3 min read

EdTech VS HRTech.

Until Elon Musk implants the chips in his brain, let a thoughtful EdTech help you to become a better version of yourself.

The Boom is the most appropriate word to describe the growth rate of the educational services market. Extensive market growth and money inflow = emergence of more and more players on the market. Big companies are becoming even bigger, startups are growing like mushrooms after rain, corporations are initiating their own educational businesses.

The concept of e-learning is becoming ubiquitous, especially in the corporate sector. Smart organizations who recognize their employees as the most valuable assets invest in employee training and development. And, for it, they rely only on e-learning.

At the same time, education is grossly underdigitalized, with less than 3% of global education expenditure on technology.

Let’s have a look at EdTech from the managing perspective.
The EdTech market is heterogeneous, just like any other market. Big and small companies, with complex technological educational products, mobile applications, adaptive content, data science are neighboring companies that use standard LMS (Learning management systems) and training videos, which do not always provide feedback.

1. A professional is not always a good teacher. In addition, technology imposes additional competency requirements, such as the ability to work with an audience online. Different companies may have different approaches.

Knowledge check:

  • junior = soft + hard skills (social networks, analytics, excel, etc.) + test tasks
  • middle, senior = portfolio (not necessarily with EdTech projects) + key competencies + test tasks

2. Sales are a growth driver. Yeah, EdTech companies need sales.
Another headache for recruiters at educational projects are sales. Despite the low entrance threshold and potentially high salary level, this is the area with the maximum flow. Therefore, a recruiter must fill these vacancies all the time – mainly juniors are needed.

3. Marketers are needed. Those who will launch and implement automation, test attraction funnels, perfect „trial lessons“, implement multi-channel attribution and end-to-end analytics.

How to get into EdTech?

Important is a high level of education – not only „beautiful shell“, but also the banal literacy and ability to present themselves. And, of course, the desire to engage in the socially-oriented product.
If you do not have experience yet, you are proactive, ready to work a lot and productively, a basic resume and a cover letter that will set you apart.
If you are a professional and still want to work in a socially-oriented sector, you should look at EdTech. Where do you start?

1/ Analyze the market, look at the main players. There are now many companies in the segment that work for different audiences. Determine for yourself which educational product and company you are more responsive to.

2/ Find the people from the selected pool of companies. Talk to them, ask what goals and objectives the companies are facing, what profile they are looking for, what they are looking for in the first place.

3/ Analyze the candidate’s profile in the selected companies and your own – find the „white spots“ and evaluate how you can close them and in what time frame. Evaluate the financial conditions that EdTech offers. Large companies often offer competitive salaries, but still do not expect education companies to pay as much as they do in the financial sector. If you are going to a startup, prepare yourself for the possibility of payroll downshifting.

Unicorn?

As of January 2020, there are 14 EdTech Unicorns around the world who have collectively raised over $6.6 billion of total funding in the last decade.
*A unicorn startup or unicorn company is a private company with a valuation over $1 billion.

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Your HRForecast