Recruiter

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 this work if you love:

• Project management: You are highly organized in your own work, and are able to keep other stakeholders on track. You take pride in maintaining a clean candidate pipeline, and ensure important deliverables don’t fall through the cracks.

• Maintaining relationships: You’ll represent Coefficient Giving to candidates, external partners, and hiring managers. You can build trust, convey what’s compelling about working here, and navigate sensitive conversations effectively and transparently.

• Moving fast: We treat all recruiting work as urgent by default, which means prioritizing aggressively to get things done.

• Thinking about organizational needs: You can assess individual potential against complex role requirements, take a broad, systems-level view of Coefficient Giving’s talent needs across diverse cause areas, and connect strategy to long-term goals.

• Improving processes: You’re skilled at breaking down complex workflows and optimizing them for clarity and efficiency.

• Coefficient Giving’s work across cause areas: You have enough context to identify and interface effectively with people working across our cause areas, whether that’s biosecurity, navigating transformative AI, abundance and growth, or effective giving and careers. You don’t need to be a subject matter expert in any of these fields, but you should be passionate about our mission and be interested in learning more across a wide breadth of cause areas.

Experience requirements:

• For pipeline development, direct experience leading a sourcing or pipeline development function is not required, but we expect the strongest candidates might have relevant experience in areas like recruiting, partnerships, or Effective Altruism or Global Catastrophic Risks community building.

• For round management, we're looking for candidates with at least three years of operations experience who have successfully managed fast-moving processes.

• For senior headhunting, experience with in-house or external executive search, or otherwise working with senior talent, is especially valuable.

• For recruiting management, we would look for past experience working in recruitment and in people management.

• For recruiting operations, we would look for experience in a recruiting operations role and/or working in-depth with an ATS.

The ideal candidate for this position will possess many of the skills and experiences described above. However, there is no such thing as a “perfect” candidate. If you are on the fence about applying because you are unsure whether you are qualified, we strongly encourage you to do so.

ROLE DETAILS & BENEFITS

• Compensation: The baseline compensation for this role is $130,525.00, which (for U.S. hires) would be distributed as a base salary of $113,500.00 and an unconditional 401(k) grant of $17,025.00.

  • Candidates with an especially strong fit for one of the specialisms may be hired at a more senior level, in which case compensation would be $155,825.00, which (for U.S. hires) would be distributed as a base salary of $135,500.00 and an unconditional 401(k) grant of $20,325.00.

  • These compensation figures assume a remote location; there would be geographic adjustments upwards for candidates who are willing to work from our San Francisco or Washington, D.C. offices at least two days per week. There would also be an adjustment upwards for candidates based in New York who are willing to work from our coworking hub at least one day per week.

  • All compensation will be distributed in the form of take-home salary for hires based outside of the U.S.

• Time zones and location: We offer remote work in many countries. While we aren’t able to sponsor visas for this role, we are open to hires outside the US willing to consistently overlap with U.S. business hours for at least 5-6 hours of the day. Our current team is dispersed from the Pacific U.S. through U.K. time zones.

• Benefits: Our benefits package includes:

  • Excellent health insurance (we cover 100% of premiums within the U.S. for you and any eligible dependents) and an employer-funded Health Reimbursement Arrangement for certain other personal health expenses

  • Dental, vision, and life insurance for you and your family

  • Four weeks of PTO recommended per year

  • Four months of fully paid family leave

  • A generous and flexible expense policy — we encourage staff to expense the ergonomic equipment, software, and other services that they need to stay healthy and productive. This policy also includes a productivity benefit, which provides a set amount for staff to expense items that enhance their productivity.

  • A continual learning policy that encourages staff to spend time on professional development with related expenses covered

  • Support for remote work — we’ll cover a remote workspace outside your home if you need one, or connect you with a Coefficient Giving coworking hub in your city. We currently have offices in San Francisco and Washington D.C., and multiple staff working from several other cities in the U.S. and elsewhere.

  • We can’t always provide every benefit we offer U.S. staff to international hires, but we’re working on it (and will usually provide cash equivalents of any benefits we can’t offer in your country)

• Start date: We expect to make offers by late September or earlier, and hope new hires can start as soon as possible after receiving an offer. If this timeline doesn’t work for you, please err on the side of applying anyway and let us know in your application in case we can make alternate arrangements.

We aim to employ people with many different experiences, perspectives, and backgrounds who share our passion for accomplishing as much good as we can. We are committed to creating an environment where all employees have the opportunity to succeed, and we do not discriminate based on race, religion, color, national origin, gender, sexual orientation, or any other legally protected status.

If you need assistance or an accommodation due to a disability, or have any other questions about applying, please contact jobs@coefficientgiving.org.

Please apply as soon as you can — we may give priority to candidates who are able to move through the process faster. The role will close for applications at 11.59pm Pacific Time on Sunday, August 16.

U.S.-based staff are typically employed by Coefficient Giving LLC, which is not a 501(c)(3) tax-exempt organization. As such, this role is unlikely to be eligible for public service loan forgiveness programs.

We may use AI to assist in the initial screening of applications, including to detect whether candidates have used AI models in drafting their application. Decisions are always made by a human on our team. If you have any questions about our use of AI tools, you can email jobs@coefficientgiving.org.