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Evan_Gaensbauer comments on Survey of EA org leaders about what skills and experience they most need, their staff/donations trade-offs, problem prioritisation, and more. - Effective Altruism Forum

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Comment author: Peter_Hurford  (EA Profile) 10 October 2018 11:47:59PM *  14 points [-]

I’d really like to hear more about other EA orgs experience with hiring staff. I’ve certainly had no problem finding junior staff for Rethink Priorities, Rethink Charity, or Charity Science (Note: Rethink Priorities is part of Rethink Charity but both are entirely separate from Charity Science)… and so far we’ve been lucky enough to have enough strong senior staff applications that we’re still finding ourselves turning down really strong applicants we would otherwise really love to hire.

I personally feel much more funding constrained / management capacity constrained / team culture “don’t grow too quickly” constrained than I feel “I need more talented applicants” constrained. I definitely don’t feel a need to trade away hundreds of thousands or millions of dollars in donations to get a good hire and I’m surprised that 80K/CEA has been flagging this issue for years now. …And experiences like this one suggest to me that I might not be alone in this regard.

So…

1.) Am I just less picky? (possible)

2.) Am I better at attracting the stronger applicants? (doubtful)

3.) Am I mistaken about the quality of our applicants such that they’re actually lower than they appear? (possible but doubtful)

Maybe my differences in cause prioritization (not overwhelmingly prioritizing the long-term future but still giving it a lot of credence) contributes toward getting a different and stronger applicant pool? …But how precise of a cause alignment do you need from hires, especially in ops, as long as people are broadly onboard?

I’m confused.

Comment author: Evan_Gaensbauer 11 October 2018 08:55:31PM 0 points [-]

One possibility is because the EA organizations you hire for are focused on causes which also have a lot of representation in the non-profit sector outside of the EA movement, like global health and animal welfare, it's easier to attract talent which is both very skilled and very dedicated. Since a focus on the far-future is more limited to EA and adjacent communities, there is just a smaller talent pool of both extremely skilled and dedicated potential employees to draw from.

Far-future-focused EA orgs could be constantly suffering from this problem of a limited talent pool, to the point they'd be willing to pay hundreds of thousands of dollars to find an extremely talented hire. In AI safety/alignment, this wouldn't be weird as AI researchers can easily take a salary of hundreds of thousands at companies like OpenAI or Google. But this should only apply to orgs like MIRI or maybe FHI, which are far from the only orgs 80k surveyed.

So the data seems to imply leaders at EA orgs which already have a dozen staff would pay 20%+ of their budget for the next single marginal hire. So it still doesn't make sense that year after year a lot of EA orgs apparently need talent so badly they'll spend money they don't have to get it.

Comment author: Peter_Hurford  (EA Profile) 11 October 2018 09:34:47PM 3 points [-]

there is just a smaller talent pool of both extremely skilled and dedicated potential employees to draw from

We have been screening fairly selectively on having an EA mindset, though, so I'm not sure how much larger our pool is compared to other EA orgs. In fact, you could maybe argue the opposite -- given the prevalence of long-termism among the most involved EAs, it may be harder to convince them to work for us.

So the data seems to imply leaders at EA orgs which already have a dozen staff would pay 20%+ of their budget for the next single marginal hire.

From my vantage point, though, their actions don't seem consistent with this view.

Comment author: Evan_Gaensbauer 11 October 2018 10:01:02PM 0 points [-]

Yeah, I'm still left with more questions than answers.