Summary

GiveWell's senior research staff are the key decision makers for hundreds of millions of dollars in grantmaking, and we think growing that team is one of the most important things we can do to increase our impact. We're seeking one or more Senior Recruiters to help us do that.

Finding senior research staff is a hard problem for a couple reasons:

• The talent pool for GiveWell researchers basically doesn’t exist as a defined group. You can’t go to one type of program, industry, or a few obvious competitors to build a reliable pipeline. The people who succeed here come from a wide range of backgrounds — economics PhDs, policy analysts, management consultants, medical doctors, neuroscientists, primate biologists, etc. — and the roles don't have clean analogues elsewhere. What they share is a set of hard-to-measure cognitive skills and quantitative fluency that doesn’t show up reliably on resumes.
• Our process is very competitive. The offer rate for senior research roles is less than one in a thousand.

We want you to figure out where to find strong candidates, improve our assessment process, and do the hands-on work of sourcing, screening, and closing offers. You'll work very closely with our research leadership team. We're most excited about finding someone who helps us make better decisions about finding great talent — and hire them faster.

The role

You'd work closely with our research team leaders to own recruiting for our Researcher, Program Officer, Senior Researcher, and Senior Program Officer roles. A few problems we’ll want you to think about: 

After candidates apply, is our assessment process effective? Our offer rate for senior roles is below 0.1%. That might mean we’re extremely selective. It might also mean we’re losing good candidates somewhere in the funnel. You’ll dig into our data and find answers (How well do early screening scores predict work trial performance? What are the most common rejection reasons, and are they signal or noise? How did past hires actually turn out?). You’ll help us develop good heuristics about what to do in situations when candidates’ signals are mixed.

Where do we even find good candidates? The ideal GiveWell researcher doesn’t come from one degree program, industry, or competitor. You’ll think about where to look and go after them. And you’ll continually develop new pipelines with creative methods (running structured referral conversations with our researchers, scouring conference guest lists, using sourcing tools creatively, or maybe vibe-coding your own).

How can we use data to make better decisions? Right now, we don’t have great visibility into which sourcing channels, process changes, or pipeline stages are driving results. You’ll track data, run analyses, and help us make evidence-based decisions about where to put effort. In some cases, you might find out that we don’t have the right data architecture to answer important questions, so you’ll build it.

What are ways our hiring process could be much better? This is harder to describe because it covers ~every strategic and tactical question we face. We want you to be thinking about all of it. Things like: Are we overweighting particular qualities and losing promising candidates without noticing? How could we run experiments on our hiring processes (randomization, A/B testing, sourcing campaigns) that actually give us useful information?

You’ll also do a fair amount of bread-and-butter recruiting work: screening applications, writing outreach emails, and interviewing candidates. We think that sort of work will keep you close to the data and help you develop strong pattern recognition.

About you

You’re excited about GiveWell's mission and methods. You think GiveWell is doing something special, not just generically “doing good.” You can explain what makes GiveWell different.

You’re careful and truth-seeking with your beliefs. For example, if a hiring manager says we need to find “scrappy” people, you’re likely to ask “Why do you believe that?” or “What does scrappy mean?” instead of uncritically agreeing. You’re quick to update your beliefs by picking up new information and asking sharper questions. You can probably tell us about times when you’ve changed your mind about important things.

You're unusually curious and analytical. When you get invested in a question, you keep trying to find the right answer after many other people would have stopped. You ground your beliefs in data when possible and hedge appropriately when you’re not confident.

You have very high standards. We have a high competence bar for our research team, and you’ll need to uphold that and own your decisions about applications that do and don’t meet our bar.

You’re entrepreneurial and high agency. You figure things out. You have a history of solving problems. You’re very resourceful. You’re more likely to make the mistake of moving too fast than moving too slow. You'd rather try something imperfect and learn from it than wait for a perfect plan.

You're direct. You say what you actually think even when it's uncomfortable.

You’re good at communicating in writing. You're concise, clear, and you don't hide behind jargon. You probably enjoy an effective memo.

If you think people who know you well would agree that many of the qualities above describe you, we’d like you to apply.

Qualifications

We care much more about the qualities described above than any specific background. That said, some things that might help:

• Experience in recruiting, talent operations, research operations, or a generalist role at a mission-driven organization
• Comfort with data — spreadsheets and basic quantitative analysis
• Strong written communication
• Experience working closely with executive-level leadership
• Familiarity with global health, development economics, effective altruism, or adjacent fields is a plus but not required

Recruiting experience is welcome but not required. Some of the best people in comparable roles at peer organizations came in without it. And we’ll support you if you want to move on to other things at GiveWell after making progress on our research recruiting. There's always a place here for generalists who are good at solving hard problems, and we have a history of developing high performers into different roles across our org.

Key Questions

What are some of the reasons I might not like this role?

• GiveWell has a unique approach to hiring, and it’s possible that you’ll dislike it. For example, we tend to lean heavily into work trials and finding empirical evidence about the candidates we hire. We are rigorous in how we evaluate candidates, and hold really high standards, which can lead to longer hiring rounds with more steps than what is typical elsewhere. We’re extremely quality focused and would rather hold out for the right candidate than settle on someone who’s “mostly right.”
• You’ll need to deeply understand our work and culture to succeed. We want you to be able to speak with candidates about our work and what makes GiveWell special, and provide useful input to hiring managers when we’re developing assessments and evaluating candidates. 
• You will be expected to hunt, not just farm. While we receive a high volume of inbound applicants, we are looking for recruiters who effectively source and attract candidates, not just wait for them to trickle in. 
• You’ll be collaborating with leaders with high expectations. We’re a founder-led, performance-driven culture and you’ll be collaborating with our executive team regularly in this role. Strong partnerships will depend on you building trust, leading with curiosity, and reliably delivering results.
• You’ll be running hiring rounds from start to finish. We consider this a full-lifecycle role, which means you should be comfortable with things like scheduling, building out roles in Greenhouse, and day-to-day coordination with candidates. While you might have support from more junior colleagues, you’ll be expected to capably manage your own pipelines. 

What does growth look like in this role?

GiveWell’s growing, and you’re going to help shape that. Your growth will be tied directly to the impact created by the people you help hire. Beyond day-to-day recruiting, you’ll have the opportunity to work on more strategic projects, including shaping our overall hiring approach and improving our employer brand. In this role you’ll also have significant exposure to executive leadership and many corners of our business. The talent acquisition team is doubling in 2026, which means there are clear opportunities for mentorship and potentially growing into a team leader.

What does this interview process entail?

We'll use a combination of interviews, written exercises, and work trials to assess the qualities described above. Past versions have looked like:

• Simulating a hiring manager intake conversation
• Walking through a sourcing strategy for a hard-to-fill role
• Reviewing a job description or process and offering a critique
• Writing a candidate outreach email or internal communication

We'll share more specific details if we invite you to move forward, but our current plan is:

• Screen with a member of the Talent Acquisition team
• Career history interview with the Manager, Talent Acquisition
• Work trial, which will include live conversations and written work
• Values interview with VP, People
• Final conversation with Manager, Talent Acquisition
• References

Team structure

This role sits on GiveWell's People team and reports to our Manager of Talent Acquisition. Day-to-day, you'd work in close partnership with our Research Program Director, who owns senior research hiring decisions and is part of our Research Leadership Team. You'd collaborate regularly with other members of the People and Research teams on sourcing and candidate evaluation.

We'll likely also want you to attend research team meetings, develop 1:1 relationships with research team members, and potentially join research team-building retreats. We’ll be interested in ~any kind of team embedding that helps you build useful context.

The details

• Compensation:
  • NYC or the San Francisco Bay Area: $149,600
  • All other U.S. locations: $136,000
• Benefits: Our benefits include:
  • Fully funded health, dental, vision, and life insurance (we cover 100% of premiums within the US for you and any dependents)
  • Four weeks of paid time off per year
  • 16 weeks of fully paid parental leave
  • Ergonomic home workstations or coworking space memberships
  • 403(b) retirement plan
• Location: You must be based in the United States and can choose to work remotely, hybrid or in person at one of our offices located in Brooklyn, NY or Oakland, CA.
• Flexibility: We support and encourage flexible working, including flexible hours, working remotely, and working from the office when you choose. The majority of our staff, including senior management, work flexibly in one way or another.
• Travel: GiveWell hosts “Visit Weeks” twice a year in our Oakland, California, office and up to two annual departmental retreats. Attending these in-person opportunities will be important to fulfilling the goals of this role. Occasional additional travel may be helpful for conferences or recruiting events.
• Visa sponsorship: We are not currently able to sponsor visas for this role.
• Start date: We’d like a candidate to start as soon as possible after receiving an offer, but we’ll offer flexibility for candidates whose personal or professional circumstances require them to moderately delay their start date.

We don't want to miss candidates who could do great things at GiveWell. If you're on the fence about applying because you meet some but not 100% of our preferred qualifications, we encourage you to apply anyway.

GiveWell is an Equal Employment Opportunity employer by choice. We value our team's diversity in all respects and desire to maintain a work environment free of harassment or discrimination. If you need assistance or an accommodation due to a disability, contact us at careers@givewell.org.

Summary

GiveWell is growing fast to move more donations to where we think they will do exceptional good for people in need. But it takes unique talent to thrive here, and finding those candidates requires much more than posting jobs and screening resumes. We're hiring a Senior Recruiter who will actively search for exceptional people, uphold an extremely high bar, and serve as a true thought partner to leaders across the organization — because the quality of our hires is key to how many lives we can save and improve.

Why we're hiring for this role right now: GiveWell surpassed 100 employees in early 2026, and we’re continuing to grow. We have increased hiring goals in Operations and Outreach, and we’re building capacity to tackle that. As our hiring scales, we’re also investing in improving our approach with smarter sourcing, a stronger employer brand, and creating hiring infrastructure. This is a real opportunity to help shape what great recruiting looks like at a mission-driven organization that takes hiring seriously.

The role

As a Senior Recruiter, you’ll be a hunter for rare talent and the right organizational fit — one week building a sourcing strategy for a niche finance role, the next networking to find a senior communications candidate or learning a new function well enough to advise a hiring manager on what “great” looks like. You’ll own full-cycle recruiting for roles across GiveWell's Operations and Outreach functions — think Finance, Legal, Tech, Philanthropy, and Communications — and pitch in on research recruiting when needed. Day to day, you’ll work across multiple job openings on the following:

• Partnering with hiring managers. You’ll collaborate closely with GiveWell leaders to define what they’re looking for in their new hires, guide them through our processes, monitor and surface trends in our talent pools, and make better hiring decisions. 
• Building our top of the funnel. You’re a hunter. You seek out passive talent through targeted sourcing, referrals, networking, and events and utilize all the tools at your disposal to prospect. You’ll get in front of high-quality candidates and creatively attract them to GiveWell, not just wait for them to trickle in. 
• Creating hiring infrastructure. Everything from crafting compelling job descriptions to designing interview plans that lead to stronger signals and less noise. You’ll help sharpen the tools we use to evaluate candidates, train hiring teams on how to use them, and measure their effectiveness.
• Candidate management. You’ll be the point of contact for candidates at every point in our hiring process. You’re responsible for creating a candidate experience that is frictionless, speedy, and showcases GiveWell’s values and culture.
• Assessing talent. You’ll use your strong judgement, curiosity, and critical thinking to assess talent. You’ll regularly lead screening interviews and be trusted to jump in at later stages as part of the hiring team that upholds GiveWell’s standards.
• Project and timeline management. You keep hiring teams on track, loop in the right people along the way, and effectively manage competing priorities within the diverse teams you support.

You’ll also plan substantial time thinking about our recruiting challenges, and contributing to our overall hiring strategy. Some of the questions you’ll focus on: 

• What makes our top performers unique, and where can we find more of them? You are obsessed with understanding the qualities, skills, and experiences needed to drive impact at GiveWell and it’s your mission to find more candidates who possess them and get them into our funnel.
• How do we make better decisions, faster? You’ll track data, spot patterns, and help us understand which parts of our process are adding value and which aren’t. If we don’t have the right information to answer an important question, you’ll build the infrastructure to get it.
• How can we set new hires up for success? Your job doesn’t ‘stop’ when an offer is signed. You’re focused on developing smooth handoffs, understanding new-hire sentiment and performance, and ensuring a warm welcome to GiveWell.
• What could we be doing much better? This is harder to describe because it covers ~every strategic and tactical question we face. We want you to be thinking about all of it. Things like: Are we overweighting particular qualities and losing promising candidates without noticing? How could we run experiments on our hiring processes (randomization, A/B testing, sourcing campaigns) that actually give us useful information?

About You

The strongest candidates will have 3+ years of professional experience recruiting for hard-to-fill positions in a performance-driven environment. Beyond that, here’s what we’re really looking for:

You’re excited about GiveWell’s mission and methods. You think GiveWell is doing something special, not just generically “doing good” and that matters to you, personally. You can explain what makes GiveWell different, and are fascinated by what makes a candidate successful here. You are intent on finding more top performers and won’t settle for less.

You’re entrepreneurial and high agency. You are great at identifying opportunities to drive progress forward, faster. You notice gaps, ask good questions, and find solutions. If you’ve ever redesigned a broken process, built a sourcing strategy from scratch, or pushed back on a hiring manager because you had a better idea, that's the kind of energy we're looking for.

Adaptability and curiosity. You adjust your approach to recruiting based on what each role and hiring manager actually needs — not a formula you apply to everything. You’re genuinely curious about the work happening across GiveWell, and that curiosity shows up in how you engage with candidates and hiring teams alike.

Strong communication. You write and speak with accuracy and the right tone. Internally, that means being concise and specific. Externally, it means writing outreach that actually gets responses and navigating discussions with sophisticated candidates.

Solid judgment. You’re an expert at assessing candidates’ behaviors and patterns and making excellent judgment calls, even in ambiguous situations. You personally hold high standards and seek to elevate the teams you support, and should have a point of view (that you can back up!) on what makes a strong candidate.

Highly organized. You’re meticulous in how you prepare, document, and track your work. You love a well-run meeting and a clean spreadsheet.

While not required, we’re particularly interested in candidates who possess:

• Experience recruiting for a range of functions — operations, fundraising, finance, communications, tech, etc. in a high performing organization
• Project/program management experience
• Strong analytical skills: ATS reporting, spreadsheets, and translating numbers and patterns into decisions and insights
• Experience working closely with executive-level leadership and cross functional stakeholders
• Experience designing, conducting, and improving interview and assessment processes 
• An interest in HR Business Partner or Talent Development work
• Familiarity with Greenhouse, LinkedIn Recruiter, or similar tools is a plus
• Prior mentorship experience (or an interest in it!)

Key Questions

What are some of the reasons I might not like this role?

GiveWell has a unique approach to hiring, and it’s possible that you’ll dislike it. For example, we tend to lean heavily into work trials and finding empirical evidence about the candidates we hire. We are rigorous in how we evaluate candidates, and hold really high standards, which can lead to longer hiring rounds with more steps than what is typical elsewhere. We’re extremely quality focused and would rather hold out for the right candidate than settle on someone who’s “mostly right.”

• You’ll need to deeply understand our work and culture to succeed. We want you to be able to speak with candidates about our work and what makes GiveWell special, and provide useful input to hiring managers when we’re developing assessments and evaluating candidates. 
• You will be expected to hunt, not just farm. While we receive a high volume of inbound applicants, we are looking for recruiters who effectively source and attract candidates, not just wait for them to trickle in. 
• You’ll be collaborating with leaders with high expectations. We’re a founder-led, performance-driven culture and you’ll be collaborating with our executive team regularly in this role. Strong partnerships will depend on you building trust, leading with curiosity, and reliably delivering results.
• You’ll be running hiring rounds from start to finish. We consider this a full-lifecycle role, which means you should be comfortable with things like scheduling, building out roles in Greenhouse, and day-to-day coordination with candidates. While you might have support from more junior colleagues, you’ll be expected to capably manage your own pipelines. 

What does growth look like in this role?

GiveWell’s growing, and you’re going to help shape that. Your growth will be tied directly to the impact created by the people you help hire. Beyond day-to-day recruiting, you’ll have the opportunity to work on more strategic projects, including shaping our overall hiring approach and improving our employer brand. In this role you’ll also have significant exposure to executive leadership and many corners of our business. The talent acquisition team is doubling in 2026, which means there are clear opportunities for mentorship and potentially growing into a team leader.

What does this interview process entail?

We'll use a combination of interviews, written exercises, and work trials to assess the qualities described above. Past versions have looked like:

• Simulating a hiring manager intake conversation
• Walking through a sourcing strategy for a hard-to-fill role
• Reviewing a job description or process and offering a critique
• Writing a candidate outreach email or internal communication

We'll share more specific details if we invite you to move forward, but our current plan is:

• Screen with a member of the Talent Acquisition team
• Career history interview with the Manager, Talent Acquisition
• Work trial, which will include live conversations and written work
• Values interview with VP, People
• Final conversation with Manager, Talent Acquisition
• References

The details

• Compensation:
  • NYC or the San Francisco Bay Area: $149,600
  • All other U.S. locations: $136,000
• Benefits: Our benefits include:
  • Fully funded health, dental, vision, and life insurance (we cover 100% of premiums within the US for you and any dependents)
  • Four weeks of paid time off per year
  • 16 weeks of fully paid parental leave
  • Ergonomic home workstations or coworking space memberships
  • 403(b) retirement plan
• Location: You must be based in the United States and can choose to work remotely, hybrid or in person at one of our offices located in Brooklyn, NY or Oakland, CA.
• Flexibility: We support and encourage flexible working, including flexible hours, working remotely, and working from the office when you choose. The majority of our staff, including senior management, work flexibly in one way or another.
• Travel: GiveWell hosts “Visit Weeks” twice a year in our Oakland, California, office and up to two annual departmental retreats. Attending these in-person opportunities will be important to fulfilling the goals of this role. Occasional additional travel may be helpful for conferences or recruiting events.
• Visa sponsorship: We are not currently able to sponsor visas for this role.
• Start date: We’d like a candidate to start as soon as possible after receiving an offer, but we’ll offer flexibility for candidates whose personal or professional circumstances require them to moderately delay their start date.

We don't want to miss candidates who could do great things at GiveWell. If you're on the fence about applying because you meet some but not 100% of our preferred qualifications, we encourage you to apply anyway.

GiveWell is an Equal Employment Opportunity employer by choice. We value our team's diversity in all respects and desire to maintain a work environment free of harassment or discrimination. If you need assistance or an accommodation due to a disability, contact us at careers@givewell.org.

The Role

We’re hiring a Salesforce Administrator to support internal users, continuously improve user experience and data quality, and ensure data reliability and consistency across our Salesforce instance. The Salesforce Administrator will fully own the support, maintenance, and roadmap of core products leveraging Salesforce NPSP, and provide front-line support for our custom Salesforce app.

Why we’re hiring this role right now:  GiveWell's fundraising and grants management work depends heavily on Salesforce to operate effectively and scale our impact. Our Technology team currently has only one Salesforce Administrator, and the volume of day-to-day support requests has left little room for proactive improvements such as reducing technical debt, improving data quality, or building new features that would meaningfully benefit our growing organization. As GiveWell grows and our use of Salesforce expands, particularly in grants management, we expect demand to outpace what a single administrator can sustainably support. We're looking for someone who can share the support load, bring additional depth to the team, and help us continuously improve the systems that underpin our life-saving work.

As our Salesforce Administrator, you’ll support:

• Outreach CRM 
• Gift/Donation Processing System
• Grants administration
• Service Console/Case Management 
• Reports & Dashboards

Specific duties will include: 

Salesforce Support

• Serve as the primary point of contact for all Salesforce support requests, resolving issues in a timely manner and/or routing requests for products maintained by other teammates
• Proactively monitor Salesforce performance and initiate troubleshooting when necessary
• Manage onboarding/offboarding and permission modifications
• Support teams with reporting and dashboards
• Design and deliver walkthroughs and training to educate staff
• Escalate bugs and larger process issues to senior SF teammates
• Create and share documentation to help teammates use SF effectively
• Identify and suggest areas for improvement

Database maintenance

• Own data quality including setting up monitoring systems to identify problematic data streams/automations and eliminate errors
• Perform data uploads using tools like DataLoader
• Perform exploratory data analysis to expose data quality problems and resolve them
• Drive duplicate management in partnership with our fundraising team
• Handle and manage data with an eye to upholding our privacy, security, and data management standards

About You

The strongest candidates will have one to three years of professional experience as a dedicated Salesforce Administrator along with some prior professional experience in customer-facing roles. In addition to relevant experience with the responsibilities listed above, we’ll be looking for someone with:

• A strong technical understanding of Salesforce, especially as deployed in NPSP
• Familiarity with integrations and packages used with Salesforce, especially for non-profits (e.g., Form Assembly, G-Connector, Zapier, Cirrus, and donation payment platforms)
• Extensive experience providing support to all kinds of users (e.g., from entry-level staff to senior leadership)
• Prior experience working on a small, collaborative team with a high ownership culture, preferably in a non-profit organization
• Knowledge of data integrity within Salesforce and familiarity with strategies to drive data quality
• Skills in report building and dashboard development
• Experience helping users improve how they use Salesforce through training and tutorials
• Proven ability to put together effective and engaging enablement resources like videos, guides, and other forms of documentation  
• A clear prioritization framework and ability to meet deadlines, act with urgency, and manage trade-offs with great judgement
• Experience working within project management software (we use Asana)

We also think these qualities will help you do well in the role and at GiveWell: 

• Customer service excellence: You feel like you’ve done a good job when your teammates are served quickly, fully, and with thoughtfulness
• Sense of stewardship: You feel responsible for the outcomes of the work that you do. As a result, you act proactively and actively model the level of care and discretion required of someone in a tech admin role
• Listening skills: You are able to translate a user’s description of the issue into something you can take action on from a technical perspective. You have empathy for various staff needs and challenges
• Communication skills: You are really good at asking effective clarifying questions, you convey statuses and updates across the team when needed, you give users clear guidance and instructions, and you excel at conveying technical concepts to non-technical audiences
• Problem-solving skills: You have honed the art of troubleshooting user issues, and have a good sense of when to dive in and figure it out and when to escalate and reach out for help
• Organizational skills: You have great attention to detail, thrive on creating systems and scalable workflows, and keep meticulous records of your work. You properly utilize our collaboration and project management tools
• Prioritization skills: You maintain your composure and structure even when juggling multiple high-priority demands and have excellent judgment in figuring out what’s most important

Details

• Team: You’ll report to the Head of Technology and will be part of our Salesforce team, which includes one other Salesforce professional and one support Admin
• Compensation:
  • Annual salary in NYC or the San Francisco Bay Area: $108,800, in all other US locations: $98,600 
• Location:
  • You must be based in the United States and can choose to work remotely, hybrid or in person at one of our offices located in Brooklyn, NY or Oakland, CA
  • Flexibility: We support and encourage flexible working, including flexible hours, working remotely, and working from the office when you choose. The majority of our staff, including senior management, work flexibly in one way or another
  • International applicants: For this role, we can currently only hire team members based in the United States who have prior work authorization. We cannot support visas for this role at this time.  
• Benefits: our benefits include:
  • Fully funded health, dental, vision, and life insurance (we cover 100% of premiums within the US for you and any dependents)
  • Four weeks of paid time off per year
  • 16 weeks of fully paid parental leave
  • Ergonomic home workstations or co-working space memberships
  • 403(b) retirement plan
• Travel: GiveWell hosts “Visit Weeks” twice a year in our Oakland, California, office and up to two annual departmental retreats. Attending these in-person opportunities will be important to fulfilling the goals of this role. Otherwise, no travel is expected for this role
• Start date: We’d like a candidate to start as soon as possible after receiving an offer, but we’ll offer flexibility for candidates whose personal or professional circumstances require them to moderately delay their start date
• Application deadline: We don't currently have an application deadline. If that changes, we'll update the posting. We're reviewing applications on a rolling basis, so we recommend applying as soon as possible
• Visa sponsorship: We are not currently able to sponsor visas for this role

Key Questions & Information

What does success look like in this role?

The primary responsibilities of this role are to deliver exceptional support to our internal users, enhance user enablement, and maintain high data quality within Salesforce. Success in this role will be evaluated based on these key areas.

What is the structure of the team I’d be joining?

You will report directly to our Head of Tech. You’ll be joining a team with two other Salesforce professionals, one who provides support and the other who leads building solutions. You will collaborate to provide support alongside our existing support teammate. Naturally, your work will intersect with that of your colleagues, so coordination and communication will be key.  

Do I need certifications to apply?

For this role, we value experience over certifications. If you are a Salesforce Certified Administrator, you could be a good fit with the right applicable experience, but we don’t require this certification for the role. 

Would I be responsible for gift processing?

We know that at some organizations Salesforce Administrators are responsible for processing gifts of donations. At GiveWell, we have a dedicated gift processing team who you will work with and support, but this role won’t be directly responsible for those tasks. 

What are some of the reasons I might not like this role?

The majority of the needed work in Salesforce will focus on support, training, and data quality. If you are looking for a role where building Salesforce apps is the majority of what you do day-to-day, this role may not be the best fit. 

What is the hiring process like?

The steps in the hiring process are described below. Please note that we could choose not to move forward at any stage after application review. We plan to devote significant staff effort to reviewing applications, and we’ll respond to everyone who applies. 

• Application
• Initial 30-minute interview with member of Talent Acquisition Team
• Work sample submission and review
• Work sample follow up interview with Head of Tech
• Technical interview with two members of our Tech Team
• GiveWell Values interview
• Final Interview with Head of Tech
• Reference checks
• Offer