Interesting read! Thanks for sharing! I imagine some points might even apply to
university groups e.g., targeting specific people who could fill talent gaps or doing A/B testing (even though I am very uncertain about this)
myself (and potentially other EAs) e.g., I should probably prioritize looking for open jobs and forwarding it to relevant people even higher. Personally, I keep a list of the top ~10 most promising people I know and who could be open for new positions and try to keep them in my mind, if I stumble across opportunities. This post is a good nudge to potentially think about a more systematic and time-effective approach to this low-effort/passive matchmaking.
For the EACN, we
have put some thought into tracking metrics of members to make meaningful referrals. Probably it is still not optimal and needs adaption based on your groups circumstances, but feel free to reach out, if this is of interest to your group
did A/B/C/D testing with all the workplace groups at the different consulting firms (Note: the EACN only servers as an umbrella org and includes several workplace groups as well as consultants without a workplace group). We want to spend the summer learning from each other’s different community-building approaches after 1 year of trying things. I hope we can share insights and scale what has been working to other groups (both within the EACN and potentially beyond, if applicable)
are currently developing a plan to target social impact student consultancies to address the top 2 (out of 3) EA orgs needs for talent: management and ops. We are currently exploring a potential partnership with 180° degrees consulting, which has 150+ student chapters and want to partner with EA university groups to do some outreach pilots. Let us know if you would be interested in potentially setting up a pilot at your university with a local social impact student consultancy
Looking forward to learning more from other groups
Interesting read! Thanks for sharing! I imagine some points might even apply to
university groups e.g., targeting specific people who could fill talent gaps or doing A/B testing (even though I am very uncertain about this)
myself (and potentially other EAs) e.g., I should probably prioritize looking for open jobs and forwarding it to relevant people even higher. Personally, I keep a list of the top ~10 most promising people I know and who could be open for new positions and try to keep them in my mind, if I stumble across opportunities. This post is a good nudge to potentially think about a more systematic and time-effective approach to this low-effort/passive matchmaking.
For the EACN, we
have put some thought into tracking metrics of members to make meaningful referrals. Probably it is still not optimal and needs adaption based on your groups circumstances, but feel free to reach out, if this is of interest to your group
did A/B/C/D testing with all the workplace groups at the different consulting firms (Note: the EACN only servers as an umbrella org and includes several workplace groups as well as consultants without a workplace group). We want to spend the summer learning from each other’s different community-building approaches after 1 year of trying things. I hope we can share insights and scale what has been working to other groups (both within the EACN and potentially beyond, if applicable)
are currently developing a plan to target social impact student consultancies to address the top 2 (out of 3) EA orgs needs for talent: management and ops. We are currently exploring a potential partnership with 180° degrees consulting, which has 150+ student chapters and want to partner with EA university groups to do some outreach pilots. Let us know if you would be interested in potentially setting up a pilot at your university with a local social impact student consultancy
Looking forward to learning more from other groups
Thanks Jona, I agree that there is potential applicability beyond city and national groups—including for individuals.
I’m excited by the results of the A/B/C/D testing!