Hiring Process

Child Trends is committed to hiring, retaining, and promoting staff who bring a rich diversity of experiences in support of our mission to improve the lives and prospects of children and youthespecially those who live in poverty or with the effects of historical and ongoing systemic racism and discrimination. Together, we envision a world in which a child’s race, ethnicity, family income, gender, sexual orientation, disability status, or any other social identity does not determine how that child will fare in life. Therefore, we approach every aspect of our work with these ideals in mind and encourage applications from professionals who share in our commitment.

1. Employment Eligibility

Child Trends is currently set up to work in Alabama, Arizona, California, Colorado, Connecticut, Delaware, District of Columbia, Florida, Georgia, Illinois, Indiana, Kentucky, Maryland, Massachusetts, Michigan, Minnesota, Missouri, Montana, New Hampshire, New Jersey, New York, North Carolina, Oklahoma, Oregon, Pennsylvania, Tennessee, Texas, Virginia, West Virginia, and Wisconsin. Currently, we are only considering applicants from other states for full-time positions; if you are offered a position and do not live in one of the states already listed, your offer date will be set at least 30 days from the date of receipt to allow time for our organization to set up in your state. We currently do not allow permanent remote work outside of the United States and are unable to provide sponsorship for permanent residency at this time. 

2. Application

All positions posted on Child Trends Careers page are open and people are encouraged to apply. Please follow the “apply” link in the posting to submit an application. All positions require a cover letter, resume, and the contact information of three professional references. Some positions may also require transcripts (official or unofficial) and a writing sample. Application requirements are posted on the job description in the “How to Apply” section. Please combine your application materials into one PDF document before uploading. If you have any difficulties combining or uploading your documents, please email the materials to recruitment@childtrends.org and reference the position in the subject line. Applications are reviewed manually by an HR professional and a hiring team. Due to the volume of applications, we cannot provide a status update on applications, nor do we accept phone calls requesting a status update. All applicants will be notified accordingly. 

3. Interview

Most positions require a phone screen as the next step in the recruiting process, following our initial review of your application. During the phone screen, a recruiter will ask various questions to get a better understanding of your background, career aspirations, and position preferences (e.g., supervisor/organization accommodations, location, salary, etc.). Applicant preferences are not deal breakers, but recruiters ask about preferences to foster an honest conversation about what applicants may need to feel comfortable and confident in joining our team. After the phone screen (if conducted), we may ask you to join us for a virtual interview using Microsoft Teams. Interviews are typically conducted by the hiring team, comprised of individuals who may be in a similar role, department, or project as the position being offered. This is the perfect time to ask questions directly related to position duties, career outlook, etc. Some positions may require a Job Talk and/or skills assessment. These are scheduled based on applicants’ availability and additional instructions will be provided prior to scheduling.

4. Starting with Child Trends

We value the time that candidates allocate to the recruitment process and are flexible when helping selected applicants identify a start date with Child Trends. Candidates will have the opportunity, if necessary, to choose a later start date than originally proposed by the hiring team. Child Trends is also committed to helping its new employees successfully transition to our organization. Those accepting full-time positions are issued laptops and other technologies to ensure their success in a remote work environment. Equipment typically arrives by mail within five business days prior to a person’s start date, and the last communication a candidate will receive before their first day is an orientation schedule.

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