The competition for roles at ACE varies depending on the position. We receive around 10 intern applications every month, so this is by far the most competitive of all positions at ACE.
Given our niche area of work, replaceability is a challenge; when we’re looking for someone who has a research background, is interested in effective altruism, and is passionate about animal advocacy, we’re looking at a very narrow group of people.
Speaking more generally, people are replaceable, but the costs—in terms of both time and money—can be very high. It can take months for managers and leadership to recruit, vet, and interview new candidates and up to six months to fully onboard a new hire. During the time we are rehiring for a role, the work assigned to that position is either stagnant or has to be redistributed to other team members who are already operating at capacity. There’s also the opportunity cost for the managers and leadership participating in the process whose time (and corresponding wages) could be better spent on programs and other activities more directly fulfilling our mission.
And while the costs of turnover are high, it’s important to note that the primary reason ACE prioritizes its people is for their inherent value. Each ACE team member is an individual with their own experiences and talents that contribute to achieving our goals. We use job descriptions as guidelines, but welcome the unique insight, ideas, and skills each person brings into their role.
Year after year, we’re able to maintain, and even improve, the quality of evaluations, research, and grant-making for which ACE is internationally known by investing in our people—people with exceptional competencies and the dedication to finding and promoting the most effective ways to help animals.
Hi Michael, I’ll respond on behalf of Leah/ACE:
The competition for roles at ACE varies depending on the position. We receive around 10 intern applications every month, so this is by far the most competitive of all positions at ACE. Given our niche area of work, replaceability is a challenge; when we’re looking for someone who has a research background, is interested in effective altruism, and is passionate about animal advocacy, we’re looking at a very narrow group of people.
Speaking more generally, people are replaceable, but the costs—in terms of both time and money—can be very high. It can take months for managers and leadership to recruit, vet, and interview new candidates and up to six months to fully onboard a new hire. During the time we are rehiring for a role, the work assigned to that position is either stagnant or has to be redistributed to other team members who are already operating at capacity. There’s also the opportunity cost for the managers and leadership participating in the process whose time (and corresponding wages) could be better spent on programs and other activities more directly fulfilling our mission.
And while the costs of turnover are high, it’s important to note that the primary reason ACE prioritizes its people is for their inherent value. Each ACE team member is an individual with their own experiences and talents that contribute to achieving our goals. We use job descriptions as guidelines, but welcome the unique insight, ideas, and skills each person brings into their role.
Year after year, we’re able to maintain, and even improve, the quality of evaluations, research, and grant-making for which ACE is internationally known by investing in our people—people with exceptional competencies and the dedication to finding and promoting the most effective ways to help animals.