Our recruitment process typically lasts three to four months. We understand the value of your time and strive to make the process as efficient as possible. Throughout this period, we ensure that you receive timely updates regarding the status of your application to keep you well-informed.

We are an equal-opportunity employer and value diversity. We do not discriminate based on race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. Our commitment is to foster an inclusive workplace where everyone is respected and valued.

Our interviews are conducted either virtually or in person. This is dependent on the location of the interview panel and the candidate. We work to ensure there is flexibility for both candidates and the interview panel when it comes to scheduling interviews.

Our staff have diverse experiences, skills, and backgrounds. However, they all share the following key competencies: alignment with our mission and values, technical proficiency, a growth mindset, comprehensive sector knowledge, and the potential for continuous development. Our staff not only grasp the critical significance of our mission but also are driven to address challenges proactively.

Positions at Last Mile Health are generally open to candidates based on the candidate’s work authorization, or ability to work in the country where the position is located. A select number of roles are open to international candidates, for whom Last Mile Health provides work authorization support. The job posting will specify if a position is open to international candidates. Local candidates are strongly encouraged to apply for any position within their country that aligns with their qualifications.

Generally, we do not sponsor US visas for international applicants. However, visas for positions based in other countries are considered on a case-by-case basis.

We conduct informational interviews on a case-by-case basis; however, we do not have the capacity to respond to all informational interview requests at this time. To ensure a fair and equitable selection process, managers are unable to perform informational interviews for positions in which they are directly hiring.

To learn about our work and organizational history, review our website and connect with us on social media (LinkedIn, Twitter, Facebook, Instagram).

Looking for additional opportunities to work in the community health space? View open positions with Community Health Impact Coalition member organizations, who are committed to catalyzing the adoption of high-impact community health systems to advance universal health coverage.

We are grateful to the numerous qualified individuals who are interested in working with us, which creates a competitive selection process. Although we receive many applications, we take the time to review each application thoroughly. While we are reviewing applications, you may experience a brief gap in communication. Every candidate will receive a status update on their application and our People Operations team will be in contact if more information regarding your application is needed.

If you have been invited to participate in a skills assessment or interview and you have any questions, please reach out to your recruiter on our People Operations team.

All available positions (including full-time roles, practicum opportunities, consultant positions, and internships) are listed on our open positions page. We regularly update this page with new openings.

Yes, we strongly believe in the importance of professional development for our employees. All staff members collaborate with their managers to establish annual performance goals, which include personalized professional development objectives.

We are dedicated to fostering the ongoing learning and success of our team through strategic learning opportunities.

We asked some of our staff to describe the working culture and environment in one word. The responses included “collaborative,” “dynamic,” “fast-paced,” “engaging,” “high-performing,” “informal,” “team-focused,” and “flexible.”

At Last Mile Health, we take pride in being innovative thinkers who actively seek different perspectives to find solutions. Given the critical nature of our work, we operate with speed and set ambitious goals for ourselves, both as individuals and as an organization. If you believe you would thrive in this type of environment, we encourage you to apply.

To learn about our work and organizational history, review our story, what we do, where we work, and our organizational values and connect with us on social media (LinkedIn, Twitter, Facebook, Instagram.)

Our work arrangements vary depending on location and may change from time to time based on organizational need. In Ethiopia, Liberia, Malawi, and Sierra Leone, we operate on an on-site model, promoting a collaborative in-person environment. In Ghana, we follow a hybrid model that combines on-site and remote work. For any staff outside of these office locations, we use a remote work setup. We value the preferences of each team member and strive to create work environments that support their needs while enhancing productivity.

We developed salary scales largely based on country-specific costs of labor, rather than ignoring geographic differences in pay. We made this choice because indexing pay to country-specific cost of labor ensures that we do not corrupt local talent markets. A program manager based in Liberia will not earn as much as a program manager based in the United States, even if they are doing the same job. If Last Mile Health decides to depart any of our countries of operation, we want to ensure that we are leaving behind programming costs that can be sustained mainly by our government partners.

Last Mile Health does not negotiate job offers. We appreciate that negotiating a job offer is a commonplace activity. Candidates negotiate their offers because it is expected but also because they do not understand on what criteria their offer is based. We have eliminated negotiated job offers for two important reasons. First, we pay employees based only on the job grade, the technical premium, and their equivalent experience—and we will not deviate from that model. We will not pay anyone less than what the model indicates, nor will we pay more. By engaging in salary negotiations, we would be violating the terms of our compensation model. Second, salary negotiations produce pay inequities. Research shows that salary negotiations disproportionately benefit employees who are white, male, and/or more senior in their careers, and that women and people of color are often penalized for negotiating their salaries.

In our effort to remain transparent, we invite you to review the detailed explanation of benefits across our employee groups on page 21 of our compensation model.

Although illegal in some countries, requesting salary histories is still a common practice around the world. Because we pay employees based only on the job grade, the technical premium, and their equivalent experience as defined by Last Mile Health, prior pay is irrelevant.

Our compensation model is a system that advances equity holistically, with each component contributing to greater equity. Here are a few practices we have put in place to advance greater compensation equity:

• We have made this model fully transparent so everyone has access to all information.
• We have eliminated salary negotiations, which disproportionately benefit people who are white, male, and/or more senior.
• We have introduced an independent, internal committee that will review promotions and compensation data to ensure fairness and transparency.
• We will meet the principles and standards associated with Project Fair, an INGO collaborative that aims to help development organizations maximize their contributions to decent work, sustainable livelihood, and poverty eradication.

Most new employees will fall into Segment A of their band (towards the beginning of the band), while some more experienced new employees will fall into Segment B (towards the middle of the band). This allows new employees to grow in their roles for a number of years before being promoted.

If you are being hired into a senior role within a particular band, your salary would fall within Segment B to allow room for growth within Segment B to C. For example, a senior manager will be hired into Segment B of Band 3 and not in Segment C. Kindly read more about our compensation model with a focus on pages 11-12 to understand our salary-setting methodology.