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 to back it up. Our work has been covered by The Economist, NPR, TED, and The Washington Post. We are one of Time100’s 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 and hear from the people who do. If they resonate, this could be a great fit!

About this role

GiveDirectly is looking for an experienced investigator who can establish a function, not just run cases. Concerns and allegations reach us from every program and every country we work in. Each one needs to be triaged and assessed objectively, and to end in appropriate findings and recommendations.

You will manage the newly created Central Intake and Investigations Hub. It is a standalone, independent function that works across the whole organisation. The Hub investigates a range of investigations itself, and supports colleagues elsewhere who handle the rest. You will lead the team and take the most complex investigations yourself.

The bigger initial task is to establish the Hub across the organisation. How it works has been designed and agreed. What it does not yet have is standing. People need to know it exists, bring things to it early, and trust what it concludes. This matters now because GiveDirectly is growing fast. Delivery volume and headcount are both rising, and the way staff concerns are handled needs to grow with them.

Reports to: Director of Safeguarding and Investigations

Manages: Future roles including a Program Manager, Investigations and Program Manager, Intake and Reporting to be recruited once the Senior Manager role has been filled. 

Level: Senior Manager 

Location: Remote, with a requirement to overlap with an East Africa timezone by at least 3 hours, and meaningful overlap with US Eastern hours. We can only employ people in certain places at the moment, so it's worth checking our current list of eligible countries to see if yours is included. If you're based elsewhere, it's not an automatic no, but do flag it early with your recruiter. We are unable to sponsor or take over sponsorship of employment visas in the U.S. or U.K. at this time.

Travel: Occasional. Team meetings and co-locations, plus travel to a country of operation where an investigation requires it. This is not frequent, but it is not predictable either.

What you'll do

• Establish a Central Intake and Investigations Hub across the organisation: Take an agreed design and make it something people use. Build the relationships with the People team, Internal Audit, Safeguarding, HR Managers and Country Directors to ensure concerns are managed effectively. Refine how intake, triage and allocation work in practice as you learn what holds up.
• Lead the most complex investigations yourself. Establish the facts, produce the findings report and make recommendations.
• Set the investigation standard and hold other people to it: Define what a good investigation looks like at GiveDirectly. Provide oversight and support where Internal Audit or Safeguarding lead a staff related matter, and quality assure what comes out of it. Decide what training the organisation needs and set its direction.
• Own the record and what it tells the organisation: Create and hold the system of record for staff matters. Make sure findings and documentation are captured centrally, whoever led the case. Run regular reporting and calibration with the People team, Internal Audit, Safeguarding, Country Directors and ExCo. Sign off on relevant internal and external reporting. 
• Make the function work at scale through the responsible use of technology and data: Shape the design of the case management system and its controls, so that staff investigation records sit only where they should. Find the practical places where automation and AI reduce manual work in triage, documentation and reporting. Build the hub so that growth in concern volume does not simply mean a bigger team.
• Set up and lead the team: Recruit for, manage and develop a Program Manager, Investigations and the Program Manager, Intake and Reporting. Set their priorities, review their work and build their capability.

What success looks like in 12 to 18 months

• Concerns reach the hub as a matter of course, from every country and function.
• People come to the hub early and while a matter is still manageable, because they have found it useful rather than because they were told to.
• Investigations are handled consistently, whoever leads them, and findings reports hold up when they are challenged.
• The hub is understood across the organisation as an independent central resource.
• Internal and External reporting tells its audience something they did not already know about patterns, themes and where risk is concentrating.
• The People team, Internal Audit, Safeguarding and country leadership treat the hub as a resource they rely on rather than a process they comply with.
• Additional hires for the hub are capable, developing, and the function runs day to day without you in the room.

Why this role

• You build it. This is a