20 Jun The Complete Guide to Technology & EdTech Hiring

The Complete Guide to Technology & EdTech Hiring

Introduction: Hiring in the Modern Technology Landscape

 

Technology recruitment has never been more competitive. Whether you’re a rapidly scaling EdTech startup, a school implementing digital transformation, a technology company expanding your team or an MSP building client-facing capabilities, you’re competing for the same pool of exceptional candidates across technical, sales, marketing and operational roles.

At GreatFind Recruitment, we’ve spent over 20 years specialising in technology and EdTech recruitment across all business functions. We’ve witnessed the evolution from traditional IT services to cloud-first architectures, from basic educational software to AI-powered learning platforms, and from simple help desk operations to complex managed service partnerships.

“After 25 years in EdTech and technology recruitment, I’ve learned that technical skills get you through the door, but cultural fit determines whether you’ll thrive. 
Regardless of if you’re placing someone in a sales, marketing, operations or tech-based role, the cultural fit has to be there on both sides.
We’ve seen brilliant developers struggle in collaborative environments and seen technically solid candidates excel beyond expectations because they genuinely understood the organisational mission.” 

–Ravi Patel, Founder, GreatFind Recruitment

This guide uses our teams’ years of expertise to take you through our proven hiring methodology, sharing insights from thousands of successful placements across technology companies, EdTech providers, educational institutions and managed service providers. 

Understanding Your Hiring Needs

 Before posting a single job advertisement, successful organisations take time to clearly define what they actually need. In our experience, this is where many hiring processes go wrong from the start.

The Current Hiring Challenge

Today’s technology landscape demands professionals who can adapt quickly to new tools, work across multiple disciplines and understand both technical capabilities and business outcomes. Whether you’re hiring for:

• Technical roles, such as developers, infrastructure engineers, cybersecurity specialists and data analysts
• Sales positions, such as account managers, business development representatives and technical sales engineers
• Marketing functions, including digital marketers, content creators, product marketers and growth specialists
• Operations roles, such as project managers, customer success managers, HR specialists and finance professionals

The Pitfalls of Immediate vs. Future-Focused Hiring

“I’ve watched countless schools and trusts make the same hiring mistakes over the past two decades. The biggest pitfall? Hiring for today’s problems instead of tomorrow’s opportunities. They’ll bring in someone to ‘fix the server issues’ without considering whether that person can also guide them through cloud migration or AI integration. 
But perhaps the most damaging pitfall is hiring in isolation. Too many decision-makers forget that in education, your IT team doesn’t just serve the technology, they serve teachers, students and learning outcomes. If you hire someone who can’t communicate with a stressed head teacher or patiently help a technophobic colleague, you’ve created a barrier, not a bridge.”

– Neha Kaushal, Recruitment Consultant, GreatFind Recruitment

This principle applies across all our sectors – whether it’s MSPs hiring for current client needs vs. service expansion, technology companies scaling for growth, or EdTech providers building for market evolution.

Key Questions to Ask Before Hiring:

• Strategic Alignment: How does this role support your 2-3 year business objectives?
• Growth Stage: Are you a startup needing versatile generalists or an established company requiring deep specialists?
• Market Position: Are you competing on innovation, cost, service quality or market reach?
• Team Dynamics: Will this person work independently, lead others or integrate into an existing team?
• Budget Reality: Can you compete on salary, or do you need to emphasise other benefits?

Writing Job Descriptions That Attract the Right People

Your job description is often the first impression candidates have of your organisation. In competitive technology and EdTech markets, a well-crafted job description can mean the difference between attracting the best people and struggling with poor applications.

Essential Elements of an Effective Job Description

1. Clear Value Proposition 

Start with why this role exists and why it matters. Whether you’re a technology company disrupting traditional industries, an EdTech provider transforming learning, a school implementing digital innovation or an MSP delivering critical infrastructure, context creates connection.

2. Role-Specific Requirements 

Be specific but realistic about requirements for different function types:

Technical Roles Example:

• Essential: Proficiency in relevant programming languages/technologies, understanding of development methodologies, problem-solving mindset
• Desirable: Experience with specific frameworks, cloud platforms or industry-specific tools

Sales Roles Example:

• Essential: Proven track record in B2B sales, excellent communication skills, understanding of sales processes
• Desirable: Experience in technology/EdTech sales, familiarity with CRM systems, existing industry networks

Marketing Roles Example:

• Essential: Digital marketing experience, content creation abilities, data analysis skills
• Desirable: Experience in technology/EdTech marketing, marketing automation platform knowledge, SEO expertise

3. Company Culture and Environment 

Different sectors have distinct working styles:

• Technology companies: Often emphasise innovation, rapid iteration and flexible working
• EdTech providers: Balance innovation with understanding educational outcomes and user needs
• Schools: Focus on mission-driven work, term-time cycles and collaborative environments
• MSPs: Emphasise customer service, problem-solving and reliability under pressure

4. Growth and Development Opportunities 

Talented professionals seek career progression. Highlight:

• Learning and development investments
• Career pathway options
• Mentorship opportunities
• Conference and training budgets

What Candidates Want to See

Based on our experience placing thousands of professionals across technology sectors, candidates prioritise:

• Salary and Benefits (mentioned in 70% of applications). Be transparent about salary ranges. Different sectors have different compensation norms – technology companies often lead on base salary, while schools may offer better work-life balance and pension schemes.

• Working Arrangements (mentioned in 52% of applications). Specify:
  • Remote/hybrid working policies
  • Flexible hours opportunities
  • Travel requirements
  • Equipment and home office support

• Career Development (mentioned in 23% of applications). Technology professionals value continuous learning, so ensure your job description covers:
  • Professional development budgets
  • Certification support
  • Conference attendance
  • Internal mobility opportunities

Spotting Exceptional Candidates

When reviewing applications across technical, sales, marketing and operational roles, look for indicators of both competence and adaptability.

What Makes a Stand-Out CV?

For Technical Roles

1. Problem-solving examples with specific instances of overcoming technical challenges
2. Continuous learning. Look for evidence of staying current with technology trends
3. Cross-functional experience. Do they have the ability to work with non-technical colleagues?
4. Impact demonstration, such as quantified results of technical implementations

For Sales Roles

1. Achievement metrics. Have they provided clear revenue numbers, target attainment and deal sizes?
2. Relationship building, such as evidence of long-term client relationships
3. Market understanding – what’s their knowledge of your industry or similar sectors?
4. Adaptability, with success across different products, markets or sales cycles

For Marketing Roles:

1. Campaign results, including specific metrics on lead generation, conversion rates and engagement
2. Multi-channel experience with an understanding of diverse marketing channels and tactics
3. Analytical skills – do they have the ability to measure and optimise marketing performance?
4. Examples of compelling marketing materials or campaigns

For Operational Roles:

1. Process improvement with examples of increasing efficiency or reducing costs
2. Stakeholder management with evidence of working across different departments
3. Project delivery: Have they provided a track record of delivering complex initiatives on time and budget?
4. Change management, including experience supporting organisational transformation

Universal Success Indicators

Regardless of function, look for:

1. Communication skills and the ability to articulate ideas clearly
2. Growth mindset with evidence of learning from challenges and setbacks
3. Understanding of your sector’s unique requirements
4. Results orientation and someone who’ll focus on outcomes rather than just activities

Conducting Effective Interviews

Effective interviews assess both functional competency and cultural fit while simulating real workplace interactions relevant to your sector.

The Interview Structure We Recommend:

1. Context Setting (10 minutes) 

Help candidates understand your organisation’s mission, market position, and current challenges. This sets the stage for more meaningful discussions.

2. Functional Assessment (25 minutes) 

Use role-specific scenarios to understand the candidate’s approach. For example, for a technical role you could ask:

“A critical system is down during peak usage. Walk me through your diagnostic and resolution approach.”

3. Cultural Fit Assessment (15 minutes) 

Explore alignment with your organisation’s values and working style. For example:

• Technology companies might explore innovation mindset and comfort with ambiguity
• Schools might assess commitment to educational outcomes and patience with diverse users
• MSPs might focus on customer service orientation and pressure handling

4. Motivation and Goals (5 minutes) 

Understand why they’re interested in your organisation and how the role fits their career objectives.

5. Candidate Questions (5 minutes) 

The quality of questions reveals preparation level and genuine interest.

One other interview element to consider, particularly if you’re hiring for schools, is the issue of safeguarding. Read our article on safeguarding in schools, and how to handle interviews with confidence and awareness.

Virtual vs. In-Person Considerations

Most modern organisations offer flexible working, so demonstrating remote collaboration skills during interviews is valuable. It’s worth considering video calls for the initial screening with face-to-face interviews for final rounds or roles requiring significant onsite presence.

You can of course also offer practical exercises for candidates to complete to give you a feel of their work.

Making Compelling Offers

The technology recruitment market is highly competitive, with skilled professionals often considering multiple opportunities simultaneously. Your offer package needs to be compelling while remaining financially sustainable.

Compensation Considerations

Salaries vary significantly based on:

• Sector: Technology companies typically offer higher base salaries; schools provide better work-life balance
• Function: Technical and sales roles often command premium compensation
• Location: Major cities require salary adjustments for cost of living
• Experience level: Senior positions with strategic responsibility attract higher packages
• Market conditions: Skills shortages in areas like cybersecurity, AI and digital marketing drive salary premiums

Building Competitive Packages

Base Salary 

Research market rates for your specific combination of role, sector, and location. Consider:

• Using multiple salary benchmarking sources
• Factoring in candidate’s current package and career progression
• Understanding budget constraints while remaining competitive

Variable Compensation 

Different roles benefit from different incentive structures:

• Sales roles: Commission structures, bonuses tied to targets
• Technical roles: Project completion bonuses, innovation rewards
• Marketing roles: Campaign performance bonuses, lead generation incentives
• Operations roles: Efficiency improvements, cost savings participation

Benefits and Perquisites 

Modern professionals value comprehensive packages:

• Professional development: Training budgets, conference attendance, certification support
• Work-life balance: Flexible working, additional annual leave, sabbatical options
• Health and wellbeing: Private healthcare, mental health support, fitness benefits
• Financial security: Enhanced pension contributions, life insurance, income protection, enhanced maternity/paternity leave
• Technology and equipment: Home office allowances, latest equipment, software licenses

Equity and Long-term Incentives 

For growth companies, consider:

• Share option schemes
• Profit sharing arrangements
• Long-term incentive plans tied to company performance

The Offer Process

When presenting offers:

1. Reinforce their value and explain specifically why they’re your preferred candidate
2. Ensure they remain enthusiastic about the opportunity
3. Present the complete package and break down all components clearly
4. Address concerns and provide space for questions and negotiations
5. Set clear timelines. Give reasonable deadlines while maintaining momentum

Common Hiring Pitfalls to Avoid

After 20 years in technology and EdTech recruitment, we’ve seen organisations across all sectors make similar costly mistakes. Here are the most damaging pitfalls and how to avoid them.

Pitfall 1: Generic Job Descriptions

The Problem: Using template job descriptions that don’t reflect your specific requirements or culture.

The Solution: Customise descriptions for your organisation, highlighting what makes your opportunity unique and why talented professionals should choose you over competitors.

Pitfall 2: Overemphasising Technical Skills

The Problem: Focusing exclusively on hard skills without considering communication abilities, cultural fit and growth potential.

The Solution: Weight soft skills appropriately. A technically proficient candidate who can’t collaborate effectively will struggle in most modern organisations.

Pitfall 3: Lengthy Decision Processes

The Problem: Extended interview processes that lose strong candidates to faster-moving competitors.

The Solution: Design efficient processes that thoroughly assess candidates without unnecessary delays. The best candidates are typically off the market within 2-3 weeks.

Pitfall 4: Inadequate Market Knowledge

The Problem: Making offers based on outdated salary information or internal budget constraints rather than market reality.

The Solution: Research current market rates regularly and adjust expectations accordingly. Consider total package value, not just base salary.

Pitfall 5: Poor Candidate Communication

The Problem: Leaving candidates uninformed about process timelines, feedback or next steps.

The Solution: Maintain regular communication throughout the process. Even when delivering rejection, provide constructive feedback that reflects well on your employer brand.

Pitfall 6: Hiring for Current State Only

The Problem: Recruiting for immediate needs without considering how roles might evolve as your organisation grows.

The Solution: Assess candidates’ adaptability and learning potential alongside current capabilities. Hire for trajectory, not just current fit.

Why Partner with GreatFind Recruitment

At GreatFind Recruitment, we specialise in technology and EdTech recruitment across all business functions. Our 20+ years of experience means we understand the unique challenges across different sectors and roles.

Our Specialisation

We frequently work with:

• Technology Companies: From startups to established enterprises across all functions
• EdTech Providers: SaaS platforms, learning systems, educational technology companies
• Educational Institutions: Schools, universities and training organisations
• Managed Service Providers: Technical and client-facing roles serving diverse markets

Filling roles from the start of the career ladder to the very top:

• Technical Recruitment: Developers, engineers, architects, cybersecurity specialists, data professionals
• Sales & Business Development: Account managers, sales engineers, business development representatives, channel partners
• Marketing & Growth: Digital marketers, content creators, product marketers, growth hackers, brand specialists
• Operations & Support: Project managers, customer success, HR professionals, finance specialists, operations managers

Our Service Delivery

We don’t do generic hiring. Simple as. Instead, we offer a tailored recruitment service. Here are the 6 steps to finding you the right hire:

1. A strategic consultation to understand your organisation, challenges and growth objectives
2. Creating job descriptions and candidate profiles that resonate with the right people
3. Utilising our extensive networks and using advanced search methodologies
4. A thorough candidate assessment, evaluating both functional competency and cultural alignment
5. We then provide comprehensive candidate insights beyond just CVs
6. Ongoing support with guiding negotiations and successful onboarding

Typical Timelines

This is a biggy. There’s no more waiting around for months at a time, hoping your job ad ends up in front of the right people. Instead, we ensure it’s in front of your ideal candidate quickly. 

• Initial candidate shortlist: 3-5 days
• First interviews scheduled: Within 1 week
• Process completion: 2-3 weeks from initial briefing

Next Steps for Hiring

Whether you choose to manage hiring internally or partner with GreatFind Recruitment, success depends on preparation, clear communication and understanding what makes your organisation attractive to the candidates you want to work with.

For Internal Hiring

1. Audit your current approach against the best practices outlined in this guide
2. Update job descriptions to reflect your unique value proposition and requirements
3. Train your interview team on assessing both functional skills and cultural fit
4. Develop competitive packages that reflect current market conditions
5. Plan ahead for future hiring needs to avoid rushed decisions

To Find the Right People, and Fast!

Contact GreatFind Recruitment to discuss how we can support your hiring. We’re here to help with every type of position, including permanent hires, temporary cover and project consultants. 

Contact Information

Email: info@greatfindrecruitment.com 

Website: www.greatfindrecruitment.com 

Phone: 020 33182128 

Follow us on LinkedIn for regular insights on technology recruitment trends, salary updates and market intelligence.

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GreatFind Recruitment – Leading the way in Technology and EdTech recruitment for over 20 years. Recruiting Technical, Sales, Marketing and Operational Staff for EdTech, Schools, Technology and MSPs.

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About GreatFind Recruitment

Founded with a vision to bridge the gap between exceptional talent and innovative organisations, GreatFind Recruitment has established itself as the premier specialist recruiter across technology, EdTech, education and managed service sectors. 

Our comprehensive understanding of both technical and business functions enables us to make connections that drive real transformation across all areas of your organisation.

With over 20 years of experience and an extensive network spanning technology companies, EdTech providers, educational institutions and MSPs, we’re uniquely positioned to understand your challenges and connect you with professionals who can make a real difference to your organisation’s success across all business functions.