350.org is building a global grassroots climate movement to hold our leaders accountable to the realities of science and the principles of justice. It’s a big job, and we’re looking for super smart, strategic, driven people to get it done.
That movement is rising from the bottom up all over the world, and is uniting to create the solutions that will ensure a better future for all. Our online campaigns, grassroots organizing, and mass public actions bring together a global network active in over 188 countries.
We work for justice. We pick big, ambitious fights — and often win them.
We are bold, creative, and strategic.
We care for and trust one another.
We are passionate and we debate. We believe that some of the best strategies come from opposing ideas.
We take our accountability to the movement seriously. We know we can’t win this fight alone, and we deeply value our partners and allies.
We have flexible work schedules to meet real-life needs.
Our benefits are fantastic! Ask us during the interview process.
We offer equitable and sustainable compensation.
You apply through our online system.
Your application is reviewed by the hiring committee.
You have an initial screening call with a member of the hiring team, typically about 15–20 minutes long.
You have a second phone interview with a member of the hiring team, typically lasting 40–60 minutes, to cover your past experience, your personal vision for the work, and your skills and qualifications.
For the most promising candidates, you may be asked to complete a 2–3 hour skills test. Skills tests give us a sense of how you'd approach the kind of tasks and problems you'd encounter in the role.
You have a group interview involving multiple members of the hiring committee and an HR representative. The hiring committee will ask you questions about your skills test, get more details about how your background and analysis fits with 350.org’s theory of change, and talk with you in a group setting.
Lastly, the best candidate gets an offer letter and (hopefully) a job!
Our hiring process follows a standard pathway for most vacancies worldwide and can in most cases be conducted virtually. Our process assesses candidates based on merit, skills, past relevant experience, qualifications, culture fit, and alignment with 350’s theory of change.
Our Commitment to Diversity, Equity, and Inclusion
350.org is committed to providing equal employment opportunity in all of its employment programs and decisions.
We believe that a diverse, equitable, inclusive, and collaborative group of people bring a variety of approaches to the work we do. We’re committed to the principles of justice and equity, and we aim to build a safe workplace where everyone is treated fairly and enjoys working together. We value new perspectives, ideas of all sorts, and different ways of working. Diverse perspectives and experiences improve the way we carry out our work — including what we decide to work on and how creatively and effectively we do that.
We do our best to make staff positions accessible to all potential team members, regardless of race, color, national origin, ethnicity, age, physical ability, assigned gender, gender expression or identity, sexual orientation or identity, religion or creed, veteran status, marital or parental status, and genetic information. We also strive to include team members in communities most impacted by climate change or impacted by other kinds of environmental, social, and economic injustice.
If you have suggestions for us on how to do this better, we’d value your input. Please write to us at [email protected] with the subject line ‘Hiring Feedback’.
National Australia Bank (NAB) committed to net-zero emissions by 2050 and has a policy that ensures project financing follows the UN Right to Free, Prior and Informed Consent, yet failed to cut ties with the Coastal Gaslink pipeline project.