Why EdTech Recruiters Prefer Thinkers Over Degrees

EdTech recruiters have come a LONG way from yee olde hiring pros of yesteryear.

Once upon a time, waving your degree at a hiring manager was like flashing a VIP pass at a nightclub. You’d stroll right in, bypassing the line, feeling smug while others waited out in the cold.

But modern EdTech hiring doesn’t play by those rules.

EdTech recruiters have learned the hard way that degrees aren’t destiny. They’ve seen decorated graduates freeze under pressure. And self-taught outsiders blaze through challenges.

Because what you do when the script runs out matters.

Top EdTech recruiters are prioritizing proof over paper. And, if you want in, you NEED to learn their language.

Ready to join the EdTech conversation? We’re lifting the curtain on why EdTech recruiters prefer thinkers over degrees... and how they're making their picks.

The Degree Is Dead… Kind Of

Let’s get one thing straight - we’re not telling anyone to torch their degree.

Degrees still matter. Sometimes a lot.

But they're NOT the crown jewel they used to be.

Sure, a degree proves you put in the hours. But in a field that moves at AI speed, a name-brand qualification can lag YEARS behind reality.

Academia teaches old skills. EdTech is writing new rules. Degrees can't reliably show who will survive - or thrive - once they're through the door.

THAT'S why 21% of companies eliminated bachelor’s degree requirements in 2024. And four in five employers now prioritize experience over education.

A degree still says something, especially in education. But that 'something' is getting smaller.

The Rise of the Thinker

If degrees are losing their shine, what’s taking their place?

Thinking.

Not trivia-night, memorise-the-manual kind of thinking. The kind of thinking that breaks down problems no one’s solved, adapts to changing rules, and spots connections others miss.

THIS is the currency EdTech recruiters trust.

They’ve learned the best hire isn’t necessarily the one who’s memorised the most. It’s the one who can think their way through the unknown - turning ‘never done this before’ into 'here’s how we make it work’.

Employers now rank analytical thinking (69%), creative thinking (57%), and curiosity and lifelong learning (50%) among some of the MOST important skills in any hire.

In traditional education, innovation might mean tweaking a curriculum or swapping a chalkboard for a smartboard. It's slow.

In EdTech, AI tutors are redefining how lessons are delivered. Radical personalisation is finally reaching every student. Hands-on workshops are pulling ideas out of theory and into the real world. And every few months, a new tool, technique, or insight can revamp the process for something better.

See the difference?

EdTech recruiters CAN'T rely on the 1930s skills a degree promises. Not in the AI age.

They need people who can keep up. And those people are thinkers.

How Top EdTech Recruiters Evaluate Talent

Top EdTech recruiters want proof.

They’re not betting on promises. They’re running you through an updated strategy designed to find out exactly what you can do.

Less bias. Less bravado.

Here’s how it works in 4 Steps.

Step 1: Pass a Cognitive Aptitude Test

This is where recruiters test how you process information.

Memorised facts won’t help. The only thing that matters is how quickly and accurately you can adapt when you’re thrown into something unfamiliar.

With more than nine in ten learning and development leaders saying continuous learning is now essential for career success, proving you can keep up is a serious differentiator.

Tools like the CCAT are THE gold standard. Looking past what you know today to accurately predict your long term potential.

Have questions? Get the skinny from our official CCAT guide.

Step 2: Pass an English Proficiency Test

You’ll have to communicate at some point. And - for now - English is the common language in global education technology.

But don't panic.

Many EdTech roles don't need you to be flawless. They just need you to be able to make yourself understood without confusion or guesswork.

All roles are different. Get clear on what your role needs.

We’ve asked some of our pros what they think about language tests. Here’s what they had to say.

Step 3: Prove Your Real-World Job Skills

This is where talk meets action.

First, skills-based tests - quick challenges to check your fundamentals. Second, real work assessments - simulations of the actual role.

Skills-based hiring has surged in recent years. With more than eight in ten U.S. employers now using it to identify top talent - up 24% from two years prior.

For top EdTech recruiters, these assessments are THE secret weapon for spotting who can actually deliver.

Pro Tip: Check out our Skill-Based Assessments Guide if you’re ready to dig deeper. It’s packed with everything you need to know.

Step 4: Ace an Interview or Two

By now, your recruiter knows you can do the job. This interview is about you.

They’re looking at how you interact, communicate, and think in real time. Most importantly, they’re assessing whether you’ll mesh with the team - the people, the pace, and the style.

This is NOT about verbally rehashing your resume. Be yourself.

What High-Performing Candidates Should Focus On Instead

Knowing the hiring process is one thing. Standing out is another.

The best EdTech candidates don’t just ‘study for the test.’ They work with intent - building the skills and habits that make every stage of the process easier to ace.

That means honing your problem-solving until tackling something unfamiliar feels totally in your wheelhouse. Building proof - projects, prototypes, results - that speak louder than a résumé line. Working with AI as a partner so you can deliver faster and better without losing your human touch.

Don’t chase credentials just to tick a box. You NEED to focus on real thinking.

Here's your starting point:

• Document your decision process - Track how you approach problems. Note what works and what doesn’t. Refine your flow.
• Experiment with AI - Find tasks AI can accelerate or enhance in your workflow. Push its limits to breaking point, then adapt.
• Reverse-engineer job requirements - Find a listing for a killer role at a killer company. Dissect the job description, break down the skills, and design small projects to practise them in the real world.
• Seek feedback before it’s required - Share work-in-progress with peers or mentors. Find blind spots and sharpen your outputs.
• Simulate high-pressure scenarios - Set audacious deadlines or add smart constraints to a project. Practise thinking (and delivering) under pressure.

EdTech Recruiters Want Thinkers

Degrees aren’t dead. But they don't mean what they used to.

Smart EdTech recruiters don’t hand out offers based on diplomas alone. They hire pros who can think on their feet, adapt fast, and deliver results that hold up in the real world.

Your degree might open the door, but it’s your thinking skills that will book you a seat at the table.

So hang the diploma on your wall if you want. But ALSO fill your portfolio - and your head - with proof you can think, solve, and adapt.

Because if you want that killer EdTech role tomorrow, you’ll need to sharpen your thinking today.

Want to know the kinds of thinking skills that’ll get you ready for EdTech companies in 2025? Discover the 7 thinking skills you NEED to lock down. Time to start crushing it.