STAR: GSMA fund governance & donor reporting → maps to UNEP budget/programme performance; MNO/foundation/government partnerships → donor relations.
Pipeline
Full methodology
#6
UNEP
Deputy Director, Programme (D-1)
3.6/5Below the apply lineHigh ConfidenceUses tokens
2026-08-21posting
Verdict
Match con CV
Score: 3.6/5
| Dimension | Assessment |
|---|---|
| Fund/Grant Management | Partial — oversees budget/programme performance, not a fund |
| Venture Building / Portfolio | Moderate — divisional programme oversight, not venture/startup portfolio |
| Ecosystem Development | Moderate — inter-agency coordination, stakeholder orchestration |
| Partnerships / BD | Strong — donor relations, high-level representation, resource management |
| Digital Inclusion / ICT4D | Low — environmental mandate (biodiversity, climate), not digital |
| Regional Scope (Africa/Asia) | Moderate — UNEP global HQ Nairobi, not regional fieldwork |
Key Gaps: Environmental domain vs digital-innovation background; D-1 is a very senior political role (likely above candidate's current Senior Manager level).
North Star Alignment
Score: 3.5/5
| Archetype | Fit | Reason |
|---|---|---|
| Regional Program Director — Africa/Asia | ✅ | Senior programme leadership at multilateral HQ |
| Digital Development Program Director | ✅ | Director-level programme ownership |
| Head of Innovation Fund | ⚠️ | Leadership, no fund |
| Grants & Partnerships Manager | ✅ | Donor relations, resource mobilization |
| ICT4D Program Manager | ⚠️ | Programme management, different domain |
Verdict: Strong leadership/partnership fit; domain (environment) and D-1 seniority are the main gaps.
Level and StrategyLevel: D-1 (director, very senior).
Level: D-1 (director, very senior). Candidate 15+ yrs qualifies on paper but D-1 typically expects UN director-level experience. "Sell senior": emphasise 15 yrs leading £20M+ fund + 150+ startups across Africa/Asia, multilateral-partner engagement. Downlevel: if assessed at P-5, still strong.
Comp and DemandCompany type: UN agency (Medium-High reliability).
Company type: UN agency (Medium-High reliability). D-1 Nairobi est. ~USD 160K–190K + post adjustment — above target. Compensation reliability: Medium. No figure in posting.
Customization PlanAdd "Multilateral programme leadership" + "Donor relations / resource mobilization" to CV skills…
Add "Multilateral programme leadership" + "Donor relations / resource mobilization" to CV skills; lead with UN-system partnership experience.
Posting LegitimacyTier: High Confidence — genuine UNEP D-1, posted ~19 Aug 2026, closes 25 Aug 2026.
Tier: High Confidence — genuine UNEP D-1, posted ~19 Aug 2026, closes 25 Aug 2026. (An older 2024 posting of same title is closed; this is the 2026 repost.)
Risk SummaryRisk Likelihood Impact Mitigation -------------------------------------- D-1 seniority bar Mediu…
| Risk | Likelihood | Impact | Mitigation |
|---|---|---|---|
| D-1 seniority bar | Medium | Screen-out | Emphasise 15 yrs + fund leadership; target P-5 assessment |
| Environmental vs digital domain | Medium | Fit question | Frame as "development programme leadership" transferable skill |
| 5-day deadline | Certain | Rush | Act fast if pursuing |
Technical details · for developers
Machine Summary
report_number: 006
company: UNEP
role: Deputy Director, Programme (D-1)
date: 2026-08-21
score: 3.6
pdf_generated: false
legitimacy_tier: High Confidence
blocks:
match_cv: 3.6
north_star: 3.5
compensation: 4.0
cultural_signals: 3.5
red_flags: -0.4
global_score: 3.6
recommendation: "Consider if qualified — strong leadership/partnership fit; D-1 seniority + environmental domain are gaps"
work_authorization: "Nairobi-based; candidate authorized in Kenya"
archetype_match: "Regional Program Director, Digital Development Program Director, Grants & Partnerships Manager"
url: https://unjobs.org/vacancies/UNEP-Deputy-Director-Programme-Nairobi
closing_date: 2026-08-25
How career-ops scored this — and why it's for you
Every role is scored 1.0–5.0 across six dimensions. 4.0 is the apply / don't-apply line — below it, career-ops recommends against applying.
The six dimensions
- Match — how well your CV maps to the role's requirements
- North-star alignment — how far the role moves you toward your stated career goal
- Compensation — the offer vs market rates (says “insufficient data” when comp is missing — never invents numbers)
- Cultural signals — team, values and ways-of-working signals from the posting
- Red flags — ghost-job, scam or mismatch warnings
- Overall — the single judgment that rolls the above into the score
What each report block means
- APlain-English summary of the role
- BA table of how your CV matches each requirement, plus the gaps
- CStrategy — how to position yourself for this role
- DCompensation research, comparing the offer to market rates
- EPersonalization notes for your application
- FInterview prep — STAR stories tailored to this job
- GPosting legitimacy — a check that the listing is real, not a scam or ghost job