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GiveWell is seeking exceptional Senior Researchers 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 create and lead ambitious research agendas, answer complex questions, and inform high-impact grantmaking decisions by combining rigorous evidence review, cost-effectiveness modeling, and thoughtful judgment.

Some Senior Researchers may eventually choose to transition into an equivalently-leveled Senior Program Officer role to lead a large grantmaking portfolio, while others choose to stay focused on leading significant research agendas. We're open to a wide variety of internal development options depending on your preferences and our needs.

Senior Researchers are the intellectual leaders of GiveWell's work. In this role, you'll join a small senior team in setting ambitious research agendas, sifting through the countless questions we could try to answer and honing in 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 shape a research agenda that brings rigor and creativity to the thorniest questions GiveWell faces. You'll execute that agenda by combining thorough review of empirical evidence, cost-effectiveness modeling, discussions with subject matter experts, understanding of the broader context, and your own judgment. In the course of your work, you might approach questions like these:

• What should we believe about the impacts of improved water quality on all-cause mortality?
• What is the impact of building footbridges in rural communities?
• How can we model the general equilibrium effects of cash transfers?
• How should we prioritize programs that reduce poverty relative to programs that reduce deaths?
• How should we think about the opportunity cost of other actors' contributions to programs we fund?
• How should we account for high levels of uncertainty in our cost-effectiveness estimates?
• How do we use effects from trials conducted 30 to 40 years ago to predict impacts today?

After gaining experience on the team, Senior Researchers pursue a few pathways for career development based on their preferences and GiveWell's needs. Some choose to develop wider and more autonomous research agendas as individual contributors, while others take on people management responsibilities. Another potential pathway is to transition into a Senior Program Officer role, which is a lateral move-we don't conceptualize the Senior Researcher role as a training ground for program work. All of GiveWell's Senior Program Officers are also researchers with strong technical training and a penchant for sketching out a model when they're not sure how to approach a problem.

Senior Program Officers typically own high-impact, cost-effective grantmaking portfolios by deepening their expertise, growing their networks, and understanding the broader context within a specific grantmaking area. They think through questions like:

• How should we balance exploring and seeding new, smaller opportunities with funding cost-effective opportunities at scale today?
• How can we triangulate empirical evidence against expert opinion on other qualitative features, like organizational track record?
• What is research we can fund today that could substantially impact our grantmaking five years from now?
• How much uncertainty are we willing to accept before making a grant? What key research questions do we need to answer before making a grant, and which ones can we deprioritize or answer later?

Our research department has over 60 people, and 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 most cases, we hire Senior Researchers without knowing which subteam they'll eventually sit on. We aim to expose our new senior team members to different types of work and parts of the team over several months to inform their eventual subteam placement. (If you bring specific, specialized expertise, consider applying to one of our specialized Senior Researcher positions). 

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. In 2026, our research team of ~80 people is directing close to 1 billion dollars and we expect grantmaking dollars per research team member to increase in the future.
• 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.

Senior Researchers must have quantitatively-oriented advanced degrees and substantial relevant experience using empirical tools to make rigorous, evidence-based decisions in the real world. Practically, our senior research staff typically has 5-10 years of post-grad work experience prior to joining GiveWell. We're happy to consider applicants who do not have advanced degrees, but we'll look for a commensurate amount of relevant experience. 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 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.
• You constantly assess whether you and the team are working on the most important things.

• 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. We can share a precise figure upon request after the first work trial stage.
• 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 quarterly whole-org and department retreats 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 family or other obligations.

Miscellaneous details:

• Please note that our hiring process consists of the same work trials for the following roles: Researcher, Senior Researcher, Senior Cross-Cutting Researcher, Senior Livelihoods Researcher, Senior Malaria Researcher, Senior New Areas Researcher, Senior Nutrition Researcher, Senior Vaccination Researcher, and Senior Water Researcher. If, within the last year, you applied and were rejected for one of these roles, you should hold off on applying to the other roles, unless explicitly asked to do so by a member of our team. If you're interested in all of these 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.