Senior Recruiter, Research

GiveWell

1d • Remote

About The Position

GiveWell is a research organization that identifies and funds cost-effective giving opportunities, focusing on global health and well-being. Our work is funded by tens of thousands of donors who rely on our research to inform their giving. We’ve grown from directing $1.5 million in 2010 to directing more than $400 million in 2025.
Summary
GiveWell's senior research staff are the key decision makers for hundreds of millions of dollars in grantmaking, and we think growing that team is one of the most important things we can do to increase our impact. We're seeking one or more Senior Recruiters to help us do that.
Finding senior research staff is a hard problem for a couple reasons:
The talent pool for GiveWell researchers basically doesn’t exist as a defined group. You can’t go to one type of program, industry, or a few obvious competitors to build a reliable pipeline. The people who succeed here come from a wide range of backgrounds — economics PhDs, policy analysts, management consultants, medical doctors, neuroscientists, primate biologists, etc. — and the roles don't have clean analogs elsewhere. What they share is a set of hard-to-measure cognitive skills and quantitative fluency that doesn’t show up reliably on resumes.
Our process is very competitive. The offer rate for senior research roles is less than one in a thousand.
We want you to figure out where to find strong candidates, improve our assessment process, and do the hands-on work of sourcing, screening, and closing offers. You'll work very closely with our research leadership team. We're most excited about finding someone who helps us make better decisions about finding great talent — and hire them faster.
You'd work closely with our research team leaders to own recruiting for our Researcher, Program Officer, Senior Researcher, and Senior Program Officer roles. A few problems we’ll want you to think about:
After candidates apply, is our assessment process effective? Our offer rate for senior roles is below 0.1%. That might mean we’re extremely selective. It might also mean we’re losing good candidates somewhere in the funnel. You’ll dig into our data and find answers (How well do early screening scores predict work trial performance? What are the most common rejection reasons, and are they signal or noise? How did past hires actually turn out?). You’ll help us develop good heuristics about what to do in situations when candidates’ signals are mixed.
Where do we even find good candidates? The ideal GiveWell researcher doesn’t come from one degree program, industry, or competitor. You’ll think about where to look and go after them. And you’ll continually develop new pipelines with creative methods (running structured referral conversations with our researchers, scouring conference guest lists, using sourcing tools creatively, or maybe vibe-coding your own).
How can we use data to make better decisions? Right now, we don’t have great visibility into which sourcing channels, process changes, or pipeline stages are driving results. You’ll track data, run analyses, and help us make evidence-based decisions about where to put effort. In some cases, you might find out that we don’t have the right data architecture to answer important questions, so you’ll build it.
What are ways our hiring process could be much better? This is harder to describe because it covers ~every strategic and tactical question we face. We want you to be thinking about all of it. Things like: Are we overweighting particular qualities and losing promising candidates without noticing? How could we run experiments on our hiring processes (randomization, A/B testing, sourcing campaigns) that actually give us useful information?
You’ll also do a fair amount of bread-and-butter recruiting work: screening applications, writing outreach emails, and interviewing candidates. We think that sort of work will keep you close to the data and help you develop strong pattern recognition.
About you
You’re excited about GiveWell's mission and methods. You think GiveWell is doing something special, not just generically “doing good.” You can explain what makes GiveWell different.
You’re careful and truth-seeking with your beliefs. For example, if a hiring manager says we need to find “scrappy” people, you’re likely to ask “Why do you believe that?” or “What does scrappy mean?” instead of uncritically agreeing. You’re quick to update your beliefs by picking up new information and asking sharper questions. You can probably tell us about times when you’ve changed your mind about important things.
You're unusually curious and analytical. When you get invested in a question, you keep trying to find the right answer after many other people would have stopped. You ground your beliefs in data when possible and hedge appropriately when you’re not confident.
You have very high standards. We have a high competence bar for our research team, and you’ll need to uphold that and own your decisions about applications that do and don’t meet our bar.
You’re entrepreneurial and high agency. You figure things out. You have a history of solving problems. You’re very resourceful. You’re more likely to make the mistake of moving too fast than moving too slow. You'd rather try something imperfect and learn from it than wait for a perfect plan.
You're direct. You say what you actually think even when it's uncomfortable.
You’re good at communicating in writing. You're concise, clear, and you don't hide behind jargon. You probably enjoy an effective memo.
If you think people who know you well would agree that many of the qualities above describe you, we’d like you to apply.

Requirements

• You’re excited about GiveWell's mission and methods. You think GiveWell is doing something special, not just generically “doing good.” You can explain what makes GiveWell different.
• You’re careful and truth-seeking with your beliefs.
• You're unusually curious and analytical.
• You have very high standards.
• You’re entrepreneurial and high agency. You figure things out. You have a history of solving problems. You’re very resourceful. You’re more likely to make the mistake of moving too fast than moving too slow. You'd rather try something imperfect and learn from it than wait for a perfect plan.
• You're direct. You say what you actually think even when it's uncomfortable.
• You’re good at communicating in writing. You're concise, clear, and you don't hide behind jargon. You probably enjoy an effective memo.

Nice To Haves

• Experience in recruiting, talent operations, research operations, or a generalist role at a mission-driven organization
• Comfort with data — spreadsheets and basic quantitative analysis
• Strong written communication
• Experience working closely with executive-level leadership
• Familiarity with global health, development economics, effective altruism, or adjacent fields is a plus but not required
• Recruiting experience is welcome but not required.

Responsibilities

• Own recruiting for our Researcher, Program Officer, Senior Researcher, and Senior Program Officer roles.
• Dig into our data and find answers (How well do early screening scores predict work trial performance? What are the most common rejection reasons, and are they signal or noise? How did past hires actually turn out?).
• Develop good heuristics about what to do in situations when candidates’ signals are mixed.
• Think about where to look and go after them. And you’ll continually develop new pipelines with creative methods (running structured referral conversations with our researchers, scouring conference guest lists, using sourcing tools creatively, or maybe vibe-coding your own).
• Track data, run analyses, and help us make evidence-based decisions about where to put effort. In some cases, you might find out that we don’t have the right data architecture to answer important questions, so you’ll build it.
• Screening applications, writing outreach emails, and interviewing candidates.

Benefits

• Fully funded health, dental, vision, and life insurance (we cover 100% of premiums within the US for you and any dependents)
• Four weeks of paid time off per year
• 16 weeks of fully paid parental leave
• Ergonomic home workstations or coworking space memberships
• 403(b) retirement plan

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: No Education Listed
• Number of Employees: 11-50 employees