well worth the time, and for sure! here are a few thoughts:
importance of targeted channels / personas, building a funnel, focus on the user
+10000 and advice i’ve given to folks working on any kind of CB / meta work. targeting users is always a good think (and you can always increase the personas you support over time). careers just take time to change, very much a marathon not a sprint (low hanging fruit are limited).
EA overall (EA thinking, funders, some parts of the EA community) have more blindspots / a lot of suspicion around longer impact timelines (this has it’s benefits / it’s good to stay focused and it’s very easy to avoid hard questions when your TOC becomes too long). But I think this has resulted in a lack of infra / longer term thinking especially when it comes to career advising. I want to get a more diverse funding landscape with funders taking slightly different strategies and doing active grantmaking to hopefully foster more of this.
talent density on a team
I like the “hire slowly fire quickly” framing—although it can be tough in practice. I think it’s really easy to get into scarcity mindset around hires / fear the cost of replacing a team member.
hiring is hard (yes! especially for meta work!)
adding more sectors for careers
i am very curious on what your research finds re finding more impactful jobs / removing that as a bottleneck for impact—that’s something i’ve been thinking about a bit in the GCBR context (where there are even fewer very explicitly EA/GCBR aligned orgs, and a lot of opportunities for impact are at other places).
(Also i can’t believe it’s already been 5 years—congrats on that!!)
well worth the time, and for sure! here are a few thoughts:
importance of targeted channels / personas, building a funnel, focus on the user
+10000 and advice i’ve given to folks working on any kind of CB / meta work. targeting users is always a good think (and you can always increase the personas you support over time). careers just take time to change, very much a marathon not a sprint (low hanging fruit are limited).
EA overall (EA thinking, funders, some parts of the EA community) have more blindspots / a lot of suspicion around longer impact timelines (this has it’s benefits / it’s good to stay focused and it’s very easy to avoid hard questions when your TOC becomes too long). But I think this has resulted in a lack of infra / longer term thinking especially when it comes to career advising. I want to get a more diverse funding landscape with funders taking slightly different strategies and doing active grantmaking to hopefully foster more of this.
talent density on a team
I like the “hire slowly fire quickly” framing—although it can be tough in practice. I think it’s really easy to get into scarcity mindset around hires / fear the cost of replacing a team member.
hiring is hard (yes! especially for meta work!)
adding more sectors for careers i am very curious on what your research finds re finding more impactful jobs / removing that as a bottleneck for impact—that’s something i’ve been thinking about a bit in the GCBR context (where there are even fewer very explicitly EA/GCBR aligned orgs, and a lot of opportunities for impact are at other places).
(Also i can’t believe it’s already been 5 years—congrats on that!!)