So cool, basically CRS focuses on careers in reducing suffering or s-risks (various roles and individualized approach), CLR on s-risks (perhaps more networking referrals in order to promote CLR’s values if these are shared with the applicant), HLI on near-term/current generation happiness improvement (suffering prioritization or deprioritization is not explicitly stated) (which may however have long-term effects, e. g. if positive education leads to malevolence prevention) learning with the applicant about top opportunities for impact in the applicant’s area of interest that would have not otherwise been taken (rather than subtracting the counterfactual contribution of the next best hire) (while career profiles are being further developed).
These are somewhat different lines of understanding specialization (suffering prioritization and impact metric (wellbeing vs. health) wise) but may be perhaps even better in supporting overall enjoyed systems!
So cool, basically CRS focuses on careers in reducing suffering or s-risks (various roles and individualized approach), CLR on s-risks (perhaps more networking referrals in order to promote CLR’s values if these are shared with the applicant), HLI on near-term/current generation happiness improvement (suffering prioritization or deprioritization is not explicitly stated) (which may however have long-term effects, e. g. if positive education leads to malevolence prevention) learning with the applicant about top opportunities for impact in the applicant’s area of interest that would have not otherwise been taken (rather than subtracting the counterfactual contribution of the next best hire) (while career profiles are being further developed).
These are somewhat different lines of understanding specialization (suffering prioritization and impact metric (wellbeing vs. health) wise) but may be perhaps even better in supporting overall enjoyed systems!