Movement Talent’s Model: Building Equitable Hiring as Movement Infrastructure

The Problem

Grassroots social justice organizations hire under extreme pressure without a dedicated human resources infrastructure. Under-resourced and operating with urgent timelines, even deeply values-aligned organizations struggle to implement structured, equitable hiring practices—especially for mid- and senior-level positions.

Our Solution: Accompaniment, Not Training

We embed equitable hiring practices into active searches—working alongside organizations to build capacity in real time, not through one-off workshops.

What We Provide

Open-Source Toolkit:

  • Structured hiring standards and evaluation rubrics
  • Bias-reducing interview templates
  • Candidate experience standards
  • Onboarding/offboarding practices

Direct Implementation Support:

  • Real-time coaching during live searches
  • Training for hiring managers and boards
  • Candidate coaching and career navigation
  • Peer learning networks

Building Infrastructure, Not Just Filling Positions

This model creates systems-level change. Tools and practices spread through networks, building shared movement infrastructure rather than supporting organizations one at a time.

Proven Track Record: Six years supporting 100+ organizations through hundreds of searches, field-tested with thousands of candidates.

Three Scaling Pathways:

  • Open-source tools organizations can adapt independently
  • Ambassador networks facilitating local implementation
  • Integration into existing leadership programs and movement ecosystems

Measurable Outcomes:

  • Increased hiring transparency and reduced bias
  • More diverse mid- and senior-level pipelines
  • Higher satisfaction for candidates and hiring managers
  • Reduced organizational burnout

What Organizations Gain

  • Practical tools that work under pressure
  • Real-time support during active searches
  • Capacity-building teams can use independently
  • Access to broader, more diverse talent pools
  • Reduced bias through structured processes

What Job Seekers Experience

  • Clearer pathways into movement roles
  • Transparent processes that reduce guesswork
  • Recognition of transferable skills
  • Better candidate experience throughout hiring
  • Support navigating non-linear career paths

Movement Ecosystem Impact

By treating hiring as shared infrastructure, we create common language, reduce duplication, strengthen capacity in under-resourced organizations, and build sustainable leadership pathways—particularly for women and historically excluded leaders.

The Result: Equitable hiring becomes an ongoing practice, not an isolated event—creating healthier workplaces, stronger campaigns, and more sustainable movements.