Senior Recruiter ; Remote

Give Well is a research organization that identifies and funds cost-effective giving opportunities, focusing on global health and well‑being. Our work 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.

Give Well is growing fast to move more donations to where we think they will do exceptional good for people in need. But it takes unique talent to thrive here, and finding those candidates requires much more than posting jobs and screening resumes. We’re hiring a Senior Recruiter who will actively search for exceptional people, uphold an extremely high bar, and serve as a true thought partner to leaders across the organization — because the quality of our hires is key to how many lives we can save and improve.

Why we're hiring for this role right now: Give Well surpassed 100 employees in early 2026, and we’re continuing to grow. We have increased hiring goals in Operations and Outreach, and we’re building capacity to tackle that. As our hiring scales, we’re also investing in improving our approach with smarter sourcing, a stronger employer brand, and creating hiring infrastructure. This is a real opportunity to help shape what great recruiting looks like at a mission‑driven organization that takes hiring seriously.

As a Senior Recruiter, you’ll be a hunter for rare talent and the right organizational fit — one week building a sourcing strategy for a niche finance role, the next networking to find a senior communications candidate or learning a new function well enough to advise a hiring manager on what “great” looks like. You’ll own full‑cycle recruiting for roles across Give Well’s Operations and Outreach functions — think Finance, Legal, Tech, Philanthropy, and Communications — and pitch in on research recruiting when needed.

Day to day, you’ll work across multiple job openings on the following:

• Partnering with hiring managers. You’ll collaborate closely with Give Well leaders to define what they’re looking for in their new hires, guide them through our processes, monitor and surface trends in our talent pools, and make better hiring decisions.
• Building our top of the funnel. You’re a hunter. You seek out passive talent through targeted sourcing, referrals, networking, and events and utilize all the tools at your disposal to prospect. You’ll get in front of high‑quality candidates and creatively attract them to Give Well, not just wait for them to trickle in.
• Creating hiring infrastructure. Everything from crafting compelling job descriptions to designing interview plans that lead to stronger signals and less noise. You’ll help sharpen the tools we use to evaluate candidates, train hiring teams on how to use them, and measure their effectiveness.
• Candidate management. You’ll be the point of contact for candidates at every point in our hiring process. You’re responsible for creating a candidate experience that is frictionless, speedy, and showcases Give Well’s values and culture.
• Assessing talent. You’ll use your strong judgement, curiosity, and critical thinking to assess talent. You’ll regularly lead screening interviews and be trusted to jump in at later stages as part of the hiring team that upholds Give Well’s standards.
• Project and timeline management. You keep hiring teams on track, loop in the right people along the way, and effectively manage competing priorities within the diverse teams you support.

You’ll also plan substantial time thinking about our recruiting challenges, and contributing to our overall hiring strategy. Some of the questions you’ll focus on:

• What makes our top performers unique, and where can we find more of them? You are obsessed with understanding the qualities, skills, and experiences needed to drive impact at Give Well and it’s your mission to find more candidates who possess them and get them into our funnel.
• How do we make better decisions, faster? You’ll track data, spot patterns, and help us understand which parts of our process are adding value and which aren’t. If we don’t have the right information to answer an…