We're constantly seeking exceptional leaders from a diversity of backgrounds and experiences. We strongly encourage applications from African professionals with deep local knowledge and investment in the communities we serve.
Our Application Process
Making a decision on your next job is a big step. We believe that the application process should help both of us figure out whether we’d work well together. We evaluate candidates with a unique mix of interviews and practical exercises. This approach helps you understand the role, and helps us understand your skills and potential beyond your resume.
What to Expect
Our hiring process is deliberately thorough and may be structured differently than others you’ve experienced. It typically lasts between 1-3 months, with 1-2 weeks between each stage. We understand that this is a significant time investment, and we’re working to speed it up where we can. The exact steps vary by role, but you can generally expect the following:
- Plum Testing: Most roles complete a Plum psychometric survey. This short assessment evaluates skills you’d bring to the job like problem-solving, innovation, and emotional intelligence. We review results together with your CV and cover letter. After completing the survey, you'll receive feedback about your strengths and abilities.
- 2-3 Interview Rounds: Candidates who pass the initial screening (typically 2-5% of applicants) are invited to a phone interview. Interviews typically run for 30-90 minutes, and you’ll have time to ask questions throughout the process.
- 1-2 Practical "Work" Exercises: In between interviews, expect to complete one or two practical exercises that simulate real business scenarios (typically problems we’ve already solved). Research suggests that “job simulations” like these are the best way to help you understand the job, and to help us learn how you’d perform in the role. We recommend that you schedule exercises for a time when you can give them your full attention and best thinking. We only use exercises to make hiring decisions and we never re-use exercises or share them beyond the hiring team.
- 1-3 Day Finalist Interview: Finalists spend time at one of our offices (typically where the role is based) for an in-person interview. These often include a final exercise, to be completed during the visit, and a short presentation to a small panel. Post-pandemic, we are still conducting the majority of these virtually, but have started to invite some candidates to office locations when it's possible and convenient to do so. As the final round is a substantial time investment for both the candidate and organization, we only invite candidates who we are seriously considering for an offer, and typically interview three finalists per role. We also align on general salary expectations in advance, and then confirm the final package once we make an offer.
For any given role, we receive very strong applications from more candidates than we can hire. Typically, we extend an offer to just one of 400 initial applicants. We are grateful for the time and energy that every single applicant makes in putting Farmers First, and we encourage applicants to re-apply as they gain work experience or suitable opportunities arise.
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One Acre Fund Executive Director Andrew Youn shares our approach to hiring — and what we plan to improve.
Tips to increase your chances of getting an interview for a role with One Acre Fund.
Learn more about how we hire
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