💬 Interview with Sylvie – Founder of Lynx Educate

Sylvie Milverton is the CEO of Lynx Educate , an EdTech company transforming workplace learning by connecting companies and universities through flexible, career-focused education. With a background in tech, strategy, and impact-driven leadership, she helps organizations upskill their workforce and create meaningful career pathways, particularly for adult learners and underrepresented groups.

Q: Sylvie, thank you for joining us! Can you tell us about Lynx Educate and what makes it special?

A: At Lynx Educate, we're tackling the challenges that make traditional learning platforms frustrating—low engagement, hard implementation, and irrelevant content. While many platforms look similar on the surface, what makes Lynx Educate different is how we do things. We're small and flexible enough to deliver highly personalized onboarding, learner support from advisors, and human interaction with HR teams to ensure a meaningful and enjoyable experience.

Q: What kinds of courses are people most excited about?

A: Our catalog goes from broad to specific. Open access courses on soft skills, digital skills, project management, and communication are very popular. Language learning is a big hit—especially English and other major European languages. And anything related to AI or web development is in high demand. We also offer deeper certifications, including front-end development, hospitality, and even cooking!

Q: What have you learned from selling to large enterprises?

A: You need to strike a balance between adapting to their process and leading your own. That means being ready with all the procurement documents, security info, and certifications. But more importantly, lead the process. Don’t fall into the trap of letting the buyer fully control the journey. Stay confident and in control, even when you’re the smaller player.

Q: What advice would you give to other edtech founders trying to break into corporate learning?

A: Have more conversations than you think you need. Get really specific about the daily problems your buyers face. HR might say they're focused on “employee experience” or “retention,” but no one wakes up and says, "Let’s solve retention today." They want to train five managers or roll out a tool quickly. Understand the micro problems.

Q: From a go-to-market perspective, what has worked best for Lynx Educate?

A: Honestly, it’s been LinkedIn—posting regularly and authentically, and starting real, human conversations. We've tried conferences and ads, but what works best is building relationships and being normal—not salesy.

Q: How are you adapting to longer sales cycles and tighter budgets?

A: We focus on the smallest possible starting point—like a pilot or a limited license launch. The moment clients start working with us, they see the value. We also stay focused on one clear sales channel instead of spreading ourselves too thin.

Q: How do you build trust in a crowded market dominated by names like Udemy and LinkedIn Learning?

A: By being the opposite—offering a tailored, hands-on experience. We do regular onboarding and implementation meetings so the client feels supported. It’s easy to set up Lynx Educate, but the experience feels personal, not transactional.

Q: You mentioned the importance of “experience.” What does that mean for Lynx Educate?

A: It’s not just the product, but the people behind it. HR is often a tough role, so we aim to be the highlight in their calendar—not another admin burden. Every meeting with Lynx Educate should feel like something positive and energizing.

Q: You're running a marketplace model. How do you balance employers, learners, and education partners?

A: We make onboarding easy for learning providers so they don’t have to change much. Thanks to a strong tech team, onboarding and tracking engagement is low-effort and smooth. Once the setup is done, it’s practically “set and forget,” which helps us scale while keeping things efficient.

Q: How do you help your clients measure ROI?

A: ROI in learning is tricky—it's hard to isolate if a platform alone impacts retention or engagement. That said, we track three key areas:

1. Retention vs. engagement – We compare outcomes between users and non-users to understand value.
2. License usage – A big frustration in the market is paying for tools nobody uses. We help clients track real uptake: how many people are actually logging in and learning.
3. Access and completion – Sometimes ROI is just making sure employees have access to quality content. For deeper programs, we track completions and engagement levels. Our dashboard helps clients monitor all of this clearly and effectively.

Q: Is there an employee benefit angle as well?

A: Definitely. It’s a real perk to offer employees access to quality learning—language courses, digital skills, AI training. Otherwise, they’d have to find and pay for it themselves. Learning tools have become a baseline expectation for good employers.

Q: What do investors care about in edtech right now?

A: The fundamentals haven’t changed: product-market fit, engagement, and measurable impact. Generalist VCs may have stepped back post-COVID, but edtech investors still look for strong signals that the market wants what you’re building.

Q: Final question—what’s your boldest prediction for the future of workplace learning?

A: AI is going to transform everything—from how we learn to how we work. HR leaders are still wrapping their heads around what this means. At Lynx, we’re leaning into that change by adding more AI-related content and helping our clients navigate it. Learning platforms are more important than ever—what and how we teach has to evolve, and we’re here to lead that shift.

That's all for now folks!

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