Talent Acquisition Roles

TALENT ACQUISITION ROLES About GiveDirectly GiveDirectly leverages electronic monitoring and payment technology to manage financial transfers end-to-end, creating transparent pathways that connect donors with impact across sub-Saharan Africa. The Opportunity You'll own recruitment from start to finish—from search launch through offer signature—working at a pace of 6 to 8 weeks where the market allows. You become the go-to person hiring managers rely on; the person who understands where talent lives and how to reach it. Your core responsibilities span several key areas. You'll source proactively and lead with outbound recruitment, building targeted pipelines through talent mapping, Boolean searches, LinkedIn Recruiter, and direct outreach rather than passively managing inbound applications. You'll translate vague hiring briefs into concrete searches in challenging markets, recommending profile adjustments when market realities suggest it. You'll construct diverse candidate slates as standard practice. You'll drive the entire recruitment process as the lead recruiter—not the hiring manager. You'll run launch calls, maintain timelines, challenge stalled searches, keep Greenhouse updated, analyze funnel data to spot bottlenecks, and push hiring managers toward decisions when roles drift. You'll own every aspect of candidate experience: keeping prospects engaged, selling GiveDirectly's mission and impact, negotiating compensation, managing logistics, and closing offers. You'll also build long-term pipelines by developing GiveDirectly's presence with strong institutions and networks across the continent, feeding market insights back to leadership. If you bring French or Portuguese language skills, you'll use them to access talent pools currently unavailable to the wider team. What Grows With You At Manager level, you'll own searches up to Senior Manager and progressively take on more complex, senior-level placements. You'll manage other recruiters, set team priorities, coach on sourcing and search excellence, oversee capacity and quality, and establish recruitment standards. You'll continue sourcing and closing as needed. At Senior Manager level, you'll own searches for Senior Manager through VP roles across all functions. You'll partner closely with senior leadership, model best practices, tackle the most challenging searches, and shape overall talent acquisition strategy based on market intelligence. What You'll Bring You must have deep, proven experience building pipelines from scratch through pure outbound sourcing in markets where talent isn't pre-labeled. You'll have a documented track record of owning searches end-to-end while partnering strategically with hiring managers—including the ability to hold firm on process or candidate profile when searches stall. You maintain strong process discipline and think like a data analyst. You keep pipelines clean, monitor conversion and time-in-stage metrics, and use funnel analysis to guide decisions rather than relying on instinct. Recent recruitment experience in sub-Saharan Africa is essential. You understand these markets, know where strong candidates actually exist, and can navigate them with confidence. You're comfortable thriving in ambiguity: vague briefs, thin talent markets, no existing pipelines, and hiring managers who needed someone yesterday. You possess strong closing ability—you can articulate mission-driven work's appeal and bring candidates through to signed offers. Your background includes recruiting for tech-forward international NGOs or mission-driven startups and scale-ups. Traditional NGO experience alone doesn't meet our needs; you've hired in fast-moving, technology-literate environments where pace and innovation matter. Experience areas you should have depth in include programs and field leadership, technical and professional roles, or specialized recruitment domains where you've consistently owned mid-to-senior-level or niche placements. Level D: Minimum 4 years of relevant recruiting experience with demonstrated expertise in at least one specific domain, plus a clear record of owning mid-to-senior-level or specialized searches. Level E: Minimum 6 years of relevant recruiting experience spanning multiple functions. Ideally, you've owned senior-level, end-to-end searches in both technical and professional roles (tech, product, G&A, fundraising) and programs or field leadership. This cross-functional breadth is central to Senior Manager-level effectiveness. Required Skills Business development, partnerships, project management, reporting, human resource and personnel development, talent management and planning, market research and intelligence, headhunting, team leadership. Required Education Bachelor's degree.