Trevor Lunsford is a finance professional whose career spans mergers and acquisitions, transaction advisory, and leadership within the software and technology ecosystem. Beginning his career as an analyst and later advancing through vice president and director roles, Trevor Lunsford has worked on billions of dollars in closed transaction value across vertical software companies, including platforms that support education, training, and knowledge management. His experience advising software operators and institutional investors provides a practical lens into how technology-enabled solutions scale, evolve, and deliver measurable outcomes.
EdTech: The Digital Evolution of Learning
Educational Technology – “EdTech” – is more than just moving a classroom onto a Zoom call or pushing learning content into quizzes online. It is the entire ecosystem of digital tools – from laptops and apps to sophisticated software platforms – that is reshaping how people acquire new skills.
While we often think of online degrees, the real revolution is happening inside companies. It’s no longer about reading a static PDF manual; it’s about interactive, tech-driven experiences that actually stick.
From a Niche to a Necessity:
The EdTech industry has exploded, largely driven by the urgent need for corporate training and lifelong learning.
The numbers tell a massive story of growth. As of 2024, the global market sits at around $163.5 billion, and analysts predict it will more than double to $348 billion by 2030.
What sparked this? The COVID-19 pandemic forced a “sink or swim” moment for digital learning. Companies realized that old-school training couldn’t keep up with a remote workforce. Today, 75% of businesses consider digital learning their most effective tool for closing skill gaps.
No More “One Size Fits All”:
The biggest shift in corporate learning is the move away from static, boring content. Modern workers need training that adapts to them.
EdTech platforms are now smart enough to act like a personal tutor. Using AI and data, these systems assess what an employee already knows and skip the basics, focusing only on what they need to learn. It’s personalized, efficient, and respectful of the employee’s time.
• Social Learning: It’s not a solitary experience anymore. Platforms now include social features – comments, discussions, and group video sessions – so teams can learn together.
• Real-World Practice: Instead of multiple-choice tests, employees can now use simulations to practice decision-making in safe, realistic scenarios before trying them in the real world.
Gamification – Making Learning Addictive:
Let’s face it: mandatory training can feel like a chore. EdTech solves this by borrowing tricks from video games.
By adding gamification—things like badges, rewards, and progress bars—learning becomes a challenge rather than an obligation. Leaderboards spark a little healthy competition, allowing teams to celebrate wins and push each other. It turns “I have to do this” into “I want to beat my high score.”
The Toolkit – LMS vs. MOOCs:
The corporate EdTech world relies heavily on two main types of tools. Think of them as the “Headquarters” and the “Library.”
1. The HQ (LMS – Learning Management System): This is the central brain of a company’s training. It stores the content, tracks who has finished what, and reports progress to HR. It’s about organization and compliance.
2. The Library (MOOCs – Massive Open Online Courses): Platforms like Coursera partner with universities to offer vast libraries of courses. They are flexible, affordable, and give employees access to world-class education without leaving their desks.
Getting Implementation Right:
Buying the software is the easy part; making it work is harder. Success starts with listening. Companies need to identify exactly what skills are missing and how their employees prefer to learn before rolling out a new tool.
A smart approach is to run small pilots—test the tech with a few teams, gather feedback, and fix the bugs before launching it company-wide. It is also powerful to let employees create their own content, turning training into a community effort rather than a top-down mandate.
The Human Challenge:
Even with the best tech, engagement can drop. If the content is boring or the platform is clunky, employees will tune out. This is especially true for workers who are used to hands-on learning and might resist staring at a screen.
To win, organizations need to offer continuous support and choose tools that actually help employees do their jobs better, rather than just adding another box to check.
About Trevor Lunsford
Trevor Lunsford is a Director with experience in mergers and acquisitions, advisory services, and software-focused transaction execution. He has supported numerous platform investments and add-on acquisitions for private equity and growth investors while working closely with vertical software operators. Trevor holds a bachelor’s degree and a master’s degree in finance from Georgia State University and has contributed as a mentor and instructor. Outside of work, his interests include fitness, outdoor recreation, and motorsports.