1. That’s good. Do you have any thoughts on how often this happens vs open rounds? 2. In my experience, the surplus of applicants is the case regardless of role seniority. I think level of talent is very subjective for soft skills-based roles. In my view, if many people are applying who are able to do the job with decent competence, one cannot call oneself talent-constrained. The jobs themselves don’t seem very technical/in need of very unique factors. 3. Yes, I meant once someone has been hired by an EA organisation. I think prioritising getting the very very best comes at a cost that is difficult to justify if one considers themselves to be cost effective, a central tenet of EA, and is by no means guaranteed/the benefit of the first choice vs the second or even the third, fourth, fifth, is hard to pin down.
Hi Aleks, thanks for engaging!
1. That’s good. Do you have any thoughts on how often this happens vs open rounds?
2. In my experience, the surplus of applicants is the case regardless of role seniority. I think level of talent is very subjective for soft skills-based roles. In my view, if many people are applying who are able to do the job with decent competence, one cannot call oneself talent-constrained. The jobs themselves don’t seem very technical/in need of very unique factors.
3. Yes, I meant once someone has been hired by an EA organisation. I think prioritising getting the very very best comes at a cost that is difficult to justify if one considers themselves to be cost effective, a central tenet of EA, and is by no means guaranteed/the benefit of the first choice vs the second or even the third, fourth, fifth, is hard to pin down.