I think this hypothesis is similar to the points made by 80k in their post on why although EA orgs really value their previous hires, especially in operations, there is still a large talent gap. It seems like part of the constraint has to do with the organisations’ ability hire new people. We’re also really interested in finding ways to reduce the constraint on EA orgs by seeing how we can reduce organisational costs through, for example, contributing to the filtering process or providing strong signals about a person. This is something we want to explore in the next posts in the series.
Do you have ideas to address and perhaps reduce the organisational constraints?
I think this hypothesis is similar to the points made by 80k in their post on why although EA orgs really value their previous hires, especially in operations, there is still a large talent gap. It seems like part of the constraint has to do with the organisations’ ability hire new people. We’re also really interested in finding ways to reduce the constraint on EA orgs by seeing how we can reduce organisational costs through, for example, contributing to the filtering process or providing strong signals about a person. This is something we want to explore in the next posts in the series.
Do you have ideas to address and perhaps reduce the organisational constraints?