Longview is aiming to grow from our current team size (24) to 35+ in 2026. We’re inviting applications for ~nine open roles (see below) and I realised many potential applicants might not have a good sense of what Longview is and is like in 2025. Inspired by Lizka & Cb, this post aims to (1) update people about where Longview is at in 2025 and (2) share some of my experience from my 4+ years here. 

Disclaimer: I am writing only from my perspective. Roles, personalities, and subjective experiences differ. I am very much not speaking for all Longview team members. 

Longview in 2025 

• We’re a multi-hub team with offices in London, DC, and NY*, intention to grow in the Bay (I’m based in Constellation), and a few remote team members
  *We’re currently in-between offices in NY, but expect to find a new office in the New Year
• We continue to advise ‘traditional philanthropists’ with education and individual grant opportunities, but we've also worked extensively over the last year with donors and potential donors who are already bought into the risks and who we can help to give better, faster, or more  
• This has, in part, contributed to a significant increase in the money we’re directing annually, which seems likely to continue rising
  • In 2025 we directed >$60m, which is >2x our 2024 figure
• We operate 3 main funds people can donate to: the Frontier AI Fund (private), our Nuclear Weapons Policy Fund (private and public), and the Emerging Challenges Fund (public). We also launched the Digital Sentience Fund (private) in 2025.
• We launched 2 requests for proposals (RFPs) in 2025: the Hardware Enabled Mechanisms RFP & the Digital Sentience Funding Consortium
• We are also part of the Nuclear Funding Consortium alongside Carnegie Corporation of New York and other funders 
• From early this year to January 2026, we grew from 4 to 10 grantmakers
• We expect to increasingly shift towards active grantmaking in 2026 

My experience at Longview

• I joined Longview in July 2021 as Senior Operations Analyst, I was promoted to Head of Ops in July 2022 and COO in February 2024
  • (if you’re interested) you can see more about my background here
• Some things about my time at LV

The Good

• I was able to progress relatively quickly by being pretty self-directed and ‘grow with the org’. I took on progressively more complex projects and mostly completed them independently (leaning heavily on the EA ops network!) to the necessary standard. When I first started at LV this was booking travel & COVID tests for Nat and Sim; then it was working with Andrew and Ruth on LV’s spin-out from EV; and now it’s leading a 7-person ops department (planning to grow to 11+). I think people who do well at Longview are those who enjoy operating in ambiguity and are self-directed in their work.
• LV really is populated with extremely morally serious, smart, kind and fun people. I am genuinely inspired by my colleagues every day and count some as very close friends.
• LV is quite professional in some ways (i.e. high punctuality and high expectations of meeting prep and efficiency) - as someone who loves efficiency, I love this. There’s always so much high-impact stuff to do - I find getting a lot done in a day, week, year satisfying and motivating

The Downsides

• I don't think LV is a good place for someone who wants a clear career path laid out for them. We don’t have published career ladders and my experience has been ‘work on important and progressively harder things and you’ll progress’. To be clear, I think we take management and development seriously (led by our HR Director, Ann), but on the whole I’ve noticed that the people who progress quickest are those who are self-directed and do the more challenging and most important thing.
• I have basically never finished a day with all my todos done, and I’ve had to work quite hard to keep my hours sustainable (which is 48h/week on average for me, excluding holidays).
  • Some other leaders work more than this (though also some have worked less).
  • To be clear: everyone around me is supportive of work-life balance. It’s just on me to say no to things, push deadlines or drop non-urgent work to work the hours that work for me
• We’re working out a lot of things as we go e.g. how to track org-wide goals and priorities. We’ve rolled out suboptimal systems and had to update how we do certain processes a few times. This can feel confusing and frustrating for team members. We're conscious of this and working on it, but I expect it to remain at least somewhat true, e.g. given our pace of growth 

The Things I want us to get better at

• Translating our warm, friendly in-office culture to a warm, friendly virtual culture
  • I loved having lunch with the London team most days when I lived there, now I’m in Berkeley, and LV is multi-hubbed I think we need to get better at a vibrant, fun online culture, to complement the great in-person culture in the hubs. Our Slack is pretty active and I think it reflects some of our culture; and we do some great things - like virtual team lunches; but I’m excited for us to work on an intentional virtual culture as we grow our teams across geographies.
• Working out how to manage comms and priorities across 8 timezones, 4 hubs and a growing team
  • I think at the moment there are probably too many people weighing in on some areas, such that we’re not making progress and are over-litigating; and not enough people are read into other workstreams which are therefore underresourced.
  • Leadership has also been inconsistent with communicating timely, org-wide updates
  • I worry that we’ll try to address this with more written updates and systems, which might feel like overprocessing and busy work - this is going to be a focus for me as we go into 2026.

If you’re interested in working at LV:

The open positions are:

Please follow the link to submit an application, or email jobs@longview.org with recommendations!

• Head of Operations – Develops our business operations and people operations teams; as well as new functions such as program operations and special projects. Builds operational excellence to scale with Longview’s growth from 24 to 35+ people.
  • Candidate profile: A strong people manager—a manager of managers—with experience scaling an organisation
• Head of Development Operations – Lays the foundation for a growing development operations function. Builds the CRM, systems, and analytics that span across donor advising and a rapidly scaling grantmaking operation.
  • Candidate profile: An experienced leader who is skilled in CRM systems design, strategic insight generation, and cross-functional systems adoption
• Account Managers (x2) – Serve as primary operational partner to leadership and senior relationship managers; synthesising donor information, coordinating with grantmakers, and proactively anticipating what is needed to advance donor strategies.
  • We are hiring for two account managers with distinct profiles:
    • AI Focus: An exceptional generalist well-versed in AI safety
    • Traditional Philanthropists: An exceptional account manager with experience in principal gifts
• Grants & Compliance Manager / Associate – Maintains and improves Longview’s grants processing systems, including processing the receipt and disbursement of tens of millions of dollars’ worth of grants annually. Ensures organisational compliance with legal and regulatory requirements.
  • Candidate profile: An experienced nonprofit grants manager with outstanding attention to detail, communication skills, and an interest in systems improvements. 

The opening soon roles are:

Please email jobs@longview.org if you are interested in applying, or know someone we should invite to apply!

• Head of Finance – Leads financial strategy, planning, and oversight for a growing, multi-entity, multi-fund organisation. Serves as a strategic partner to leadership.
  • Candidate profile: A self-directed leader who combines technical finance expertise with strong communication and collaborative skills.
• Talent Lead – Owns talent acquisition for internal hiring and active grantmaking initiatives. Builds systems to efficiently support hiring managers. Stewards Longview’s employer brand.
  • Candidate profile: An exceptional, self-directed project manager with an understanding of the AI Safety and Global Catastrophic Risk ecosystem.
• AI Philanthropy Advisor – Senior relationship manager responsible for managing and advising a portfolio of high-value donors focused on AI Safety. Serves as a trusted advisor to donors with a strong technical understanding of AI Safety.
  • Candidate profile: Someone who combines expertise in AI safety and governance with excellent relationship-building and communication skills.
  • This will be a closed round, so will likely not be published on our website. If you are interested in applying please email jobs@longview.org
• Chief of Staff – The CEO’s closest collaborator and thought partner. Helps the CEO prioritise, project manager and navigate the toughest questions she faces—from organisational strategy to team decisions to donor relationships.
  • Candidate profile: Someone who is highly organised, with good judgment, and high context on the AI Safety and Global Catastrophic Risk ecosystem.
  • This will be a closed round, so will likely not be published on our website. If you are interested in applying please email jobs@longview.org 

In Q1 2026, we also expect to be hiring for a chief of staff and grantmakers for our AI team.

You can also submit a general application here, or email me directly at katie@longview.org