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Education & EdTech Practice
Education hiring splits cleanly into two markets that share almost no candidates. The academic side — teachers, faculty, academic heads — is credential-led, session-bound and judged on subject depth and classroom ability. The commercial side — admission counsellors, inside sales, B2B school sales — is target-led, high-volume and high-attrition. Treating them as one sector is the commonest mistake in education recruitment, and it produces shortlists nobody wants.
How We Work This Sector
We work with K-12 schools and chains, CBSE, ICSE and IB institutions, coaching and test-prep brands, colleges and universities, skilling and vocational providers, and EdTech companies across K-12, test prep, upskilling and study-abroad. The screen changes with the board and the model: an IB school wants PYP or DP training and inquiry-based teaching; a test-prep brand wants rank-producing results and selection-ratio evidence; an EdTech sales floor wants call discipline and conversion numbers.
Academic hiring also has an unforgiving calendar. Faculty must be in place before the session starts, which means the real hiring window runs from February to May for most Indian boards. We plan academic mandates against that calendar rather than against a requisition date.
Hiring Reality Check
Roles We Fill
Permanent, contract, executive search and bulk hiring are all available within this practice.
Pre-primary, primary and secondary teachers by subject, PGT and TGT, special educators, IB PYP/MYP/DP faculty, college lecturers and assistant professors
Principals and vice principals, academic coordinators and heads, deans and HODs, examination controllers, academic quality and accreditation leads
Admission counsellors, career and study-abroad counsellors, inside sales and tele-counselling, admissions managers, front-office and enquiry desk
Business development associates, inside sales teams, B2B school and institution sales, partnership and channel managers, revenue operations
Curriculum designers, subject-matter experts, instructional designers, content writers and editors, assessment and question-bank developers, video faculty
Student success and retention managers, batch and schedule operations, learning operations, placement and training coordinators
School and campus administrators, transport and hostel operations, facilities, accounts and fee management, school HR
Cluster and chain academic directors, heads of admissions, growth and revenue heads, CXO mandates (via executive search)
How We Screen
Board and curriculum experience (CBSE, ICSE, IB, state, Cambridge), B.Ed and subject qualification, CTET or state TET where applicable, NET/SET and PhD for higher education, demo-class performance and board results produced
Monthly conversion and revenue numbers personally achieved, call and lead volumes handled, CRM discipline, and segment experience (K-12 parents, working professionals, study abroad) — these do not transfer freely
A board claimed but never taught, missing TET or NET where the role requires it, EdTech sales numbers quoted at team level rather than individual, and gaps across session boundaries with no explanation
The Hard Parts
We would rather tell you where a mandate is genuinely difficult than run a search that quietly stalls.
A subject teacher hired in July is a lost term. Academic mandates are planned to close before the session begins, with demo classes scheduled in batches rather than one at a time, and a buffer for the candidates who accept and then stay where they are.
Inside sales floors in EdTech routinely see 60%+ annual attrition and heavy drop-off in the first 30 days. These are run as continuous bulk hiring with weekly drives, and we measure ourselves on 30-day and 90-day survival rather than on offers released.
Teaching salaries, particularly outside premium chains, sit well below what the same qualification earns in corporate roles, so the pool is defined by people who actively want to teach. We position on that rather than pretending the band is competitive, and we tell clients when a band simply cannot be filled.
Degree, B.Ed and TET validity, and in higher education UGC eligibility, are verified at screening. Discovering a missing credential after a teacher is in front of a class is an institutional risk, not an administrative one.
Talent Geography
We recruit pan-India, but we tell you up front which market a role is realistically filled from.
Largest pool of CBSE and IB faculty, coaching and test-prep talent, plus most EdTech head offices in Gurugram and Noida.
Hiring in this marketEdTech product, content and inside-sales talent at scale, and a deep international-school faculty market.
Hiring in this marketStrong higher-education and IB faculty markets; Pune in particular for university and skilling-sector hiring.
Hiring in this marketTest-prep and engineering-entrance coaching depth, and a large pool of science and maths faculty.
Hiring in this marketCoaching and test-prep heartland — the main supply market for rank-producing faculty, who relocate readily for the right band.
Hiring in this marketGrowing private school and skilling markets; local-language and regional-board experience is usually required.
Hiring in this marketRole Briefs
Indicative salary bands, realistic timelines and the checklist we screen on, role by role.
Engagement Models
Permanent staffing services for employers across India.
How it worksContract and temporary staffing across India with payroll, PF, ESIC and statutory compliance held by us.
How it worksRetained executive search for CXO, VP and functional-head roles across India.
How it worksRecruitment process outsourcing in India.
How it worksVolume hiring and campus recruitment across India — 50 to 500+ positions with walk-in drives, assessments, venue and logistics coordination, offer roll-out and joining follow-up.
How it worksThird-party payroll outsourcing and statutory compliance in India — PF, ESIC, professional tax, monthly challans, wage registers and audit-ready records for your contractual workforce.
How it worksFAQs
Yes, provided we start inside the hiring window. We work backwards from your session start date, batch demo classes so your academic head assesses several candidates in a day rather than across weeks, and build in a buffer for the candidates who accept and then stay put — which happens more in teaching than in any other sector we handle.
Yes, at screening rather than after selection. Degree and B.Ed validity, CTET or state TET where the role requires it, and NET/SET or PhD status for higher-education roles are confirmed before a profile reaches you, along with the specific boards and grades the candidate has actually taught.
Yes, and it has to be run as a continuous pipeline rather than a set of vacancies. We hold weekly drives, screen on individual conversion numbers and call discipline rather than team figures, and report on 30-day and 90-day retention — because offers released is a meaningless metric on a floor with 60% attrition.
Yes. Curriculum designers, subject-matter experts, instructional designers, assessment developers and video faculty are screened on a work sample as well as an interview, because content ability simply does not show up on a CV. For video faculty we also assess on-camera delivery before submission.
Something not covered here? Email info@recruitmentconsultant.co.in with the role and we will come back with a realistic timeline.
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