Education recruitment agency for edtechs and institutes

GoodSpace is an education recruitment agency for edtechs, institutes and training companies that need admissions managers, centre sales teams, business development managers and trainers. Recruiters run each search, AI helps assess applications against your brief, and the only charge is a success fee, paid when your hire joins.

How a search runs

Our education and edtech work so far

32+ roles briefed by 16+ institutions and edtechs
69% are budgeted at Rs 5 to 10 L

Hire360 mandates approved since October 2025, as of 27 October 2026.

Recruitment for edtech admissions, sales and training teams

Edtechs, institutes and training companies can brief us for admissions, centre sales, business development and trainer roles. These are the areas covered by our education briefs.

For admissions and sales, share the course, buyer, centre or territory and intake dates.
For trainers, specify subject, teaching language, demo requirements and travel between centres.

Roles we recruit for in education and edtech

These titles come from briefs at edtechs and education institutions. Most sit in admissions, sales and training, the roles that decide whether a centre fills its batches.

Admissions, centre sales and business development

Admissions Manager
Centre Sales Manager
Business Development Manager
Business Development Associate

We look for people who have turned enquiries, walk-ins and institutional leads into enrolments against a target, and who can explain a course and its fees to a family without pressure selling.

Training

English Trainer

We look for trainers who have taught the same kind of learners you serve, can run a demo class on request, and want a fixed batch schedule at a centre.

Leadership support

Executive Assistant

For executive assistants we check whether they have run a founder's calendar, centre reviews and follow-ups across admissions and academic teams.

What makes education and edtech hiring hard

Admissions hiring runs on the intake calendar

Admissions and centre sales hires need to be settled in before enrolment opens, not halfway through it. Someone who joins late has little time to learn the courses, the fee plans and the local market, and the centre loses the season. Many applicants come from telesales and have never guided a parent or a working learner through a course decision.

How we handle it: Tell us when your intake opens and we plan the search back from that date. AI helps assess applications against your brief, and recruiters favour people who have sold courses or similar considered purchases to families and learners, not only made call volumes.

Selling to institutions is a slower sale

Edtechs that sell to schools, colleges or corporate training teams need business development people who can work through principals, trustees and purchase committees. This is where edtech recruitment often goes wrong: the shortlist fills with consumer sales profiles whose monthly numbers look strong, but who have rarely run a deal that waits on a school board or a budget cycle.

How we handle it: Your brief names the buyer, the typical deal and the territory, which gives recruiters criteria to assess applications with AI assistance. Recruiters then hand-pick people who have sold to the same kind of school, college or company and can talk through the accounts they built.

A trainer's CV does not show the classroom

Trainer CVs list certifications and batches handled but say little about how a person holds a room of learners. Many experienced English, soft skills and vocational trainers also take batches at several institutes on contract, so a full-time role at your centre, with fixed batch timings and outcome targets, is a real change for them.

How we handle it: We ask what the trainer will teach, to which learners, and how you run a demo session. Recruiters check teaching experience with similar learners and commitment to your batch timings before they hand-pick the shortlist.

What we ask education companies to include in the brief

Your client success manager (CSM) goes through these with you before the role goes live. The answers guide AI-assisted assessment and the questions recruiters ask admissions, sales and trainer candidates.

Intake and start dateWhen admissions or the next batch opens, and the date by which the hire must be working at full pace.
Who the hire sells toParents, students, working professionals, or institutions such as schools, colleges and corporate training teams, and whether leads come from walk-ins, inbound enquiries or field visits.
Targets and incentivesThe enrolment or revenue target, the split between fixed pay and incentives, and when incentives are paid out.
Centre, territory and languageThe centre or territory the role covers, the travel expected, and the languages the hire must use with families and learners.
Teaching and demoFor trainer roles, the subject, the certification you expect, the learner group, and whether candidates give a demo session.

How a Hire360 search runs

Recruiters run the search with AI-assisted assessment. One client success manager owns your role from brief to joining day.

Step 1 · You and your client success manager
Brief
A call about the role, then a short questionnaire on budget, notice period, location, target companies and urgency.
Step 2 · GoodSpace
Review and go-live
We review every brief before we accept it, and we say so when a role is not a fit for us.
Step 3 · Recruiters
Sourcing
Your role opens to candidates on GoodSpace, and our recruiters search for people who match the brief.
Step 4 · AI and recruiters
Scoring and shortlisting
AI-assisted assessment supports recruiter review. Recruiters evaluate applications against your brief and hand-pick the shortlist.
Step 5 · You
Interviews
Your client success manager shares each shortlist, collects your feedback and coordinates interview slots.
Step 6 · Your client success manager
Offer and joining
We help you close the offer and stay in touch with your candidate until their first day.

One fee, paid when your hire joins

Success fee onlyYou pay when your hire joins. Nothing is payable while the search runs.
No platform fee, no retainerThere is no upfront fee. The success fee is payable when your hire joins.
Replacement termsAny replacement terms are set out in your agreement before the search starts.

See how pricing works

Where we recruit for education and edtech

Regional cities account for many of our education briefs, alongside Delhi NCR, Chennai and Bengaluru. Centre roles are searched around the centre itself, not only in the nearest metro.

Delhi NCR
Chennai
Bengaluru
Regional cities

Education and edtech hiring: common questions

How do you charge for education and edtech hires?

Our only charge as an edtech recruitment agency is a success fee, paid when your hire joins. There is no platform fee and no retainer, so nothing is billed while an admissions, sales or trainer search runs, however long your intake season lasts. The agreement sets out the full fee terms and any replacement terms.

Which roles do you cover as education recruitment consultants?

Briefs from edtechs and education institutions have included Admissions Manager, Centre Sales Manager, Business Development Manager, Business Development Associate, English Trainer and Executive Assistant roles. Admissions and sales roles are the most common; our education briefs have centred on admissions, sales and training rather than classroom teaching or faculty hiring.

Can you handle education staffing for centres outside the metros?

Yes. Regional cities send us a good share of our education briefs, as well as Delhi NCR, Chennai and Bengaluru. For a centre role, recruiters look for people who live within reach of the centre and speak the languages your families use. If a role covers several centres or a whole state, tell us the base town and the travel expected, so candidates hear about it early.

How quickly will I see profiles for an admissions or centre sales role?

The role goes live after your client success manager has checked the brief, and recruiters begin sourcing from that point. AI helps assess applications against your brief, and recruiters review profiles and hand-pick the shortlist in your GoodSpace dashboard. Shortlist timing depends on the brief and the available talent pool. Brief us well before your intake opens, so interviews and notice periods finish before the season starts.

Do you work as edtech and education headhunters for senior roles?

Yes. About 1 in 8 of the roles we take on are Head, Director, VP or CXO level. It is a figure across all our sectors, not education alone. Our education briefs so far have centred on admissions, sales and training rather than leadership, so a senior education role is run as education executive search: recruiters go after people settled in their current institution or edtech, and you agree with your CSM how the role is described to them.

Do you hire trainers for language and skills programmes?

Yes. Trainer briefs in this sector have covered English and other subjects. Tell us whether the trainer only teaches or also answers for batch results such as completion or placement, since that changes who fits. Also say which language the batches are taught in, whether candidates give a demo session, and whether the role moves between centres. Recruiters check these points before they hand-pick the shortlist.

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