ABOUT IHRB’S WORK ON CLIMATE

The Institute for Human Rights and Business (IHRB) is the leading global think tank working to ensure corporate activity respects the rights of workers and communities. IHRB’s mission is to shape policy, advance practice, and strengthen accountability in order to make respect for human rights part of everyday business. IHRB’s focus areas are diverse and reflect some of the most important and emerging human rights issues facing business.

IHRB is entering new and strategically important territory. The intersection of climate change and labour migration is one of the most consequential – and least addressed – frontiers in both the climate and human rights fields. This consultancy sits at the heart of that gap.

IHRB’s new initiative, Resilience by Design, Not by Afterthought, is built on a clear premise: climate adaptation is failing to deliver systemic resilience because it excludes the workers and communities most exposed to its risks. Migrant workers – representing 1 in 20 workers globally, and concentrated in climate-exposed sectors such as agriculture, construction, and logistics – face compounding vulnerabilities: heat stress, displacement, precarious employment, and limited access to legal protections or safety nets.

Yet labour mobility, if made safer and more climate-informed, can itself be a powerful driver of resilience. Global remittances (~$685 billion in 2024) already vastly exceed international aid flows. The economic and adaptive potential of migrant workers is immense – and almost entirely untapped by climate policy.

IHRB brings deep expertise in responsible recruitment, supply chain accountability, and labour rights, but the climate/labour nexus is new ground for the organisation. This consultancy is therefore not just about producing a framework: it is about helping IHRB develop its thinking, positioning, and voice at this intersection. We are looking for a thought partner as much as a deliverable lead.

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ROLE OVERVIEW

The consultant’s primary responsibility is the design and delivery of a Climate-Resilient Labour Mobility Framework for Business. A tool intended to help businesses across front-line sectors from a climate perspective ensure their adaptation investments and solutions are inclusive of their workforce affected by those same climate risks, many of whom will be migrant workers who have left their home countries due to climate stresses.

The Consultant will work as part of a cross-collaborative workstream between IHRB’s Migration and Just Transition teams. They will be embedded within the Migration team while also reporting to, and working closely with, the Head of Just Transition and Just Transition colleagues. The role will contribute to corridor research, stakeholder engagement, and outreach in coordination with colleagues across both teams. IHRB’s internal team brings deep regional networks across all three corridors; the Consultant is expected to draw on and work through those networks, while bringing their own regional expertise and relationships to bear.

As the climate/labour nexus is new ground for IHRB – an emerging area within our Migration Programme – the Consultant is also expected to be a genuine thought partner, helping the organisation develop its analytical approach and positioning at this intersection.

Africa is the consultant’s primary area of geographic expertise, and their knowledge base and networks should be strongest in the African context, engaging directly on the Africa-Gulf corridor as a subject-matter expert. However, the Framework itself has a global remit, and the Consultant will work closely with IHRB colleagues across all three corridors: Africa-Gulf, South Asia, and the Americas, maximising the team’s collective regional expertise throughout.

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KEY DELIVERABLES

This role requires deep expertise on the African continent, while the work itself will have a global remit. The consultant will work closely with IHRB colleagues leading work across the South Asia and Americas corridors, and their Africa-focused expertise should both complement and connect with this broader body of work. The three deliverables outlined below reflect that wider scope:

1. Climate Risk and Labour Mobility Analysis

The Consultant will establish the analytical foundation for the framework through a focused desk review of existing knowledge at the climate/labour migration nexus – producing a detailed risk mapping that includes:

• Mapping how climate change is reshaping migration patterns, labour risks, and worker vulnerability across key sectors and corridors, while also identifying areas where worker vulnerability and business exposure intersect: recognising that understanding both dimensions of risk is essential to developing grounded, practical, and effective recommendations.
• Identifying gaps, emerging practices, and the conditions under which climate-resilient labour mobility has or has not been achieved – particularly in agriculture, construction, logistics, and other climate-exposed industries.
• Synthesising findings into a clear analytical prioritisation that sets out the case for the framework, a structured argument about where business intervention is needed and why.
• Delivering a synthesis report: first draft by mid-September 2026; revised draft incorporating IHRB feedback by end of October 2026.

2. Climate-Resilient Labour Mobility Framework for Business

The Consultant will design a draft Climate-Resilient Labour Mobility (CRLM) ramework for Business – the defining output of this project. This involves:

• Conducting a deep assessment of IHRB’s foundational migration framework – the Dhaka Principles for Migration with Dignity – and a gap analysis of those Principles from a climate context – as the first step in grounding the CRLM Framework in IHRB’s existing standards.
• Developing the overall architecture of the framework: organised around business adaptation processes and high-climate-risk sectors, connecting climate risk to labour mobility outcomes in ways that are actionable for global brands, recruitment agencies, and employers.
• Defining the framework’s principles, indicators, and enabling conditions – establishing what good practice looks like for businesses operating in climate-exposed sectors, structured by sector and operational context.
• Leading on Africa corridor inputs specifically, drawing on the Consultant’s own expertise and networks – while integrating corridor-specific research and worker insights from IHRB’s South Asia and Americas teams as they are generated.
• Ensuring the framework is structured for adoption by different industry practitioner types – with entry points organised around business processes and high-risk sectors, so that a recruitment agency, global employer, sector-specific global brand, or investor can immediately identify what is relevant to their operations.

The goal is to present the climate risk and labour mobility analysis alongside a draft Climate-Resilient Labour Mobility Framework for Business on or ahead of International Migrant Workers’ Day in December 2026 – with the final CRLM Framework launched at IHRB’s Global Forum on Responsible Recruitment (GFRR) in Q3 2027, possibly in East Africa.

3. Secure Three Pilot Commitments – one per IHRB corridor

• Lead on identifying and engaging business actors in the Africa corridor willing to pilot the CRLM Framework – shaping what piloting involves in practice and what commitments businesses would be expected to make. IHRB colleagues will lead equivalent engagements in South Asia and the Americas.
• Deliver a final, publication-ready framework document, an accompanying practitioner guidance note, and an accessible summary by Q2 2027.
• Participate in IHRB’s dissemination and Forum engagement activities as agreed, including the GFRR in Q3 2027.

AUDIENCE (in order of priority):

• Global brands with facilities and infrastructure at risk from climate extremes and with a high % of migrant worker labour
• Recruitment agencies in key sending and receiving locations
• Employment agencies in key sending and receiving locations
• Government regulators from the sending and receiving country perspective
• Migrant workers networks, advocates, and experts engaging the above actors to improve the work experience
• Investors and ESG stakeholders seeking to better understand climate-related labour and migration risks, including through a short briefing accompanying the final framework

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ABOUT YOU

Essential Experience & Knowledge

• 7+ years working at the intersection of labour migration and climate, whether in research, policy, or practice, with a demonstrable focus on the climate/labour nexus specifically.
• Deep knowledge of African labour context, including how climate pressures are playing out in key African source and transit countries, and familiarity with relevant regional and bilateral governance frameworks.
• Existing relationships or recognised standing with African policymakers, regional bodies, or corridor governance actors able to engage as a credible voice, not just a researcher.
• Ability to situate Africa-specific insights within a global framework, understanding how the Africa-Gulf corridor connects to and differs from South Asia-Gulf and Americas dynamics, and what a framework needs to hold across all three.
• Proven experience designing analytical frameworks, policy tools, or standards specifically for business audiences, able to translate complex evidence into structured, actionable outputs that land with sustainability, procurement, and supply chain teams inside large corporates. You should be able to point to prior examples of framework design, not just research or policy writing.
• Demonstrated experience engaging global brands or large employers operating in climate-exposed sectors – agriculture, construction, logistics, or comparable industries – with the standing to bring senior business actors into piloting or adopting new standards.
• Exceptional written and spoken English – able to produce publication-quality analytical outputs for practitioner and policy audiences without heavy editorial support.
• Experience navigating politically complex or contested environments – including where climate displacement, employer interests, and worker rights are in tension.

** This is a specialised role. The criteria above are necessary requirements. If you don’t meet them, then this is not the right opportunity for you, but we’d encourage you to follow IHRB’s work as it develops and to look out for future opportunities.

Desirable Experience & Knowledge

• Familiarity with IHRB’s work on responsible recruitment, supply chains, and just transition.
• Experience with at least one additional corridor beyond Africa – South Asia, Gulf, or the Americas.
• Existing connections to climate/migration researchers, practitioners, or civil society organisations working on this nexus.
• Experience supporting or shaping pilot engagement processes with businesses – designing what pilot commitments look like in practice.

Attitude

• Intellectually entrepreneurial – comfortable developing new thinking in an emerging field where established precedent is limited, and confident working at the frontier rather than just synthesising what already exists.
• Collaborative and responsive – willing to work as a genuine thought partner with a small team, adapting the analytical approach as fieldwork inputs and corridor findings develop.
• Rigorous and accessible – committed to producing work that is both analytically credible and practically usable, without sacrificing one for the other.
• Self-directing – able to manage a complex, multi-stage deliverable independently, with clear communication about progress, risks, and dependencies.

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TIMEFRAME & CONTRACTING

Expected start date and timeframe:

• As soon as possible, with a proposed start date of August 2026. The consultant will be contracted through September 2027 inclusive, with a one-month notice period.

Location:

• This is a home-based role and open to candidates globally – but with a strong preference for those based in Africa and with strong African networks. To support effective collaboration, we are only able to accommodate candidates who are able to maintain working hours that substantially overlap with East Africa Time (EAT) and India Standard Time (IST).
• Candidates must already have the legal right to work in their country of residence, provide their own laptop, and have reliable internet connectivity.
• Hours:
• 2.5 days per week across a ~14-month contract running until 30th Sept 2027 (inclusive).

Compensation:

The total budget for this consultancy is £32,000 (all-inclusive) covering the period from the proposed start date through to September 2027. The consultancy is expected to average approximately 2.5 days per week over an estimated 14 month period, equivalent to roughly £2,286 per month.

While the total budget envelope is fixed, the rate and duration may be discussed with particularly strong candidates, including the possibility of a slightly higher rate over a shorter implementation period.

Contracting:

The successful candidate will be engaged through a consultancy agreement subject to UK law. They will need to be registered as self-employed and will be responsible for managing their own taxes, insurance, and any other legal or financial obligations. This consultancy is open to individuals and organisations. A consultancy offer will be subject to receipt of two satisfactory references.

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APPLICATION PROCESS

To apply, please click the “Apply Now” button and respond to the application questions.

• Deadline for applications: 26 July 2026 at 11:59pm BST
• Interviews: Shortlisted candidates will be invited to an initial 30-45 minute video interview. via TeamTailor. First round interviews will take place on 11 & 12 August between 9am-12pm BST. Second interviews will take place on 18 & 19 August and scheduled closer to the time.

Applications from unsuccessful applicant/s will be held on file for 6 months after the end of the recruitment process.Remote statusFully Remote

About Institute for Human Rights & Business

The Institute for Human Rights and Business (IHRB) was founded in 2009. Our vision is to achieve a more just, regenerative global economy where:

• Workers and communities are free and able to use their voices effectively to ensure their rights are respected.
• Businesses demonstrate respect for the rights of workers and communities, and the natural systems they depend on, in their purpose, operations, relationships, and value creation.
• Financial actors use their leverage to positively impact the scale and performance of their partners’ human rights and environmental responsibilities.
• Governments actively implement a smart mix of long-term incentives and disincentives that drive rights-respecting and planet-aligned business.

IHRB’s mission is to make respect for people and planet part of everyday business. We advance our mission through human rights-based research, targeted convening, and development of collaborative action with businesses, governments and civil society to shape policy, advance practice, and strengthen accountability at all levels.

Founded in 2009

Co-workers 20-30

Description

About the Role

As part of the Project Management Unit (PMU), the program manager will report to the Head of PMU and work closely with the Associate Director for Solar Industry Associations. The program manager will also work with the regional leads for Asia, Africa, and Latin America, the grants and compliance team, and finance and accounting.

The program manager is responsible for project management, grant management, developing and maintaining a work plan, internal and external coordination, funder reporting, and coordinating/organizing the convenings at the global and regional events.

Department Summary

The Programs department leads ClimateWorks’ strategies and grantmaking to advance climate solutions around the world. The team works alongside funders, regional grantmakers, field experts, and frontline leaders to design, implement, and steward high-impact grantmaking portfolios across sectors. Focus areas include renewable energy, industrial decarbonization, electric transport, sustainable finance, adaptation and resilience, and more. Grounded in data, local context, and field expertise, program teams identify emerging opportunities, scale solutions, and equip partners with the evidence and capacity needed to drive transformative climate progress. Through strategic grantmaking and trusted relationships, the Programs department supports ClimateWorks’ efforts to catalyze durable, scalable change.

Program Summary

ClimateWorks Foundation’s (CWF) Global Energy Transition Initiative (GETI) supports efforts to rapidly transform the global power sector toward clean energy, beginning with 15 emerging economies across Africa, Asia, and Latin America. These are countries where power demand is projected to rapidly grow, and there is huge potential for solar, wind, and other renewable energy deployment in this decade. The benefits of a transition to clean energy go far beyond reducing greenhouse gas emissions and mitigating climate change. It creates jobs, builds local manufacturing value chains, improves infrastructure, protects public health by keeping pollutants out of the air, and provides affordable and accessible power. By shifting to clean energy, developing nations can secure a resilient and thriving future. 

The Global Energy Transition Initiative has developed an initiative to support the solar industry associations for unifying missions and voices, providing policy and regulatory inputs, shaping public communication and narratives, coordinating knowledge and standard leadership, and ensuring financial sustainability and business models. 

Essential Duties and Responsibilities 

Project Workplan Management within ClimateWorks

• Lead project management of the Solar Industry Association Initiative workplan, ensuring strong coordination and alignment with partner workplans across regions.
• Support overall project management responsibilities in grant processing, compliance, and grantee engagement. 
• Oversee effective and timely delivery of project outputs, proactively identifying risks and implementing mitigation measures to maintain momentum.
• Maintain and regularly update project timelines and global event calendars, and provide strategic recommendations on high-impact and priority activities to the Global Head of GETI and the Associate Director for the Solar Industry Association.
• Support the Global GETI Lead, Project Management Unit and Associate Director (Solar Industry Associations)  in organizing briefings and events (lead the planning and execution).

Project Management in Coordination with Partners:

• Monitor and coordinate with grantees against agreed workplans, ensuring timely delivery of high-quality outputs.
• Collect, consolidate, and synthesize updates from grantees through regional leads to maintain a clear view of portfolio progress.
• Lead regular coordination meetings with industry association grantees, with particular focus on technical workstreams and implementation milestones.
• Provide weekly portfolio updates to the core project team and key funders, highlighting progress, risks, and required actions.
• Deliver structured reporting using agreed templates, ensuring consistency, clarity, and responsiveness to stakeholder requests.

Organizational development technical team support: 

• Provide a full range of project management support to technical expert teams from partner organizations
• Ensure the technical expert team’s support to Africa, Asia, and Latin America is structured, monitored, and delivered on time and to a high degree of quality
• Support capacity assessment and capacity building convenings across different continents

Grant management and grantee engagement: 

• Lead in grant processing for solar industry associations and other programmatic grants
• Support regional leads in engaging national and regional solar industry associations
• Support the grantees in strengthening institutional capacity, including member surveys, human resource plans, and reviewing the national plans according to the funding proposals.
• Facilitate coordination between grantees and technical/communications experts on regional and national policy recommendations

Required Qualifications

• A bachelor’s degree or equivalent
• 7 years of work experience in project management and the solar sector
• Strong attention to detail and deadline management skills
• Experience in complex project management and developing/ maintaining a precise work plan
• Experience in grant management and grant processing
• Experience in event organizing (1-3 hour events)
• Experience communicating directly with funders and developing concise reporting
• Working with consultants for capacity building, strategic communications
• Ability to juggle numerous competing demands and priorities, respond quickly to management requests
• Experience working in a global matrixed team
• Commitment to the mission and values of ClimateWorks Foundation

Preferred Qualifications

• Experience in working with solar industry associations
• Experience in grant management tools such as Salesforce
• Data interpretation and analysis

Location

ClimateWorks Foundation is based in the San Francisco Financial District. This position is Global Flexible. Geographic differential will be applied to compensation based on local cost of labor.

This is a full-time remote job with frequent travel requirements. Candidates will be expected to work across time zones, especially the US West and East Coast, the UK, Myanmar, Indonesia, Brazil, Kenya, and Nigeria. 

Compensation

ClimateWorks offers an excellent benefits package and a competitive salary that is commensurate with experience (geographic differential applied based on location). 

International salary range – will be determined based on the location and local cost of labor.

We recognize that compensation and benefits can vary across countries and understand that this can raise important questions. Our goal is to ensure fairness, equity, and competitiveness within each local context. To achieve this, we align our compensation structure with the economic conditions, labor market dynamics, and social benefit systems of the regions where we operate.

Salaries are determined based on country specific labor markets, allowing us to offer pay that is competitive within each region and consistent with other international organizations. Compensation is intentionally structured to be above lead local market averages and appropriate to the regional cost of labor. This approach supports our commitment to equity across our global workforce while enabling us to attract and retain top talent in diverse locations.

Culture

ClimateWorks’ culture is rooted in our core values: collaboration, humility, curiosity, learning, and risk-taking. We come together around shared goals, draw strength from diverse perspectives, and face challenges with an open mind. We grow through experience and boldly experiment to drive meaningful impact in climate philanthropy. Together, we turn ambition into action—spotting big opportunities, convening people, and helping scale bold solutions.

As a globally distributed organization, ClimateWorks offers multiple opportunities each year for staff to meet in person, foster relationships, and enhance collaboration. Staff are expected to attend an in-town week in San Francisco, an all-staff retreat, and a department retreat annually.

About ClimateWorks Foundation

ClimateWorks Foundation is a catalyst for accelerating climate progress, driving bold solutions that benefit people and the planet. We connect funders and implementing organizations worldwide to identify and scale transformative solutions across sectors and geographies, achieving faster, greater impact together. Since 2008, ClimateWorks has granted over $2 billion to more than 850 grantees across 50 countries, working with over 80 funders.

ClimateWorks Foundation is an Equal Opportunity Employer

ClimateWorks Foundation is committed to the principles of equal employment opportunity and compliance with all federal, state, and local laws concerning employment discrimination, including the Americans with Disabilities Act. We make decisions about all aspects of our employment practices, without regard to race, color, age, national origin, religion, sexual orientation, gender, gender identity, marital status, sex (including childbirth, breastfeeding, and related medical conditions), pregnancy, uniform service member and veteran status, citizenship status, disability, protected medical condition, genetic information, or any other status protected under applicable federal, state, or local laws. 

As part of our commitment to centering diverse people and perspectives and providing equal opportunities, we ensure that individuals with disabilities are provided with reasonable accommodations. If a reasonable accommodation is needed to participate in the job application process, please note that in your application. 

How to apply

Follow the link below to apply for this position. Please note that ClimateWorks will never request applicants’ credit card or financial information during the interview process. Should you receive a message requesting this information, please report it to ClimateWorks. All current job openings are listed on our careers page: . 

About ACLED

The Armed Conflict Location & Event Data organization (ACLED) is a disaggregated data collection, analysis, and crisis mapping institution. The ACLED team collects conflict information, conducts analysis to describe, explore, and test conflict scenarios, and makes both data and analysis openly accessible. ACLED’s work informs journalism, academic research, and public discourse on conflict, and supports practitioners and policymakers worldwide. ACLED is the highest-quality and most widely used real-time data and analysis source on political violence and protest globally.

The consultancy opportunity

ACLED is looking for a Ukraine Researcher to assist in the collection, review and management of political violence and protest data across Ukraine. Researchers must be available for a minimum of 25 hours per week. This opportunity is fully remote and can be done from any location with reliable internet service.

This is an entry-level, independent consultant opportunity, and may require submissions mid-week and on weekends.

This opportunity is open to nationals of any country. For more information, please review the Applicant FAQs.

Collection of data is conducted by reviewing news, international organization, NGO and security reports on a list of assigned countries, and recording the incidents of political violence into an Excel template. Researchers will focus on coding events to provide holistic coverage of current political violence, ranging from protests to battles.

Review and management of data involves ensuring the quality, consistency and reliability of the data produced. The researcher provides team members with experience conducting detail-oriented tasks, and producing and managing quantitative data.

Please note that this opportunity involves working with conflict-related media and reading about violent events.

Specific deliverables:

Candidates who are selected will undergo extensive ACLED training. The training consists of several exercises. Candidates’ exercises will be scrutinized and only those who are performing at the required level will be retained as Researchers. 

For those selected, the initial consultancy period will be from August 2026 to June 2027. After this, continuation may be possible, pending performance and availability of funding.

Remuneration:

Remuneration is 20 USD per hour.

Skills and competencies:

ACLED is seeking applicants who have the following skills and experience:

• University degree in international relations, political science, conflict studies, peacebuilding, international development, or related field.
• Familiarity with Excel (essential).
• Fluency in English (essential).
• Fluency in Ukrainian and Russian (essential).
• Experience conducting desk-based research.
• Experience working with data.
• Experience working to deadlines with limited supervision.
• A high level of attention to detail and ability to receive and incorporate feedback.
• Research focus or professional experience in conflict research or peace-building in Eastern Europe generally, or country-specific studies focused on Ukraine is a strong advantage.
• Familiarity with conflict and actors in the relevant countries.
• Access to a computer, a reliable internet connection, email, and the Microsoft Office Suite.

Applications:

To apply for this opportunity, please submit a CV and cover letter detailing qualifications, experience, language proficiency and where are you based.

Due to operational and compliance constraints, we are currently unable to hire staff or contractors based in certain jurisdictions.

Interested candidates are advised to apply as soon as possible, before 12th July 2026. We will only review applications received through our career portal, so please make sure to use the application form on the portal. Shortlisted candidates will be asked to complete a two-hour exercise as part of the evaluation of their coding aptitude.

Please make sure to check your spam folder for correspondence.

Further information is available online at acleddata.com.

About ACLED

The Armed Conflict Location & Event Data organization (ACLED) is a disaggregated data collection, analysis, and crisis mapping institution. The ACLED team collects conflict information, conducts analysis to describe, explore, and test conflict scenarios, and makes both data and analysis openly accessible. ACLED’s work informs journalism, academic research, and public discourse on conflict, and supports practitioners and policymakers worldwide. ACLED is the highest-quality and most widely used real-time data and analysis source on political violence and protest globally.

The role

As ACLED’s Account Manager, the position will play a critical role supporting the Revenue team’s revenue efforts and the organization’s broader financial sustainability. This role will be focused on post-sales relationship management with ACLED’s clients in both the private and the public sector and ensuring high levels of client satisfaction, retention, and upselling. This position will report to the Director of Revenue.

The Account Manager will lead on client relations management with existing clients, including overseeing renewals, engaging in any contracting and procurement coordination required after the initial contract signing, supporting upselling efforts, and serving as a liaison between ACLED teams and clients to support effective implementation and use of ACLED’s data services by clients (client success).

This position is fully remote and can be done from any location with reliable internet service.

Specific responsibilities

The Account Manager will be responsible for the following tasks:

Client Relationship Management

• Serve as the primary point of contact for a portfolio of private & public sector clients.
• Cultivate strong, long-term relationships through proactive and responsive communication, problem-solving, and support.
• Manage regular client engagement, including check-ins, usage reviews, feedback collection, and solution-based updates.
• Maintain an in-depth understanding of each client’s needs, priorities, and challenges to support the alignment of ACLED’s products/services.
• Coordinate with internal teams (Data, Analysis, Data Science, Corporate Licensing, Operations Finance) to support client needs, troubleshoot issues, and respond to client requests.
• Document all client communications, feedback, and interactions in CRM tools (e.g., Salesforce) to maintain accurate records and client histories.

Renewals, Upselling, and Account Growth

• Manage the renewal process for client subscriptions/data licenses, ensuring timely negotiations and contract execution.
• Identify upsell opportunities and coordinate with the broader ACLED team to tailor and present new services or products when applicable.
• Lead discussions on license scope, pricing, and contractual amendments in coordination with ACLED’s Operations and Finance teams.
• Work with the Access team to track usage trends and other key metrics to inform client strategy and identify areas for increased engagement.

Procurement and Contract Management

• Support client-side procurement processes, including responding to vendor registration and compliance requirements.
• Liaise with Operations and Finance colleagues to ensure all contracts, invoices, and documentation meet organizational standards.
• Monitor contract deliverables and terms to ensure compliance and support reporting needs.
• Support and coordinate audits, due diligence processes, and information requests related to account operations and agreements.

Skills and Experience

ACLED is seeking applicants who have the following skills and experience:

• Minimum 5 years of experience in account management, client success, business development, or fundraising, preferably with public sector or intergovernmental/multilateral organizations.
• Experience working with government, military, intelligence, and/or intergovernmental organizations, especially in the context of data provision or conflict-related research.
• Demonstrated ability to build and maintain long-term client relationships and manage large or complex accounts with multiple stakeholders.
• Experience with renewals, upselling, procurement, and contracting processes.
• Familiarity with conflict data, political risk, or development/humanitarian data is preferred.
• Bachelor’s degree in a relevant business or policy field (e.g. Business Administration, Marketing, International Relations, Political Science, Public Administration), or equivalent professional experience.
• Excellent written and verbal communication skills.
• Strong organizational and project management skills.
• Ability to work independently in a remote and multicultural environment.
• Proficiency in CRM systems (e.g., Salesforce) and Microsoft Office Suite.

Terms and Conditions

• Start Date: As soon as possible
• Type of Position: Remote, Full-Time Employment

Applications:

To apply, please submit a CV and cover letter detailing your qualifications, experience, and salary requirements. 

Further information on ACLED is available online at acleddata.com. Applications will be reviewed on a rolling basis, and interested candidates are advised to apply early.

For more information, please review the Applicant FAQs.

Job Summary

 The Regional Sales Manager (RSM) will play a key role as a member of CABI’s international publishing sales team. The RSM will be responsible for supporting the growth of CABI’s revenues in territory by developing existing accounts and contributing to new business opportunities.

This role focuses on building strong client relationships, understanding customer needs, and supporting consultative sales conversations in a highly relationship-driven market. Success will come from developing credibility with customers, understanding the academic and library landscape, and identifying how CABI can support evolving challenges and priorities.

We particularly welcome applications from individuals within the library and information science community who are interested in developing a career in consultative sales, while remaining actively connected to their professional networks and sector.

The role offers a clear pathway to developing full ownership of revenue growth over time, supported by structured training, mentoring, and on-the-job learning.

For more information, please see the attached Job Document. 

CABI reserves the right to close the vacancy before the advertised closing date if a suitable number of applications are received.

You should receive an automatic acknowledgement of your application but if not please also check your junk mail as sometimes emails can end up there. To ensure you receive emails related to your recruitment, please add peopleteam@cabi.org to your contact /or safe sender list.

Location: Remote, preference for locations between the GMT-4 & GMT+1 time zones

Report to: Director of Development and Impact

Overtime Status: Exempt Employee type: Regular Working hours: Full-time

Salary Range: $39,000 – $49,000 USD (For Latin America based locations). Geographic differential will be applied based on location of hire. Candidates must have the right to work in the country from which they are applying.

About Us

The Global Methane Hub (GMH) is the first coordinated philanthropic approach to funding methane mitigation. The Hub focuses on the energy, agricultural, and waste sectors, which account for 96% of human-caused methane emissions. We support ambitious catalytic investments, lay the groundwork for long-term transformation, and deliver quick wins ripe for action on the ground.

GMH advances its mission through three main functions:

• Regranting: Providing financial support to public-benefit organizations working directly to mitigate methane.
• Convening: Bringing together governments, civil society, researchers, and funders to align strategies andaccelerate coordinated action in the interest of the public benefit. 
  ● Advising: Serving as a knowledge hub and trusted partner, providing guidance on methane mitigation strategies, data sharing, and field-building.

Our actions are global in nature, and we believe we will only achieve quick wins if we engage sub-national and local communities. Our activities focus on the highest-emitting sectors and regions with a team spread across six continents. GMH is headquartered in Chile and has a registered Stichting in the Netherlands.

Position Summary

The Administrative Assistant will provide administrative and logistical support to three members of the leadership team: the Director of Development and Impact (DDI), the Chief of Staff and Operations (COSO), and the Chief Financial and Administrative Officer (CFAO) and

support their team activities, as directed. While supporting all three leaders, this role will report directly to the Director of Development and Impact.

They will work closely with peers, managers, and leads within and across teams to facilitate the flow of information across internal teams and external stakeholders, while supporting operational systems and helping ensure smooth administrative processes.

Job Responsibilities

• Provide routine organizational, administrative, and logistical support for the DDI, the COSO, and the CFAO and their team-wide activities.
• Engage with internal teams and external vendors/partners to ensure effective coordination.
• Independently manage complex calendars, scheduling meetings across time zones for all three leaders.
• Proactively monitor and resolve scheduling conflicts across different time zones (CLT, CET, and CST), ensuring workable meeting windows for all three leaders.
• Support meetings with internal and external stakeholders by taking notes, preparing meeting materials, and following up with participants.
• Arrange audio/visual requirements for virtual and in-person meetings, as necessary. ● Track action items and follow-ups from meetings, ensuring deadlines are met and responsible parties are informed.
• Arrange complex international and domestic travel for the three leaders, managing flights, hotels, transportation, visas, and meeting schedules during travel.
• Prepare travel briefs including itineraries, meeting agendas, and relevant logistical details for each trip.
• Support managers in maintaining and organising digital records across platforms such as Salesforce, document management systems, and other operational tools, as needed. ● Prepare and submit credit cardexpense reports for the three leaders, ensuring compliance with organizational financial procedures.
• Support the planning and logistics of convenings, events, and workshops coordinated by the three leaders.
• Maintain up-to-date contact and stakeholder lists of key partners, funders, and external advisors. ● Collaborate and build relationships, ensuring smooth communication and workflow between internal teams and external stakeholders.
• Support the adoption and use of operational systems across the organization. ●Perform other relevant duties and responsibilities as assigned.

Candidate Profile

The following offers an aspirational view of our ideal candidate profile; however, we encourage applications from candidates with a wide range of experiences and backgrounds, especially those from underrepresented groups.

• Demonstrates organizational values of equity, agility, humility, integrity, and care. ● 2-3 years of relatedexperience in a similar role, preferably with an international organization.

Philanthropy/NGO experience preferred.

• Proficiency in Google Workspace, Zoom, and Microsoft Office applications.
• Written and oral fluency in English required; Spanish and/or French fluency will be an added advantage.
• Exceptionally organized and detail-oriented, flexible and adaptable, with the ability to juggle multiple priorities and shift seamlessly between various team needs.
• Proven ability to manage calendars and coordinate schedules across multiple time zones with minimal supervision.
• Ability to work under supervision and escalate complex issues when necessary. ● Good communication withthe ability to effectively interact with internal and external stakeholders ● Team player, with good interpersonalskills and the ability to navigate a diverse, multicultural, and interdisciplinary team.
• Highly interested, motivated, and engaged to work in a fast-paced environment. ●Ability to work under pressure and to meet deadlines
• Ability to work on a flexible schedule, with occasional meetings outside business hours given the global nature of our team.
• Are passionate about being part of the climate change solution

Additional information:

• This will be a full-time (40 hours/week) remote role and will collaborate with staff and stakeholders in multipletime zones. The position supervisor is in the GMT-3/-4 time zone. ● Ability and willingness to travel internationally (~10%).
• Please note that the successful candidate will undergo reference checks prior to starting employment.

How to Apply:

Please send your current CV or resume and cover letter to people@globalmethanehub.org, using “Administrative Assistant” as the subject. Application closes on Sunday, August 09, 2026.

Hiring Statement

The Global Methane Hub is committed to attracting, developing, and retaining exceptional people, and to creating a work environment that is dynamic, rewarding, and enables each of us to realize our potential. Our work environment is safe and open to all employees and partners, respecting the full spectrum of race, color, religious creed, sex, gender identity, sexual orientation, national origin, political affiliation, ancestry, age, disability, genetic information, veteran status, and all other classifications protected by law in the locality and/or state in which you are working.

Employees will be offered a local employment contract through Atlas, an Employer of Record service. Benefits will include all statutory requirements for the hiring location, but at a minimum, GMH offers: 100% employer-paid health,dental, and vision insurance for employees and their

families; 4 weeks of paid time off, up to 15 days of paid sick leave, 16 weeks of parental leave, holidays according to the local calendar, and an additional week of paid time off for end of year office closure. Employees receive wellness, technology, and home composting benefits in addition to professional development and training opportunities.

ABOUT SDSN

The UN Sustainable Development Solutions Network (SDSN) has been operating since 2012 under the auspices of the UN Secretary-General. SDSN mobilizes global scientific and technological expertise to promote practical solutions for sustainable development, including the implementation of the Sustainable Development Goals (SDGs) and the Paris Climate Agreement. We aim to accelerate joint learning and promote integrated approaches that address the interconnected economic, social, and environmental challenges confronting the world. 

ABOUT SDSN YOUTH

SDSN Youth is one of the initiatives of SDSN. It was launched in 2015 with a mission to empower youth globally to create sustainable development solutions. Since then, SDSN Youth is committed to supporting the Global Partnership for Sustainable Development Data, focusing on outreach of youth communities for raising awareness, capacity building of youth for sustainable development, and advocacy and collaboration. 

ABOUT THE YOUTH NETWORKS PROGRAM

SDSN Youth, in coordination with the SDSN Networks, mobilizes young leaders worldwide to leverage their talents to help promote practical solutions to sustainable development challenges and realize the SDGs and the Paris Agreement. With a global reach, the SDSN Youth network comprises multiple member institutions, primarily youth-led organizations, coordinated by our National and Regional Networks. 

SDSN Youth’s national and regional networks focus on localizing sustainable solutions for youth. The youth networks translate their expertise into action by: 
(1) Strengthening youth capacity through skills development and knowledge; 
(2) Collaborating with stakeholders to mobilize youth for sustainable development; and (3) Sparking and launching solution initiatives. 

ROLE DESCRIPTION

The Networks Project Officer (PO) will work alongside the Global Youth Networks Project Lead to support and strengthen youth networks worldwide, with a focus on fostering collaboration at the global level. Within the GYN team, the role contributes to increasing the visibility of youth networks and their work. This includes ensuring activities are properly documented, quarterly reports are completed on time, and all relevant internal materials are kept up to date. A core objective of the role is to deepen the integration of Regional and National Youth Networks into SDSN Youth’s global programming. The PO may also support Regional Focal Points on SDG impact strategy, problem-solving within the Youth Network portfolio, and engagement with National Coordinators. Additional responsibilities may be assigned as needed.

Please note: As a virtual network, it is IMPORTANT for all the Project Officers to communicate effectively with the Project Lead and report back consistently. In a network that operates across several time zones, reporting and communicating proactively is crucial.

Responsibilities 

The primary tasks and responsibilities of the Networks Project Officer include:

• Adhere to the code of conduct of SDSN Youth and the SDGs guiding principles;
• Collaborate with the project lead to propose good practices and administrative plans, and strategies with the objective to increase the efficiency and engagement of the youth networks;
• Support the Project Lead with the Network Management Oversight and performance;
• Identify and address any skill gaps and address them by ideating training opportunities and other capacity-building activities;
• Develop the quarterly reports and ensure the activities and initiatives are properly reported;
• Monitor and respond to incoming communications to the network’s email inbox;
• Researching speaking engagements, voluntary engagements, and partners to give Network Coordinators a better platform for promotion;
• Support the Project Lead in updating the guidelines and other internal documents to make sure youth networks comply with the process; 
• Analyzing the youth network’s inputs to understand their needs and challenges; 
• Attend the monthly call with the Youth Networks Team, quarterly call with the Global Coordinators, and any other relevant calls with any other team members;

Qualifications

• The candidate is aged between 18-30 in order to be eligible for this role, with flexibility up to 35 years old;
• The candidate possess an excellent command of the English language, including writing, speaking, and listening;
• The candidate has previous experience in student/youth leadership;
• The candidate has a great interest in youth engagement and sustainable development, and is passionate about the mission of SDSN, including the pursuit of the Sustainable Development Goals and the Paris Agreement on climate change;
• The candidate is a proven team player with excellent leadership, organizational, and interpersonal skills and the ability to coordinate and manage workload across several projects/teams;
• The candidate can demonstrate their ability to communicate effectively and report consistently;
• The candidate can demonstrate they have the time and resources to commit to this role – candidates with too many overlapping commitments will be exempt from running for this position;
• The candidate has had some form of either professional or volunteer work experience, particularly with team management, project coordination, event management, stakeholder engagement, or operations;
• The candidate has some experience working with various communications and management software, such as Google Suite;

Conditions

• Duration of Position: The first term is 12 months in total, with a 3-month trial period in the beginning. However, subject to review of work performance, this position may be extended
• Reporting: This position reports to the Global Youth Networks Project Lead 
• Communication: Candidate is required to be proactive and communicate with the team 
• Compensation: Voluntary
• Training: Every candidate is required to complete all SDSN Youth online induction courses, guidelines review, and any other training available at the time of joining

Commitment

• Total Weekly Hours: 10 hours per week (flexible)
• The initial mandate is for 1 year, but it can be extended

BENEFITS

In becoming part of the team as a Project Officer, individuals will be responsible for fostering a strong interest in the SDGs in order to drive youth-led and youth-focused solutions to the 2030 Agenda. This is an incredibly rewarding role that will enable Project Officers to develop their knowledge, harness their skills, and come across a series of life-changing opportunities that may include:

• Representing SDSN Youth at different levels whenever possible and if appropriate;
• Engage with key stakeholders from government, NGOs to private sector when applicable;
• Build a personal brand around sustainability and the SDGs;
• Work in a multicultural environment and be immersed in a global workplace; 
• Receive capacity-building trainings to grow personally and professionally whenever possible.

GiveWell’s mission is to help people in need as much as we can by researching the most cost‑effective ways to save and improve lives, sharing our work openly, and directing donations to the programs we believe will do the most good. Our work, which focuses on global health and well-being, is funded by tens of thousands of donors who rely on our research to inform their giving. We’ve grown from directing $1.5 million in 2010 to directing more than $400 million in 2025—and we expect to direct more than $500 million in 2026. Through years of deliberate groundwork, we’ve been growing our research capacity and scope in order to direct substantially more funding to the most impactful opportunities we can find.

The role

Senior Program Officers are the leaders of GiveWell’s grantmaking. In this role, you’ll take primary responsibility for a significant grantmaking portfolio, setting its strategy and sifting through the many opportunities we could fund to focus on those that matter most. Your decisions will inform the allocation of hundreds of millions of dollars to dozens of grantees. You’ll also communicate externally about our work and mentor and advise other members of the team.

You will build and lead a grantmaking portfolio that brings rigor and creativity to GiveWell’s hardest funding problems. You’ll combine rigorous review of empirical evidence, cost-effectiveness modeling, strong grantee relationships, ground-truthing of how programs are actually delivered, discussions with subject matter experts, understanding of the broader context, and your own judgment to decide what to fund, how to structure it, and when to build something new. In the course of your work, you might approach questions like these:

• How should we balance exploring and seeding new, smaller opportunities with funding cost-effective opportunities at scale today?
• When the best opportunity doesn’t exist yet, how do we create it, whether through co-design, seeding an implementer, or shaping broader incentives?
• What is the best direction for our portfolio, and are we correctly prioritizing the programs and grantees we fund?
• Where are the highest-impact opportunities to expand the portfolio while improving its cost-effectiveness?
• How can we triangulate empirical evidence against expert opinion and other qualitative features, like a grantee’s organizational track record?
• Do a grantee’s reported outputs reflect real coverage, quality, and adherence to evidence-based practices on the ground?
• What research can we fund today that could substantially improve our grantmaking five years from now?
• How much uncertainty are we willing to accept before making a grant, and which questions do we need to answer first?

Senior Program Officers work closely with Senior Researchers, an equivalently-leveled, parallel role on our team. Senior Researchers typically set the research agenda for grantmaking areas and tackle the thorniest, most open-ended questions we face, while Senior Program Officers own the grant and portfolio decisions — deciding what we fund and why, and incorporating Senior Researchers’ analysis into their decisionmaking. Senior Program Officers have a research mindset, too: they’re comfortable digging into a cost-effectiveness model and forming their own view of the evidence.

Team structure

Our research department is currently organized into eight teams:

• Five of the teams (Water, Livelihoods, Nutrition, Malaria, and Vaccines) focus on specific areas of grantmaking.
• The New Areas team focuses on interventions in domains that are new to GiveWell.
• The Cross-Cutting team focuses on methodological issues, research quality, and other big-picture concerns that cut across all of our research work.
• The Commons team provides generalized research support to each of the other teams, including landscaping research, vetting, and publishing.

In some cases, we’ll make offers for specific subteam placements. In others, we’ll offer the opportunity to complete a few rotations on different teams over several months before settling on a final subteam placement. We’ll discuss placement details in the final stages of the hiring process.

Team values

We think our research team has unique qualities:

• We care deeply and centrally about finding and sharing truth. Truth-seeking is one of our core values. We post our mistakes and we prize our team members who keep our culture of free-flowing feedback strong.
• We are independent. We focus 100% on finding the most cost-effective opportunities to save and improve lives. Our researchers assist in communicating our research findings to the public and our donors, and on occasion we provide tailored advice to ultra-high-net-worth donors who want to rely on our expertise to direct their giving—but we never ask our researchers to trade off against honesty, or to hide their real beliefs.
• We don’t waste time. Once it’s clear that a particular research question is unlikely to change our bottom-line funding recommendation, we drop it as quickly as possible. We encourage our research staff to constantly re-evaluate their portfolios and only work on the highest-priority questions.
• Lean research team = huge personal impact. Our research team of just under 70 people directs hundreds of millions of dollars annually.
• We work well together. Our research team is lean because we’re able to attract top-tier people, all of whom complete skills-based assessments before joining our staff. We maintain a high-performing, collegial culture and pay our staff accordingly.

About you

The strongest candidates typically have at least 5-10 years of professional experience, a significant portion of which was in similar or closely-related roles. Many of our senior staff have quantitatively-oriented advanced degrees, but there’s no hard academic requirement — what matters to us is that you’ve used empirical tools to make rigorous, evidence-based decisions under uncertainty, whether you’ve done that in graduate training or hands-on experience. 

In addition to relevant experience with the responsibilities listed above, we’ll be interested in people with strong track records in any of the following areas:

• Funding, building or scaling new programs, initiatives, or organizations.
• Using rigorous quantitative analysis and cost-effectiveness modeling to support decisionmaking
• Building relationships with diverse stakeholders (you’ll work with other funders, research organizations, NGOs, and more, so it will be important for you to have strong skill in this area)
• Owning large budgets and/or grant portfolios
• Excellent written and verbal communication, with an emphasis on directness and clarity
• Setting and iterating on strategy in complex, fast moving environments 

It’s a plus, but not required, if you have experience:

• Engaging with global health, development, or related fields
• Reviewing randomized controlled trials and impact evaluations
• Working with governments or multilateral organizations
• Gathering first-hand data to inform program design
• Managing a variety of grant types, including advocacy and market-shaping initiatives

You can review our staff bios here for more practical insight on the backgrounds and experience of our current team.

We expect that people with the soft qualities below will be the most successful and happy on our team. This isn’t a full list, but hopefully it conveys the gist of our team’s professional personality:

• GiveWell’s mission and methods are personally energizing—you like our approach to research and you find personal meaning in our story of impact.
• You’re abnormally curious—you ask lots of questions, and you’re willing to interrogate others’ work. Your curiosity also extends to your own work—you aren’t defensive when your research comes under scrutiny.
• You get things done, and you’ll drop what you’re doing when something matters more. You drive work to conclusions efficiently, and when the evidence shifts or a higher-value opportunity appears, you’re eager to pivot.
• You’re entrepreneurial. When you see a gap, you want to fill it, whether that’s designing a new program, finding an implementer, or setting up a new kind of funding mechanism. You make bets under uncertainty.
• You routinely think about and surface the value judgments, background knowledge, and strategic commitments that undergird your work. You understand the potential effects of mistaken mental models, so you strive to improve yours and your team’s.
• You dislike it when people express strong confidence in views that don’t seem to rely on commensurate evidence. You carefully and legibly communicate about your confidence levels.
• You appreciate the value of an excellent reputation and strong relationships. You can moderate your directness and intensity when you’re communicating with external folks.
• You love a gnarly problem. You figure out the most important questions to answer, go deep on the details where they matter (and move on where they don’t), and reassess your mental models based on what you’ve learned.

The details

• Compensation: We set salaries using a location-based tier system. Our pay for this role:
  • NYC or the San Francisco Bay Area: $308,000.
  • All other U.S. locations: $280,000.
  • International: Similar to the “all other U.S. locations” salary, based on historical exchange rates and delivered in locally-denominated currency.
• Benefits: Our benefits include:
  • Fully funded health, dental, vision, and life insurance (we cover 100% of premiums within the US for you and any dependents)
  • Four weeks of paid time off per year
  • 16 weeks of fully paid parental leave
  • Ergonomic home workstations or coworking space memberships
  • Automatic contribution equal to 5% of your gross salary into your 403(b) retirement plan (for U.S. based staff)
• Location: GiveWell’s staff work primarily remotely within the U.S. and abroad. This position is eligible to work fully remotely.
  • Offices: You are welcome but not required to work from our offices in Oakland, California; Brooklyn, NYC; or London, UK. We’ll cover relocation expenses for candidates who wish to move to any of our physical office locations.
  • International work: We are happy to employ staff internationally on a case-by-case basis. A successful candidate will need to commit to a work schedule that has some overlap with American working hours and the schedules of key coworkers.
• Flexibility: We support and encourage flexible working, including flexible hours, working remotely, and working from the office when you choose. The majority of our staff, including senior management, work flexibly in one way or another.
• Visa Sponsorship: If you want to work in the United States and need a work visa, we’ll do our best to sponsor it (and also cover up to 100% of relocation expenses on a case-by-case basis). Please note that government entities ultimately dictate our ability to sponsor visas.
• Travel: Research team members are sometimes required to attend international site visits and conferences (on average 1-2 per year), with additional travel for those interested in traveling more. Additionally, we strongly encourage staff members to attend annual department retreats and twice-annual whole org visit weeks to bond with other team members and complete in-person work. We’ll discuss travel obligations in more detail during late stages of the hiring process, and we’ll accommodate staff who have conflicting obligations.
• Start date: We’d like a candidate to start as soon as possible after receiving an offer, but we’ll offer flexibility for candidates whose personal or professional circumstances require them to moderately delay their start date.
• Application deadline: We don’t currently have an application deadline. If that changes, we’ll update the posting. We’re reviewing applications on a rolling basis, so we recommend applying as soon as possible.

Miscellaneous details:

• Please note that our hiring process relies on some (not all) of the same work trials that we use in our Researcher and Senior Researcher roles (including team-specific Senior Researcher postings). If you applied to one of these roles within the last year, you should hold off on applying to others unless our team reaches out directly. If you’re interested in multiple roles, please just apply once and note in your application that you’d like to be considered for the other roles, too.
• After application review, our hiring process consists of a short application exercise and up to 15 hours of compensated work trials. You can see more details about our hiring process on our FAQs page!
• We devote significant staff capacity to initial application review, and we respond to all applications as quickly as possible.
• We have a strong preference for full-time applicants, but we sometimes consider applications for part-time work on a case-by-case basis. We aren’t interested in reviewing applications for contract or project-based work at this time.
• If we settle on an application deadline, we’ll write it in bold here. If you’re on our website job posting and don’t see a deadline, there is no deadline. If you’re reading this on an external job board and don’t see a deadline, you should double-check on our website.
• You don’t need to submit a cover letter—we rely mainly on your resume and answers to the application questions below when we’re making early decisions.

About GiveWell

GiveWell is dedicated to finding and evaluating highly cost-effective global health and development opportunities, and we publish all the work, reasoning, and uncertainties behind our funding decisions. Our giving funds enable donors to contribute to the most impactful and cost-effective programs our researchers identify. 

GiveWell is one of the world’s largest private funders of global development efforts. Trusted annually by tens of thousands of donors, GiveWell searches for highly cost-effective programs that save or improve lives the most. Since 2007, more than 150,000 donors have given over $2.6 billion through GiveWell to the most promising programs its research has identified, which we estimate will save more than 340,000 lives.

GiveWell is most well-known for recommending a small number of Top Charities, which currently support seasonal malaria chemoprevention, insecticide-treated nets, vaccine incentivization, and vitamin A supplementation. However, most of our research capacity and grantmaking is devoted to cost-effective opportunities outside of those programs.

GiveWell grants have:

• Helped governments navigate changes to the funding landscape and implement high-impact health programs, like HIV/syphilis screening and treatment for pregnant people in Zambia and Cameroon.
• Sought to scope and scale promising interventions that don’t have clear existing implementers. We are supporting the Clinton Health Access Initiative’s Incubator to identify potentially cost-effective interventions and create programs that we would be excited to support in the future. For example, we funded a program to prevent tuberculosis among young children in Uttar Pradesh and Bihar, India, that we co-designed with CHAI through the Incubator program.
• Provided funding to ensure that programs that recently faced foreign aid funding cuts could continue, like healthcare support and malnutrition treatment in northern Cameroon.
• Funded program delivery alongside strengthened monitoring and evaluation, as in our grants to support treatment of clubfoot and to evaluate the program.  
• Tested our assumptions and refined our understanding through further research and data collection, including improved estimates of disease burden and studies on the effect of water chlorination on mortalityand the impact of a tree-planting program on farmers’ income.

We make our reasoning public and transparent so others can challenge it (sometimes we even pay people to point out our errors). We go to unusual lengths to check our assumptions and assess our impact, including funding research to address our uncertainties and gathering independent monitoring and evaluation data about the programs we support. We change our minds when the evidence demands it. For more about GiveWell, listen to Ezra Klein’s recent interview with GiveWell’s co-founder and CEO Elie Hassenfeld.

Additional information

We don’t want to miss candidates that could do great things at GiveWell. Practically, that means a GiveWell staff member reviews every application carefully, considering the whole picture of your background and potential. If you’re on the fence about applying because you meet some but not 100% of our preferred qualifications (some studies suggest this hesitation is especially common for women and people of color), we encourage you to apply anyway.

GiveWell is an Equal Employment Opportunity employer by choice. At minimum, this means that we comply with all federal, state, and local EEO and employment laws. Beyond the requirements of those laws, we value our team’s diversity in all respects, and we desire to maintain a work environment free of harassment or discrimination—we want our team members to thrive at GiveWell. If you need assistance or an accommodation due to a disability, contact us at careers@givewell.org. We will consider employment for qualified applicants with arrest and conviction records.

By submitting an application, you acknowledge that you have read and consent to GiveWell’s Privacy Statement for Applicants. By completing an application exercise, you acknowledge and assent to GiveWell’s Work Trial Policy.

GiveWell’s mission is to help people in need as much as we can by researching the most cost‑effective ways to save and improve lives, sharing our work openly, and directing donations to the programs we believe will do the most good. Our work, which focuses on global health and well-being, is funded by tens of thousands of donors who rely on our research to inform their giving. We’ve grown from directing $1.5 million in 2010 to directing more than $400 million in 2025—and we expect to direct more than $500 million in 2026. Through years of deliberate groundwork, we’ve been growing our research capacity and scope in order to direct substantially more funding to the most impactful opportunities we can find.

Summary

GiveWell is seeking exceptional Program Officers to help us direct hundreds of millions of dollars annually to the most cost-effective global health and poverty alleviation programs. As part of our lean research team, you will have an outsized influence on our funding decisions and help us save and improve lives on a global scale.

You’ll own grant investigations and help manage a portfolio of grants, evaluating the best funding opportunities and helping shape new ones. You will answer hard questions and make funding recommendations by combining rigorous evidence review, cost-effectiveness modeling, grantee relationships, and thoughtful judgment.

The role

You’ll join a small grantmaking team to own grant investigations and help manage a portfolio of grants, sifting through the many opportunities we could fund and honing in on those that matter most—and, when the best opportunity doesn’t yet exist, helping bring a better one into being. Your decisions will inform the allocation of hundreds of millions of dollars to dozens of grantees.

Your practical work will combine empirical evidence review, cost-effectiveness modeling, grantee engagement, ground-truthing of how programs are delivered, discussions with subject matter experts, and developing your own judgment. In the course of your work, you might approach questions like these:

• Should we make this grant, and how should we structure it (e.g., conditions, milestones, or gates)?
• When a promising intervention has no clear implementer, what would it take to help one get off the ground?
• Is this grant on track, and if not, why?
• Do a grantee’s reported outputs reflect real coverage, quality, and adherence to evidence-based practices on the ground?
• What should we believe about the cost-effectiveness of an intervention in our portfolio, and what would change our minds?
• How should we monitor a grant’s progress, and what would tell us to course-correct?
• How should we account for high levels of uncertainty in our cost-effectiveness estimates?
• How should we weigh empirical evidence against qualitative factors, like a grantee’s organizational track record?

Responsibilities include:

• Investigating and recommending grants. We receive and solicit requests for funding on an ongoing basis, and you’ll own investigations into these opportunities from scoping through recommendation. You’ll discuss each opportunity with the potential grantee, consider its plans and assess the likelihood of achieving them, estimate the cost-effectiveness of the grant and forecast its likelihood of success, and recommend how to structure it (e.g., whether to include conditions, milestones, or gates). When necessary, you’ll solicit feedback from outside experts (e.g., academics, government officials) about the opportunity.
• Managing a portfolio of grants. Once a grant is made, you’ll maintain a current view of whether it’s on track and why. This includes collaborating with grantees to assess whether reported outputs reflect real coverage, quality, and adherence to evidence-based practices, and ground-truthing how programs are delivered—through monitoring data, site visits, and conversations with field staff—so we can learn and course-correct over the life of the grant.
• Analyzing interventions (e.g., vaccine demand generation, vitamin A supplementation, seasonal malaria chemoprevention) at various levels of depth to refine our view about the cost-effectiveness of interventions in your portfolio and recommend either deprioritization or further work. You’ll review existing empirical evidence about intervention impacts, build models, speak with subject matter experts about particular interventions, and use your judgment to come up with a bottom line. Examples of this work are available on our intervention reports page.
• Building cost-effectiveness models to estimate the costs and benefits of a particular intervention. These models take into account a wide variety of considerations, including: one’s prior estimate for an intervention’s impact, the strength of the evidence, the size of the effects, the similarity between the context in which an intervention was studied and will be implemented, negative and/or offsetting effects, and how funding this intervention would affect decisions by other actors (e.g., local government, donor governments). See more on our page about our cost-effectiveness models.
• Building relationships relevant to our work, for example with grantees and program staff at organizations we are funding or considering for funding, academics who specialize in interventions we are reviewing (e.g., malaria, malnutrition treatment, in-line water chlorination), and program staff at other funders who are also evaluating where to allocate funds.
• Publishing reports and blog posts on our website. Transparency is a core value of ours and we aim to publish as much supporting information regarding our conclusions as we can. Program Officers write up findings and reasoning for publication on our website or summarize key points from their work in blog posts.

What is career development like?

After gaining experience on the team, Program Officers have the opportunity to develop into Senior Program Officers, who own high-impact, cost-effective grantmaking portfolios by deepening their expertise, growing their networks, and understanding the broader context within a specific grantmaking area. Senior Program Officers may then pursue a few pathways for career development based on their preferences and GiveWell’s needs. Some choose to deepen and expand their portfolios as individual contributors, while others take on people management responsibilities. Another potential pathway is to move into the research track as a Researcher, focusing on leading research agendas rather than owning a grantmaking portfolio. 

Team structure

Our research department is currently organized into eight teams:

• Five of the teams (Water, Livelihoods, Nutrition, Malaria, and Vaccines) focus on specific areas of grantmaking.
• The New Areas team focuses on interventions in domains that are new to GiveWell.
• The Cross-Cutting team focuses on methodological issues, research quality, and other big-picture concerns that cut across all of our research work.
• The Commons team provides generalized research support to each of the other teams, including landscaping research, vetting, and publishing.

In some cases, we’ll make offers for specific subteam placements. In others, we’ll offer the opportunity to complete a few rotations on different teams over several months before settling on a final subteam placement. We’ll discuss placement details in the final stages of the hiring process.

Team values

We think our research team has unique qualities:

• We care deeply and centrally about finding and sharing truth. Truth-seeking is one of our core values. We post our mistakes and we prize our team members who keep our culture of free-flowing feedback strong.
• We are independent. We focus 100% on finding the most cost-effective opportunities to save and improve lives. Our researchers assist in communicating our research findings to the public and our donors, and on occasion we provide tailored advice to ultra-high-net-worth donors who want to rely on our expertise to direct their giving—but we never ask our researchers to trade off against honesty, or to hide their real beliefs.
• We don’t waste time. Once it’s clear that a particular research question is unlikely to change our bottom-line funding recommendation, we drop it as quickly as possible. We encourage our research staff to constantly re-evaluate their portfolios and only work on the highest-priority questions.
• Lean research team = huge personal impact. Our ~70-person research team directs hundreds of millions of dollars annually.
• We work well together. Our research team is lean because we’re able to attract top-tier people, all of whom complete skills-based assessments before joining our staff. We maintain a high-performing, collegial culture and pay our staff accordingly.

The details

• Team: You’ll join one of our grantmaking teams (see our org structure here) and report to a Senior Researcher or Senior Program Officer.
• Compensation:
  • NYC or the San Francisco Bay Area: $220,000.
  • All other U.S. locations: $200,000.
  • International: Similar to the “all other U.S. locations” salary, based on historical exchange rates and delivered in locally-denominated currency.
• Location: GiveWell’s staff work primarily remotely within the U.S. and abroad. This position is eligible to work fully remotely.
  • Offices: You are welcome but not required to work from our offices in Oakland, California; Brooklyn, NYC; or London, UK. We’ll cover relocation expenses for candidates who wish to move to any of our physical office locations.
  • International work: We are happy to employ staff internationally on a case-by-case basis. A successful candidate will need to commit to a work schedule that has some overlap with American working hours and the schedules of key coworkers.
• Flexibility: We support and encourage flexible working, including flexible hours, working remotely, and working from the office when you choose. The majority of our staff, including senior management, work flexibly in one way or another.
• Visa Sponsorship: If you want to work in the United States and need a work visa, we’ll do our best to sponsor it (and also cover up to 100% of relocation expenses on a case-by-case basis). Please note that government entities ultimately dictate our ability to sponsor visas.
• Benefits: Our benefits include:
  • Fully funded health, dental, vision, and life insurance (we cover 100% of premiums within the US for you and any dependents)
  • Four weeks of paid time off per year
  • 16 weeks of fully paid parental leave
  • Ergonomic home workstations or coworking space memberships
  • Automatic contribution equal to 5% of your gross salary into your 403(b) retirement plan (for U.S. based staff)
• Travel: Research team members are sometimes required to attend international site visits and conferences (on average 1-2 per year), with additional travel for those interested in traveling more. Additionally, we strongly encourage staff members to attend annual department retreats and twice-annual whole org visit weeks to bond with other team members and complete in-person work. We’ll discuss travel obligations in more detail during late stages of the hiring process, and we’ll accommodate staff who have conflicting obligations.
• Start date: We’d like a candidate to start as soon as possible after receiving an offer, but we’ll offer flexibility for candidates whose personal or professional circumstances require them to moderately delay their start date.
• Application deadline: We don’t currently have an application deadline. If that changes, we’ll update the posting. We’re reviewing applications on a rolling basis, so we recommend applying as soon as possible.

About you

The strongest candidates will typically have around 3-5 years of professional experience, a significant portion of which was in similar or closely-related roles. Many of our Program Officers have quantitatively-oriented advanced degrees, but there’s no hard academic requirement—what matters is a demonstrated ability to use empirical tools to make rigorous, evidence-based decisions, whether that comes from graduate training or hands-on experience.

We expect you will be characterized by many of the below qualities. We encourage you to apply if you would use the majority of these characteristics to describe yourself:

• You are passionate about helping improve global health and alleviate global poverty as much as possible.
• You are highly skilled at critically analyzing and synthesizing empirical research and understanding how a body of evidence applies to real-world funding decisions.
• You get things done, and you’ll drop what you’re doing when something matters more. You drive work to conclusions, and when the evidence shifts or a higher-value opportunity appears, you’re eager to pivot.
• You’re drawn to gaps. When you see something missing—a program that should exist, an implementer worth seeding, a better way to structure a grant—you want to help make it happen, and you’re comfortable taking bets under uncertainty.
• You are able to plan an efficient approach to exploring complicated questions, including identifying and focusing on the most decision-relevant aspects of a project.
• You consider the big picture, asking questions like: is this project appropriately formulated and the best use of my time? What is GiveWell getting wrong in our research?
• You clearly communicate what you believe and why, as well as what you are uncertain about.
• You ask a lot of questions, and are curious, rather than defensive, when interrogating your own or others’ work.
• You are effective at building and managing relationships with external parties, including grantees, experts, and other funders.
• You are respectful, effective, and efficient in your interactions with colleagues as well as external parties.

Other notes

• Please note that our hiring process relies on some (not all) of the same work trials that we use in our Researcher and Senior Researcher roles (including team-specific Senior Researcher postings). If you applied to one of these roles within the last year, you should hold off on applying to others unless our team reaches out directly. If you’re interested in multiple roles, please just apply once and note in your application that you’d like to be considered for the other roles, too.
• After application review, our hiring process consists of a short application exercise, two compensated work trials, and several short interviews. You can see more details about our hiring process on our FAQs page!
• You don’t need to submit a cover letter with your application—we only want your resume/CV and answers to the application questions below.
• We don’t offer informational calls at this stage, but please email us at careers@givewell.org with any questions not answered here!

About GiveWell

GiveWell is dedicated to finding and evaluating highly cost-effective global health and development opportunities, and we publish all the work, reasoning, and uncertainties behind our funding decisions. Our giving funds enable donors to contribute to the most impactful and cost-effective programs our researchers identify. 

GiveWell is one of the world’s largest private funders of global development efforts. Trusted annually by tens of thousands of donors, GiveWell searches for highly cost-effective programs that save or improve lives the most. Since 2007, more than 150,000 donors have given over $2.6 billion through GiveWell to the most promising programs its research has identified, which we estimate will save more than 340,000 lives.

GiveWell is most well-known for recommending a small number of Top Charities, which currently support seasonal malaria chemoprevention, insecticide-treated nets, vaccine incentivization, and vitamin A supplementation. However, most of our research capacity and grantmaking is devoted to cost-effective opportunities outside of those programs.

GiveWell grants have:

• Helped governments navigate changes to the funding landscape and implement high-impact health programs, like HIV/syphilis screening and treatment for pregnant people in Zambia and Cameroon.
• Sought to scope and scale promising interventions that don’t have clear existing implementers. We are supporting the Clinton Health Access Initiative’s Incubator to identify potentially cost-effective interventions and create programs that we would be excited to support in the future. For example, we funded a program to prevent tuberculosis among young children in Uttar Pradesh and Bihar, India, that we co-designed with CHAI through the Incubator program.
• Provided funding to ensure that programs that recently faced foreign aid funding cuts could continue, like healthcare support and malnutrition treatment in northern Cameroon.
• Funded program delivery alongside strengthened monitoring and evaluation, as in our grants to support treatment of clubfoot and to evaluate the program.  
• Tested our assumptions and refined our understanding through further research and data collection, including improved estimates of disease burden and studies on the effect of water chlorination on mortalityand the impact of a tree-planting program on farmers’ income.

We make our reasoning public and transparent so others can challenge it (sometimes we even pay people to point out our errors). We go to unusual lengths to check our assumptions and assess our impact, including funding research to address our uncertainties and gathering independent monitoring and evaluation data about the programs we support. We change our minds when the evidence demands it. For more about GiveWell, listen to Ezra Klein’s recent interview with GiveWell’s co-founder and CEO Elie Hassenfeld.

Additional information

We don’t want to miss candidates that could do great things at GiveWell. Practically, that means a GiveWell staff member reviews every application carefully, considering the whole picture of your background and potential. If you’re on the fence about applying because you meet some but not 100% of our preferred qualifications (some studies suggest this hesitation is especially common for women and people of color), we encourage you to apply anyway.

GiveWell is an Equal Employment Opportunity employer by choice. At minimum, this means that we comply with all federal, state, and local EEO and employment laws. Beyond the requirements of those laws, we value our team’s diversity in all respects, and we desire to maintain a work environment free of harassment or discrimination—we want our team members to thrive at GiveWell. If you need assistance or an accommodation due to a disability, contact us at careers@givewell.org. We will consider employment for qualified applicants with arrest and conviction records.

By submitting an application, you acknowledge that you have read and consent to GiveWell’s Privacy Statement for Applicants. By completing an application exercise, you acknowledge and assent to GiveWell’s Work Trial Policy.