We’re here to help you build a career that’s good for you and good for the world. We aggregate the best evidence, analysis and expert opinions to help you make informed career decisions that increase your impact.
If you have any questions or feedback, we’d love to hear from you.
Yep, it’s on our list of features to add! Will share once it’s live.
Farmed animal welfare is one of the most important cause areas out there. Though we’ve written about animal welfare broadly before, we recently publisheda dedicated piece on farmed animals specifically. Given how often this cause area shows up on our job board and throughout our content, we thought it deserved its own standalone overview, which covers:
How different farmed animals are treated, including fish, crustaceans, and insects.
Promising approaches already reducing suffering at scale.
Why farmed animal welfare remains highly neglected despite its enormous scale.
Concrete ways you can get involved, whether through your career or otherwise.
It’s intended as an approachable introduction to the cause area; if you’re already familiar with farmed animal welfare, especially through other EA content, you probably won’t be surprised by much here. But if you’re new to the topic or looking for a solid overview to share with others, you might find it useful.
You can read the full article here.
Thanks for sharing this, Dom! We’re currently working on something relevant (AI-assisted headhunting at scale for high-impact roles across cause areas) and would love to collaborate. Sending you a message now.
Also, an open offer to others: If you also have a relevant audience (of professionals interested in high-impact roles) and want us to add them to our headhunting dataset, please get in touch!
Lots of “entry-level” jobs require applicants to have significant prior experience. This seems like a catch-22: if entry-level positions require experience, how are you supposed to get the experience in the first place? Needless to say, this can be frustrating. But we don’t think this is (quite) as paradoxical as it sounds, for two main reasons.
1: Listed requirements usually aren’t as rigid as they seem.
Employers usually expect that candidates won’t meet all of the “essential” criteria. These are often more of a wish list than an exhaustive list of strict requirements. Because of this, you shouldn’t necessarily count yourself out because you fall a little short on the listed experience requirements. Orgs within EA are much better at communicating this explicitly, but it should be taken as a rule of thumb outside of EA as well. You should still think strategically about which roles you apply for, but this is something to factor in.
2: You can develop experience outside of conventional jobs.
For a hiring manager, length of experience is a useful heuristic. It tells them you’ve probably picked up the skills needed for the role. But if you can show that you have these skills through other means, the exact amount of experience you have becomes far less important. A few of the best ways to do this:
Internships and fellowships. These are designed for people entering new fields and signal to employers that someone has already vetted you. They’re often competitive, but usually don’t require previous experience.
Volunteering. Organizations usually have lower bars for volunteers than paid positions, making this a more accessible option (usually). Look for advertised volunteering opportunities at orgs you’re interested in, or reach out to them directly.
Independent projects. Use your spare time to make something tangible you can show potential employers, like an app, portfolio, research paper, blog, or running an event. Obviously the most useful projects will vary by profession, but whatever you do, try and make it look professional–close to something you’d do in a “real” role.
Courses and qualifications. Taking some online courses can fill gaps in your knowledge and demonstrate some investment in the career path, especially if there are well-regarded professional certifications in your field (though perhaps less relevant for EA roles). Employers also often interpret graduate degrees as relevant experience, and if you’ve done any relevant coursework in your undergraduate degree, you can bring this up too.
Also: don’t neglect networking. If somebody at a hiring org knows you personally, they can be more willing to look past ways in which your CV might diverge from their listed requirements.
If you want to learn more about specific strategies and see a practical example of how to interpret job requirements, you can read our full guide on building experience through non-traditional jobs.
Heads up for job-board users: you can now find more roles (1,200+) and set custom email alerts on our job board.
For added context: As promised earlier, we’re continuing to scale and improve our job board, to help talented people find impactful roles (including in causes, regions, and orgs that might have been underrepresented in EA so far). Mainly, you can now find more roles than before and set alerts for your chosen filters, in addition to smaller improvements, like being able to filter for highlighted roles. We’ll continue doing significant work on the board in the coming months, including by adding more roles, and improving existing features while adding new ones.
Here’s how you can help us help you:
If you land a role that you found on the job board, please let us know! Even a short message about how our services helped you makes a huge difference to our ability to continue providing these services.
If you know of any orgs you think we should monitor for the board (including ones you work for), please share them!
If you work at an org that’s listed on the board and have a question on your application forms regarding where candidates heard about the role, please consider adding “Probably Good” as an option (or consider asking your recruiting team to do it). We’re also happy to collaborate on adding a UTM parameter to links or doing something similar; let us know if you’re interested.
If you’re a hiring manager/recruiter who ends up hiring a candidate who found your role through our job board, please let us know!
Other than that, please also share the job board with people you think could benefit from it, and get in touch with us if you have any feedback or other suggestions. Thank you!
We’ve heard from a lot of people who feel they’re getting rejected from jobs for being overqualified, which can be pretty frustrating. One thing that can help with this is to think about overqualification as an issue with poor fit for a particular role. Essentially, what feels like a general penalty for past success is usually about more specific concerns that your hiring manager might have, like:
Will you actually be good at this work? You might have years of experience in senior roles, or other impressive credentials, but this doesn’t always mean you’ll be able to perform well in a more junior role. For instance, if you’ve been managing teams for years, they may worry you lack recent hands-on experience and don’t know current best practices.
Will you stick around? If you’ve been leading large teams but are applying for an individual contributor role, they might wonder if you’ll actually find the work engaging or get bored without the higher-stakes responsibilities. They may worry you’re just using this as a stepping stone until something better comes along. Hiring is costly and time-consuming, so they don’t want to invest in someone who’ll be gone in a few months.
Will you expect more than they can offer? If you’ve worked in more senior roles, an organization might think you’ll be looking for opportunities for growth, benefits, and a salary beyond what the organization is able to offer. If you’re likely to demand more than they’re able to give, they won’t want to waste time advancing you through the process.
If you’re genuinely excited about a role, but are worried about being perceived as overqualified, the good news is that you can address these concerns in your application (especially your cover letter or application answers). For instance, if you’re stepping down in seniority, explain why you actually want to do this work. If you’ve worked in management and are wanting a return to the hands-on work you’re really passionate about, then mention this.
You should also make sure to emphasize the parts of your background that are most relevant to the role, rather than the ones that seem most impressive in general. Your PhD might be impressive, for example, but unless it’s closely connected to the role you’re applying for, you might want to highlight other parts of your CV instead (like your operational experience if you’re applying for an ops role).
The important takeaway is to think about your fit for a specific role rather than your qualification level. Having more experience in a certain area isn’t necessarily better if it doesn’t help with the type of work you’d actually be doing, or if it implies you’ll have expectations that an organization won’t be able to match.
If you want to learn more about this, you can read our full article on overqualification.
Thanks for the question! We’ve sourced the courses based on a mix of:
Soliciting recommendations from domain experts, mainly when asking for resource recommendations during research for other articles (like our career profiles).
Doing our own research to find courses that seemed to be particularly high-quality, reputable, coming from orgs that we think are likely to provide strong overviews, and/or especially relevant to impact-focused careers.
That said, we want to emphasize that these are the best courses we know of; we’re certain there are many great courses we don’t know about that should also be included on this list (please let us know if you know of any that you think could be relevant).
We’ll see if we can make all this clearer in the article!
Yep, absolutely! You can refer them to our advising page.
Also, feel free to get in touch with us directly if you’re interested in a workshop for your group too.
We’re also looking for an operations specialist to join our team! If you’re already in operations or are looking to pivot into this path, we’d love you to consider applying by July 27: https://probablygood.org/work-with-us/
The best advice we can give on this currently is to simply apply to both!
Currently, yes! Over time, it will depend on how many people apply, but for now we’d encourage all your participants to apply, and we’re already looking into scaling our advising.
Also, in cases like this, where you’re an organizer interested in career advising for your group, please get in touch to discuss (with Rocky, at advising@probablygood.org). We’d be happy to figure out the best way to set this up, and are also about to launch new career-advising workshops that we can run for your group.
Hi everyone!
We know there’s been a lot of uncertainty following 80K’s recent shift to focus more on AGI, and we really appreciate 80K’s thoughtfulness and transparency in communicating their decision.
Given this shift, we feel there’s an even greater need for principles-first, impact-focused career guidance, which is what we aim to provide.
In addition to this new series about how to get a job, we have a bunch more exciting updates in the pipeline, including new content, new services, and major improvements to what we already offer.
We’ll share these updates as they occur over the coming weeks and months, here and in our newsletter. In the meantime, if you have any questions or comments, please feel free to get in touch!
ProbablyGood (although they seem to have paused advising for now)
Thanks for the mention! We’re planning to relaunch and expand our advising services in around 2-3 weeks, alongside some other exciting changes in the near future, so please feel free to apply for advising and refer people who could benefit from it.
And, if you have any questions or suggestions, please feel free to get in touch any time!
Hi Cassidy! We advise people at all career stages, and would be happy to chat about your specific situation, including finding opportunities that could be a good fit for you. If you’re interested, please feel free to reach out directly or apply for advising!
Just wanted to chime in and say we’d be happy to chat more about your specific situation and collaborate on finding impactful career options. Probably Good’s aim is to help more people make a difference within their unique circumstances. It totally makes sense to feel some uncertainty/discouragement, but as others have mentioned, you could be underselling yourself – especially since perceived ‘prestige’ doesn’t always correlate with how qualified you are. If you’re interested, feel free to reach out directly or apply for advising. We’d be happy to help!
Thanks Tom! We appreciate you testing this out to see what’s causing the bug. Knowing that the order of sort + filtering is likely causing the issue should help us figure out how to resolve it. If you spot any other unintended behavior from the job board, definitely let us know.
Hey Tom, thanks for providing a screenshot and a description of how it occurred. We extensively tested the filters and sorting feature in combination with each other and this bug didn’t show in our testing.
I just attempted to reproduce it and this appears to be a bug for specific edge cases—and even then only rarely occurs when those conditions are met (and can then be fixed by selecting ‘Newest’ again).
If this is occurring for you more frequently, every time you select a combination of filters, doesn’t change when you click ‘Newest’—or anything like that—I’d really appreciate more details to help us address the problem.
In any case, thanks for letting us know about this. This has been added to our list of updates, fixes, and other changes we’d like to make to future iterations of the job board.
Hi Tom,
Thanks for the comment!
As for sorting, by ‘Newest’ we mean ‘most recently added to the board.’ I just used the sorting feature and when set to ‘Newest’ it correctly orders the jobs that were most recently added first (i.e. jobs added May 10, then May 9, then May 8, and so on). If this is confusing, can you tell us what you expected/what you would change?
As for locations you can filter by, most of the filters automatically update depending on what jobs are currently listed on the board. That means if there are no in jobs in a certain country or city when you’re viewing the board, you won’t see the filter for that location, so you won’t be able to filter for a location that doesn’t currently have any jobs on the board.
If you know of impactful orgs you think we should watch for jobs in your location, we’d be happy to hear your suggestions.
Currently we aren’t able to send job alerts for the board, but it’s a feature we’ll definitely explore adding in the future. Thanks for the feedback!
Heads up: We’ve got new job-board email alerts that you can use to automatically get notified about impactful new roles as soon as they’re published.
As you may have noticed, we released an exciting new version of our job board last week. One thing we didn’t cover much in our main announcement is how much we’ve improved our job alerts. These alerts are probably the most time-efficient way to find relevant roles, so it was a priority for us to make them as good as possible.
We’ve made a bunch of improvements, but the main theme is that they offer much more customizability and look much better:
If you’ve been meaning to set up an email alert for the board, treat this as your nudge. It only takes a few seconds: just select your filters on the board, then hit the green Get job alerts button and enter your email.
As always, please let us know if you have any suggestions or encounter any bugs!