Disclaimer: I have a friend working at CAIP.

It's incredibly sad to hear CAIP might needs to shut down. They are one of the very few adults in the room in Washington. If their team doesn't meet the bar of funders, I don't know who else should. 

(Of course, it's more complicated than that, see LeahC's comment).

Thanks for the heads up! I would add the dates to the title, as my first impression was that this is an immediate pause or smth.

Can I ask what app you are using for recording speech? :)

Thanks for sharing!

We will continue to support community builders individually in 1-1s as needed, as trust has been established already. As CEA offers the Organiser Support Programme (OSP) ...

Isn't OSP limited to university groups?

Also: If your project also applies to AI Safety, I would flag that in the title, as there are many people in AIS who are not associated with EA

Exciting project! IQuick recommendations:

• Putting out a short form where people can get in touch with you and share their basic information (in my experience, it's actually lower friction than sending a DM),
• Sharing a bit more on what you expect from volunteers in terms of time commitment
• Having an internal/external directory where people can sign up with some proof that they have gotten far in some hiring rounds
• Reaching out to various directories. In their internal systems, they often flag people who made it far in hiring rounds. Same with hiring managers for orgs.

Thanks for sharing!

One of my first interviewers did a 1-hour interview, after which he (rightly) did not continue the process. He explained very clearly why and what skills I was missing. He also set up an additional call where he talked through how my skill-set might be most valuable within an impactful role, and some ideas. He gave me lots of connections to people he knew. And so on. And he offered to help if I needed help. 

This is great practice; however, I believe it happens only in a minority of cases. Typically, people who are filtered out early receive an email stating they can't receive individual feedback. Given this, I recommend that if someone makes it far enough to be invited to an interview, ask for feedback at the end of the meeting before concluding. It's better than sending an email after a decision has been made. 

Alternatively, if you encounter the hiring manager at a conference, consider reaching out. However, if the interview was some time ago, don't expect them to remember, as they’ve likely conducted hundreds since then.

I mostly felt the lack of context limiting in the early days when I was actually trying to gain more context.

Strongly agree, once you "have your foot in the door" its much easier to get additional context as you know where to look for it. 

Thanks for sharing your experience!

Thanks for expanding! I appreciate the distinction between "language" and "concepts" as well as your thoughts on using language for in-group signaling and too much in-group hiring.

To follow up on this:

it's not important to me that people know a lot about in-group language, people, or events around AI safety

I can see that people and events are less important, but as far as concepts go, I presume it would be important for them to know at least some of the terms, such as x/s risk, moral patienthood, recursive self-improvement, take-off speed, etc.

As far as I know, really none of these are widely known outside of the AIS community, or do you mean something else by in-group language?