The hiring page for the Content Specialist role states that CEA would also consider hiring for a more junior or more senior version of the position; would you be able to elaborate at all about what a more junior version of this role might look like?
The short answer is that both the “default” version of the role and the junior version would be, in large part, crafted around the candidate we want to hire. This role is very flexible; there are some core responsibilities, but those are vague and there could be a lot of ways to approach them.
But here’s an attempt at some more general things:
It’s hard to pin down the exact qualifications that would be useful for the role. The position is currently framed as a “Specialist” role, which might be more senior than what some are prepared to start as, and we didn’t want to rule those people out (and we didn’t want them to rule themselves out). A more junior version of the role would probably be less independent (or at least start that way); instead of taking on large projects, the person might work on more specific tasks or co-run projects.
I also think that some people tend to underestimate themselves and how quickly they could grow into some responsibilities, and I don’t want them to select themselves out. If someone looks like a really promising candidate, but is less prepared than others to start, I want to be open to hiring them.
My current best guess is that we’ll end up with something closer to the default version, but the first round of the application is really short to fill out, so if someone is in doubt because of this uncertainty specifically, I’d just nudge them to apply.
Hi there!
The hiring page for the Content Specialist role states that CEA would also consider hiring for a more junior or more senior version of the position; would you be able to elaborate at all about what a more junior version of this role might look like?
The short answer is that both the “default” version of the role and the junior version would be, in large part, crafted around the candidate we want to hire. This role is very flexible; there are some core responsibilities, but those are vague and there could be a lot of ways to approach them.
But here’s an attempt at some more general things:
It’s hard to pin down the exact qualifications that would be useful for the role. The position is currently framed as a “Specialist” role, which might be more senior than what some are prepared to start as, and we didn’t want to rule those people out (and we didn’t want them to rule themselves out). A more junior version of the role would probably be less independent (or at least start that way); instead of taking on large projects, the person might work on more specific tasks or co-run projects.
I also think that some people tend to underestimate themselves and how quickly they could grow into some responsibilities, and I don’t want them to select themselves out. If someone looks like a really promising candidate, but is less prepared than others to start, I want to be open to hiring them.
My current best guess is that we’ll end up with something closer to the default version, but the first round of the application is really short to fill out, so if someone is in doubt because of this uncertainty specifically, I’d just nudge them to apply.