About GiveDirectly

What if the most effective way to fight poverty was also the simplest: give people money and trust them to decide what they need?

Since 2011, GiveDirectly has proven that idea at scale. We’ve delivered more than $1B in cash directly to 2+ million people living in poverty and crisis across 15 countries, and rigorous research shows the results: healthier kids, stronger businesses, sturdier homes, and more resilient families and local economies. Cash is now widely recognized as one of the most scalable, cost-effective, and dignified forms of aid.

Our ambition goes beyond our own programs. We want cash to become the benchmark for aid, much as the index fund became the benchmark for investing, so that every aid dollar is held to one question: is this doing more good than giving the money directly to people living in poverty?

We’re growing fast, and this is a rare and important moment to join.

We expect to hit $1B in revenue in 2026 with significant growth forecast for 2027. At the same time we are building a new technology stack and operating model designed for a roughly 10x change in scale, and we are actively pursuing partnerships with major funders to move even more money in bigger ways, to people who need it. We are known for our extensive integration of technology into field processes; our quantitative approach to performance measurement; and our commitment to rigorous, independent, experimental evaluation of our impact, with multiple Randomized Control Trials completed and others in progress.

How we work

Our team spans 20+ countries and 69 languages. Our culture is candid, analytical, and non-hierarchical. We expect high ownership and give people real responsibility early. Our values are central to how we hire, work, and grow, and they are deliberately opinionated:

• Recipients first. Recipients’ preferences come before those of donors or ourselves.

• Team next. We optimize for organizational success, not individual success.

• Be proactively candid. We say what we believe and share information openly.

• Create positive energy. We aim to be a source of energy for colleagues, not a drain.

• Think rigorously; act quickly. We reason from first principles, then act rather than debate.

• Know yourself and grow. We own our imperfections and seek feedback to grow.

• Accept reality. Propose solutions. We focus on what can change and bring solutions, not just problems.

• Be productively ambitious. We take risks for step-change impact, not incremental progress.

If they describe how you like to work and they energize you, this could be a great fit.

Want to learn more? Read and listen:

We are one of Time100’s Most Influential Companies of 2026, and our work has been covered by The Economist, NPR, TED, and The Washington Post. We’re now preparing to deliver billions of dollars a year to people in extreme poverty, if funding allows. Read our CEO’s essay on what that will take.

Reports to: Vice President, Partnerships

Level: Director (we are open to hiring at Senior Director level for more experienced candidates)

Role overview

GiveDirectly intends to transfer $10B by 2035 while building a resilient, durable cash-first movement in the aid sector.

To reach this milestone, we have brought all fundraising efforts under one leadership, to enable better coordination and optimisation of fundraising streams and operations over time. This unified approach is building a high-performance fundraising team that identifies and secures high-quality leads, while standardizing revenue operations and knowledge-sharing across all verticals, enabling a better donor experience and securing long-term funding to achieve our goals of eliminating extreme poverty and responding better in crisis.

The Director/Senior Director, Revenue Operations will own the operating backbone of the Fundraising function: the data, systems, and processes that let Partnerships, Philanthropy, Individual Giving, and Special Projects run at scale. As we grow our Emergency Cash and US work alongside our work on ending extreme poverty, the candidate will also help ensure fundraising strategies are complementary rather than competing. This is a BizOps-first role. You will build the pipeline infrastructure, KPI architecture, and operating rhythms that make Fundraising’s growth predictable and measurable, and you will represent Fundraising to Finance, Compliance, Grants Management, and the People team.

Alongside this, the role carries a chief-of-staff dimension: partnering with the Vice President of Partnership on strategic priorities, high-stakes internal and external communications, and organizational change management, so the VP’s time is focused on the highest-impact work.

Depending on the skills and interests of the person we hire, this role may grow to manage a team of 3-5, covering some combination of: fundraising tech and data (e.g. Salesforce), donor experience, and knowledge management. Reflecting our “Team Next” value and commitment to organizational excellence, this person will drive cross-functional collaboration to ensure fundraising operations scale seamlessly alongside our global growth.

Key responsibilities

Own Fundraising’s revenue operations: data, systems, and process (primary focus)

• Build and own the strategic data and systems architecture for Fundraising: pipeline tracking, annual and in-year forecasting, and reporting infrastructure (e.g. Salesforce) that gives every vertical a single, trustworthy source of truth.

• Define, standardize, and own tracking of fit-for-purpose Fundraising KPIs, aligned to Board reporting needs and the team’s long-term strategic direction.

• Partner with counterparts on Fundraising Data and Tech to prioritize, execute, and approve projects that serve both functions.

• Design and institutionalize the operating rhythms of the Fundraising function: pipeline reviews, QBRs, reporting cadences, and the processes that turn strategy into consistent execution.

• Develop revenue systems and processes alongside the Finance, Fundraising and Donor Experience teams that support scalable growth, protect donor journeys, and ensure capital moves securely and efficiently through the organization.

• Own revenue reconciliation and recognition, pledge and receivable tracking, restricted-fund coding, monthly/annual close handoff, or audit support.

• Own workforce and capacity planning for Fundraising in partnership with the VP: role scoping, hiring prioritization, and structural improvements as the team scales.

Build and lead a team as the function matures

• As the role grows, manage a team of 3-5 covering fundraising tech and data (e.g. Salesforce), donor experience, and knowledge management, setting priorities, coaching, and ensuring quality across each area.

• Set clear ownership and operating cadences across the team so each workstream (tech and data, donor experience, knowledge management) has a defined remit and reduces duplicated effort across Fundraising verticals.

Act as the go-to liaison between Fundraising and other functions

• Maintain a comprehensive view of Fundraising needs across all verticals and sub-teams, and act as the single point of contact for Grants Management, Finance, and Compliance on run-rate donor management processes.

• Represent Fundraising’s operational needs to the People team, Legal, and other functions as cross-functional systems and initiatives are designed and launched.

Partner with the VP on strategy and organizational effectiveness (chief-of-staff functions)

• Collaborate with the Vice President to refine the unit’s strategy, manage organizational change, and lead internal communications.

• Streamline decision-making, manage priorities, and provide strategic counsel to maximize the VP’s focus and effectiveness on high-impact work.

• Prepare briefing materials and executive-level communications for senior leadership and Board audiences as needed.

Lead on cross-fundraising initiatives and priorities

• Address broader organizational priorities as needed, including high-level donor stewardship coordination, cross-functional system launches, flexible workforce planning, or market expansion initiatives.

This role would suit somebody who is comfortable working in a fast-paced environment, who is energized by building systems and structure out of ambiguity, and who enjoys pulling together disparate workstreams into a cohesive, impactful strategy. It’s a strong fit for someone with a business operations, revenue operations, or chief-of-staff background who wants a role weighted toward building and owning systems (and, over time, building a team) rather than one focused primarily on executive support.

What we’re looking for

• 8+ years of experience in revenue operations, business operations, or a chief-of-staff role, ideally within a fundraising, sales, or partnerships organization.

• Demonstrated experience building or owning CRM/pipeline systems (e.g. Salesforce), KPI frameworks, and reporting infrastructure that multiple teams rely on.

• Strong analytical operator: comfortable structuring ambiguity, setting priorities, and using data to drive decisions. An advanced degree (e.g. MBA) is a plus, not a requirement.

• Proven track record managing cross-functional relationships and influencing senior stakeholders outside a direct reporting line.

• Experience managing people or workstreams, with the ability to scope roles and structure as a function grows; direct people management experience is a plus given this role may build and lead a team of 3-5.

• Excellent written and verbal communication skills, particularly for high-stakes internal and Board-facing materials.

• Deep alignment with GiveDirectly’s values, especially recipient choice, transparency, and evidence.

Bonus

• Experience working with institutional donors or fundraising teams in Africa.

• Experience standing up a BizOps or RevOps function from scratch, including building out a team across tech and data, donor experience, and knowledge management.

Compensation

At GiveDirectly, we strive to pay our employees generously and equitably. We use an accredited third party salary aggregator to calculate what we believe to be competitive pay based on role, location, and cost of living. We also have a no negotiation policy to ensure we are paying staff equitably across roles. Read more about our compensation philosophy here.

Unless otherwise noted, the benefits stipend may be used to cover benefits or taken as additional taxable income.

For Director level:

United States

• Base Salary: $134,400

• Bonus at Target Performance: 15% (~$20,160, with potential for upside. At the referenced 1.17× performance multiplier: ~$23,587)

• Estimated Total Compensation at Target: $154,560+

• Annual Benefits Stipend: $21,393

Kenya

• Base Salary: $106,280

• Bonus at Target Performance: 15% (~$15,942, with potential for upside. At the referenced 1.17× performance multiplier: ~$18,652)

• Estimated Total Compensation at Target: $122,222+

• Annual Benefits Stipend: $21,393

For Senior Director level:

United States

• Base Salary: $166,980

• Bonus at Target Performance: 15% (~$25,047, with potential for upside. At the referenced 1.17× performance multiplier: ~$29,305)

• Estimated Total Compensation at Target: $192,027+

• Annual Benefits Stipend: $21,393

Kenya

• Base Salary: $137,910

• Bonus at Target Performance: 15% (~$20,687, with potential for upside. At the referenced 1.17× performance multiplier: ~$24,203)

• Estimated Total Compensation at Target: ~$158,597+

• Annual Benefits Stipend: $21,393

This role is fully remote, so if you are not based in the US or Kenya, we will share an estimated salary benchmark for the country you are based in during the hiring process.

#LI-REMOTE
Working at GiveDirectly

GiveDirectly is an Equal Opportunity Employer. All qualified applicants are considered for employment without regard to the person’s race, color, religion, national origin, sex, sexual orientation, age, marital status, veteran status, disability, or any other characteristic protected by applicable law.

Flagging for US applicants: We invite you to “Know Your Rights” as an applicant.

Commitment to Safeguarding

As a global organization working with communities to eliminate extreme poverty, GiveDirectly takes the safeguarding of its recipients, staff, and partners seriously. To that end, GiveDirectly is a member of the Misconduct Disclosure Scheme, and will systematically check with previous employers about any abuse or misconduct related matters involving potential new hires. We may also employ other robust pre-hire screens, including in-depth reference checks, criminal background checks, and sanctions screens.

These efforts help us continue to build and maintain trust with the communities we work with, and prevent abuse to our recipients and staff.

GD is committed to observing all local, national and international laws that protect people and basic human rights of all. GD is committed to a policy of “zero tolerance when it comes to preventing, reporting, or responding to any form of abuse or exploitation.” and expects anyone who works for GD to uphold the protection and safeguarding of our recipients as a priority.

Reasonable Accommodations

We are committed to fostering an inclusive and accessible work environment. If you require any accommodations during the application or interview process, or to perform the essential functions of the role, please email us at careers@givedirectly.org with the email subject “Accommodation Needed”. We will work with you to ensure reasonable accommodations are made to support your needs.

Want to put your best foot forward on your GiveDirectly application? Take a look at our Candidate Application Prep Guide!

Referrals

Know the right person for this role? Please consider referring them. We offer a reward of $3,000 for a Senior Manager or above role, and $500 for a Manager role, paid if we end up hiring your referral. Thank you for sending great people our way!

About GiveDirectly

What if the most effective way to fight poverty was also the simplest: give people money and trust them to decide what they need?

Since 2011, GiveDirectly has proven that idea at scale. We’ve delivered more than $1B in cash directly to 2+ million people living in poverty and crisis across 15 countries, and rigorous research shows the results: healthier kids, stronger businesses, sturdier homes, and more resilient families and local economies. Cash is now widely recognized as one of the most scalable, cost-effective, and dignified forms of aid.

Our ambition goes beyond our own programs. We want cash to become the benchmark for aid, much as the index fund became the benchmark for investing, so that every aid dollar is held to one question: is this doing more good than giving the money directly to people living in poverty?

We’re growing fast, and this is a rare and important moment to join.

We expect to hit $1B in revenue in 2026 with significant growth forecast for 2027. At the same time we are building a new technology stack and operating model designed for a roughly 10x change in scale, and we are actively pursuing partnerships with major funders to move even more money in bigger ways, to people who need it. We are known for our extensive integration of technology into field processes; our quantitative approach to performance measurement; and our commitment to rigorous, independent, experimental evaluation of our impact, with multiple Randomized Control Trials completed and others in progress.

How we work

Our team spans 20+ countries and 69 languages. Our culture is candid, analytical, and non-hierarchical. We expect high ownership and give people real responsibility early. Our values are central to how we hire, work, and grow, and they are deliberately opinionated:

• Recipients first. Recipients’ preferences come before those of donors or ourselves.

• Team next. We optimize for organizational success, not individual success.

• Be proactively candid. We say what we believe and share information openly.

• Create positive energy. We aim to be a source of energy for colleagues, not a drain.

• Think rigorously; act quickly. We reason from first principles, then act rather than debate.

• Know yourself and grow. We own our imperfections and seek feedback to grow.

• Accept reality. Propose solutions. We focus on what can change and bring solutions, not just problems.

• Be productively ambitious. We take risks for step-change impact, not incremental progress.

If they describe how you like to work and they energize you, this could be a great fit.

Want to learn more? Read and listen:

We are one of Time100’s Most Influential Companies of 2026, and our work has been covered by The Economist, NPR, TED, and The Washington Post. We’re now preparing to deliver billions of dollars a year to people in extreme poverty, if funding allows. Read our CEO’s essay on what that will take.

Reports to: Vice President, Partnerships

Level: Director (we are open to hiring at Senior Director level for more experienced candidates)

Role overview

GiveDirectly intends to transfer $10B by 2035 while building a resilient, durable cash-first movement in the aid sector.

To reach this milestone, we have brought all fundraising efforts under one leadership, to enable better coordination and optimisation of fundraising streams and operations over time. This unified approach is building a high-performance fundraising team that identifies and secures high-quality leads, while standardizing revenue operations and knowledge-sharing across all verticals, enabling a better donor experience and securing long-term funding to achieve our goals of eliminating extreme poverty and responding better in crisis.

The Director/Senior Director, Revenue Operations will own the operating backbone of the Fundraising function: the data, systems, and processes that let Partnerships, Philanthropy, Individual Giving, and Special Projects run at scale. As we grow our Emergency Cash and US work alongside our work on ending extreme poverty, the candidate will also help ensure fundraising strategies are complementary rather than competing. This is a BizOps-first role. You will build the pipeline infrastructure, KPI architecture, and operating rhythms that make Fundraising’s growth predictable and measurable, and you will represent Fundraising to Finance, Compliance, Grants Management, and the People team.

Alongside this, the role carries a chief-of-staff dimension: partnering with the Vice President of Partnership on strategic priorities, high-stakes internal and external communications, and organizational change management, so the VP’s time is focused on the highest-impact work.

Depending on the skills and interests of the person we hire, this role may grow to manage a team of 3-5, covering some combination of: fundraising tech and data (e.g. Salesforce), donor experience, and knowledge management. Reflecting our “Team Next” value and commitment to organizational excellence, this person will drive cross-functional collaboration to ensure fundraising operations scale seamlessly alongside our global growth.

Key responsibilities

Own Fundraising’s revenue operations: data, systems, and process (primary focus)

• Build and own the strategic data and systems architecture for Fundraising: pipeline tracking, annual and in-year forecasting, and reporting infrastructure (e.g. Salesforce) that gives every vertical a single, trustworthy source of truth.

• Define, standardize, and own tracking of fit-for-purpose Fundraising KPIs, aligned to Board reporting needs and the team’s long-term strategic direction.

• Partner with counterparts on Fundraising Data and Tech to prioritize, execute, and approve projects that serve both functions.

• Design and institutionalize the operating rhythms of the Fundraising function: pipeline reviews, QBRs, reporting cadences, and the processes that turn strategy into consistent execution.

• Develop revenue systems and processes alongside the Finance, Fundraising and Donor Experience teams that support scalable growth, protect donor journeys, and ensure capital moves securely and efficiently through the organization.

• Own revenue reconciliation and recognition, pledge and receivable tracking, restricted-fund coding, monthly/annual close handoff, or audit support.

• Own workforce and capacity planning for Fundraising in partnership with the VP: role scoping, hiring prioritization, and structural improvements as the team scales.

Build and lead a team as the function matures

• As the role grows, manage a team of 3-5 covering fundraising tech and data (e.g. Salesforce), donor experience, and knowledge management, setting priorities, coaching, and ensuring quality across each area.

• Set clear ownership and operating cadences across the team so each workstream (tech and data, donor experience, knowledge management) has a defined remit and reduces duplicated effort across Fundraising verticals.

Act as the go-to liaison between Fundraising and other functions

• Maintain a comprehensive view of Fundraising needs across all verticals and sub-teams, and act as the single point of contact for Grants Management, Finance, and Compliance on run-rate donor management processes.

• Represent Fundraising’s operational needs to the People team, Legal, and other functions as cross-functional systems and initiatives are designed and launched.

Partner with the VP on strategy and organizational effectiveness (chief-of-staff functions)

• Collaborate with the Vice President to refine the unit’s strategy, manage organizational change, and lead internal communications.

• Streamline decision-making, manage priorities, and provide strategic counsel to maximize the VP’s focus and effectiveness on high-impact work.

• Prepare briefing materials and executive-level communications for senior leadership and Board audiences as needed.

Lead on cross-fundraising initiatives and priorities

• Address broader organizational priorities as needed, including high-level donor stewardship coordination, cross-functional system launches, flexible workforce planning, or market expansion initiatives.

This role would suit somebody who is comfortable working in a fast-paced environment, who is energized by building systems and structure out of ambiguity, and who enjoys pulling together disparate workstreams into a cohesive, impactful strategy. It’s a strong fit for someone with a business operations, revenue operations, or chief-of-staff background who wants a role weighted toward building and owning systems (and, over time, building a team) rather than one focused primarily on executive support.

What we’re looking for

• 8+ years of experience in revenue operations, business operations, or a chief-of-staff role, ideally within a fundraising, sales, or partnerships organization.

• Demonstrated experience building or owning CRM/pipeline systems (e.g. Salesforce), KPI frameworks, and reporting infrastructure that multiple teams rely on.

• Strong analytical operator: comfortable structuring ambiguity, setting priorities, and using data to drive decisions. An advanced degree (e.g. MBA) is a plus, not a requirement.

• Proven track record managing cross-functional relationships and influencing senior stakeholders outside a direct reporting line.

• Experience managing people or workstreams, with the ability to scope roles and structure as a function grows; direct people management experience is a plus given this role may build and lead a team of 3-5.

• Excellent written and verbal communication skills, particularly for high-stakes internal and Board-facing materials.

• Deep alignment with GiveDirectly’s values, especially recipient choice, transparency, and evidence.

Bonus

• Experience working with institutional donors or fundraising teams in Africa.

• Experience standing up a BizOps or RevOps function from scratch, including building out a team across tech and data, donor experience, and knowledge management.

Compensation

At GiveDirectly, we strive to pay our employees generously and equitably. We use an accredited third party salary aggregator to calculate what we believe to be competitive pay based on role, location, and cost of living. We also have a no negotiation policy to ensure we are paying staff equitably across roles. Read more about our compensation philosophy here.

Unless otherwise noted, the benefits stipend may be used to cover benefits or taken as additional taxable income.

For Director level:

United States

• Base Salary: $134,400

• Bonus at Target Performance: 15% (~$20,160, with potential for upside. At the referenced 1.17× performance multiplier: ~$23,587)

• Estimated Total Compensation at Target: $154,560+

• Annual Benefits Stipend: $21,393

Kenya

• Base Salary: $106,280

• Bonus at Target Performance: 15% (~$15,942, with potential for upside. At the referenced 1.17× performance multiplier: ~$18,652)

• Estimated Total Compensation at Target: $122,222+

• Annual Benefits Stipend: $21,393

For Senior Director level:

United States

• Base Salary: $166,980

• Bonus at Target Performance: 15% (~$25,047, with potential for upside. At the referenced 1.17× performance multiplier: ~$29,305)

• Estimated Total Compensation at Target: $192,027+

• Annual Benefits Stipend: $21,393

Kenya

• Base Salary: $137,910

• Bonus at Target Performance: 15% (~$20,687, with potential for upside. At the referenced 1.17× performance multiplier: ~$24,203)

• Estimated Total Compensation at Target: ~$158,597+

• Annual Benefits Stipend: $21,393

This role is fully remote, so if you are not based in the US or Kenya, we will share an estimated salary benchmark for the country you are based in during the hiring process.

#LI-REMOTE
Working at GiveDirectly

GiveDirectly is an Equal Opportunity Employer. All qualified applicants are considered for employment without regard to the person’s race, color, religion, national origin, sex, sexual orientation, age, marital status, veteran status, disability, or any other characteristic protected by applicable law.

Flagging for US applicants: We invite you to “Know Your Rights” as an applicant.

Commitment to Safeguarding

As a global organization working with communities to eliminate extreme poverty, GiveDirectly takes the safeguarding of its recipients, staff, and partners seriously. To that end, GiveDirectly is a member of the Misconduct Disclosure Scheme, and will systematically check with previous employers about any abuse or misconduct related matters involving potential new hires. We may also employ other robust pre-hire screens, including in-depth reference checks, criminal background checks, and sanctions screens.

These efforts help us continue to build and maintain trust with the communities we work with, and prevent abuse to our recipients and staff.

GD is committed to observing all local, national and international laws that protect people and basic human rights of all. GD is committed to a policy of “zero tolerance when it comes to preventing, reporting, or responding to any form of abuse or exploitation.” and expects anyone who works for GD to uphold the protection and safeguarding of our recipients as a priority.

Reasonable Accommodations

We are committed to fostering an inclusive and accessible work environment. If you require any accommodations during the application or interview process, or to perform the essential functions of the role, please email us at careers@givedirectly.org with the email subject “Accommodation Needed”. We will work with you to ensure reasonable accommodations are made to support your needs.

Want to put your best foot forward on your GiveDirectly application? Take a look at our Candidate Application Prep Guide!

Referrals

Know the right person for this role? Please consider referring them. We offer a reward of $3,000 for a Senior Manager or above role, and $500 for a Manager role, paid if we end up hiring your referral. Thank you for sending great people our way!