Executive Recruiter, Process Improvement Team

Who this is for

You know the difference between a good prompt engineer and a great one, or between someone who's read about systems thinking and someone who's actually redesigned a broken workflow at scale. You want to help find the senior sociotechnical practitioners who could sharpen how CrowdDoing turns human patterns into better tools.

What you'd actually do

Find and invite senior practitioners into senior micro-roles on the Process Improvement team — the systems thinkers, prompt engineers, ops veterans, and human-computer-interaction people who could raise the ceiling of the team's craft.

• Understand the craft. Spend time with the Process Improvement team to feel what the senior version of their work looks like before you go looking.

• Source across disciplines. Reach out across systems design, prompt engineering, ops, service design, and HCI — the practitioners who move between humans and systems.

• Vet for real depth. Look for people who can hold both the technical craft and the human implications, not one or the other.

• Co-design the invitation. Work with the team and its HRBP to shape roles worthy of a senior sociotechnical practitioner.

• Support the landing. Stay close through the first project so placements take hold.

Why this might be your ikigai

You'll get to recruit for one of the most novel role types in nonprofit work: senior humans who tune sociotechnical systems for volunteer ecosystems. It's a role that barely exists in industry, so you'll be defining it as you find it.

Signs this role might fit you

• You've recruited technical or systems-level practitioners before.

• You can hold a conversation about prompt engineering, systems design, or ops without needing translation.

• You're curious about AI-human collaboration and the ethics of automating people work.

• You have a network in ops, service design, or HCI.

• You believe great systems people are also great humanists.

Signs this role probably isn't for you

• You avoid technical conversations.

• You need a well-known job title to recruit against.

• You need this role to build your own network from scratch.

Commitment

Six-month initial commitment. Rhythm co-designed with the Process Improvement team — typically 1–2 senior placements per quarter.

What you'll be part of

You'll partner with the Process Improvement team, its HRBP, and the other Executive Recruiters.

How to apply

Send a short note to Journey.ikigai@crowddoing.world telling us: what draws you to this work, what you're good at, what you'd like to learn, and any constraints on your time or energy. A few paragraphs is plenty — no CV required.