Note: The job is a remote job and is open to candidates in USA. GiveDirectly is a global organization that delivers direct cash transfers to people living in poverty and crisis. The Senior Recruiter will own senior and niche searches across programs, technology, product, G&A, and fundraising, leading proactive sourcing, hiring-manager partnerships, candidate experience, and recruitment process improvements.
Responsibilities
- Own Senior Manager+ searches from launch through offer at a 6 to 8 week pace where the market allows, starting with programs leadership and tech and extending to our toughest searches across other functions
- Serve as the recruitment focal point for these roles: the person hiring managers come to, and the person who knows where this talent is
- Build and maintain regional talent pipelines and GiveDirectly's presence with strong institutions and networks across the continent
- Lead with outbound. Map talent pools, build boolean searches, and use LinkedIn Recruiter and our other tools to build small, strong, calibrated pipelines rather than working through inbound volume
- Translate a vague profile into a real search in a thin market, and recommend profile or approach changes when the market tells you something
- Build diverse slates as a matter of course rather than treating it as an afterthought
- Run recruiter-led searches with senior hiring managers (up to c-suite): you drive, they don't. Lead launch calls and syncs, hold the timeline, challenge assumptions and hold lines on process quality when a search stalls
- Run clean pipelines: keep Greenhouse current, review your funnels regularly to catch where candidates are stalling, and use pipeline data to diagnose a stuck search and to push hiring managers on decisions rather than letting roles drift
- Own the candidate experience end to end: keep people warm and moving, sell GiveDirectly, run comp and logistics, and close the offer
- Peer-coach more junior recruiters on sourcing and search craft, and turn what you learn into shared practice
- Raise the bar for how our team recruits: build and roll out a consistent search process and outbound sourcing practice, model it in your own searches, and play a key role in coaching the team to adopt it - all while delivering an excellent candidate and hiring manager experience
- If you bring French and/or Portuguese, put it to work on searches the rest of the team can't reach today
- Feed what you're seeing in the market back to the Director, TA to sharpen overall strategy and take on select TA projects that improve how we hire
Skills
- 5+ years of relevant experience recruiting for tech-forward INGOs, or in a mission-driven scale-up or startup. Traditional NGO experience alone isn't enough; we want someone who has hired in a fast-moving, tech-literate environment
- Deep proactive-sourcing experience for senior roles: you've built pipelines from scratch through outbound, in markets where the talent isn't obviously labeled, and can show what you sourced and closed
- Recruiting range across multiple functions: you've owned senior, end-to-end searches in more than one domain, ideally including both technical or professional roles (tech, product, G&A, fundraising) and programs or field leadership. This breadth is the core of the role
- Recent experience recruiting in sub-Saharan Africa, with a real feel for the markets and where strong candidates actually are
- A track record owning searches end to end and partnering strategically with hiring managers, including holding a line on process or profile when a search is stuck
- Strong process hygiene and a data-driven approach: you keep your pipelines clean and current, track conversion and time-in-stage, and use what the funnel tells you to make calls and move searches, rather than going on instinct
- Comfort operating in ambiguity: a vague brief, a thin market, no existing pipeline, and a hiring manager who wants someone yesterday
- Strong candidate-closing instincts: you can sell a mission-driven org and carry a candidate through to signature
- Based on the African continent
- Professional French and/or Portuguese language skills
- Fluency with Greenhouse, LinkedIn Recruiter, and AI-assisted sourcing tools
Benefits
- Bonus at Target Performance: 10% (~$8,382, with potential for upside. For reference, with the organization’s current performance multiplier, this amount would be $9,807 in 2025)
- Annual Benefits Stipend: $8,453
- Bonus at Target Performance: 10% (~$11,466, with potential for upside. For reference, with the organization’s current performance multiplier, this amount would be $13,415 in 2025)
- Annual Benefits Stipend: $21,393
- Bonus at Target Performance: 10% (~£7,760, with potential for upside. For reference, with the organization’s current performance multiplier, this amount would be £9,079 in 2025)
- Annual Benefits Stipend: £2,760
- Unless otherwise noted, the benefits stipend may be used to cover benefits or taken as additional taxable income.
- This role is fully remote
Company Overview