Below, I’ve included 5 recommendations for hiring managers in AI Safety and 5 tips for candidates as they navigate their career search. I’ve also highlighted orgs I think are doing hiring particularly well (from a candidate’s perspective) and strategies to avoid.
Note for Readers: I do not have a technical background, and have never applied to technical roles. Therefore the reflections below are more applicable to generalist, operations, convenings, grantmaking, policy, and field-building roles in AI Safety. As orgs scale, their processes may change rapidly. These insights are locked in time from the 2026 hiring cycle.
5 Tips For Candidates:
Every interview is a data point that helps you understand where your expertise fits into the ecosystem and where you can have the most impact. The hiring process is not a personal rejection or reflection of you, your talent, or the knowledge you bring to the field. Some roles I applied to were closed without ever hiring anyone.
After taking the BlueDot Impact courses and adding that experience to my resume, my percentage of applications to interview invitations went way up. If you’re making a career pivot and you don’t have previous experience at an AI Safety org or frontier lab, hiring managers are looking for indicators that you've taken steps to actively be part of the AI Safety community, upskill, and continue your education. See my previous post:
I was skeptical when it launched, but I am actually very impressed by the 80,000 Hours AI Career Advisor. Their LLM can tailor your resume, edit your cover letter and application questions, run mock interviews, and provide feedback on work test submissions. Start here before applying for a personal 1-1 advising session with Probably Good, SuccessIf, or 80,000 Hours (which are more competitive and often have long waiting periods).
Many smaller AI Safety orgs work with third-party providers like Impact Ops and Mangrove Ops for hiring support. Your first interaction may be with one of their operations staff, not someone working directly at the org you’re applying for. Practically, this means you’ll have to communicate your expertise to someone who may not have any knowledge of the field. I had a much better interview experience with Impact Ops vs. Mangrove Ops.
I always recommend checking the box for “Are you happy for us to share your information with other hiring organizations?” The AI Safety field is still small, and I don’t know how the data sharing works on the back-end, but I have actually received invitations to apply for multiple roles through this (including unpublished roles). Regardless of checking this box, I feel like every AI Safety org in the US must have a copy of my resume by now.
5 Recommendations for Hiring Managers:
The hiring process is the first interface interested candidates will have with your organization- make sure it’s a good first impression.
If there’s a take-home work test, instead of banning LLM use or relying on automated proctoring software, ask candidates to submit a link to the LLM transcript they used to assist with their work test. This helps you evaluate a person’s thinking process and how they are currently leveraging AI tools.
Paid work tests are becoming industry standard. Even a small honorarium/stipend for completing the work test feels like a big gesture that respects candidates’ time. If set up correctly to mirror the day-to-day responsibilities of the role, they are also super helpful to understand whether a candidate would actually enjoy the work and if their expertise would be a good fit for the position.
If possible, include the number of applications a role received in your rejection email. I don’t know why, but as a candidate, knowing that I was competing against 900+ other candidates for one position lessens the blow and indicates how competitive the market is right now.
Some roles included 1-2 sentences of feedback in their rejection email and these stood out as super helpful. See these helpful EA Forum posts from Caleb Price, founder of the Lisbon AI Safety Project, with rejection email templates and advice for AI Safety orgs.
The Hall of Shame:
Ghosting candidates after an interview. No excuse here. Set up an automation to ensure follow up and close the loop.
Sending candidates directly to an automated video interview or an unpaid work test before a first round interview or phone screening creates high candidate drop off rates, especially for mid-career professionals. See:
Proctoring software is generally terrible- most recently it overloaded my PC’s system and my computer shut down mid-test while the timer kept ticking. As someone who’s reviewed submissions & served on hiring committees, the difference between LLM generated writing and human thought processes is easy to spot- using automated proctoring for work tests feels dystopian and unnecessary (See Hiring Manager Recommendation #2 above). The hiring process is hard enough on candidates.
General shame for orgs still using Workday which has the worst user interface, worst resume parsing, worst ATS, and requires candidates to create a separate account for every org they apply to. Workday is also currently getting sued for age, disability, and race discrimination. Generally seems outdated now, and the place where resumes go to die. I have genuinely not applied for jobs once I saw the org was using Workday.
Best interview process…drum roll… goes to:
Longview Philanthropy! I didn’t land the role (twice..whoops) but so admired their approach to candidates. Ahead of the interview, they send you:
The job description
Realities of Working at Longview - 8 pages of reflections/advice from employees, examples of feedback employees received from managers, honest take on who would be a good fit and who may find the organizational environment challenging, and recommended reflection questions.
Operating Values - 4 pages that outline not just the mission statement, but how the mission gets accomplished.
Overview Doc- 4 pages on their grantmaking and philanthropic advising work, clear outline of what they fund and what they do not across AI, biosecurity and nuclear weapons policy, and how they make decisions based on scale, neglected-ness, and traceability.
Detailed job descriptions & salary range clearly stated on their Careers website. Apply via Airtable with 4-5 short answer essay questions. Automated interview scheduling with Calendly. No ghosting- an automated “application received” email, and an automated rejection email via Airtable after the phone screening. Email from a real human after the work test stage with the magic line “We’d sincerely welcome a future application as Longview grows.”
Honorable Mention: FAR AI
They’re remote-friendly, work tests are paid, and the salary range is clearly stated. They always write clear job descriptions and use Ashby, my favorite platform for its intuitive interface and ease of use. They have a quick, streamlined application process and only ask the classic “Why FAR.AI?” question in addition to your resume (instead of 5 essays + a cover letter like some orgs). They’ve never ghosted, and always sent “Thank You for Your Application” and “Not This Time” emails- probably thanks to Ashby’s built in automations for hiring managers.
Honorable Mention: Horizon Institute for Public Service
This one stood out because while I was rejected from Horizon’s Career Advising program, my consolation prize was receiving travel support to attend their three-day AI Innovation & Security Policy Workshop in Washington D.C. (which was an incredible networking opportunity). If you’re applying to multiple programs, save your application question answers, as each form asks the same essay questions. Paid work test.
Honorable Mention: Arcadia Impact
Applications are accepted via Airtable and usually include 4-5 short answer questions. They’re able to sponsor UK visas to work in-person full-time at LISA in London. Paid work test.
Rohan Subramani cofounded Aether before becoming a grantmaker at CG and Rudolf Laine cofounded workshop labs before becoming a MTS at TML. You should consider starting an org!
The hall of shame point about sending people straight to an automated video interview or an unpaid test before anyone has spoken to them is the one I'd underline. A short human conversation first costs the team twenty minutes and tells both sides whether the rest is worth doing, especially for experienced people who have options. I also love what Longview sends ahead of the interview, an honest "who would find it hard here" doc does more for fit than an extra round ever could. Did any of the orgs tell you what they were scoring the work test against, or was that usually left unsaid?