Why the Edtech Tool You Love Can't Hire You (Yet)

The Challenge We're Solving Today

You’re using an edtech product in your classroom, you love it, and now…

They’ve posted a job.
At your own district.
You’re thinking: "This is perfect. I’m already a superfan!!"

But here's the twist... you probably can’t get hired — not because you’re not qualified, but because of a silly legal clause in most school district contracts that makes it incredibly tricky.

Why This Matters to You

This kind of legal fine print could be the invisible wall blocking your next opportunity.

And most job seekers never even see it coming.

Companies that win large district contracts often agree not to recruit or hire current staff from that district.

It’s designed to protect schools from losing their top talent... but it also unintentionally sidelines the most passionate and experienced users of the product.

That means:

You can love the tool
Be a power user
Know the district needs
And still... not be eligible

Frustrating? Definitely.

Unfixable? Not at all.

Common Solutions and Why Won't Work

When people find out about this rule, they usually try one of three things.

1. Apply anyway and hope it works out
Most of the time, these applications are quietly removed because of the contract rule.

2. Ask someone inside the company to help
Referrals are powerful, but they cannot break legal agreements.

3. Wait until you leave the district
This can work. But waiting months, or even longer, can slow down your progress.

The real issue (and saving grace) is this: the rule is tied to your current job.

Not your skills. Not your passion.

A Better Approach for You

Here’s the smarter way forward: target edtech companies you're not currently using in your classroom.

I know... that might feel counterintuitive.

Why wouldn’t you go for the brand you already love and know inside out?

Because soetimes, legally, they can’t say yes no matter how perfect the fit.

Whate you need to lean into isn't necessarily knowing a product, but instead, leaning into how well you know teachers, their students, and school processes.

Try this:

Get curious about companies outside your district's vendor list
Start with lesser-known or emerging edtech players
Use curated edtech job boards to expand your awareness

You’ll still be tapping into your teaching background, just in spaces where you’re a free agent.

Not sure where to start?

These are my go-to job boards for edtech and adjacent roles:

1️⃣ Skip

Great for EdTech and remote education jobs, often $60K+
https://www.skip.com

2️⃣ Edtech.com
Features edtech startups and online learning companies
https://www.edtech.com

3️⃣ EdTech Jobs
Connects you directly to edtech companies
https://edtechjobs.io

4️⃣ InHerSight
Shows female friendly workplaces with real company reviews
https://www.inhersight.com

Spend time here exploring companies you’ve never heard of.

Your next job is going to be with one of them.

Summary

Many school vendor contracts include non-solicitation clauses
These clauses usually block companies from hiring current district employees
Even if you love the product, you may not be eligible for roles there
Instead, focus your job search on edtech companies outside your district's ecosystem
Use niche job boards to discover hidden opportunities

Your Next Steps

List the edtech tools you currently use — and mentally set them aside (for now)
Visit the job boards above and explore companies outside your district’s vendor list
Bookmark roles at companies you haven’t used personally
Start applying where you’re legally in the clear to make your move

P.s.

My Career Change Accelerator™ has helped thousands of educators navigate moves into corporate. From hidden hiring rules like this one to crafting a standout application, I’ve got you covered.

Steph Yesil

Find me on LinkedIn, Get My Career Change Kit,
Book a 60-Min Strategy Call

When you're ready, there are 2 ways I can help you:

1. The Elevated Career Change Accelerator™: Join countless educators in my core program. It’s built for folks who want a clear path out of the classroom and into corporate roles without guessing, over-applying, or wasting months trying to piece things together. Inside, you’ll work through six focused modules that cover role selection, positioning your experience, resumes, LinkedIn, interviews, negotiation, and what actually matters once you’re hired. This is the same framework I’ve refined over a decade of making this move myself and helping others do it faster and smarter.

2. 1:1 Action Planning Session: If you want direct guidance, this is a focused working session. We’ll map out exactly where you’re headed, what roles make sense for you, and the next concrete steps to take. You’ll leave with a clear plan you can execute immediately, based on your background and constraints, not generic advice.

Either option is a strong move.
Both put you on my radar and into my corporate-ready pipeline. That matters because recruiters and hiring managers regularly reach out to me when they’re trying to fill roles and want candidates who are already vetted, positioned well, and realistic about the work. As a customer, you’re invited into that pipeline by default.

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Why the Edtech Tool You Love... Can't Hire You (Yet)