Regarding using something like an “EA group” on LinkedIn, I like that concept. I think that might be a better idea for a MVP than a Google Sheet. Thanks for mentioning it. I’ll let the idea percolate for a while.
Regarding several orgs to agreeing to handle their hiring through a single system, my first thought about hiring was actually somewhat related: having a centralized hiring/recruiting team for multiple large EA orgs. This way, rather than organization A, B, C, and D all employing a recruiter, getting a subscription to a applicant sourcing service, learning/training how to write job descriptions and do interviews, a “shared services” team (part of a traditional HR model) could do these tasks for all member organizations. I’m not highly confident that it would be a net positive, but I am intrigued by the idea and it seems worth exploring. Of course, that would require changes/agreement from multiple large/central orgs to get started, which would be another challenge.
Regarding not making it easier to get hired, my thought is that this would be something that would be “background active.” If there are 10 openings a job seeker is interested in, she has to spend effort to seek out (generally reviewing far more than 10) and apply to each one. If she submits information to a system like this (if I have relevant skills) then multiple hiring managers would see the info over the coming weeks with no additional effort from the job seeker. The hiring managers might not contact her if she is not a good fit, so this system might not do any good for job seeker moral. But my hunch (totally untested and unproved) is that there would be more job openings that she would be considered for. (I suspect that part of the source for my hunch is that I personally applied to a role at one organization a while back, and about a month later I got an email from a different organization saying that they had been passed my info and would like to consider me for a role; thus I’m fairly confident that an informal network already exists.)