Our Mission: Our mission is to multiply what matters: growth, retention, and efficiency. We envision a future where companies, teams and people reach their full potential. Our People: People are the heart and soul of 6sense. We serve with passion and purpose. We live by our Being 6sense values of Win as One Team, Stay Curious, Do The Right Thing, Own the Outcome, and Create Belonging. Every 6sensor plays a part in defining the future of our industry-leading technology. 6sense is a place where difference-makers roll up their sleeves, take risks, act with integrity, and measure success by the value we create for our customers. We want 6sense to be the best chapter of your career. As a Talent Partner, you will play a strategic role in shaping and scaling our global teams. Partnering closely with leadership, you will drive end-to-end hiring strategies for critical revenue-generating & high impacting roles, across functions. In this role, you will act as a trusted advisor to business leaders—translating hiring needs into effective recruiting strategies, building strong candidate pipelines, and delivering a high-touch candidate experience. Key Responsibilities: - Partner with hiring managers to develop and execute hiring strategies aligned with growth plans and define success profiles, competencies, and role requirements. - Advise stakeholders on market insights, talent availability, and competitive hiring strategies. - Act as a strategic partner to hiring managers, providing guidance throughout the hiring process. - Lead full-cycle recruiting across functions and geographies assigned. - Build and maintain high-quality candidate pipelines through sourcing, referrals, and proactive outreach. - Design targeted outreach strategies and engagement campaigns using tools such as Greenhouse and LinkedIn. - Collaborate with TA leadership to design compelling employer branding and content strategies that attract top Sales talent. - Conduct structured candidate evaluations to assess alignment with role requirements and company culture. - Deliver a high-touch, best-in-class candidate experience throughout the recruitment journey. - Partner with Talent Coordinators to ensure smooth interview scheduling and process efficiency. - Proactively manage communication with candidates and stakeholders to ensure transparency and alignment. - Track and analyze recruiting metrics, pipeline health, and hiring progress to inform hiring strategies. What We’re Looking For: - Growth mindset and a bias for action - 5+ years of experience in recruiting, with a focus on strategic hiring across funtions. - Proven experience partnering with senior stakeholders/leaders. - Experience recruiting in high-growth SaaS or technology environments - Proven ability to build and manage candidate pipelines. - Expertise in compensation negotiation for Go to Market roles. - A data-driven and process-oriented approach to recruiting. - Ability to thrive in fast-paced, high-growth environments. - Strong communication and relationship-building skill Base Salary Range: $96,600.00 - $141,680.00. The base salary range represents the anticipated low and high end of the base salary range for this position. Actual salaries may vary and may be above or below the range based on various factors, including but not limited to work location and experience. The base salary is one component of 6sense’s total compensation package for this position. Other compensation may include a bonus program or commission plan, and stock options if approved by 6sense’s board. In addition, 6sense provides a variety of benefits, including generous health insurance coverage, life, and disability insurance, a 401K employer matching program, paid holidays, self-care days, and paid time off (PTO). #Li-remote Notice of Collection and Use of Personal Information for California Residents: California Recruitment Privacy Notice and Policy Our Benefits: Full-time employees can take advantage of health coverage, paid parental leave, generous paid time-off and holidays, quarterly self-care days off, and stock options. We’ll make sure you have the equipment and support you need to work and connect with your teams, at home or in one of our offices. We have a growth mindset culture that is represented in all that we do, from onboarding through to numerous learning and development initiatives including access to our LinkedIn Learning platform. Employee well-being is also top of mind for us. We host quarterly wellness education sessions to encourage self care and personal growth. From wellness days to ERG-hosted events, we celebrate and energize all 6sense employees and their backgrounds. Equal Opportunity Employer: 6sense is an Equal Employment Opportunity and Affirmative Action Employers. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender perception or identity, national origin, age, marital status, protected veteran status, or disability status. If you require reasonable accommodation in completing this application, interviewing, completing any pre-employment testing, or otherwise participating in the employee selection process, please direct your inquiries to jobs@6sense.com. We are aware of recruiting impersonation attempts that are not affiliated with 6sense in any way. All email communications from 6sense will originate from the @6sense.com domain. We will not initially contact you via text message and will never request payments. If you are uncertain whether you have been contacted by an official 6sense employee, reach out to jobs@6sense.com

• Partner with senior leaders across Sales to understand team needs and craft tailored, scalable hiring strategies both domestically and internationally as we launch in new countries. • Deliver high calibre talent at scale: partner with our sales organization and xfn partners to ensure we continue to hire exceptional talent at speed and scale. • Lead and grow a team of recruiters and sourcers, focusing on performance, development, and scaling capacity. • Build and optimize recruiting processes that improve efficiency and enhance candidate experience, with special attention to sourcing strategies, employer branding, and inclusive practices. • Leverage data and insights to monitor funnel health, identify gaps, and influence decisions with real-time market and pipeline analysis. • Design and execute strategic hiring initiatives to fill mission-critical roles, particularly at the leadership level. • Collaborate cross-functionally to resolve hiring challenges, streamline operations, and align talent strategies with business goals. • Support the growth of recruiting infrastructure, from tools and systems to workflows and reporting. • Quality of Hire: Drive a culture of continuous improvement to ensure every hire meets Dandy's high technical and cultural standards. • Champion Dandy Drivers: the values that continue to enable us to deliver our best work.

GiveWell 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. Summary GiveWell's senior research staff are the key decision makers for hundreds of millions of dollars in grantmaking, and we think growing that team is one of the most important things we can do to increase our impact. We're seeking one or more Senior Recruiters to help us do that. Finding senior research staff is a hard problem for a couple reasons: - The talent pool for GiveWell researchers basically doesn’t exist as a defined group. You can’t go to one type of program, industry, or a few obvious competitors to build a reliable pipeline. The people who succeed here come from a wide range of backgrounds — economics PhDs, policy analysts, management consultants, medical doctors, neuroscientists, primate biologists, etc. — and the roles don't have clean analogs elsewhere. What they share is a set of hard-to-measure cognitive skills and quantitative fluency that doesn’t show up reliably on resumes. - Our process is very competitive. The offer rate for senior research roles is less than one in a thousand. We want you to figure out where to find strong candidates, improve our assessment process, and do the hands-on work of sourcing, screening, and closing offers. You'll work very closely with our research leadership team. We're most excited about finding someone who helps us make better decisions about finding great talent — and hire them faster. The role You'd work closely with our research team leaders to own recruiting for our Researcher, Program Officer, Senior Researcher, and Senior Program Officer roles. A few problems we’ll want you to think about: After candidates apply, is our assessment process effective? Our offer rate for senior roles is below 0.1%. That might mean we’re extremely selective. It might also mean we’re losing good candidates somewhere in the funnel. You’ll dig into our data and find answers (How well do early screening scores predict work trial performance? What are the most common rejection reasons, and are they signal or noise? How did past hires actually turn out?). You’ll help us develop good heuristics about what to do in situations when candidates’ signals are mixed. Where do we even find good candidates? The ideal GiveWell researcher doesn’t come from one degree program, industry, or competitor. You’ll think about where to look and go after them. And you’ll continually develop new pipelines with creative methods (running structured referral conversations with our researchers, scouring conference guest lists, using sourcing tools creatively, or maybe vibe-coding your own). How can we use data to make better decisions? Right now, we don’t have great visibility into which sourcing channels, process changes, or pipeline stages are driving results. You’ll track data, run analyses, and help us make evidence-based decisions about where to put effort. In some cases, you might find out that we don’t have the right data architecture to answer important questions, so you’ll build it. What are ways our hiring process could be much better? This is harder to describe because it covers ~every strategic and tactical question we face. We want you to be thinking about all of it. Things like: Are we overweighting particular qualities and losing promising candidates without noticing? How could we run experiments on our hiring processes (randomization, A/B testing, sourcing campaigns) that actually give us useful information? You’ll also do a fair amount of bread-and-butter recruiting work: screening applications, writing outreach emails, and interviewing candidates. We think that sort of work will keep you close to the data and help you develop strong pattern recognition. About you You’re excited about GiveWell's mission and methods. You think GiveWell is doing something special, not just generically “doing good.” You can explain what makes GiveWell different. You’re careful and truth-seeking with your beliefs. For example, if a hiring manager says we need to find “scrappy” people, you’re likely to ask “Why do you believe that?” or “What does scrappy mean?” instead of uncritically agreeing. You’re quick to update your beliefs by picking up new information and asking sharper questions. You can probably tell us about times when you’ve changed your mind about important things. You're unusually curious and analytical. When you get invested in a question, you keep trying to find the right answer after many other people would have stopped. You ground your beliefs in data when possible and hedge appropriately when you’re not confident. You have very high standards. We have a high competence bar for our research team, and you’ll need to uphold that and own your decisions about applications that do and don’t meet our bar. You’re entrepreneurial and high agency. You figure things out. You have a history of solving problems. You’re very resourceful. You’re more likely to make the mistake of moving too fast than moving too slow. You'd rather try something imperfect and learn from it than wait for a perfect plan. You're direct. You say what you actually think even when it's uncomfortable. You’re good at communicating in writing. You're concise, clear, and you don't hide behind jargon. You probably enjoy an effective memo. If you think people who know you well would agree that many of the qualities above describe you, we’d like you to apply. Qualifications We care much more about the qualities described above than any specific background. That said, some things that might help: - Experience in recruiting, talent operations, research operations, or a generalist role at a mission-driven organization - Comfort with data — spreadsheets and basic quantitative analysis - Strong written communication - Experience working closely with executive-level leadership - Familiarity with global health, development economics, effective altruism, or adjacent fields is a plus but not required Recruiting experience is welcome but not required. Some of the best people in comparable roles at peer organizations came in without it. And we’ll support you if you want to move on to other things at GiveWell after making progress on our research recruiting. There's always a place here for generalists who are good at solving hard problems, and we have a history of developing high performers into different roles across our org. Key Questions What are some of the reasons I might not like this role? - GiveWell has a unique approach to hiring, and it’s possible that you’ll dislike it. For example, we tend to lean heavily into work trials and finding empirical evidence about the candidates we hire. We are rigorous in how we evaluate candidates, and hold really high standards, which can lead to longer hiring rounds with more steps than what is typical elsewhere. We’re extremely quality focused and would rather hold out for the right candidate than settle on someone who’s “mostly right.” - You’ll need to deeply understand our work and culture to succeed. We want you to be able to speak with candidates about our work and what makes GiveWell special, and provide useful input to hiring managers when we’re developing assessments and evaluating candidates. - You will be expected to hunt, not just farm. While we receive a high volume of inbound applicants, we are looking for recruiters who effectively source and attract candidates, not just wait for them to trickle in. - You’ll be collaborating with leaders with high expectations. We’re a founder-led, performance-driven culture and you’ll be collaborating with our executive team regularly in this role. Strong partnerships will depend on you building trust, leading with curiosity, and reliably delivering results. - You’ll be running hiring rounds from start to finish. We consider this a full-lifecycle role, which means you should be comfortable with things like scheduling, building out roles in Greenhouse, and day-to-day coordination with candidates. While you might have support from more junior colleagues, you’ll be expected to capably manage your own pipelines. What does growth look like in this role? GiveWell’s growing, and you’re going to help shape that. Your growth will be tied directly to the impact created by the people you help hire. Beyond day-to-day recruiting, you’ll have the opportunity to work on more strategic projects, including shaping our overall hiring approach and improving our employer brand. In this role you’ll also have significant exposure to executive leadership and many corners of our business. The talent acquisition team is doubling in 2026, which means there are clear opportunities for mentorship and potentially growing into a team leader. What does this interview process entail? We'll use a combination of interviews, written exercises, and work trials to assess the qualities described above. Past versions have looked like: - Simulating a hiring manager intake conversation - Walking through a sourcing strategy for a hard-to-fill role - Reviewing a job description or process and offering a critique - Writing a candidate outreach email or internal communication We'll share more specific details if we invite you to move forward, but our current plan is: - Screen with a member of the Talent Acquisition team - Career history interview with the Manager, Talent Acquisition - Work trial, which will include live conversations and written work - Values interview with VP, People - Final conversation with Manager, Talent Acquisition - References Team structure This role sits on GiveWell's People team and reports to our Manager of Talent Acquisition. Day-to-day, you'd work in close partnership with our Research Program Director, who owns senior research hiring decisions and is part of our Research Leadership Team. You'd collaborate regularly with other members of the People and Research teams on sourcing and candidate evaluation. We'll likely also want you to attend research team meetings, develop 1:1 relationships with research team members, and potentially join research team-building retreats. We’ll be interested in ~any kind of team embedding that helps you build useful context. The details - Compensation: - NYC or the San Francisco Bay Area: $149,600 - All other U.S. locations: $136,000 - 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 - 403(b) retirement plan - Location: You must be based in the United States and can choose to work remotely, hybrid or in person at one of our offices located in Brooklyn, NY or Oakland, CA. - 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. - Travel: GiveWell hosts “Visit Weeks” twice a year in our Oakland, California, office and up to two annual departmental retreats. Attending these in-person opportunities will be important to fulfilling the goals of this role. Occasional additional travel may be helpful for conferences or recruiting events. - Visa sponsorship: We are not currently able to sponsor visas for this role. - Start date: We’d like a candidate to start as soon as possible after receiving an offer, but we’ll offer flexibility for candidates whose personal or professional circumstances require them to moderately delay their start date. We don't want to miss candidates who could do great things at GiveWell. If you're on the fence about applying because you meet some but not 100% of our preferred qualifications, we encourage you to apply anyway. GiveWell is an Equal Employment Opportunity employer by choice. We value our team's diversity in all respects and desire to maintain a work environment free of harassment or discrimination. If you need assistance or an accommodation due to a disability, contact us at careers@givewell.org. About GiveWell GiveWell is dedicated to finding and funding outstanding giving opportunities in global health and development, sharing the full details of our analysis with everyone for free. Our giving funds enable donors to contribute to the most impactful and cost-effective programs our researchers identify. Since 2007, we’ve directed over $2.6 billion to cost-effective programs and interventions. In the last two years, we’ve made more than $500 million in grants. GiveWell is one of the world’s largest private funders of global development efforts, and we estimate that the funding we’ve directed will save more than 340,000 lives. GiveWell is most well-known for recommending a small number of Top Charities, which currently support seasonal malaria chemoprevention, antimalarial nets, vaccine incentivization, and vitamin A supplementation. However, most of our research capacity is devoted to finding cost-effective opportunities outside of those programs. GiveWell grants have: - Helped governments to implement high-impact health programs, like in-line chlorination of drinking water in India and HIV/syphilis screening and treatment for pregnant people in Zambia and Cameroon. - Funded program delivery alongside strengthened monitoring and evaluation, as in our grants to support treatment of clubfoot and to evaluate the program. - Sought to scope and scale promising interventions that don’t have clear existing implementers. We are supporting the Clinton Health Access Initiative’s Incubator and Evidence Action’s Accelerator to identify potentially cost-effective interventions and create programs that we would be excited to support in the future. For example, we funded a program to provide diarrhea treatment to children in Nigeria that we co-designed with CHAI through the Incubator program. - Tested our assumptions through further research, including studies on the effect of water chlorination on mortality, the impact of a tree-planting program on farmers’ income, and the effects of combining the RTS,S malaria vaccine and perennial malaria chemoprevention. We never take for granted that GiveWell’s work is good for the world. We make our reasoning public and transparent so others can challenge it (sometimes we even pay people to point out our errors). We go to unusual lengths to check our assumptions and assess our impact, including funding research and external analysis to address our uncertainties and insisting that our grantees conduct rigorous monitoring and evaluation. We change our minds when the evidence demands it. Additional information We don’t want to miss candidates that could do great things at GiveWell. Practically, that means a GiveWell staff member reviews every application carefully, considering the whole picture of your background and potential. If you’re on the fence about applying because you meet some but not 100% of our preferred qualifications (some studies suggest this hesitation is especially common for women and people of color), we encourage you to apply anyway. GiveWell is an Equal Employment Opportunity employer by choice. At minimum, this means that we comply with all federal, state, and local EEO and employment laws. Beyond the requirements of those laws, we value our team’s diversity in all respects, and we desire to maintain a work environment free of harassment or discrimination—we want our team members to thrive at GiveWell. If you need assistance or an accommodation due to a disability, contact us at careers@givewell.org. We will consider employment for qualified applicants with arrest and conviction records. By submitting an application, you acknowledge that you have read and consent to GiveWell’s Privacy Statement for Applicants. By completing an application exercise, you acknowledge and assent to GiveWell’s Work Trial Policy.

Role Description We are looking for a Recruiter to manage end-to-end Recruiting for our Global Functions based in Mexico. The Levi Strauss & Co. Talent Acquisition team is made up of high-achievers who are passionate about talent. - Manage full-cycle recruiting primarily for Global Finance, Digital and Enterprise Technology. - Utilize LinkedIn Recruiter to develop sourcing strategies to attract a diverse talent pool. - Partner with hiring managers to provide guidance, expertise, local knowledge, and teamwork to hire top talent. - Manage full hiring and onboarding process for newcomers. - Suggest and create recruitment tools to support our global partners ensuring the TA team has all information needed to find the right candidate. - Act as a liaison with outside agencies, facilitating communication between LS&Co., the agency, and the candidate. - Support the administrative aspects of recruitment and onboarding for your assigned requisitions. - Elevate the candidate experience by adopting our "white glove" candidate experience. - Be an evangelist for Levi Strauss & Co. Qualifications - Advanced English is a must. - 5+ years full-cycle recruiting experience. - Preferred experience recruiting for Finance, Accounting, FP&A, IT, ERP projects, Data Engineers, Data Scientists, Machine Learning Engineers, and Product Managers. - Experience recruiting for shared service centers a plus but not required. - Extensive proactive sourcing experience with a focus on attracting diverse talent. - Passion for the apparel/fashion/lifestyle space but open to all industries. - Excellent communication, time management, and negotiation skills. - Ability to work with internal stakeholders across the globe to develop a trusted partnership. Requirements - Location: Mexico, D.F., Mexico. - Full Time. Company Description We're a company of people who like to forge our own path. We invented the blue jean in 1873, and we reinvented khaki pants in 1986. We pioneered labor and environmental guidelines in manufacturing. And we work to build sustainability into everything we do. - Our brands stand for freedom and self-expression around the world. - For more than 160 years, we've used the strength of our brands to lead with our values and make an outsized impact on the world. - We employ more than 15,000 people globally to support our great brands: Levi's®, Dockers®, Denizen®, and Signature by Levi Strauss & Co.™