Deadline:25th October 2026.We will begin reviewing applications from5 October 2026and will continue to consider them on a rolling basis until the role is filled. First-round interviews are expected to take place fromlate October through mid-November, with the process anticipated to close bylate November. Timelines are indicative and may change.

LOCATION: San Francisco Bay Area. Associate Role alternatively feasible in London.

Note: We will hire multiple individuals for this team at both “Head of” and “mid-level” seniority. Level and scope will be shaped to the right person.

Most high-stakes moments in AI over the coming years will involve frontier company insiders having and raising concerns: within companies, to regulators, or through other pathways.

Those insiders tell us they face enormous uncertainty along the “concern raising” path -- from detecting concerns to whether and how to voice concerns with maximum impact and minimal risk, which even legally protected whistleblowing can carry.

To date, no organization has dedicated itself deeply to delivering the best strategic, frontier-AI-specific guidance to these individuals, their supporters, and their attorneys (our partners). This means critical disclosures may not occur at all, or may occur sub-optimally. As these moments may be critically high-leverage, making them "go well" has dramatically outsized impact.

Making "disclosures go well" broadly* requires two things: 1) Having the best guidance to insiders available and 2) ensuring that this guidance reaches those who need it.

This role is responsible for 2). Our Head of Growth & Education Delivery is responsible for doing everything required to ensure that insiders receive our guidance and receive support early -- ideally through personal connections to network partners. This role sits alongside our Head of Guidance and Preparedness (who owns 1).

For the Head of Growth & Education Delivery, this comes with a high six-figure annual budget, headcount responsibility, and significant latitude. It unites strategic, long-term thinking with highly pragmatic, "rapid response" work.

*It also requires improved legal protections, disclosure channels, and security -- which other AIWI teams handle and which are not core to this role.

Tasks

About the role

The best guidance in the world has no impact if it does not reach the people who need it. Your job is to rapidly close that distribution gap. You will own how insiders discover us and our partners, why they trust us, and how they reach the right person in our network.

In practice, this means running a portfolio of outreach, education, and referral activities to drive our goal of ensuring that, within 24 months,every insider that might be able to raise concerns is aware of and has a trusted connection into our support network.

Doing this will require ambition and an experimentation-driven approach: testing offerings, measuring success, and scaling what works.

What you will do/Areas of ownership

• Direct and indirect outreach. Build and manage a portfolio of channels -- from in-person events to online campaigns or referral motions -- to deliver high-quality educational material in a variety of formats into the hands of frontier AI company employees.
• Network build-up and management. Map, prioritize, and uncover opportunities for delivering education and building connections. Build and maintain live intelligence solutions for this purpose, supported by our tech function.
• Journalist network and offerings. Build and maintain relationships with reporters whose insider networks make them likely first points of contact for frontier-AI whistleblowers. Develop offerings that make it natural for journalists to loop in support for the benefit of sources -- e.g. courses for fellows and reporters, access to infosec and secure device provisioning, and promoting partner guidance.
• Explore alternative intake channels. Explore referral pathways into our support network, e.g. via general-practice employment attorneys, through targeted outreach and relationship-building with those channels.
• Partner enablement. Work closely with our network partners on joint content, campaigns, and events. Enable them to connect with insiders and enable insiders to connect with them.
• (For Head of Growth & Education Delivery position only) Team and budget. Hire, manage, and grow the Growth & Education Delivery team. You will have access to significant budget to do so. You will also manage a portfolio of concurrent projects and a wide set of external stakeholders (partners, journalists, attorneys, contractors).
• Enabling work: Discovering and prioritizing barriers/education needs and target audiences; setting delivery goals; campaign strategy; measuring against goals -- all with input from Head of Guidance & Preparedness and our partners.

How we'll know we’re shifting the field

We will set leading indicator metrics together. Indicatively, for example, you may want to monitor the % of relevant insider disclosures that were touched by our network and guidance, target segment coverage, and partner/channel Net Promoter Score (NPS).

Requirements

Your profile

A variety of profiles and backgrounds may fit this role, and it will be shaped to and by the right person. We expect a strong candidate to have multiple of the following traits, (first two critical for Head of position):

• Project and program management. You have a strong track record of independently owning complex, multi-stakeholder projects or programs from blank page to delivery: setting goals, sequencing work, managing budgets and timelines, and hitting targets with limited oversight.
• People and stakeholder management. You have recruited, managed, and retained collaborators, contractors, employees, and partners, including across organizational boundaries. You can align people who don't report to you and handle difficult conversations with care.
• You have scaled relevant high- and low-touch growth motions in complex environments. You have built and grown multiple communities, audiences, customer bases. Ideally serving an audience that heavily overlaps with ours.
• You are relentlessly resourceful. The nature of our work makes growth harder for us in many ways than for many other organizations. We need you to be motivated by this challenge, to decide what needs to happen and make it happen. You get around obstacles rather than stopping at them. You are not afraid of "getting your hands dirty".
• You are comfortable “thinking big” and building the systems required to scale an outreach motion, including: network and spending management.
• You are experimentation-driven. You think in hypotheses, ship tests quickly, measure honestly, and drop what doesn't work. You are equally comfortable running a campaign, drafting a landing page, and reading the analytics afterwards.
• You can build a strategy from a blank page. No one will hand you a plan. You will need to look at the landscape, form a view on where the biggest wins are, and turn that view into a concrete portfolio of activities -- then adjust as you learn.
• AI safety conviction. You care deeply about AI going well. Experience in or close to the AI safety community is strongly preferred.
• Strong communicator. You can write a briefing, an op-ed, a landing page, and a difficult 1:1 message with equal care and craft.
• A relevant, trusted network is a plus -- among AI company employees, journalists, and/or the AI safety and governance community.

Backgrounds likely to be suitable may include:

• Developer Relations lead at a technical company where the key audience included engineers, researchers, or security professionals.
• Growth-side founder or early growth hire at a startup, with experience building high-trust communities.
• Political or advocacy field/relational organizing director.
• Technical recruiter with a track record of accessing hard-to-reach candidates.
• Sales or marketing leader from a mission-driven organization.

You do not need a whistleblowing, legal, or security background -- this expertise sits with our partners, team members, and experts you can bring in. You will however have to be deeply interested in rapidly gaining an understanding of those domains.

Benefits

Package

US (both Head and Associate level)

• For Head position: USD 150,000 - 230,000 commensurate with experience
• For Associate position: USD 110,000 - 140,000 commensurate with experience
• 100% of medical, dental, and vision premiums covered for employees, and 50% for spouses and dependents
• 401(k) with a 6% employer contribution, no match required (equivalent pension package in UK)
• 20 days PTO plus federal holidays, and the week between Christmas and New Year's
• Paid parental leave
• Professional development budget
• A home office or equipment stipend for hybrid staff
• Wellness budget

UK (for Associate level only)

• GBP £70,000 - £85,000 commensurate with experience.
• Up to 9% on UEL pension contribution
• 25 days of annual leave plus public bank holidays
• Paid parental leave
• Professional development budget
• A home office or equipment stipend for hybrid staff
• Wellness budget
• paid for co-working space in London

Why join?

• Impact: Influence critical moments in humanity's shared trajectory. Help individual humans in need of support.
• Intellectually stimulating: Unite strategic thinking with hands-on execution. Work on genuinely novel problems -- reaching an audience no one has reached at scale before -- alongside people who take the mission as seriously as you do.
• Independence & ownership: Build the Growth & Education Delivery team in an environment that celebrates experimentation and execution.
• Growth: Shape AIWI as we scale dramatically as an organization.
• A supportive team who will stand by your side.
• Runway secured until 2029.

Who you'd be joining:

AIWI is an independent non-profit launched in late 2024. We are ~4 team members today and are scaling to ~15 within the year, spread across the Bay Area, DC, and London. Joining now, you will significantly shape what the future of AI insider support looks like. We are funded until 2029.

Examples of our work to date:

• Policy: We pushed for and shaped the EU AI Office's channel, the world's first AI whistleblowing channel. In the US, we support the federal AI Whistleblower Protection Act and have provided expert research input on implementing SB 53's incident reporting mechanisms through a research coalition, which we helped set up. Read our work in Tech Policy Press, the Institute for Law & AI, and Transformer, and see our AI Whistleblowing Law Best Practice Guide.
• Insider education & support: Our online campaigns have reached thousands of company employees. We produce guides (available upon request), online courses, and help establish connections to our great partner attorneys and support (e.g. on legal advice and defense funding).
• Advocacy: Anthropic published its whistleblowing policy and OpenAI strengthened theirs following our Publish Your Policies Campaign.
• Network: We closely collaborate with the world's leading whistleblowing and AI organizations.

Our ambition is to ensure that each insider disclosure is maximally impactful and safe for the person making the disclosure. Joining us means dedicating yourself to achieving that goal with us.

Hiring process:

1. Application Review
2. Introduction Call
3. Initial interview
4. Work task
5. References
6. Meet the team

Referral program:

We provide a reward of GBP 4,000/USD ~5,000 for successful referrals upon completion of a 6-month employment period. Allocation will occur based on a successful applicant's attribution in the case of multiple referrers.

How to apply

• Apply by submitting your application via Join.com.
• We will begin reviewing applications on a rolling basis from 5th October.
• The first round is set to take place in late October.
• Therefore, anticipated close date is late November.

Work authorization

For US-based roles, you must be authorized to work in the US; we cannot sponsor US visas. For London-based roles, we can sponsor UK visas.

Equal opportunity

AIWI is an equal opportunity employer in both the US and UK (in line with the UK Equality Act 2010). We welcome applicants of all backgrounds and do not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other protected status.