Talent Acquisition Roles

What you'll do

Everyone, at any level and track

Own searches end to end. Run searches from launch through offer at a 6 to 8 week pace where the market allows, and serve as the recruitment focal point for your roles: the person hiring managers come to, and the person who knows where this talent is.

Source proactively. Lead with outbound. Map talent pools, build Boolean searches, and use LinkedIn Recruiter and our other tools to build small, strong, calibrated pipelines rather than working through inbound volume. Translate a vague profile into a real search in a thin market, and recommend profile or approach changes when the market tells you something. Build diverse slates as a matter of course.

Drive the process. Run recruiter-led searches: you drive, hiring managers don't. Lead launch calls and syncs, hold the timeline, and challenge assumptions when a search stalls. Keep Greenhouse current, review your funnels to catch where candidates are stalling, and push hiring managers on decisions rather than letting roles drift.

Own the candidate experience. Keep people warm and moving, sell GiveDirectly, run comp and logistics, and close the offer.

Build the pipeline for the long term. Build GiveDirectly's presence with strong institutions and networks across the continent, and feed what you see in the market back to the Director, Global TA.

Use languages where you have them. If you bring French and/or Portuguese, put it to work on searches the rest of the team can't reach today.

What changes by level

Manager level: you own searches up to Manager and Senior Manager, and you grow into more complex and senior searches over time.

Senior Manager level: you own Senior Manager and above searches, up to VP, across functions. You hold lines with senior hiring managers, set the standard for how searches are run, and take on the toughest ones. You feed what you're seeing in the market back to the Director, TA to sharpen overall TA strategy.

What changes by track

IC track: you peer-coach more junior recruiters on sourcing and search craft, and turn what you learn into shared practice. You do not have direct reports.

Manager track: you manage recruiters. That means setting priorities, coaching and giving feedback, managing performance, owning capacity and quality across your team's searches, and raising the process bar. You also still source and close as needed given the shape and the size of the current team, though this may evolve over time.

Who we're looking for

Required for every path

Deep proactive-sourcing experience: you've built pipelines from scratch through outbound, in markets where the talent isn't obviously labeled, and can show what you sourced and closed.

A track record owning searches end to end and partnering strategically with hiring managers, including holding a line on process or profile when a search is stuck.

Strong process hygiene and a data-driven approach: you keep your pipelines clean and current, track conversion and time-in-stage, and use what the funnel tells you to make calls rather than going on instinct.

Recent experience recruiting in sub-Saharan Africa, with a real feel for the markets and where strong candidates actually are.

Comfort operating in ambiguity: a vague brief, a thin market, no existing pipeline, and a hiring manager who wants someone yesterday.

Strong candidate-closing instincts: you can sell a mission-driven org and carry a candidate through to signature.

Experience recruiting for tech-forward INGOs, or in a mission-driven scale-up or startup. Traditional NGO experience alone isn't enough; we want people who have hired in a fast-moving, tech-literate environments.

By Level

Level D: At least 4 years of relevant recruiting experience, with depth in at least one domain (for example programs or field leadership, or technical or professional roles) and a clear record of owning mid-to-senior-level or niche searches.

Level E: At least 6 years of relevant experience, with range across more than one function. Ideally you've owned senior, end-to-end searches in both technical or professional roles (tech, product, G&A, fundraising) and programs or field leadership. This breadth is the core of the Senior Manager level.