Resources - Employers

Cold outreach in the education sector is not about volume or speed. It is about relevance, timing, and trust. This article explains how EdTech founders and CROs can approach cold outreach to schools, colleges, and universities in a way that respects long sales cycles, multiple stakeholders, and the realities of education. It offers practical guidance on messaging, pacing, and relationship building to create conversations that lead to sustainable growth rather than short term wins.

In early-stage EdTech, trying to hire for multiple roles at once can be a costly mistake. This blog explores why focusing on one live role at a time is a smarter, more sustainable approach to hiring. It helps founders improve quality, speed, and candidate experience while protecting the economics of their recruiting partnerships. The post also outlines when and how to evolve into multi-role delivery models as hiring needs grow, offering founders a clear path from early-stage support to structured recruitment capacity.

Hiring a salesperson is one of the most consequential decisions an EdTech founder will make. Hire too early and you burn cash. Hire the wrong profile and you risk concluding that sales does not work, when the real issue is timing, structure, or fit. This guide breaks down when to hire your first sales role, which type of salesperson makes sense at each stage, how to design a fair and effective interview process, and why values alignment matters as much as experience. It is written for founders navigating long EdTech sales cycles who want to build a credible, sustainable go to market function rather than chasing quick wins.

Recruitment retainers can be a smart way for early-stage EdTech founders to scale hiring quickly and efficiently. But the model only works when expectations are clear, roles are well-defined, and both parties understand what success looks like. Learn how to build a strong, sustainable partnership that helps you hire faster without the usual friction.

Many EdTech founders scale fast, but without clarity, hiring exposes deeper problems. This post explains why pausing to define goals, KPIs, and roadmaps leads to smarter, more sustainable growth.

Early career hiring is tightening as AI speeds up junior tasks, costs rise, and application volumes surge. Apprenticeships and skills based hiring are growing, and the winners will be employers who redesign junior roles around learning, judgment, and impact, plus candidates who show AI literacy and strong human skills.

Hiring in EdTech is tough, and choosing the wrong recruitment model can slow everything down. Here is a simple breakdown of how contingent, retained and hybrid search work, what each costs, and when you actually pay the fee. Whether you need speed, precision, or long term accountability, the right model can make or break your next hire. RecruitHer helps EdTech companies pick the approach that fits their stage, budget and talent needs.

The EdTech market is set to surpass 815 billion by 2035. Here is what this means for hiring, future skills and the teams EdTech companies need to build. A RecruitHer perspective on the talent shaping the next decade of education technology.

EdTech hiring rarely slows down because of the market. It slows down because hiring managers know exactly what they need while in house recruiters search for generalist CVs. The mismatch pushes managers to take over the process, costing around forty hours of lost time per hire. Add vague job ads, fluffy job descriptions, slow interview cycles and unclear salary ranges and momentum disappears.

EdTech hiring speed comes from clarity and preparation. Specific ads bring better applicants. Hiring from your customer base cuts ramp time. A simple pre screen removes guessers. A lean interview process keeps strong candidates engaged. Networks beat job boards every time. The fastest teams treat hiring like ongoing prospecting rather than a fire drill.

EdTech teams grow fast and change even faster. With global hires, hybrid work and big expectations, the real difference maker is not just technical skill. It is how leaders communicate. Research from Gallup, Deloitte and McKinsey shows that strong, empathetic communication drives engagement, productivity and trust. Here are the key takeaways every EdTech leader should know.

In a crowded EdTech calendar, deciding which events to attend—or host—is a major strategic choice. This article explores why the most successful companies are shifting focus from pure sales to community building. Featuring insights from Hossam Fahmy (Classera) on the growth of InnoXera, we guide you through starting a community from scratch, scaling to a flagship event, and the top global conferences you need to know.

A hiring plan designed for early-stage EdTech company that outlines when and who to hire, how to align hiring with traction and funding, and where to keep things lean, focusing on roles that directly unlock growth like sales, customer success, and go-to-market. It’s a roadmap built for flexibility, structure, and sustainability, so your hiring scales with your business, not ahead of it.

Accidental managers are everywhere — especially in fast-growing EdTech companies where specialists suddenly find themselves leading teams. Without the right support, they risk disengagement and burnout. This post explores how to turn “accidental managers” into “deliberate leaders” through coaching behaviours that build trust, engagement, and productivity.

Discover what defines top-performing EdTech sales professionals and why hiring the right people is crucial in a changing education market. Learn about resilience, relationships, salaries, and how AI is reshaping the sales cycle.

Learn how to build a strong, memorable EdTech brand that stands out. This guide for founders covers key principles, common mistakes, and actionable steps to drive growth and secure investment.