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Finding strong candidates in today’s market is not the problem. Finding the right candidates is.
In a candidate-heavy market, posting a job and waiting is no longer enough. The strongest hires often don’t come from inbound applications. They come from relationships, networks, and proactive search.
If you want to build high-performing teams in EdTech, you need to approach sourcing differently.
Here are the most effective ways to find the right people.
The best candidates are rarely actively applying.
They are already employed, performing well, and not actively looking. But they are open to the right opportunity.
This is where long-term thinking matters.
Consistently speaking to people in your space helps you:
understand what strong looks like
build trust over time
create a warm pipeline for future roles
When the right role opens, you are not starting from zero. You already know who to call.
Most hiring managers underestimate the strength of their own network.
If you have built a presence on LinkedIn or within the EdTech space, you already have access to relevant people.
Instead of relying only on job ads:
share what you are hiring for
ask for introductions
be clear about the profile you need
Warm introductions often lead to higher-quality candidates and faster hiring processes.
Job ads still have a place.
They create visibility and attract active candidates.
But in a candidate-heavy market, they also bring:
high volume
mixed quality
significant time spent screening
The risk is spending too much time reviewing applications that are not aligned.
Job ads should be part of your strategy, not the only strategy.
Tools like LinkedIn Recruiter allow you to be more proactive.
You can:
build targeted candidate profiles
filter by experience, company, and skills
identify people who are open to opportunities
This is where you move from waiting to searching.
The key is to go beyond basic filters and think carefully about:
which companies your ideal candidates come from
what type of roles they’ve held
what sector exposure they have
Your competitors are one of the most obvious talent pools.
They already understand:
your product category
your customer base
your market challenges
Reaching out to them can be effective.
But there are a few things to keep in mind:
some candidates may have non-compete agreements
direct moves between competitors can be sensitive
This approach works best when done thoughtfully and strategically.
Not every strong hire has to come from direct competitors.
In EdTech, adjacent experience can be valuable.
Look for candidates who:
sell into similar customers
work with similar products
understand similar buying processes
For example:
someone selling into higher education in another sector
someone working with learning or workforce tools
They may not have EdTech on their CV, but they understand the environment.
This is where many companies accelerate their hiring.
A specialist recruiter:
already has an active network
knows who is open to moving
understands what good looks like in your space
More importantly, they can access candidates who are not visible through job ads or basic searches.
In EdTech, where context matters, this becomes even more valuable.
What is the best way to find candidates in EdTech?
There is no single best way. The strongest approach combines multiple channels, including networking, direct outreach, job ads, and recruiter support.
Are job ads still effective?
Yes, but they tend to attract high volumes of candidates. They are useful for visibility but should not be your only sourcing method.
What are passive candidates and why do they matter?
Passive candidates are not actively looking for jobs but may be open to the right opportunity. They are often highly skilled and harder to access, which makes them valuable.
Should I hire from competitors?
It can be effective because those candidates already understand your market. However, you should be mindful of non-compete clauses and approach this carefully.
Can I hire from outside EdTech?
Yes, especially if candidates have experience with similar customers or products. Adjacent sectors can be a strong source of talent.
Is LinkedIn Recruiter worth using?
Yes. It allows for targeted searches and helps you proactively find candidates rather than waiting for applications. It can get pricey though.
Why is hiring so difficult in a candidate-heavy market?
Because volume does not equal relevance. There are many candidates, but fewer who truly match your needs in terms of skills, experience, and sector understanding.
How can RecruitHer help with sourcing candidates?
RecruitHer combines network, market insight, and targeted search to identify candidates with both commercial ability and sector knowledge, improving the quality and speed of hiring.
