Description: “I’m impressed by how EA organisations have developed robust selection processes. Whilst I understand the inherent difficulty in predicting who will perform excellently, I’ve observed thoughtful hiring practices that focus on demonstrated competence, relevant experience, and integrity rather than familiarity with current leaders. I’ve seen people from underrepresented backgrounds succeed in gaining positions based purely on their competence and potential impact. EA organisations also seem to actively guard against conflicts of interest. Even when there are social connections within the community, I’ve witnessed organisations maintain professional standards and objective evaluation criteria. Rather than creating a self-perpetuating cycle of similarity, the selection processes seem designed to bring in fresh perspectives and diverse talent.”
2.a. I’ve seen EA organisations select people who fit in rather than those who perform best.
Needs not fulfilled: effectiveness, equality
Associated emotions: worry, envy, anger
Description: “I’m worried that EA organisations and programmes are systematically selecting the wrong people for important roles. I’ve noticed concerning patterns where personal connections, shared backgrounds, or ideological alignment appear to matter more than merit or accomplishments. Furthermore, I’m unsure whether they adequately screen for integrity, which is especially crucial for leadership positions. The tendency for EAs to live together in group houses and maintain close personal relationships creates additional conflicts of interest that can compromise objective evaluation. I worry that this creates a self-perpetuating cycle where people are selected based on their similarity to existing influential EAs rather than their ability to effectively create impact.”
I think there’s an important difference between “have I ever seen this in the history of any EA org” and “do I think it’s a current trend / do I think it happens more in EA than other spaces.” The title points to the first, and I think what’s meant is the second.
Fit is an important aspect of hiring! (As are diversity, etc.) Picking the person who gets the highest score on the trial, while ignoring how they fit with the team, is a huge problem.
The description seems fine, but the title seems to get this wrong by referencing fit instead of nepotism or similar.
2. Selection processes
2.b. I’ve seen EA organisations effectively select based on merit and potential.
Needs fulfilled: effectiveness, equality
Associated emotions: confidence, trust, satisfaction
Description: “I’m impressed by how EA organisations have developed robust selection processes. Whilst I understand the inherent difficulty in predicting who will perform excellently, I’ve observed thoughtful hiring practices that focus on demonstrated competence, relevant experience, and integrity rather than familiarity with current leaders. I’ve seen people from underrepresented backgrounds succeed in gaining positions based purely on their competence and potential impact. EA organisations also seem to actively guard against conflicts of interest. Even when there are social connections within the community, I’ve witnessed organisations maintain professional standards and objective evaluation criteria. Rather than creating a self-perpetuating cycle of similarity, the selection processes seem designed to bring in fresh perspectives and diverse talent.”
If I have not really seen any hiring practices at all, or not seen them recently, should I abstain?
That sounds right!
2.a. I’ve seen EA organisations select people who fit in rather than those who perform best.
Needs not fulfilled: effectiveness, equality
Associated emotions: worry, envy, anger
Description: “I’m worried that EA organisations and programmes are systematically selecting the wrong people for important roles. I’ve noticed concerning patterns where personal connections, shared backgrounds, or ideological alignment appear to matter more than merit or accomplishments. Furthermore, I’m unsure whether they adequately screen for integrity, which is especially crucial for leadership positions. The tendency for EAs to live together in group houses and maintain close personal relationships creates additional conflicts of interest that can compromise objective evaluation. I worry that this creates a self-perpetuating cycle where people are selected based on their similarity to existing influential EAs rather than their ability to effectively create impact.”
I think there’s an important difference between “have I ever seen this in the history of any EA org” and “do I think it’s a current trend / do I think it happens more in EA than other spaces.” The title points to the first, and I think what’s meant is the second.
Thanks, you’re right. I’m gesturing at the later.
Fit is an important aspect of hiring! (As are diversity, etc.) Picking the person who gets the highest score on the trial, while ignoring how they fit with the team, is a huge problem.
The description seems fine, but the title seems to get this wrong by referencing fit instead of nepotism or similar.