As an employer in an EA org, this definitely bothers me a great deal. We’re currently hiring for a bunch of operations roles (open for two more days as of the time of this writing) and I think you’d be a great fit. One of my biggest goals is to only screen for EA alignment as much as is necessary, though I think we still have some work to do on this and I welcome your (and other’s) feedback. Some of our roles do not require any EA alignment at all!
One thing I have learned is that it is important that people who are trying to screen for EA alignment do so via a prompt question (e.g., “Describe your familiarity with effective altruism”) rather than try to glean it from a CV/resume. I’ve found even very involved EAs often do not have any easy way to discern this from their CV/resume as it is not something people frequently think about needing to do (nor should they).
I think your suggestions are smart. I’d definitely be keen to see if there are other ways we could be vetting candidates that would allow less traditional candidates to thrive. A “speed dating” style isn’t a bad idea though I wonder if it could be done more scalably in writing.
Hi Peter Thank you for your considered comments. When I was completing the applications for your roles I thought the phrasing you used was encouraging to describe one’s individual journey and perspectives regarding EA, and it was much appreciated.
As an employer in an EA org, this definitely bothers me a great deal. We’re currently hiring for a bunch of operations roles (open for two more days as of the time of this writing) and I think you’d be a great fit. One of my biggest goals is to only screen for EA alignment as much as is necessary, though I think we still have some work to do on this and I welcome your (and other’s) feedback. Some of our roles do not require any EA alignment at all!
One thing I have learned is that it is important that people who are trying to screen for EA alignment do so via a prompt question (e.g., “Describe your familiarity with effective altruism”) rather than try to glean it from a CV/resume. I’ve found even very involved EAs often do not have any easy way to discern this from their CV/resume as it is not something people frequently think about needing to do (nor should they).
I think your suggestions are smart. I’d definitely be keen to see if there are other ways we could be vetting candidates that would allow less traditional candidates to thrive. A “speed dating” style isn’t a bad idea though I wonder if it could be done more scalably in writing.
Hi Peter
Thank you for your considered comments. When I was completing the applications for your roles I thought the phrasing you used was encouraging to describe one’s individual journey and perspectives regarding EA, and it was much appreciated.
I’m really glad to hear that!