Thanks to @Mathieu Duteil for all of his insights in writing this post!

TL;DR

EA has a strong infrastructure for inspiring people to pursue impactful careers. The infrastructure for helping them actually get there, especially in operations, is far less developed. After applying to dozens of operations roles over the past 6 months, I observed patterns suggesting inefficiencies in how EA organizations hire: they run parallel processes for similar roles and screen for overlapping competencies. I propose a shared hiring infrastructure, including a common application layer, candidate process history, and coordination between organizations scoping similar roles.

1. The Gap Between Motivation and Opportunity

EA has built excellent infrastructure for inspiration. Career bootcamps, introductory fellowships, and governance courses help people identify cause areas, understand the landscape, and commit to a direction. For someone transitioning from a different field, these programs are genuinely valuable. I have experienced this firsthand. Since encountering Effective Altruism, I have taken courses on AI governance and biosecurity, participated in the ML4Good governance bootcamp and the CEA Operations Career Bootcamp, and attended EAG and EAGx events that reinforced my motivation to work on these problems. The inspiration infrastructure works. The issue is that there is no structured [...]

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Outline:

(00:53) 1. The Gap Between Motivation and Opportunity

(03:40) 2. What Dozens of Applications Taught Me

(07:29) 3. The Cumulative Cost

(10:26) 4. What could help

(17:14) 5. Similar proposals

(19:22) VI. Where This Analysis May Fall Short

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Narrated by TYPE III AUDIO.