I’m really excited about this change in direction. My impression is that 80k staff increasingly have wanted to double down on making AI go well for a while, and I think it’s important that the outward brand/image is aligned with what people in the organisation are most excited about.
My impression is that many commenters who haven’t run or worked at cause-neutral organisations will underestimate the challenges of having an org vision and mission that doesn’t feel coherent and consistent to its employees. One way I expect this to improve 80k as an organisation is that 80k may have an easier time hiring people who care a lot about AI and are deeply knowledgeable on the topic, even if (hypothetically) the case for working at 80k for people who mostly care about AI risk was about as strong as before the official switch.
I really appreciate that 80k leadership are bold enough to focus on what they think is most useful. Pivoting 80k seems much better to me than having most senior people leave 80k to work on a different project and then 80k being a very different org people-wise with the same brand.
(I haven’t been through the many comments on this post—apologies if this is wrong in meaningful ways that have been clarified in other comments)
I’m really excited about this change in direction. My impression is that 80k staff increasingly have wanted to double down on making AI go well for a while, and I think it’s important that the outward brand/image is aligned with what people in the organisation are most excited about.
My impression is that many commenters who haven’t run or worked at cause-neutral organisations will underestimate the challenges of having an org vision and mission that doesn’t feel coherent and consistent to its employees. One way I expect this to improve 80k as an organisation is that 80k may have an easier time hiring people who care a lot about AI and are deeply knowledgeable on the topic, even if (hypothetically) the case for working at 80k for people who mostly care about AI risk was about as strong as before the official switch.
I really appreciate that 80k leadership are bold enough to focus on what they think is most useful. Pivoting 80k seems much better to me than having most senior people leave 80k to work on a different project and then 80k being a very different org people-wise with the same brand.
(I haven’t been through the many comments on this post—apologies if this is wrong in meaningful ways that have been clarified in other comments)