[![Image]() Meet Jobicy Copilot — free AI autofill for job applications + remote job alerts ›](#) [All remote jobs](https://jobicy.com/jobs.md)Open role[![GiveDirectly logo](https://jobicy.com/data/server-nyc0409/galaxy/mercury/2025/06/07307149-221.png)](https://jobicy.com/company/givedirectly.md)Remote opportunity at[GiveDirectly](https://jobicy.com/company/givedirectly.md) # Chief Technology Officer Review the role, location requirements, compensation details, and application process before deciding whether this opportunity fits your next career move. [Apply for this job](#job-application)[View company](https://jobicy.com/company/givedirectly.md)Share12 Sep 2026Published46Listing views4Application actions12 Oct 2026Apply before Opportunity details ## About this role. AI SummaryGiveDirectly is seeking a Chief Technology Officer to define and execute the technology strategy for a rapidly scaling global cash-transfer organization. The CTO will lead engineering, data, security, infrastructure, and enterprise technology while growing the engineering organization from roughly 15 to 30 people. The role requires executive-level technical judgment across high-stakes payments, identity, fraud prevention, machine learning, security, and low-connectivity systems. This leader will balance a legacy-platform stabilization and migration with development of a new cash-delivery stack, donor products, emergency-cash systems, and internal platforms. The position is remote, operates across US Eastern and East African working hours, and includes approximately four to six international trips annually. ## Role DNA A quick view of the complexity, pace, ownership and collaboration implied by the job description. ### Job Complexity 5/5EasyHard ### Pace & Pressure 5/5RelaxedFast-paced ### Autonomy Level 5/5GuidedFull ownership ### Communication Load 5/5IndependentCollaborative AI insightThis is a highly complex executive technology role involving financial delivery at global scale, sensitive data, fraud risk, evolving regulations, and simultaneous modernization of legacy and new platforms. Success requires exceptional organizational leadership and the ability to make consequential technical and business tradeoffs under ambiguity. ## Salary analysis Estimated compensation compared with the broader US market for similar roles. Estimated job medianMarket rate$337,500US market range$250k–$450k0$495k AI insightThe disclosed US base-salary range is $300,000–$375,000 annually, with a midpoint of $337,500. The posting separately discloses US total compensation of $366,000–$518,000, including performance bonus and an annual benefits stipend; the stipend is not treated as salary. Estimated US market base-salary range for a mission-driven CTO leading a 15–30 person engineering organization with payments, security, data, and global operational complexity is approximately $250,000–$450,000 annually. ## Core skills Skills and capabilities most closely associated with this opportunity. [Technology Strategy](https://jobicy.com/jobs?search_keywords=Technology%20Strategy.md)[Engineering Leadership](https://jobicy.com/jobs?search_keywords=Engineering%20Leadership.md)[Organizational Design](https://jobicy.com/jobs?search_keywords=Organizational%20Design.md)[Fintech](https://jobicy.com/jobs?search_keywords=Fintech.md)[Payments Systems](https://jobicy.com/jobs?search_keywords=Payments%20Systems.md)[Cybersecurity](https://jobicy.com/jobs?search_keywords=Cybersecurity.md)[Fraud Prevention](https://jobicy.com/jobs?search_keywords=Fraud%20Prevention.md)[Data Platforms](https://jobicy.com/jobs?search_keywords=Data%20Platforms.md)[Machine Learning](https://jobicy.com/jobs?search_keywords=Machine%20Learning.md)[Global Operations](https://jobicy.com/jobs?search_keywords=Global%20Operations.md) Sample interview questionsHow would you prioritize GiveDirectly’s six competing technology workstreams during your first year?I would begin with a risk- and outcomes-based portfolio review that maps each workstream’s recipient impact, operational risk, regulatory dependencies, cost, technical dependencies, and capacity needs. I would establish a small set of measurable annual outcomes, protect reliability and security investments that cannot be deferred, and sequence new-stack delivery around the highest-value cash-transfer capabilities. I would communicate explicit tradeoffs and a transparent "not yet" list to maintain organizational alignment. Describe how you would safely migrate from a legacy cash-delivery platform to a new platform at increasing transaction scale. I would use a staged migration strategy with clear domain boundaries, reconciliation controls, parallel runs where feasible, progressive rollout cohorts, and predefined rollback criteria. Financial controls, observability, data lineage, and recipient-impact metrics would be designed before scaling traffic. I would also ensure that product, operations, risk, and country teams participate in readiness reviews because technical correctness alone is insufficient for a payment-system migration. What does an effective AI-first engineering culture look like in a high-stakes organization? It means using AI where it produces verified gains in engineering productivity, analytical capability, and operational decision-making, rather than adopting tools performatively. I would define approved tools, data-handling rules, evaluation metrics, human-review requirements, and training so teams can use AI safely with sensitive recipient and financial data. Adoption should be measured through outcomes such as cycle time, quality, incident rates, and user value. How would you grow a 15-person engineering team to approximately 30 while preserving quality and speed? I would first clarify the target operating model, including platform, product engineering, data, security, infrastructure, and enterprise-technology accountabilities. Hiring would focus on a few high-leverage leaders and senior individual contributors who raise the bar and can develop others, rather than filling seats quickly. I would pair hiring with explicit decision rights, engineering standards, delivery rituals, career paths, and management capacity. How do you make build-versus-buy decisions for technology used in global humanitarian cash delivery? I evaluate strategic differentiation, risk, total cost of ownership, integration complexity, data sensitivity, reliability requirements, vendor viability, and local-country adaptability. Commodity capabilities should generally be purchased when they meet security and operational needs, while recipient-critical workflows and capabilities that create durable mission advantage may warrant internal investment. The decision should be revisited as scale, regulations, and vendor markets change. GiveDirectly has delivered more than $1B in cash directly to 2+ million people living in poverty across 15 countries since 2011. We believe cash transfers are one of the most scalable, cost-effective, and dignified forms of aid, with the [research](https://www.givedirectly.org/gdresearch/) to back it up. Our work has been covered by [The Economist](https://www.economist.com/special-report/2024/01/10/givedirectly-does-what-it-says-on-the-tin), [NPR](https://www.npr.org/sections/goatsandsoda/2023/12/07/1217478771/its-one-of-the-biggest-experiments-in-fighting-global-poverty-now-the-results-ar), [TED](https://www.ted.com/talks/rory_stewart_to_end_extreme_poverty_give_cash_not_advice), and [The Washington Post](https://www.givedirectly.org/washingtonpost-apr-2024/). We are one of [Time100’s](https://time.com/collection/time100-most-influential-companies/2026/givedirectly/) Most Influential Companies of 2026. Our culture is candid, analytical, and non-hierarchical. We support high ownership and real professional growth. Curious about what it’s really like to work here? Read our [values](https://www.givedirectly.org/givedirectly-values/) and [hear from the people who do](https://www.youtube.com/watch?v=HbdS9vB_XYg). If they resonate, this could be a great fit! Priority application deadline: Applications will be reviewed on a rolling basis. Early applications are heavily encouraged. We’re growing at incredible speed, and expect to hit $1B in revenue in 2026 with significant growth forecast for 2027. We’re hiring a Chief Technology Officer to lead the building and rebuilding of the technology, systems and ways of working that will enable a sustained $5B+ p/a operation. You will build software that safely and securely moves billions of dollars to millions of vulnerable people in some of the poorest and highest need parts of the world. This will require applying excellent engineering, team building and organizational judgment to complex, high-stakes operations: identity and fraud management, machine learning on large but imperfect datasets (cell phone data, satellite imagery, government registries), mobile money integrations, low-connectivity environments, rapidly evolving requirements all in diverse regulatory environments and country contexts. You’ll need to keep our legacy technology stack stable and performant, while in parallel building new systems from the ground up for our next level of scale. You will lead engineering, data, security and enterprise technology – with a small, mighty and rapidly growing engineering team of ~15, and the expectation that this can at least double to ~30 in the next 12 months if you want it to. You’ll report to a CEO with deep experience running technology companies, and partner with our VP Product. This role is remote, with working hours between US Eastern Time and East African Time, and some preference for candidates in our office hubs of New York, London, or Nairobi. What we’re looking for: * An exceptional hirer, manager and organizer of technical talent. Proven record identifying, hiring, developing and retaining excellent engineers and engineering leaders, and creating team processes that consistently deliver software with quality and velocity. * Deep technical judgment, applied close to the work. You can evaluate major designs, pressure-test architecture and build-vs-buy decisions, and recognize when a team is heading the wrong way, without becoming the primary implementer. Low-ego: you’ll investigate a problem yourself when that’s what the situation requires. * Business judgment and decisiveness under ambiguity. You’re not just a technical leader, you’re also a business executive. You understand the business, are a strong cross-functional partner, and have a history of good judgment when navigating tradeoffs of long vs. short term, speed, reliability, security, flexibility, cost, technical quality, and user impact. * AI first. You have a point of view on where AI meaningfully changes engineering productivity and organizational capability, and you’ve moved a team from experimentation to real, measured use. You can set the tools, culture, goals, and guardrails that leverage the opportunities and mitigate the risks of an AI first engineering culture. * Embody and set an example for GD values. We take [our values](https://www.givedirectly.org/givedirectly-values/) incredibly seriously, and expect our leaders to embody, nurture, and promote them in the way they work and the teams they build. * Advantages, not requirements. Experience in an operationally complex or regulated domain (fintech, payments, humanitarian response, global development); systems involving financial controls, fraud risk, identity, or sensitive recipient data; operating across multiple countries, particularly lower-income or infrastructure-constrained ones; leading both modern product engineering and enterprise technology. What you’ll do * Define our technology vision and target stack. Own the technical strategy for technology-first delivery at $5B+/year: architecture, platforms, build-vs-buy, and what we retire. Work with executive, product, finance, risk, and data leaders to turn program and product strategy into a sequenced, credible portfolio of technical investments. * Balance a demanding portfolio. You’ll manage six workstreams that all matter and won’t all move at once: (1) building our new cash delivery stack (remote-first verification, fraud prevention, massive volume) (2) stabilizing our legacy stack until switchover, then managing the migration; (3) donor-facing fundraising products; (4) our global emergency cash system (and eventual white-labelling of that product); (5) enterprise technology; (6) internal tooling, platform, and cybersecurity. Deciding sequencing and staffing across these (and saying “not yet” credibly) is the job. * Build and grow an exceptional technology organization. Recruit outstanding engineering and technology talent, design the org GiveDirectly needs at its next stage of scale (engineering, product, data, security, infrastructure, enterprise systems), and create the accountability, decision rights, and career paths to sustain high talent density. Grow the engineering team from 15 to ~30 with a lean but durable management structure. * Own the technical direction and quality bar. Guide consequential decisions on integrations, data, security, reliability, and technical debt. Ensure our systems can safely support a major increase in transaction volume, geographic reach, and organizational dependence on technology. Set a pragmatic quality bar appropriate to high-stakes financial delivery while preserving speed. * Lead across organizational boundaries. Serve as a member of GiveDirectly’s executive team, reporting to the CEO and bringing technology into major strategic and operating decisions. Help non-technical leaders understand technical constraints and costs, build credibility with country and functional leaders by understanding their realities, and force clarity when priorities, ownership, or tradeoffs are ambiguous. * Travel. Approximately 4–6 trips per year, including visits to GiveDirectly countries of operation. Compensation At GiveDirectly, we strive to pay our employees generously and equitably. We use an accredited third party salary aggregator to calculate what we believe to be competitive pay based on role, location, and cost of living. We also have a no negotiation policy so pay is consistent across comparable roles. Total Compensation (US) of $366,000 – $518,000 comprised of: * Base Salary: $300,000 – $375,000 * Bonus: $45,000-$112,000 (bonus is % based and decided based on org-wide performance, we will share full methodology during the hiring process) * Annual Benefits Stipend: ~$21,000 Total Compensation (UK) of £225,000 – £317,000 comprised of: * Base Salary: £193,400 – £241,700 * Bonus: £29,000 – £72,500 (bonus is % based and decided based on org-wide performance, we will share full methodology during the hiring process) * Annual Benefits Stipend: £2,760 Total Compensation (Kenya) of $333,000 – $467,000 comprised of: * Base Salary: $282,500 – $353,100 * Bonus: $42,000 – $106,000 (bonus is % based and decided based on org-wide performance, we will share full methodology during the hiring process) * Annual Benefits Stipend: $8,453 If you are not based in one of the countries listed above, we will share an estimated salary benchmark for the country you are based in during the hiring process. Working at GiveDirectly GiveDirectly is an Equal Opportunity Employer. All qualified applicants are considered for employment without regard to the person’s race, color, religion, national origin, sex, sexual orientation, age, marital status, veteran status, disability, or any other characteristic protected by applicable law. Flagging for US applicants: We invite you to “[Know Your Rights](https://app.getguru.com/card/TrxrEknc/US-Federal-Law-on-Workplace-Discrimination)” as an applicant. Commitment to Safeguarding As a global organization working with communities to eliminate extreme poverty, GiveDirectly takes the safeguarding of its recipients, staff, and partners seriously. To that end, GiveDirectly is a member of the [Misconduct Disclosure Scheme](https://misconduct-disclosure-scheme.org/), and will systematically check with previous employers about any abuse or misconduct related matters involving potential new hires. We may also employ other robust pre-hire screens, including in-depth reference checks, criminal background checks, and sanctions screens. These efforts help us continue to build and maintain trust with the communities we work with, and prevent abuse to our recipients and staff. **GD is committed to observing all local, national and international laws that protect people and basic human rights of all. GD is committed to a policy of “zero tolerance when it comes to preventing, reporting, or responding to any form of abuse or exploitation.” and expects anyone who works for GD to uphold the protection and safeguarding of our recipients as a priority.** Reasonable Accommodations We are committed to fostering an inclusive and accessible work environment. If you require any accommodations during the application or interview process, or to perform the essential functions of the role, please email us at careers@givedirectly.org with the email subject “Accommodation Needed”. We will work with you to ensure reasonable accommodations are made to support your needs. Want to put your best foot forward on your GiveDirectly application? Take a look at our [Candidate Application Prep Guide](https://drive.google.com/file/d/1JRyU81RnTGHQrw9nHTPw7oe_urTDh9JT/view?usp=sharing)! ### Referrals Know the right person for this role? Please consider [referring them](https://forms.gle/VpVpmQW7Sw9ryWRbA). We offer a reward of $3,000 for a Senior Manager or above role, and $500 for a Manager role, paid if we end up hiring your referral. Thank you for sending great people our way! 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