“We Need a Fundraiser.” Now What? How to Find the Right Person for Your Nonprofit

At some point, it happens.

Your development director resigns — or you realize you’ve never had one.
Your executive director is carrying the fundraising load.
Your revenue goals are growing, but your capacity isn’t.

And someone says it: “We need a fundraiser.”

But before you post the job, pause.

The right hire should begin with clear planning — not urgency.

Step 1: What Problem Are You Actually Trying to Solve?

As your organization is considering hiring, take time to think through some key questions. 

Are you:

• Trying to stabilize annual giving?

• Launching major gifts for the first time?

• Growing event revenue?

• Rebuilding donor trust after turnover?

“Fundraiser” is not one job. It’s many different skill sets.

You also want to be sure that this hire aligns with your nonprofit’s strategic plan and budget, especially around team capacity and realistic revenue generation. 

Clarity here determines whether you need:

• A coordinator of tasks

• A relationship-builder

• A strategist

• Or a systems-focused professional

Hiring without this clarity often leads to frustration on both sides.

Step 2: What Support Exists Internally?

Even the strongest fundraiser can’t succeed alone.

They need:

• Board engagement

• Leadership buy-in

• A functioning nonprofit CRM 

• Reliable gift processing systems 

• Clear organizational messaging

If these pieces are still developing, that’s okay — but be honest about it.

Many talented professionals are willing to build. They simply want to understand the environment they’re stepping into.

Step 3: What Does Success Look Like in Year One?

Transparency matters — not just with donors and board members, but with your future hire.

Is this a:

• Stabilization year?

• Growth year?

• Infrastructure-building year?

Fundraising is relational and strategic. Revenue does not triple overnight simply because you hire someone talented.

Setting realistic expectations protects your organization and protects the professional you’re bringing on board.

Step 4: Write a Job Post That Reflects Who You Are

A thoughtful job posting communicates:

• Your mission clearly

• Your values honestly

• Your culture realistically

• Your expectations and required skills

• Your salary transparently

Strong candidates evaluate organizations just as carefully as organizations evaluate them.

The clearer your posting, the more aligned your applicants will be.

Taking the time to define the role well increases your chances of long-term stability. Rushed hiring decisions can put you back in this same position sooner than you’d like.

If you’re ready to share your opportunity, the NPO Lifeline Job Bank connects nonprofit organizations with mission-driven professionals who understand the realities of fundraising work.

As you grow your team and strengthen your mission, you don’t have to navigate it alone.