTech companies that hire purely technical or purely commercial profiles will be at a disadvantage. The future belongs to talent that understands both.

Corporate learning and upskilling is booming, which changes the commercial hiring landscape

Corporate EdTech continues to accelerate due to workforce reskilling demands in cybersecurity, cloud computing, data science and soft skills. This shift means companies now need:

• enterprise sales talent with experience selling into HR and L and D teams
• partnerships leaders who can work with global training providers
• content creators who understand industry specific skill gaps
• instructional designers who can build micro credentials and pathways

These profiles are scarce, and competition is already high.

International expansion means hiring global, culturally aware teams

EdTech growth is strongest in Asia Pacific, the Middle East and Latin America. This creates new hiring challenges. Companies need:

• regional sales managers with cultural insight
• local subject matter experts
• multilingual customer support talent
• marketing teams who can localise messaging
• people who understand policy, curriculum and regulatory differences

Global expansion requires teams that reflect global learners.

AR, VR and immersive learning open new talent categories

As AR and VR move into mainstream education, companies will need:

• 3D designers
• simulation experts
• developers familiar with educational psychology
• learning experience designers

EdTech is becoming more multisensory, which means hiring must expand beyond traditional software profiles.

Integration and partnerships will become essential and this changes hiring too

With more mergers, acquisitions and ecosystem collaborations, EdTech companies need talent with:

• partnership building skills
• experience managing resellers and distributors
• understanding of channel strategy
• ability to navigate ministries and government frameworks

Partner driven growth is already becoming a standard model in global EdTech.

Data privacy, cybersecurity and compliance will shape future hiring

Rising volumes of learner data require stronger internal governance. Companies will increasingly seek:

• compliance specialists
• education focused data protection officers
• AI ethics consultants
• cybersecurity leads

Trust is now a product feature. Teams must reflect that.

So what does all of this mean for hiring in EdTech

The next decade will favour companies that build teams with:

• deep education sector experience
• hybrid technical pedagogical skills
• understanding of global markets
• diversity of background and thought
• strong communication and leadership abilities
• adaptability in fast changing environments

‍

The EdTech industry is scaling faster than ever. The organisations that will lead are the ones that invest early in the right people, build inclusive teams and hire talent that understands both the learner and the technology shaping their future.

‍