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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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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    Development Administrator – National Center for Public Policy Research – Washington, DC

    Senior State Tax Policy Analyst – Tax Foundation – Washington, DC or Virtual Office

    Separation of Powers Attorney – Pacific Legal Foundation – Virtual Office

    Policy Analyst – American Consumer Institute Center for Citizen Research – Arlington, VA

    Director of Leadership Development Programs – America’s Future – Washington, DC or Virtual

    Senior Attorney – National Federation of Independent Business, Small Business Legal Center – Hybrid in Washington, DC

    Major Gifts Officer – Texas Public Policy Foundation – Austin, TX

    Broadcast Production Coordinator – Ocean State Current, Rhode Island Center for Freedom and Prosperity – Virtual Office

    State Legal Policy Deputy Director – Pacific Legal Foundation – Arlington, VA or Virtual Office

    Chief Executive Officer – Thomas Jefferson Institute – Virtual Office in Virginia

    Housing and Homelessness Research Fellow – Independent Institute – Oakland or Sacramento, CA

    Development Manager – R Street Institute – Washington, DC or Virtual

    Events Manager - Manhattan Institute - New York, NY

    Grants Manager – Reason Foundation – Virtual Office

    Senior Analyst for Budget and Tax Research – Illinois Policy Institute – Hybrid in Chicago, IL

    Head of Policy – Illinois Policy Institute – Hybrid in Chicago, IL

    Development Grants Manager – Foundation for Government Accountability – Virtual

    Regional Development Officer – National Review Institute – Virtual Office in Southeast, Northeast, or Midwest (3 Openings)

    Director of Development – The Frontier Institute – Virtual Office

    Research Assistant – Paragon Health Institute – Arlington, VA

    Event Coordinator – Center of the American Experiment – Golden Valley, MN

    State Outreach Associate – Mercatus Center at George Mason University – Arlington, VA

    Policy Brief Editor – The Policy Circle – Virtual Office

    Development Coordinator – The Policy Circle – Virtual Office

    Director of Foundation Relations – State Policy Network – Virtual Office or Arlington, VA

    Chief Operating Officer – Young Voices – Washington, DC or New York, NY

    Major Gifts Officer – American Council of Trustees and Alumni – Washington, DC or Virtual Office

    Academic Programs Manager- American Enterprise Institute – Washington, DC

    Project Manager for Health Policy – Cato Institute – Washington, DC or Virtual Office

    Communications and Social Media Associate – Cardinal Institute for West Virginia Policy – Charleston, WV or Virtual Office

    Director of Development Operations – Students For Liberty – Virtual Office

    Development Coordinator – The Heartland Institute – Arlington Heights, IL or Virtual Office

    Marketing Manager – State Policy Network – Arlington, VA or Virtual Office

    Deputy Director of the Center for Energy and Environment – Competitive Enterprise Institute – Washington, D.C.

    Events Manager – Foundation for Government Accountability – Virtual Office

    Operations Assistant – Tax Foundation – Washington, DC

    Vice President of Development – Tax Foundation - Virtual Office or Washington, DC

    Communications Director – Institute for Free Speech – Washington, DC or Virtual Office

    Editor, Free Society – Cato Institute – Washington, DC or Virtual

    Communications Associate – National Right to Work Legal Defense Foundation – Springfield, VA

  • 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 has more than a decade of experience in the talent development field. She…
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Katelynn Barbosa
Director of Talent Engagement
Katelynn started her career in the Koch Associate Program and then litigated at the Institute for Justice…
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Katy Gambella
Director of Outreach
Katy began her career at the Institute for Humane Studies and later joined the Cato Institute…
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Stephanie Keaveney
Outreach Manager
Stephanie’s career started at the James G. Martin Center for Academic Renewal…
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Lydia Ocampo
Outreach Specialist
Lydia started her career with Young Americans for Liberty. During her time with YAL…
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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 free consulting and recruiting services to free-market think tanks, policy organizations, research centers, and capacity building institutions dedicated to advancing the principles of limited government and free enterprise. (We do not work in politics, nor do we work with organizations that address social issues.) 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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