Code for America helps government deliver services to the public by using the tools and practices of the digital age. In order to do this at scale, we recognize it’s important to build strong government teams by hiring the right talent into the right roles. The Talent Initiative aims to build structured and sustainable pathways for people to find meaningful career opportunities in government. 

Public interest tech job board: jobs.codeforamerica.org

Process & Outcomes

We started unpacking this ecosystem from both ends: supporting the people who are raising their hands to do this work, and reimagining the government hiring process. 

To begin to better understand who is raising their hands, and help them find the right opportunities my teammates and I build a job board showcasing interesting opportunities in public interest tech. 

Search, sort and filter mockups

Mapping research after interviews

Mapping content on site

What we do know about this double sided market:

  • People want to work in public interest tech. As seen through the data analysis from our job board.

  • Departments need talent and have vacancies. We hear this every day from hiring managers who have open roles but can’t find the candidates.

  • The current process isn’t optimized for matchmaking, and a lot of this has to do with hiring:

Government hiring service blueprint

Government hiring service blueprint

Through interviews and shadowing sessions we were able to unpack common roadblocks faced by both applicants and hiring managers/HR specialists. 

By following users through their experiences with government services, we were able to surface operational inefficiencies that prevent government employees from making the most use of their time. The process from the moment an HR specialist needs to fill a position to the new employee's first day is cumbersome. 

Common roadblocks faced by hiring managers/HR specialists include: manual data entry, serving as a liaison and long wait periods.

Common roadblocks faced by hiring managers/HR specialists include: manual data entry, serving as a liaison and long wait periods.

Reimagining this government service

As we continue pushing forward with this work, it has become evident that a lot of cities are thinking about improving their people practices and re-imagining various aspects of the hiring process. The resources section of our job board features guides, best practices and tools for both candidates and employers. The employer facing resources celebrate the work currently being done in governments across the country, and support other departments who might be interested in tackling this issue by showing what is possible.