Posted time January 4, 2022 Location Dhaka

The Demos Interview Process

Due to the volume of submissions, we are not able to reply to each individual applicant. We will contact you if your application is moving forward.

Please also note that all Demos interviews are scheduled through @demos.org emails or @npag.com emails. Based on our commitment to racial equity, our process will include at least two interviews with a committees of two or more staff to help us reduce bias in the interview process. If you’ve been contacted through other platforms or email accounts, we regret to inform you it is not legitimate.

Staff Benefits

  • Health insurance
  • Dental insurance
  • Vision insurance
  • 10 paid holidays per year
  • 5 floating holidays per year
  • 18 vacation days per year
  • Paid time off Dec. 25-Jan. 1
  • 12 sick days per year
  • 12 weeks paid parental leave
  • Voluntary pre-tax FSA, and DCA benefits
  • Voluntary pre-tax metro benefit in New York and Washington, D.C.
  • Voluntary supplemental accident, hospital confinement, and cancer insurance
  • The opportunity to contribute to a 403(b) plan

Staff Testimonials

“I was initially attracted to Demos because it’s important to me to work for an organization that centers racial equity in both its internal and external work. Throughout my interview process I was asked questions exploring my understanding of issues of racial equity and asked to consider my role in centering racial equity as a potential employee of the organization. In over 15 years of working in the non-profit sector, this was the first time I was asked direct questions about racial equity as part of an interview process. This is just one small and critical example of the ways that Demos embeds and operationalizes racial equity in its policies and practices.”

José Gonzalez
Director of Talent Management and Learning


“One reason I have been committed to working at Demos for over a decade is because I appreciate the organization’s ongoing commitment to live our values. For example, when we advocated for paid parental leave, we adjusted our organizational policy to increase the amount of paid leave. When we participated in the Fight for $15 Campaign, we increased the pay rate for our interns to $15 per hour. When we began our Racial Equity Transformation process, we looked at all of our organizational policies with a racial equity lens and made updates. Having seen other organizations who are not able to make the same commitment to living their values, this is something I never take for granted.”

This job is Expired