Recruiters

ABOUT COEFFICIENT GIVING Coefficient Giving (formerly Open Philanthropy https://coefficientgiving.org/research/open-philanthropy-is-now-coefficient-giving/) is a philanthropic funder and advisor. We work with a range of donors who share our commitment https://coefficientgiving.org/our-approach/ to cost-effective, high-impact giving. Our current funds include Science and Global Health R&D https://coefficientgiving.org/funds/science-and-global-health-rd/, Navigating Transformative AI https://coefficientgiving.org/funds/navigating-transformative-ai/, Biosecurity & Pandemic Preparedness https://coefficientgiving.org/funds/biosecurity-pandemic-preparedness/, Abundance & Growth https://coefficientgiving.org/funds/abundance-and-growth/, Farm Animal Welfare https://coefficientgiving.org/funds/farm-animal-welfare/, and more https://coefficientgiving.org/funds/. We’re proud of our track record: - We jump-started the field of AI safety and security https://coefficientgiving.org/research/ai-program-update-navigating-transformative-ai/ and have played a vital role in addressing other existential threats, such as mirror bacteria https://www.mbdialogues.org/. - Our grants to evidence-backed global health programs have saved over 100,000 lives, and our farm animal welfare grants have improved the lives of over 3 billion animals. - We supported late-stage clinical trials for the R21 malaria vaccine, now being scaled to protect millions of kids globally https://www.nature.com/articles/d44148-025-00245-8#:~:text=Uganda%20is%20at%20the%20forefront,M%20vaccine%20to%20105%20districts.. - We were the earliest major funder of the YIMBY movement to build more housing. Our grantees have led the charge on major wins like City of Yes https://www.nyc.gov/mayors-office/news/2024/12/mayor-adams-governor-hochul-speaker-adams-celebrates-passage-most-pro-housing-proposal-in in New York, and SB 79 https://www.gov.ca.gov/2025/10/10/governor-newsom-builds-on-this-years-historic-housing-reforms-signs-legislation-to-accelerate-housing-and-affordability/ in California, which will enable hundreds of thousands of new housing units This is a pivotal moment for Coefficient Giving. We’ve directed over $5 billion since 2014, gave around $1 billion last year, and are on track to more than double our giving this year as part of our mission to help others as much as we can with the resources available to us. ABOUT THE RECRUITING TEAM The Recruiting team plays a crucial role in facilitating Coefficient Giving’s growth and impact, from identifying a team’s initial hiring needs to making final offers. Growth at this pace means the work is fast, ambiguous, and often messy — we need to make big decisions, pivot quickly, and make trade-offs. We think this is a uniquely high-leverage moment for Coefficient Giving and for our Recruiting team, and we’re looking for people who find that energizing. The team currently has 13 members, led by Phil Zealley https://coefficientgiving.org/team/philip-zealley/. We’re looking to grow the team so Coefficient Giving can keep getting top talent to work on important problems. Recruiting mostly comprises two workstreams: pipeline development and round management. Roughly, pipeline development is about getting strong candidates to apply, and round management involves helping to hire the strongest candidate from the applicant pool. Recruiters generally specialize in one of these two workstreams, though they may periodically assist in the other. This posting is for both the round management and pipeline development workstreams, but we’re also open to creating new specialisms as we continue to grow the team. ABOUT THE ROLE We’re looking for multiple recruiters to represent Coefficient Giving to candidates, hiring managers, and external partners, serving as a key face of the organization. Regardless of your primary focus, you’ll spend time maintaining and improving our recruiting systems and working on strategic projects. Recent examples include developing hiring forecasts, updating evaluation processes in response to LLM developments, and building new dashboards for data analysis. If you focus on pipeline development, you’ll own and contribute to a variety of sourcing efforts that help us to find and engage strong candidates. This involves: - High-priority round sourcing: Find and invite leads, take informational calls with promising candidates, respond to indications of interest, and promote our job opportunities across a variety of external channels. This will make up the majority of your work. - Network building & partnerships: Cultivate our internal and external referral networks by managing relationships with external partners (such as grantees, relevant community organizers, and peer organizations) and serving as a primary point of contact for the recruiting team. - Events & representation: Travel to relevant conferences (e.g. EA Global https://www.effectivealtruism.org/ea-global, the Stanford Existential Risks Initiative https://seri.stanford.edu/) to represent Coefficient Giving and develop relationships with potential referrers. - Reporting: Maintain and improve the systems we use to track leads, candidate relationships, pipeline health, and sourcing performance, ensuring visibility for senior leadership. - Employer brand collaboration: Help define how we present ourselves to potential candidates and guide updates to platforms like our Careers page and our Glassdoor account. This involves occasionally collaborating with our Communications team on employer branding efforts. If you focus on round management, you’ll own hiring projects from start to finish, typically managing several rounds simultaneously. This includes: - Project management: Determine evaluation steps, plan hiring timelines, coordinate stakeholders and information streams at key decision points, and track the overall progress of the round to make sure nothing (and no one) falls through the cracks. - Candidate evaluation: Review applications, interview candidates, and develop or advise on work tests and interview templates. - Providing guidance: Advise hiring managers on key decisions, maintain legal compliance, and uphold the standards of our hiring process. - Stakeholder management: Interface with candidates, respond to questions and requests, and ensure that all parties are kept up to speed as rounds progress. - Infrastructure: Set up and maintain the back-end systems used for each round to ensure a seamless operation from start to finish. We’re also open to hiring people who could be a great fit for other specialisms that aren’t covered above and/or don’t currently exist on our team, including at a more senior level, depending on candidate experience and fit. Specialisms that we’d be especially excited about include: - Senior headhunting: Leading on sourcing, attracting, and closing top talent for our most senior and high-priority talent needs; creating and upgrading the infrastructure that enables current senior leaders at Coefficient Giving to land top talent. - Recruiting management: Managing a sub-team of recruiters focused on delivering end-to-end hiring support for one or more of our organizational divisions; working with hiring managers to scope hiring rounds and advise on talent needs. - Recruiting operations: Improving the underlying systems that enable the team to do its best work, especially related to our Applicant Tracking System (Ashby). All that said, it’s hard to predict everything that this role might entail. We’re a rapidly growing organization where priorities can shift, and all staff pitch in across different areas to support our mission. While you’ll specialize in one workstream, you may assist with others. WHO MIGHT BE A GOOD FIT We welcome candidates from a variety of backgrounds. The relative importance of different skills depends on which workstream you’d focus on, but we’re looking for candidates who bring many of the qualities outlined below. You might be a great fit for