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Ben_Kuhn comments on Talent gaps from the perspective of a talent limited organization. - Effective Altruism Forum

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Comment author: Joey 05 November 2017 01:13:32PM 3 points [-]

The use of the term talent constrained vs talent limited was not intentional.

Overall I think salary is not a large factor in our talent concerns. We have experimented with different levels of salaries between 10k and 50k USD and have not found increasing the salary increases the talent pool in the traits we would like to see more of. It could be that 50k is still too low or that we are not marketing our jobs in communities that are very income sensitive. I would guess that normally we are looking for pretty hardcore/dedicated EAs and that tends to correlate very strongly with people who take low salaries.

Comment author: Ben_Kuhn 06 November 2017 09:58:11AM *  6 points [-]

We have experimented with different levels of salaries between 10k and 50k USD and have not found increasing the salary increases the talent pool in the traits we would like to see more of

Is this really true throughout the whole range? It seems extraordinary to claim that moving from a salary of 10k to 20k truly had no effect. Most EAs live on much more than US$10k, and I think this is the right call for most of them.

Comment author: Joey 06 November 2017 11:53:38AM 2 points [-]

10k was not attempted for people living in the higher income countries (with the exception of the co-founders) as it would often go below minimum wage.

Comment author: Ben_Kuhn 06 November 2017 10:45:20PM 1 point [-]

But you did find that 20k (above min wage in most places) was not appreciably different from 50k in terms of "talent pool in the traits we would like to see more of"? I'm still extremely surprised. While above the minimum wage, 20k would require many EAs I know to make large sacrifices in housing location, quality and/or savings buffer.

Are you only looking for people who are willing to move to India, or do you think the traits you care about are strongly correlated with being willing to make large sacrifices on those dimensions, or what?

Comment author: Joey 06 November 2017 11:22:06PM 3 points [-]

Most of these jobs included a move to either Vancouver or India. I do expect strong ability/interest in self-sacrifice correlates with many of the traits we are looking for. With our strongest candidates we often ask what salary they are looking for without specifying a number for the job beforehand, although our budget is public so they could in theory deduce the current average wages other employees are getting.

Comment author: Gregory_Lewis 07 November 2017 04:40:26AM 5 points [-]

FWIW: Although part of this might be anchoring (it perhaps 'hurts more' to go down in salary rather than start at a low salary level) I don't think I'd have taken my current role as a researcher at FHI for salaries at the 20k sort of level (when adjusted for living expenses etc.) but much more palatable at the upper end of the 20-50k interval.

I regret I am far from a moral saint (like e.g. Xio and yourself, Julia Wise and Jeff Kaufmann, many others), and I expect I am less virtuous in this respect (and many others) than the typical EA who would contemplate direct work. But, insofar as one thinks some counterpart of mine (e.g. EA aligned medical doctor who specialised in public health and who was passionate about global poverty) could be an effective hire at a group like this, I think this offers evidence against a really strong correlation between altruistic ardour and the traits of efficacy you desire.

[I suspect asking for what salary a candidate looks for given public knowledge about the extremely low salary you and other employees claim may implicitly screen out people pre-application who would only work for more generous remuneration.]

Comment author: Joey 07 November 2017 02:49:15PM 2 points [-]

I think the traits we are looking for in a senior hire are pretty complex and fairly rare even in the EA movement, so it's hard to take a strong counterexample without me interviewing someone to see if they would be a good fit.

It would be interesting for my next senior hire to explicitly put a higher range (e.g. 50-100k) and see if the application pool changes dramatically. My expectation is we would get more total applications but the same number from the category we would considering hiring in the end (0-2 candidates).