I personally feel much more funding constrained / management capacity constrained / team culture “don’t grow too quickly” constrained than I feel “I need more talented applicants” constrained.
I feel like part of the definition of “talented applicant” is that they don’t stretch your management capacity, don’t mess up your culture, etc. For example, if there was someone who had volunteered at Rethink for a while, you had a lot of trust in them, they knew your projects intimately and could hit the ground running etc., my guess is that you would value that person much more highly than someone who had “general” competency.
And the next level up would be candidates who not only don’t stretch your management capacity or culture but actually add to it.
My experience is that there are lots of people who are good at research or programming or whatever but fewer who have those skills and can add value to the organization without subtracting from other limited resources.
I feel like part of the definition of “talented applicant” is that they don’t stretch your management capacity, don’t mess up your culture, etc. For example, if there was someone who had volunteered at Rethink for a while, you had a lot of trust in them, they knew your projects intimately and could hit the ground running etc., my guess is that you would value that person much more highly than someone who had “general” competency.
And the next level up would be candidates who not only don’t stretch your management capacity or culture but actually add to it.
My experience is that there are lots of people who are good at research or programming or whatever but fewer who have those skills and can add value to the organization without subtracting from other limited resources.