Generally, we try to compensate people in such a way that compensation is neither the main reason to be at Open Phil nor the main reason to consider leaving. We rely on market data to set compensation for each role, aiming to compete with a candidate’s “reasonable alternatives” (e.g., other foundations, universities, or high-end nonprofits; not roles like finance or tech where compensation is the main driving factor in recruiting). Specifically, we default to using a salary survey of other large foundations (Croner), and currently target the 75th percentile, as well as offering modest upwards adjustments on top of the base numbers for staff in SF and DC (where we think there are positive externalities for the org from staff being able to cowork in person, but higher cost of living). I can’t speak to what they’re currently doing, but historically, GiveWell has used the same salary survey; I’d guess that the Senior Research role is benchmarked to Program Officer, which is a more senior role than we’re currently posting for in this GCR round, which explains the higher compensation. I don’t know what BMGF benchmarks you are looking at, but I’d guess you’re looking at more senior positions that typically require more experience and control higher budgets at the higher end.
That said, your point about technical AI Safety researchers at various nonprofit orgs making more than our benchmarks is something that we’ve been reflecting on internally and think does represent a relevant “reasonable alternative” for the kinds of folks that we’re aiming to hire, and so we’re planning to create a new comp ladder for technical AI Safety roles, and in the meantime have moderately increased the posted comp for the open TAIS associate and senior associate roles.
Generally, we try to compensate people in such a way that compensation is neither the main reason to be at Open Phil nor the main reason to consider leaving. We rely on market data to set compensation for each role, aiming to compete with a candidate’s “reasonable alternatives” (e.g., other foundations, universities, or high-end nonprofits; not roles like finance or tech where compensation is the main driving factor in recruiting). Specifically, we default to using a salary survey of other large foundations (Croner), and currently target the 75th percentile, as well as offering modest upwards adjustments on top of the base numbers for staff in SF and DC (where we think there are positive externalities for the org from staff being able to cowork in person, but higher cost of living). I can’t speak to what they’re currently doing, but historically, GiveWell has used the same salary survey; I’d guess that the Senior Research role is benchmarked to Program Officer, which is a more senior role than we’re currently posting for in this GCR round, which explains the higher compensation. I don’t know what BMGF benchmarks you are looking at, but I’d guess you’re looking at more senior positions that typically require more experience and control higher budgets at the higher end.
That said, your point about technical AI Safety researchers at various nonprofit orgs making more than our benchmarks is something that we’ve been reflecting on internally and think does represent a relevant “reasonable alternative” for the kinds of folks that we’re aiming to hire, and so we’re planning to create a new comp ladder for technical AI Safety roles, and in the meantime have moderately increased the posted comp for the open TAIS associate and senior associate roles.