How to apply for Generalist, Talent Operations

About Kairos

Kairos is an AI safety fieldbuilding organization dedicated to mitigating risks from advanced AI by filling critical talent gaps. Unlike many AI safety groups focused on research or policy, Kairos works on the human infrastructure—identifying, developing, and placing talented individuals into high-impact roles across the ecosystem. Working here means directly shaping the future of AI safety by ensuring the right people are in the right positions.

About the role

As a Generalist in Talent Operations, you'll be the connective tissue between promising AI safety talent and high-impact opportunities. You'll scout for standout individuals, track their progress, provide career guidance, and make targeted referrals to roles and fellowships. Your work directly accelerates the field's growth by reducing friction in talent matching and ensuring no great candidate falls through the cracks.

A typical day

Your day might start with a review of new applications or participant updates, followed by outreach to promising candidates to schedule career guidance calls. You'll spend time updating records in the CRM, coordinating with team members on referral strategies, and possibly attending a fellowship event to scout talent. You'll also track the outcomes of recent referrals and adjust your approach based on what you learn.

Who Kairos is looking for

• Experience in talent acquisition, operations, or program coordination, ideally in a fast-paced startup or mission-driven environment.
• Strong organizational skills and attention to detail, with the ability to maintain accurate records and track outcomes over time.
• Excellent interpersonal skills and a genuine interest in mentoring or guiding others, especially high-potential individuals.
• Familiarity with the AI safety landscape, including key organizations, funders, and fellowship programs, or a demonstrated ability to quickly learn about emerging fields.
• Analytical mindset to gather signals on participant progress and use data to improve referral strategies.

Tips for this application

• Highlight any experience you have in talent scouting, community building, or program management—especially if it involved matching people to opportunities.
• Demonstrate your understanding of AI safety fieldbuilding by referencing specific challenges (e.g., talent bottlenecks) and how this role addresses them.
• Provide concrete examples of times you've tracked outcomes or used data to improve a process, as this role emphasizes learning from referrals.
• Show your ability to work independently in a remote setting; mention tools you've used for project management, CRM, or communication.
• Express your motivation for supporting AI safety talent specifically—why does this mission resonate with you personally?

What to cover in your cover letter

['Your passion for AI safety and why talent operations is a critical lever for impact.', "Specific examples of how you've identified and supported talented individuals in past roles.", 'Your ability to balance multiple priorities—scouting, record-keeping, guidance, and referral tracking—in a remote environment.', 'How you would measure success in this role and continuously improve talent matching.']

Research before applying

• Explore Kairos's website, especially their programs and past placements, to understand their approach to fieldbuilding.
• Research key AI safety organizations (e.g., 80,000 Hours, AI Safety Camp, MATS) to familiarize yourself with the ecosystem.
• Read about current talent gaps in AI safety—reports from organizations like the Centre for the Governance of AI or Future of Humanity Institute can provide context.
• Look up recent blog posts or talks by Kairos team members to understand their philosophy and priorities.

Likely interview topics

Based on the job description, expect questions about:

• How would you identify promising talent in the AI safety space? What signals would you look for?
• Describe a time you helped someone advance in their career. What was your approach and what was the outcome?
• How would you track and measure the success of your referrals? What metrics would you use?
• What do you know about the current AI safety talent landscape? Who are key players and what gaps exist?
• How would you handle a situation where a referred candidate is not selected? How would you maintain the relationship?

Common mistakes to avoid

• Being vague about your interest in AI safety—show genuine commitment, not just general interest in tech.
• Focusing only on recruitment experience without addressing the operational and tracking aspects of the role.
• Neglecting to mention remote work experience or tools, as this is a fully remote position.