All of Ross Rheingans-Yoo's Comments + Replies

Demandingness and Time/Money Tradeoffs are Orthogonal

Are you proposing to bite the bullet on the $100/hr card charge scenario by the $50/hr staffer (paid "$47.5/hr plus perks" at the EA org)?

"Market rate" of $50/hr for labor netting $500/hr of value seems well within the distribution I'd expect (not to mention that EA orgs might value that work even more than any org in industry ever will, perhaps because we're counting the consumer surplus and un-capturable externalities and the industry employer won't).

7Hauke Hillebrandt19d
Great question - prompted me to think more about this problem. I maintain that the most elegant solution might be for EA orgs to pay slightly below market-rate (with a progressive element). But I’m quite uncertain about this and I'd love for people to think more about optimal compensation at EA orgs. Some more thoughts on this: * I very much agree with the central argument made here that we should not have EAs live with a poverty mindset and sweat the small stuff. I think it’s a very big problem that creates a lot of lost utility. I also think a behavioral economics angle might make sense here (many people might irrationally be too frugal to increase their productivity). * My point was not about the absolute level of pay for a given position, which maybe should be higher. Concretely, we can still pay $100/h for an office assistant, but this will inevitably attract better candidates. This should take care of a lot of ‘card charge scenarios’ (e.g. I saw a job ad for high impact PA at ~$30/h recently, and ACE CEO for less than $100k/y, which seems low). * It’s also not about the absolute level of funding for orgs, which should maybe also be higher. In other words, we might want to hire 2 office assistants for 40h/week rather than 1 person for 80h /week, especially at lower salary levels. This way, a person on $50/h or $100k/y can deal w/ a $100 card charge, but only after a 40h work week, where they can add 10h of life admin that is worth more than their salary. This is theoretically equivalent to someone doing part-time EtG when it’s above their salary level (with incentives neatly aligned i.e. they’ll know best what life admin to outsource). At scale, the advantages of division of labor from focusing more on one's job might not outweigh diminishing returns to increasing hours spent at the office. * Note that you have card charge-like scenarios even if you pay above market rates. But even if you only p
Careers Questions Open Thread

(I'm a trader at a NY-based quant firm, and work on education and training for new traders, among other things.)

I'm nearly certain that your hiring manager (or anyone involved in hiring you) would be happy to receive literally this question from you, and would have advice specifically tailored to the firm you're joining.

The firm has very a strong interest in your success (likely more so than anyone you've interacted with in college), and they've already already committed to spending substantial resources to helping you prepare for a successful career as a ... (read more)

2018-19 Donor Lottery Report, pt. 1

Finally, I expect that my earmarking of grant funds will be partially funged within the GFI organization, and I think this is inevitable, basically fine, and in fact weakly good.

I received a private request (from an early reviewer of this post) to expand on my thoughts here, so a few more words:

When making decisions under collective uncertainty, aggregating information is a hard problem (citation not required). I think that my relative opinions here push the world towards a more efficient allocation, but I recognize that my opinions about GFI are i... (read more)