04 Jun Building a Fundraising Dream Team: Executive Search for Nonprofit Development Professionals

In a nonprofit, development encompasses a multifaceted approach to advancing an organization’s mission, impact, and sustainability, extending far beyond mere fundraising. Here at Scion Executive Search, we recognize the importance of a robust fundraising team in the success of any nonprofit organization. Development professionals are essential, driving the financial resources needed to move the mission forward.  

Building your fundraising dream team requires more than hiring experienced nonprofit fundraisers; it involves a strategic search process tailored to finding highly skilled professionals aligned with your organization’s values and objectives. This comprehensive guide outlines our expert approach to building an effective fundraising team through a strategic executive search process. 

Understanding the Role of Development Professionals 

Development professionals, often referred to as fundraising professionals, are crucial for generating the financial support that enables nonprofits to operate and expand. Their roles encompass grant writing, individual donor cultivation, managing major fundraising events, and securing corporate sponsorships. Key positions in a fundraising team include (but are not limited to): 

Chief Development Officer (CDO) 

The Chief Development Officer (CDO) is a senior executive responsible for the overall fundraising strategy and its execution on behalf of the organization. This includes overseeing all fundraising activities, from individual donations to major gifts to corporate sponsorships to grants. A key senior leader, the CDO develops and implements strategic plans to meet annual and long-term fundraising goals, manages the development team, and collaborates with executive and board-level leaders to align fundraising efforts with the organization’s mission and objectives. Additionally, the CDO cultivates and maintains relationships with key donors and stakeholders, ensuring a consistent and compelling message about the organization’s impact and needs. 

Major Gifts Officer 

The Major Gifts Officer focuses on securing large-scale donations from high-net-worth individuals, typically defined as gifts exceeding a significant monetary threshold (e.g., $10,000 or more). This role involves identifying potential major donors, developing personalized engagement strategies, and building long-term relationships to encourage substantial and repeated contributions. The Major Gifts Officer works closely with the CDO and other development staff to align major gift efforts with the overall fundraising strategy, ensuring these key donors are carefully stewarded through tailored communication, recognition, and engagement activities. 

Grants Manager 

The Grants Manager is responsible for identifying, applying for, and managing grants from foundations, government entities, and other funding sources. This role includes researching potential grant opportunities that align with the organization’s mission, writing and submitting compelling grant proposals, and ensuring compliance with all grant requirements and reporting obligations. The Grants Manager works collaboratively with program staff to gather the necessary information and data to support grant applications and reports, maintaining accurate records and relationships with grantmakers to secure ongoing funding. 

Annual Giving Coordinator 

The Annual Giving Coordinator manages campaigns aimed at securing smaller, recurring donations, often through annual appeals, membership programs, and other regularly paced fundraising efforts. This role involves developing and executing strategies to engage and retain donors who contribute annually, utilizing direct mail, email, social media, and other communication channels. The Annual Giving Coordinator analyzes donor data to segment and target specific audiences, ensuring personalized and effective appeals that maximize donor retention and lifetime value. 

Corporate Relations Manager 

The Corporate Relations Manager develops and manages business partnerships and sponsorships to support the organization’s financial and strategic goals. This role includes identifying potential corporate partners, crafting mutually beneficial proposals, and negotiating sponsorship agreements. The Corporate Relations Manager works to build and sustain long-term relationships with corporate donors, ensuring they are engaged and recognized for their support. This position also involves coordinating with other departments to align corporate partnerships with the organization’s events, programs, and initiatives. 

A Strategic Blueprint for Assembling an Elite Fundraising Team 

1. Conducting a Needs Assessment 

Before starting the executive search process, it is essential to understand your organization’s specific and unique needs. Conducting an honest, thoughtful, and thorough needs assessment can give you a clear picture of what your search needs are by addressing the following questions: 

• What are your fundraising goals? 

• What skills and experiences are needed to achieve these goals? 
• Where or what are the gaps within your development team or department? 
• How do your current fundraising strategies align with your organizational mission and values? 

This assessment helps define the roles that will be required and the qualifications necessary for each position. 

2. Developing a Clear Job Description 

After identifying the needed roles, the next step is to develop clear and comprehensive job descriptions. These should include: 

• Job Title and Summary: A brief overview of the role. 
• Responsibilities: A detailed list of duties and expectations. 
• Qualifications: Required education, experience, and skills. 
• Key Performance Indicators (KPIs): Metrics for measuring success in the role. 
• Organizational Culture and Values: Information about your nonprofit’s mission, culture, and values to attract candidates who are a good fit. 

3. Engaging A Search Firm 

• Engaging a search firm, such as Scion Executive Search, can significantly enhance your ability to find top-tier development leaders. With our extensive network of nonprofit professionals, we specialize in identifying and recruiting candidates looking to grow in a new role and those who are not actively seeking new opportunities but may be an ideal fit for your organization. Whether you work with us or another search firm, selecting a firm specializing in nonprofit executive search ensures alignment in both language and mission, facilitating a more effective recruitment process. 

4. Sourcing Candidates 

Leveraging multiple channels to source candidates is essential when trying to fill a role. There is no one proven process or job board that will ensure the right candidate’s resume will land in your inbox. Helpful avenues for sourcing a candidate are: 

• Professional Networks: Utilize your board members, existing staff, and industry contacts to identify potential candidates. Some of the best candidates come through word of mouth and familiar avenues.  
• Job Boards: Posting on nonprofit-specific job boards like Idealist, Nonprofit Jobs, and Chronicle of Philanthropy can help get your position in front of candidates who are already in the nonprofit sector. 
• Social Media: Use sites such as LinkedIn and other professional social media platforms to reach a broader audience and share your opening. Remember – there is no one “right” background for a nonprofit professional, and many begin in the corporate sector before transitioning over. Social media sites can help your team bridge this gap in the industry to find new potential candidates. 
• Industry Events: Attend conferences, workshops, and networking events to connect with potential candidates. These may be in-person or virtual, but no matter the platform, they have the potential to produce dividends for both this search and future needs. 

5. Conducting Interviews 

Interviewing candidates is a critical step in the executive search process. At Scion Executive Search, we ensure that interviews with your leadership and board members are structured to assess the candidates’ skills and experience and their alignment with your organization’s mission. Here are some tips for conducting effective interviews: 

• Behavioral Questions: Ask candidates to provide examples of past experiences and how they handled specific situations. 
• Scenario-Based Questions: Present hypothetical situations related to the role and ask candidates how they would approach them. 
• Organizational Fit: Discuss your organization’s values and ask candidates how they resonate with them. 
• Team Interaction: Involve key team members in the interview process to assess how well the candidate might integrate with the existing team. 

6. Checking References 

Thorough reference checks are crucial to verify the candidate’s past performance and professional conduct. Ask each reference about the candidate’s: 

• Work Ethic: Reliability, integrity, punctuality, and dedication. 
• Fundraising Success: Specific examples of fundraising achievements and strategies used. 
• Interpersonal Skills: Working with donors, team members, and stakeholders. 
• Leadership and Management: If applicable, the candidate’s experience managing teams and projects. 

7. Onboarding and Integration 

Once you’ve selected the right candidates, a comprehensive onboarding process will help them integrate smoothly into your organization. Effective onboarding should include:

• Orientation: Introduction to your organization’s mission, values, and culture. 
• Training: Training on your fundraising systems, processes, and tools. 
• Mentorship: Pairing new hires with experienced team members who can provide guidance and support. 
• Performance Goals: Setting clear performance goals and expectations from the outset. 

8. Retaining Top Talent 

Building a powerful development team doesn’t end with hiring; retaining top talent is equally important. Here are some strategies to keep your fundraising team motivated and engaged: 

• Competitive Compensation: Offer competitive salaries and benefits to attract and retain top talent. 
• Professional Development: Invest in continuous learning opportunities such as workshops, conferences, and courses. 
• Recognition and Rewards: Regularly acknowledge and reward outstanding performance and contributions. 
• Career Advancement: Provide clear pathways for career growth and advancement within your organization. 
• Supportive Work Environment: Foster a positive and inclusive workplace culture that supports work-life balance. 

At Scion Executive Search, we believe that building a fundraising dream team is a strategic process involving careful planning, thorough vetting, and ongoing support. By conducting a needs assessment, developing clear job descriptions, leveraging our executive search services, sourcing candidates from multiple channels, conducting effective interviews, and providing comprehensive onboarding and retention strategies, you can assemble a team of development professionals who will drive your nonprofit’s mission forward. Investing in the right people will pay dividends in your organization’s ability to secure the funds needed to make a meaningful impact in your community and beyond. 

If you’re ready to launch a search for your next development leader, contact Scion Executive Search today. Let us help you find the exceptional talent that will propel your mission to new heights. 

About the Author:

Marissa Klennert is a passionate marketer and serves as the Director of Marketing for Scion Staffing, Inc. Prior to her career in marketing she worked in the recruitment and staffing industry and this has uniquely shaped her understanding of the needs of this industry. With a value in brand development and storytelling, it is her mission to create an innovative and inspirational marketing space that authentically shares the powerful work of Scion, as she serves Scion partners, talent, and internal teams.