The shift to digital learning has transformed how EdTech companies hire and manage talent. With the rise of remote education platforms, companies must ensure their workforce is adaptable, tech-savvy, and aligned with the needs of educators and students alike.

In this episode of the Founders’  HR Podcast, Felix Tan, co-founder of Skilio, sits down with the founders of HeyHi, a digital whiteboard platform designed to enhance interactive online learning. They discuss the challenges of building a remote-first team, the importance of hiring employees with both technical and educational expertise, and how a strong company culture has helped them scale.

Hiring for Innovation in EdTech

One of the biggest challenges EdTech companies face is finding employees who understand both technology and education. It’s not enough to hire great developers—HeyHi needed team members who grasped the daily struggles of teachers and students.

Their Hiring Priorities:

1. Education Experience: Instead of hiring purely technical talent, HeyHi looked for candidates who had experience in the education sector or a strong understanding of its challenges.
   

2. Problem-Solvers Over Coders: While technical skills were important, the team prioritized developers who could think critically and design solutions that genuinely improve online learning.
   

3. Remote Hiring for a Global Talent Pool: HeyHi embraced a remote-first model to attract top talent worldwide. This flexibility helped them hire specialists in UX design, AI integration, and learning experience optimization.

By focusing on these key traits, HeyHi ensured that their product was developed with educators and learners in mind, making their platform truly impactful.

Creating a Strong Remote Culture

A remote team brings unique challenges, especially in terms of communication and collaboration. HeyHi knew that simply working from home wasn’t enough—they needed a structured approach to ensure their team stayed connected and motivated.

How HeyHi Built a Strong Remote Culture:

• Regular Virtual Check-Ins – Weekly and daily standups ensured that everyone was aligned on goals and expectations.
  

• Clear Documentation – Standard operating procedures (SOPs) and shared knowledge bases minimized confusion and inefficiencies.
  

• Flexible Work Policies – Employees could work at their own pace while meeting deadlines, ensuring a healthy work-life balance.

These strategies helped HeyHi retain top talent and maintain high engagement levels despite operating remotely.

Key HR Lessons from HeyHi

For HR professionals and startup founders, HeyHi’s hiring journey provides valuable insights:

• Hiring in EdTech requires a mix of tech and education expertise. Simply having software engineers isn’t enough; they must also understand the learning process.
  

• Remote teams need structured communication to stay engaged. Without regular check-ins and clear guidelines, remote teams can lose alignment.
  

• Flexibility attracts and retains top talent. Giving employees autonomy fosters innovation and long-term commitment.
  

HeyHi’s approach proves that with the right hiring strategy and company culture, remote work can be a driving force for innovation in EdTech.