The Fossil Fuel Treaty is a fast-moving, fast-growing team that is passionate about climate justice. We aim to have a great impact on the world, and because of that we have great expectations of our team. We welcome and value diversity of people, cultural experiences and perspectives. We work in a high trust, high autonomy environment and encourage everyone to drive and manage their own work with the support of the team. Here is a snapshot of our values and how we strive to be together:

• Active listening

• Trust

• Collaboration

• Honest & Reliable Communication

• Humanity

• Equity & Justice

• Adaptability

• Focus

We work continually to improve our internal processes and be nimble and flexible to meet our team’s needs and our organizational goals. If that sounds like the team for you, read on!

• Read the posting thoroughly and ensure that the required experience and role aligns with your experience and aspirations

• Look through our website to read about our mission, actions, history and team. Get a sense of how we communicate and take action and if that feels like an exciting fit for you, and if your values align with the Fossil Fuel Non-Proliferation Treaty

• Review the posted salary band to ensure that it aligns with your needs and expectations

• Put your most relevant experience at the top of your resume

• Highlight experience over education

• Ideally limit your resume to 2 pages of your most relevant experience and biggest accomplishments

• Please do not include personal information including; birthday, age, photos, marital status, or religion. While this is very common in many parts of the world and candidates will not be excluded for doing so, removing this information helps our team eliminate bias in the recruitment process.

• Avoid acronyms- they might not be understood outside of your region or industry

• Review the job requirements and clearly demonstrate in your resume how you meet those requirements. Here’s an example- we’ve highlighted the requirements and matched them to a line in the resume

• Requirements:

  • At least 3 years of experience in political advocacy or campaigning (1)

  • Experience in direct diplomatic engagement, ideally with policymakers in local governments (2)

  • Commitment to contributing to an anti-racist, inclusive organisational culture. (3)

  • Fluency in English and Spanish, other languages desirable (4)

  • Experience in engaging and activating a network of organisations and individuals to join a campaign and advocate for a specific policy demand (5)

  • Experience in campaign communications including copywriting, digital advocacy, social media or content production, educational design (6)

• Latin American Campaign Coordinator Example Resume:

  • WeCampaignForClimate.org.nz
    February 2017-April 2020 (1)

    • Developed Latin America campaign strategy under the supervision of the Regional Campaigns Director (tip: this person should ideally be listed in your references!) (1)

    • Coordinated local partner groups to participate in joint action, including email campaigns and led local educational events (4) in English and Spanish (5)

    • Designed and ran workshops for partner groups and community members (6)

    • Contributed to the communications strategy for Latin America including newsletters, campaign emails and social media posts (6)

    • Met and advocated with local elected officials in Mexico and Panama (2)

    • Contributed to the internal decolonization strategy and partnered with local Indigenous groups to feature their climate action and policy demands (3)

We use application questions instead of a cover letter so you can save time in your application process and we can learn more about you quickly.

• Location information: This does not affect your candidacy, but helps us move quickly when we need to schedule interviews and potentially hire you. Different countries have different employment regulations and timelines, so knowing that information in advance allows us to prepare for those scenarios

• Questions: This gives us a snapshot of why you’re applying for the role, and lets you highlight your experience and qualities that are most relevant to your application. We want to know who you are, so honesty and clarity are very helpful here!

Please include three references in your application. We will not contact them unless we are in the final stage of your candidacy.

• They should be:

  • At least two people who were your direct supervisor

  • At least one person who has supervised you in the last 5 years

  • At least one person who has supervised you in the most closely related role to the one you’re applying for

• Include full information for your references, including:

  • Their full names

  • Organization and title

  • When and how you worked together

  • Their phone numbers, email addresses and time zones

  • Languages spoken if not English

• For your references:

• Let them know to expect an email from us!

• Give them the title and brief description of the job that you’re applying for

Example:

Reference #1
Akhila Sharma, she/her
English/Spanish
Time Zone: GMT -5
Campaigns Director, WeCampaignForClimate.org.nz
Direct Supervisor from 2018-2020
52-333-425-6778
Akhila.Sharma@wecampaignforclimate.org.nz

Here is the general hiring process we follow. Each timeline will be slightly different depending on the role, the time of year, and the team, but we will share the timelines with you if you are selected for the Skills Assessment.

Step 1: Application and Review

• Once the deadline for applications has passed, we will review each application carefully. We do these personally, and don’t use any filtering or AI software. We typically receive at least 100 applications from around the world for each role.

Step 2: Skills Assessment

• 10 or fewer applicants will be selected to do a skills assessment that takes two hours or less. Applicants will be given an option of when to do these tasks according to their own schedule and convenience.

• Skills assessments are a part of our hiring processes to offer candidates another way to show what they can do apart from an interview. All skills assessments are tasks and their only value is for assessment, they are of no relevance to our current or future projects. We accept the studies that show practical exercises are better than interviews to fairly assess candidates’ skills, reduce bias, and effectively compare candidates.

Step 3: Interview #1

• Five or fewer applicants will be selected to do a video interview with a few members of our team, including the open position’s direct supervisor

• These interviews are scheduled for one hour, and candidates will be sent an overview of the interview questions 24 hours in advance. We provide all this information to interview candidates to even the playing field and help candidates feel less nervous and more prepared.

Step 4: Interview #2 (optional)

• Most positions will only require one interview, but some management or executive positions may have two interviews to meet with additional team members and explore further questions. Three or fewer candidates will be selected for a second interview.

Step 5: Reference Check

• Two or fewer candidates will be selected for the reference check phase. Each reference is asked to speak for about 15 minutes.

Step 6: Final Decision

• We notify everyone who has completed a Skills Assessment or Interview whether or not they were selected for the role. We will speak to the chosen candidate to let them know that they were selected and confirm their interest, and then send them a detailed offer in writing to review.

• According to our compensation policy, we do not negotiate with candidates over salary, as negotiation tends to disadvantage people from traditionally marginalized and oppressed communities and result in pay disparity. Within the salary band, salary is calculated based on cost of living in the candidate's location and experience based on the role qualifications. Most people will start at the bottom of the salary band unless they significantly exceed the required experience for the role.