Run for Something

We started in 2017 to recruit and support young people under 40 years old to run for state and local offices, including state legislatures, mayorships, and city council seats. Our goal is to build long-term progressive power by encouraging young individuals to enter politics.

Since then, we have recruited over 140,000 potential candidates and endorsed more than 3,000. We’ve helped candidates win over 1,000 elections, electing more than 1,600 young progressives. Over half of our endorsed candidates are women, more than half are BIPOC, and over a quarter are LGBTQIA+ community members.

In the 2025 election cycle, 65% of our over 300 endorsed candidates won their races, with 43 flipping seats. We keep a database of nearly 250,000 potential candidates and recently endorsed 56 new candidates across 19 states for the 2026 election cycle.

Our mission is to recruit and support young, diverse progressives for local office in the United States. We aim to change the face of American politics.

Our core values are:

• Bold & Fearless We pursue ambitious goals, embrace risk, and challenge existing systems, including engaging in primaries. We accept failure as part of the process.
• Open & Honest We practice radical openness and transparency, engaging in difficult dialogues and sharing truths directly.
• Supportive & Respectful We prioritize candidate needs, meet people with warmth and without judgment, and respect our employees’ work-life balance.
• Long-Term & Strategic We commit to long-term objectives, make necessary short-term sacrifices, take principled stands, and invest in talent and infrastructure for lasting impact.
• Progressive & Diverse We support Democrats aligned with our values, emphasize cultural competency, and build a team that reflects diversity across race, class, gender/gender identity, sexual orientation, disability, geography, and professional background. We are committed to an inclusive, equitable, and anti-racist culture. We center underrepresented voices and continuously improve our DEI practices through staff-led councils and employee resource groups.

We are a national organization with a permanently remote office, and our team members are distributed across the United States in multiple time zones. We have 51-200 employees.

Our work environment emphasizes work-life balance, with a four-day work week where employees work approximately 8-hour days from Monday through Thursday, taking Fridays off. Core business hours are observed in local time zones.

We consider our staff our most valuable asset and strive to create an inclusive, equitable, and actively anti-racist environment. Team members are encouraged to learn about diversity, equity, and inclusion (DEI), contribute to an inclusive culture, and apply DEI principles to their work. A staff-led DEI Council meets monthly, and employee resource groups (ERGs) like those for employees of color, caregivers, Black employees, and white employees focused on allyship, help connect and support staff. We actively build a staff that is diverse across race, gender and sexual identity, age, immigration experience, disability status, and professional and educational backgrounds.

We offer a Compensation and Benefits program that supports a respectful and sustainable work environment. This includes a four-day work week (Monday-Thursday) and unlimited paid time off.

We provide platinum medical insurance, covering 100% of the premium for employees and 50% for dependents. Dental and vision insurance are also covered at 99.9% for both employees and dependents. Employees get 12 weeks of paid family leave and a paid sabbatical after three years.

Our flexible, permanently remote work environment also comes with a 401k plan, professional development stipend, equipment stipend, work from home stipend, cell phone/internet stipend, and a $500 annual “Treat Yourself” stipend. We observe over four weeks of holiday closures, including a two-week winter break, and provide an Employee Assistance Program.

Salaries are non-negotiable and clearly listed in job descriptions. They are benchmarked to the 75th percentile for our sector, with new employees starting at the entry point of salary bands. Employees move through salary bands with annual cost of living increases and performance-based raises, and into new bands through promotions.