Responsible Tech Careers: interview advice and 50 new roles in Responsible Tech!
We've added hundreds of new roles recently to our Responsible Tech Job Board.
In today’s edition of All Tech Is Human’s Responsible Tech Careers newsletter, we share advice from Rachel Fagen. Rachel has 20 years in operations and hiring for nonprofits, startups, think tanks, and social-benefit organizations. Rachel heads operations for TechTonic Justice.
🏗️Our team has also spent a great deal of time updating the Responsible Tech Job Board with hundreds of new roles. And outside of our newsletter and job board, there are also numerous roles being shared in our large Slack community (join | sign in).
🪜As we discussed in our last newsletter, the five steps we recommend for growing in the Responsible Tech ecosystem are:
Understand the Responsible Tech Ecosystem
Read our Responsible Tech Guide and newly-released Responsible AI Impact Report, along with All Tech Is Human’s main newsletter
Know the Roles Available in Responsible Tech
See 50 roles below, plus regularly check our job board and Slack
Commit to Continuous Upskilling
Take our five short Responsible AI courses
Build Your Community
Connect with others online this Friday during our livestream
Showcase Your Work
Check out the interview tips below in our newsletter
🔦Highlighted Roles in Our Responsible Tech Job Board
💡Pro Tip: our job board can be sorted by experience level, region, field, salary, and more.
The roles featured on the Responsible Tech Job Board include careers in the tech industry, non-profit, academia, and government. See some of the new roles below:
Academia
Cornell University: Business Development Representative, Break Through Tech (NYC)
Massachusetts Institute of Technology, Institute for Data, Systems, and Society: Norbert Wiener postdoctoral fellowship
New York University: Tandon School of Engineering, Center for Urban Science and Progress (CUSP): Post Doctorate Associate, Data Management and Governance for Smart Cities
Rutgers Democracy Lab: Associate Director, Technology and Democracy Research Hub
Rutgers Democracy Lab: Program Coordinator, Technology and Democracy Research Hub
Santa Clara University, Miller Center for Global Impact: Senior Director, Programs
University of Washington: Professor of Practice - Civic Technology
Government
UK AI Security Institute: Research Scientist, Open Source Technical Safeguards
Industry
Anthropic: International Policy Analyst
Apple: Lead Trust & Safety Intelligence Engineer
BCG: Senior Solution Analyst, Responsible AI
ByteDance: Research Scientist, Responsible AI
Capital One: Senior Manager, IFX, AIML, & Regulatory Risk, Enterprise Services Risk
Credo AI: Chief Product Officer
Discord: Safety By Design Policy Expert, Revenue
Epic Games: Senior Product Manager, Moderation Automation
Google Deepmind: Red Teaming Lead, Responsibility
Google Deepmind: Senior Technical Program Manager, AI Safety
Linktree: Head of Trust and & Safety Operations
Match Group: Sr. Manager, Trust & Safety Operations
Microsoft: Research Intern - FATE, NYC (Fairness, Accountability, Transparency, and Ethics in AI)
Mozilla Corporation: Director of Product Management, Generative AI
OpenAI: AI Social Risk Analyst
Pinterest: Staff Product Manager, Wellbeing
Reddit: Senior Fullstack Software Engineer, Moderation
Roblox: Critical Harms Intelligence Analyst (Threats of Violent Extremism, Dangerous Orgs)
Rockstar Games: Trust & Safety Analyst
Salesforce: Director, AI Monitoring and Observability
Snap, Inc: Lead, Trust & Safety U.S. Operations
SonyAI: Engineering Intern (AI Ethics)
Non-Profit
Aspen Institute: Senior Director, Cybersecurity Programs
Center for Democracy & Technology: 2026 Development or Communications Summer Internship
Center for Democracy & Technology: 2026 Legal, Policy, Research, or Technologist Summer Internship
Centre for the Governance of AI: Head of Community
Common Sense Media: Executive Director, FutureVoice
Council on Foreign Relations (CFR): Research Fellow, Artificial Intelligence
Family Online Safety Institute: European Digital Safety Fellow
Fast Forward: Philanthropy Development Manager
Federation of American Scientists (FAS): Senior Manager, AI Safety And Security Policy
Jobs for the Future (JFF): Director, Research & Insights Strategy
Mobile Voting Project: Grassroots Director
Packard Foundation: Chief Operating Officer
ROOST: Staff Software Engineer
Schmidt Sciences: AI Institute Fellow in Residence
Siegel Family Endowment: External Engagement Associate
Tech Policy Press: Assistant Editor
Tech:NYC: Program Coordinator, Decoded Futures
Thorn: Staff Engineer
Wikimedia Foundation: Chief Executive Officer
Young People’s Alliance: Advocacy Director
🗣️How to Ace Your Panel Interviews: Real Talk for Early-Career & Experienced/Transitioning Job Seekers (by Rachel Fagen)
Whether early career or experienced, stellar job candidates who’ve aced their initial one-on-one phone screens still often stumble in group interviews. These are thoughtful people with real skills and powerful lived experience! — but things can get lost in translation when the Zoom tiles multiply.
If you’re newer to the field or transitioning after a layoff or career shift, here are some things that can go sideways and what you can do to stay on-track.
1. Group interviews are simply different.
A panel interview is more than just a group of people watching you talk. In reality, group interviews measure important skills beyond the questions asked:
How you respond to multiple social cues?
How you navigate ambiguity?
How you make decisions in real time?
Instead of diving straight into an answer, take half a second to orient yourself in conversation. Who asked the question? What did they emphasize? Try naming the thread you’re responding to (“Picking up on X’s point about…”). That tiny moment signals that you’re not just reacting but actively collaborating.
2. “Reading the room” on video takes practice, not instinct.
Interviewing remotely is a whole different literacy. The non-verbals are flattened, people are on mute, and everyone’s eyes are pointed at slightly different cameras.
So instead of trying to divine body language, rely on structure:
Deliver a 2–3 minute story.
Pause deliberately.
Invite a reaction: “I can go deeper on any part of that. Does that direction make sense?”
This isn’t fishing for approval. You are giving your interviewers an intentional opening to guide you, and they genuinely want that opportunity.
3. Build a “2-minute story bank.”
Most candidates ramble because they’re trying to assemble the story while telling it. Don’t do that to yourself!
Pick 5–7 stories that show your judgment proof of your experience, not just your job titles. Use this simple structure:
Context: What was the problem or goal?
Action: What did you decide, do, and adjust along the way?
Outcome: What changed, and what did you learn?
End cleanly. The interviewers will ask follow-ups if they’re curious.
4. Don’t “book report” your experience or hover in abstraction.
There are two common extremes I see often:
Candidates who list out all their tasks: “I organized a meeting, I updated a doc…”
Candidates who drift in theory and hypotheticals: “Strategically, it’s important to consider…”
Both approaches obscure what you actually accomplished.
Aim for a blend. Include one concrete detail (“We had a 48-hour public deadline”) and pair it with one conceptual takeaway (“So I had to balance accuracy with rapid stakeholder alignment”). That level of storytelling lets hiring managers start to really envision you in the role in a tangible way.
5. Honesty about skill gaps beats vague overconfidence every time.
Candidates sometimes feel afraid to say “I don’t know” or feel pulled to show experience in every single facet of a job. But interviewers don’t need you to know every answer; they want to know that they can trust you and trust your judgment.
If you haven’t done something, say so plainly. Then bridge to what you have done that shows you can build on your strengths:
“I haven’t led that exact process. When I’ve stepped into new (or similar) domains, here’s how I approached learning quickly…”
This approach shows humility, curiosity, and self-awareness.
6. Remember: You’re being evaluated on how easy you are to interview.
Hiring teams are overloaded, tired, and often stretched thin. When you structure your responses clearly and give them two or three crisp takeaways about what you bring, you make their job easier. You also make it easier for them to advocate for you during internal deliberations.
“Here’s how I think, here’s what I’ve done, and here’s where I’m growing” is infinitely more memorable than a résumé recital.
We would love your feedback on our Responsible Tech Careers newsletter! Do you have ideas or suggestions for future newsletters? Let us know.
Are you hiring for a role? Submit to our Responsible Tech Job Board. In need of our hiring assistance for the perfect candidate or team? Reach out.
🙌Let’s co-create a better tech future.
Through its community-building, workforce development, and thought-leadership initiatives, All Tech Is Human is shaping a global movement committed to ensuring that technology better reflects the public interest and enhances human well-being.