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High-Impact Discovery Questions for Selling to People Ops & HRBPs in EdTech

Summary:

In the fast-growing EdTech sector, People Ops and HR Business Partners (HRBPs) are tasked with balancing hyper-growth hiring, remote-first workforce models, and employee engagement in high-pressure environments. Unlike traditional industries, EdTech talent pools include diverse roles such as educators, product engineers, content creators, and customer success teams, all of whom require different HR strategies.

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When selling HR Tech to this persona, the goal is to uncover how technology can streamline hiring, support hybrid work culture, reduce attrition, and drive employee productivity. These 30 discovery questions are tailored to reveal their pain points, decision-making criteria, and expectations from HR transformation in EdTech.

Early Discovery (Context + Strategic Priorities)

  1. What are your top HR priorities for supporting EdTech’s rapid growth this year?
  2. How do you balance high-volume hiring with maintaining candidate quality?
  3. What challenges do you face in managing a hybrid or fully remote workforce?
  4. How do you measure employee engagement across different functional teams?
  5. What’s the biggest HR challenge—hiring, retention, or performance management?
  6. How do you handle talent competition from other tech and startup sectors?
  7. What role does HR currently play in aligning people strategy with business growth?
  8. How do you manage workforce diversity across educators, tech, and business roles?
  9. What KPIs do you track to measure HR effectiveness in the EdTech space?
  10. How do you ensure smooth onboarding for distributed or remote employees?

Qualification (Technology Fit + Decision Process)

  1. What HR systems are you currently using, and how well do they serve your needs?
  2. How satisfied are you with your existing tools for recruitment and performance tracking?
  3. Who in your leadership team is typically involved in HR Tech evaluation?
  4. What’s your decision-making timeline when adopting new HR solutions?
  5. How do you calculate ROI on HR Tech investments in a high-growth context?
  6. Do you prioritize scalability in HR tools to support future hiring spikes?
  7. What role does employee self-service (leave, payroll, benefits) play in your HR strategy?
  8. How important are integration capabilities with your existing LMS or collaboration tools?
  9. How do you evaluate the analytics and reporting capabilities of HR platforms?
  10. How do you ensure compliance with labor laws across multiple geographies?

Deep Needs Analysis (ROI + Value Impact)

  1. How much time does your team spend on manual HR processes each week?
  2. What’s the cost of attrition in your engineering, educator, or sales roles?
  3. How do delays in recruitment affect product launches or course rollouts?
  4. How do HR bottlenecks impact your ability to scale new programs quickly?
  5. What effect do inefficient HR systems have on employee experience?
  6. How do you currently track learning and career development progress?
  7. How do you measure the success of your performance review cycles?
  8. What would a modernized HR Tech stack enable your team to do differently?
  9. What’s your vision for scaling People Ops in EdTech over the next 2–3 years?
  10. If HR Tech could fix one problem immediately, what would you want it to be?

How Pepsales AI Makes Discovery Smarter

Selling HR Tech to People Ops and HRBPs in EdTech requires conversations that connect HR technology directly to scalability, engagement, and employee retention. That’s where Pepsales AI becomes a game-changer:

  • Provides persona-specific discovery frameworks for EdTech HR leaders
  • Surfaces real-time coaching for handling objections around scalability, integrations, and ROI
  • Captures HR challenges like hiring, attrition, and remote onboarding directly into CRM
  • Uses MEDDPICC & BANT scoring to qualify deals with precision
  • Enables leaders to forecast pipeline health across People Ops-led initiatives

With Pepsales AI, your sales teams don’t just pitch HR Tech, they position it as a scalable people strategy solution for the evolving EdTech workforce.

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