GiveDirectly has delivered more than $1B in cash directly to 2+ million people living in poverty across 15 countries since 2011. We believe cash transfers are one of the most scalable, cost-effective, and dignified forms of aid, with the research to back it up. Our work has been covered by The Economist, NPR, TED, and The Washington Post. We are one of Time100’s Most Influential Companies of 2026.
Our culture is candid, analytical, and non-hierarchical. We support high ownership and real professional growth. Curious about what it's really like to work here? Read our values and hear from the people who do. If they resonate, this could be a great fit!
Job Type: Full-time
Location: This role is fully remote but must be based in one of GiveDirectly's African countries of operation — Kenya, Uganda, Mozambique, Malawi, Rwanda, or DRC.
About this role
GiveDirectly is planning to grow delivery roughly tenfold by 2028. Getting there means changing our programs faster and more often than we ever have: consolidating country programs onto a small number of common Salesforce builds through 2027, then layering on new enrollment models — large-group barazas, remote and self-enrollment — from 2028.
Every one of those changes has to land with roughly 650 people in country operations. A new survey design is only as good as the Field Officer's understanding of it at seven in the morning, standing in a village with a tablet and no supervisor nearby. A Country Director needs to know why we changed something and what risk it carries. A Field Manager needs to know what changes about supervision and quality checks. A Field Officer needs to know exactly what to do differently tomorrow, and nothing else.
That translation work is this role. You will turn new survey designs, program changes, and system releases into training materials, live training sessions, demo videos, release notes, and internal communications pitched at the right level for each audience — from Country Director down to Field Officer.
We are looking specifically for someone who has been a Field Officer, or held a directly equivalent frontline role. Not as a nice-to-have: this role exists because materials written by people who have never run a registration are consistently too abstract, too long, and wrong about which details actually matter. You should know from experience what makes a training useful and what makes it a waste of a morning.
Your work will be anchored on the 2027 rollout — supporting the consolidation of country programs onto common Salesforce builds, which is high-volume and has real deadlines — and will absorb 2028 pilot material as those designs become real. Beyond that, you will be a genuinely useful pair of hands to a small, fast-moving product team: expect a meaningful share of your time to go to ad-hoc support that doesn't fit neatly in a job description.
We work across English, Portuguese and French. Materials that only exist in English do not reach Mozambique or DRC, and translating them after the fact is slow and lossy. We need someone who can write well in English and work in at least one of Portuguese or French.
Explicitly not in scope:
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Designing the programs or surveys themselves — owned by the 2028 Design Lead, the STPM, Large Transfers, and the Senior Director, Product; this role makes those designs usable, and will often be the first person to notice when a design isn't explainable
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Salesforce configuration and technical build work — owned by the Technical Program Managers
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Deciding which change requests get built and when — owned by the STPM, Large Transfers
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Staff development, onboarding, and performance training — owned by the People team; this role covers product and program training only
Reports to: Carolina Toth, Senior Director, Product
Level: Open band — Associate to Manager, depending on the candidate. We would rather find the right person than fill a predetermined level. A candidate with deeper field experience, stronger writing, and the judgment to run their own queue and push back on a poorly explained design will be brought in at the higher end, with correspondingly more independence.
Day-to-day work assignment: Requests come primarily from the STPM, Large Transfers (2027 build rollout) and the 2028 Design Lead, with the Senior Director, Product arbitrating priorities when they conflict. You are not expected to absorb every request that arrives — part of the job is flagging when the queue is over capacity.
Travel Requirement: Regular — roughly once per quarter at minimum, and more during rollout waves, to deliver training in person and to see how materials actually perform in the field.
What you'll do
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Build the training materials that make new designs usable in the field
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e.g., turning new survey designs, program changes, and Salesforce releases into practical training decks, job aids, quick-reference sheets, and step-by-step guides — written for someone who will use them on a tablet in the field, not read them at a desk
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Write internal communications pitched to the level of the reader
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e.g., taking a single change and producing the version each audience actually needs: the why and the risk for a Country Director; the timeline, staffing and cost implications for a Program Director; what changes about supervision and quality checks for a Field Manager or Assistant Field Manager; and exactly what to do differently tomorrow for a Field Officer — deciding what each group does not need to know is as much of the job as deciding what they do
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Deliver training live, and record it when live doesn't scale
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e.g., running training sessions with country teams before a rollout, in person or remotely; recording screen-capture demo videos of new builds and flows so teams can refresh without waiting for a session; and building a library that new staff can be pointed to rather than re-trained from scratch
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Own release notes and change documentation
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e.g., writing clear release notes as changes ship to the common Salesforce build, so country teams understand what changed, why, and what they need to do — and keeping documentation current rather than letting it drift from what the system actually does
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Work across English, Portuguese and French
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e.g., producing or adapting materials so Mozambique and DRC teams receive them in a usable language on the same timeline as everyone else, and managing translation support where your own languages don't reach
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Be a useful pair of hands to a small, fast-moving product team
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e.g., ad-hoc support across the Program Design team — pulling together a briefing, cleaning up a deck before a leadership check-in, taking notes and turning them into actions, chasing an open item across countries. Some of this will be unglamorous. It is also how you will learn the whole system faster than anyone else on the team
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Close the loop from the field back to design
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e.g., noticing when the same question keeps coming up in training, when a design cannot be explained simply because it isn't simple, or when field teams have quietly worked around a change — and bringing that back to the people who own the design
First 90 days
So the scope is unambiguous, here is what we expect the first three months to look like:
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Days 0–30: Get oriented on the 2027 common Salesforce build and the countries moving onto it first. Review the training and documentation that exists today and give us an honest read on what's working and what isn't — you will have a sharper view of this than we do.
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Days 30–60: Produce the full enablement package for one country's rollout: training materials, a live session delivered, at least one demo video, release notes, and the layered internal comms from Country Director to Field Officer. This becomes the template for everything after it.
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Days 60–90: Adapt that package for a second and third country, including at least one Portuguese- or French-speaking market. Establish a simple intake and prioritization method for training requests, so the queue is visible rather than negotiated ad hoc.
What success looks like:
At 6 months:
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Every rollout onto the common Salesforce build ships with training and release notes as standard, rather than as an afterthought
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A demo video and materials library that country teams actually use, evidenced by repeat access rather than one-off downloads
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Materials reaching Portuguese- or French-speaking teams on the same timeline as English-speaking ones
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Fewer repeated questions from field teams post-launch — measured however crudely, but measured
At 12 months:
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A reusable enablement template that any new country rollout or 2028 pilot can be plugged into in days
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Documentation that stays current with the system, with a maintenance rhythm rather than periodic rewrites
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A track record of catching unexplainable designs before they reach the field, and of the design being changed as a result
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Trusted enough by country leadership that they come to you directly when a change needs explaining
What you'll bring
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Exceptional alignment with GiveDirectly Values and active demonstration of our core competencies: emotional intelligence, problem solving, project management, follow-through, and fostering inclusivity. We welcome and strongly encourage applications from candidates who have personal or professional experience in the low-income and/or historically marginalized communities that we serve.
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Language Requirement: English (professional written fluency — this role's core craft is writing), plus professional working proficiency in Portuguese or French.
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Language Preferences: English, Portuguese and French all three — this is the ideal profile. Additional languages spoken in our countries of operation are a plus.
Required:
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Prior experience as a Field Officer, or in a directly equivalent frontline data-collection or enrollment role, at GiveDirectly or a comparable cash transfer, humanitarian, or survey organization
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Excellent written English: clear, short, and organized, with a real instinct for what a reader needs and what they can be spared
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Professional working proficiency in Portuguese or French, including written
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Experience producing training or instructional material, and delivering training live to groups
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Ability to translate technical or system changes into plain, practical instruction without losing the parts that matter
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Organized and self-directed enough to run a queue of requests from several stakeholders, and to say clearly when it is over capacity
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Willingness to travel to field sites, including rural and low-infrastructure locations
Preferred:
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Comfort recording and lightly editing screen-capture demo videos (e.g., Loom or similar)
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Familiarity with GiveDirectly's core systems — Salesforce, CommCare, Call Center Studio
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Experience writing release notes, product documentation, or change communications
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Formal training in instructional design or adult learning
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Experience delivering training across languages, or working with interpreters and translators
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Progression from Field Officer into a supervisory role (AFM/FM), giving you sight of what supervisors need as well as what field staff need
Compensation
At GiveDirectly, we strive to pay our employees generously and equitably. We use an accredited third party salary aggregator to calculate what we believe to be competitive pay based on role, location, and cost of living. We also have a no negotiation policy to ensure we are paying staff equitably across roles. Read more about our compensation philosophy here.
Unless otherwise noted, the benefits stipend may be used to cover benefits or taken as additional taxable income.
Kenya
- Base Salary: $46,930
- Bonus at Target Performance: 10% (~$4,693, with potential for upside. For reference, with the organization's current performance multiplier, this amount was approximately $5,491 in 2025)
- Estimated Total Compensation at Target: $51,623+
This role is fully remote, so if you are not based in Kenya, we will share an estimated salary benchmark for the country you are based in during the hiring process.
#LI-REMOTE
Working at GiveDirectly
GiveDirectly is an Equal Opportunity Employer. All qualified applicants are considered for employment without regard to the person’s race, color, religion, national origin, sex, sexual orientation, age, marital status, veteran status, disability, or any other characteristic protected by applicable law.
Flagging for US applicants: We invite you to "Know Your Rights" as an applicant.
Commitment to Safeguarding
As a global organization working with communities to eliminate extreme poverty, GiveDirectly takes the safeguarding of its recipients, staff, and partners seriously. To that end, GiveDirectly is a member of the Misconduct Disclosure Scheme, and will systematically check with previous employers about any abuse or misconduct related matters involving potential new hires. We may also employ other robust pre-hire screens, including in-depth reference checks, criminal background checks, and sanctions screens.
These efforts help us continue to build and maintain trust with the communities we work with, and prevent abuse to our recipients and staff.
**GD is committed to observing all local, national and international laws that protect people and basic human rights of all. GD is committed to a policy of “zero tolerance when it comes to preventing, reporting, or responding to any form of abuse or exploitation.” and expects anyone who works for GD to uphold the protection and safeguarding of our recipients as a priority.**
Reasonable Accommodations
We are committed to fostering an inclusive and accessible work environment. If you require any accommodations during the application or interview process, or to perform the essential functions of the role, please email us at careers@givedirectly.org with the email subject “Accommodation Needed”. We will work with you to ensure reasonable accommodations are made to support your needs.
Want to put your best foot forward on your GiveDirectly application? Take a look at our Candidate Application Prep Guide!
Referrals
Know the right person for this role? Please consider referring them. We offer a reward of $3,000 for a Senior Manager or above role, and $500 for a Manager role, paid if we end up hiring your referral. Thank you for sending great people our way!