As a senior professional who went through the hiring process for EA groups, but also as a senior professional who has hired people (and hires people) both for traditional (profit-driven) organisations and for impact/mission-driven organisations, my only comment would be that this is great advice for any role.
As hiring managers, we love people who are passionate and curious, and it just feels weird for someone to claim to be passionate about something but not have read up about it or followed what’s happening in their field.
In terms of the job-search within EA, the only detail I would add is that there are a huge number of really nice, friendly, supportive people who give great feedback if you ask. One of my first interviewers did a 1-hour interview, after which he (rightly) did not continue the process. He explained very clearly why and what skills I was missing. He also set up an additional call where he talked through how my skill-set might be most valuable within an impactful role, and some ideas. He gave me lots of connections to people he knew. And so on. And he offered to help if I needed help.
Within EA, this is the norm. People really respect that someone more senior wants to help make the world a bit better, they want to help.
One of my first interviewers did a 1-hour interview, after which he (rightly) did not continue the process. He explained very clearly why and what skills I was missing. He also set up an additional call where he talked through how my skill-set might be most valuable within an impactful role, and some ideas. He gave me lots of connections to people he knew. And so on. And he offered to help if I needed help.
This is great practice; however, I believe it happens only in a minority of cases. Typically, people who are filtered out early receive an email stating they can’t receive individual feedback. Given this, I recommend that if someone makes it far enough to be invited to an interview, ask for feedback at the end of the meeting before concluding. It’s better than sending an email after a decision has been made.
Alternatively, if you encounter the hiring manager at a conference, consider reaching out. However, if the interview was some time ago, don’t expect them to remember, as they’ve likely conducted hundreds since then.
Great post!
As a senior professional who went through the hiring process for EA groups, but also as a senior professional who has hired people (and hires people) both for traditional (profit-driven) organisations and for impact/mission-driven organisations, my only comment would be that this is great advice for any role.
As hiring managers, we love people who are passionate and curious, and it just feels weird for someone to claim to be passionate about something but not have read up about it or followed what’s happening in their field.
In terms of the job-search within EA, the only detail I would add is that there are a huge number of really nice, friendly, supportive people who give great feedback if you ask. One of my first interviewers did a 1-hour interview, after which he (rightly) did not continue the process. He explained very clearly why and what skills I was missing. He also set up an additional call where he talked through how my skill-set might be most valuable within an impactful role, and some ideas. He gave me lots of connections to people he knew. And so on. And he offered to help if I needed help.
Within EA, this is the norm. People really respect that someone more senior wants to help make the world a bit better, they want to help.
Thanks for sharing!
This is great practice; however, I believe it happens only in a minority of cases. Typically, people who are filtered out early receive an email stating they can’t receive individual feedback. Given this, I recommend that if someone makes it far enough to be invited to an interview, ask for feedback at the end of the meeting before concluding. It’s better than sending an email after a decision has been made.
Alternatively, if you encounter the hiring manager at a conference, consider reaching out. However, if the interview was some time ago, don’t expect them to remember, as they’ve likely conducted hundreds since then.