Talent Market

Talent Market is a nonprofit whose mission is to promote liberty by providing talent for critical roles within the free-market nonprofit sector

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    • OUTREACH
    • GEOGRAPHY & VIRTUAL WORK
    • TIPS FOR HIRING MANAGERS
    • CLIENT LIST
  • RESOURCES
    • ADVICE
      • TALENT TIPS
      • INTERVIEWING TIPS
      • RESUME TIPS
      • PREPARING YOUR RESUME & COVER LETTER
      • CONSIDERING THE NONPROFIT SECTOR?
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      • ADVICE FOR ATTORNEYS
      • JOB HUNTING RESOURCES
    • INTERNSHIPS, CLERKSHIPS, & FELLOWSHIPS
    • PROFESSIONAL DEVELOPMENT
      • STUDENTS & RECENT GRADUATES
      • MID-CAREER
      • ATTORNEYS
    • AWARDS
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    • FREE-MARKET NONPROFIT MAP
  • ABOUT
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Tips for Hiring Managers

Ten Quick Tips for Hiring Managers

1. It’s Not All About You

During the interview process, many hiring managers make the mistake of talking too much about themselves or the opportunity on hand, and leave little time for the candidate to talk. The more you let them speak, the more you learn about the interviewee and whether or not you want them on your team.

2. Have the Candidate Interview with Other Staff

Allowing other staff members to interview the candidate will not only help educate the interviewee about the environment at your organization, but it will also provide you with more data points about the candidate. Different interviewing styles will also help bring out different aspects of the candidate that you alone may not have discovered.

3. Be Prepared

Take a lesson from the Boy Scouts and be prepared for each interview. Even if you only have five minutes to spare, review the résumé, jot down some specific questions for the candidate, and gather up your “stock” list of questions. (Don’t have a stock list of questions? See #4!)

4. Prepare a Stock List of Questions

You will save time and energy by preparing a stock list of questions to ask every candidate you interview. Some suggestions: Why are you interested in this role and in the free-market movement as a whole? In your research about our organization, what were you surprised to learn? If I were to ask your friends and former co-workers for your biggest weaknesses, what would they tell me, and would they be accurate?

5. Ask for Feedback from the Staff

After the interview, ask staff members who interacted with the candidate for their feedback. If I had a dime for every person who told me, “I was going to hire Bob until I found out he was rude to our receptionist,” I would be rich.

6. You Are Not the Only One Interviewing

Remember that it’s not just about whether you like the candidate; it’s also about whether the candidate likes you and the organization. In a competitive job market (remember those days?), most candidates you interview will also be interviewing elsewhere, so you’ll need to bring your A game.

7. Money Matters

Too many hiring managers use the excuse that they shouldn’t have to pay market rates for people if they are truly committed to the cause. In my grandmother’s words, hogwash. It’s true we are in the movement because we love liberty, but we also want to make a good living and provide for our families. If you find a candidate who is talented, make them a good offer.  It will pay off in the long run.

8. Dig Into the Candidate’s Past

The best indicator of how a candidate will perform on the job is his or her past behavior. So ask questions about how the candidate handled difficult situations and listen closely to the answers – you may learn all you need to know in those simple responses.

9. Sweat the Small Stuff

Take note of things that might seem trivial and consider their bigger implications. Did the candidate dress inappropriately? If so, what does that tell you about how they may fit in your office setting? Did the candidate arrive late and fail to take responsibility? If so, how might that translate into performance on the job?

10. Trust Your Gut

It was good dating advice when your mother gave it to you years ago, and it’s still worthwhile now. If the candidate looks good on paper but something tells you it’s just not right, don’t proceed without more investigation. You can always invite the candidate back for another round of interviews or ask for references.

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    Managing Editor – Leadership Institute, Campus Reform – Arlington, VA

    Director of Communications & Marketing – Pelican Institute for Public Policy – Baton Rouge, New Orleans or Remote in LA

    Director of Government Affairs & Advocacy – Pelican Institute for Public Policy – Baton Rouge, New Orleans or Remote in LA

    Director of Operations – Emmet Family Foundation – Virtual Office

    Associate Director of Data and Strategy – Leadership Institute – Arlington, VA

    Salesforce Engineer – Leadership Institute – Arlington, VA or Virtual Office

    Media Relations Specialist – National Center for Public Policy Research – Washington, D.C.

    Director of Development - Children’s Scholarship Fund - New York, NY

    Director of Communications and Marketing – New Civil Liberties Alliance – Washington, DC

    Separation of Powers Attorney - Pacific Legal Foundation - Virtual Office

    Media Relations Associate - Competitive Enterprise Institute - Washington, DC

    Grants Officer – Libertas Institute – Lehi, UT or Virtual Office

    Partnership Advisor, Mountain West U.S. – Leadership Institute – Virtual in the Mountain West or Arlington, VA

    Executive Director – Jack Miller Family Foundation – Buffalo Grove, IL

    Editor/Journalist- Alpha News – Plymouth, MN

    Community Engagement Coordinator – Iowans for Tax Relief Foundation – Des Moines, IA

    Membership and Development Coordinator – Horatio Alger Association – Alexandria, VA

    Research Fellow, Center for Constitutional Studies – Cato Institute – Washington, DC

    Director of Government Affairs - John Locke Foundation - Raleigh, NC

    Marketing Manager – Students for Liberty – Virtual

    Strategic Research Manager – Pacific Legal Foundation – Virtual

    Development Officer - Manhattan Institute - New York City, NY or Virtual Office  

    Director of Development – Objective Standard Institute – Virtual Office

    Communications Manager – Foundation for Research on Equal Opportunity – Austin, TX, Washington, DC, or Virtual Office

    State Tax Policy Analyst – Tax Foundation – Washington D.C. or Virtual Office

    Director of Economics and Economic Freedom Initiative – American Institute for Economic Research – Great Barrington, MA or Virtual Office

    Membership Marketing Manager – Institute for Justice – Hybrid in Arlington, VA 

    Development Writer – American Enterprise Institute – Washington, DC

    Policy Director, Education Choice – Foundation for Excellence in Education (ExcelinEd) – Virtual Office

    Scholar in Poverty & Social Welfare Policy – Cato Institute – Washington, DC

    Salesforce Administrator – State Policy Network – Virtual Office

    Donor Engagement Manager – Tax Foundation – Virtual or Washington, DC

    Director of Major Gifts – Tax Foundation – Virtual or Washington, DC

    Research Assistant to the President and SVP for Policy – Cato Institute – Washington, DC

    Major Gifts Manager – New Civil Liberties Alliance – Washington, DC or Virtual Office

    Major Gifts Officer  - American Enterprise Institute - Washington, DC or Virtual Office

    Director of Economic Opportunity Policy Initiatives – State Policy Network – Washington, DC or Virtual Office

    Philanthropic Investments Officer – Moving Picture Institute – Virtual Office

  • Archives

SEND US YOUR RESUME

If you want us to keep you in mind for opportunities, send us your resume so we have all the details that will help us help you.

About Us

Claire Kittle Dixon

Claire Kittle Dixon
Executive Director

Claire runs the day-to-day operations of Talent Market, manages searches for clients, and oversees the organization’s fundraising communications, technology, administration, and cat-herding efforts…
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Katy Gambella
Director of Outreach

Katy oversees Talent Market’s outreach to young professionals and manages the outreach team. She also manages searches and executes outreach directly herself…
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Stephanie Keaveney
Senior Manager of Outreach
Stephanie splits her time between managing talent searches for free-market nonprofits, maintaing Talent Market’s social media presence, and engaging in outreach to young professionals interested in liberty-oriented careers…
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Lydia Ocampo
Outreach Manager
Lydia manages searches primarily for entry and mid level roles in the liberty movement. She also engages in outreach to expand Talent Market’s network, including giving presentations on career development and the opportunities available in the liberty movement…
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Bailey Drouant
Outreach Manager
Bailey assists free-market nonprofits with their hiring needs by helping them manage the search process from start to finish. She also engages in outreach to expand Talent Market’s network…
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Wait, You’re a Nonprofit?

Talent Market is a nonprofit. We’ll wait here while that sinks in. We know it’s a crazy concept, but it’s been working like a charm since 2009.

Talent Market’s mission is to promote liberty by providing talent for critical roles within the free-market nonprofit sector.

We provide consulting and recruiting services at no cost to 501(c)3 nonprofit organizations that clearly and directly focus on advancing the principles of economic freedom, free enterprise, free trade, free speech, property rights, rule of law, and limited regulation. (We do not work with political organizations, organizations with mission statements that do not clearly advance free-market principles, organizations that focus on social issues, or organizations that have a focus outside of the United States. We are not a job board. ) 

Talent Market believes that the road to prosperity is paved with freedom and that the success of our movement hinges on the talent that will take us there.

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