Regardless of scale of need, every organization will benefit from a thoughtful, inclusive consideration of the board’s collective leadership responsibility.
Interviews are an opportunity to confirm to the hiring committee that you will be an asset to their team. Learn how to prepare, showcase strengths, and avoid common mistakes.
While your résumé highlights your experience and qualifications—the “hard” skills that you possess—your cover letter offers the hiring manager insights into your passion and suitability for the organization’s mission.
CFOs and CDOs should recognize the different demands of their jobs and the likelihood that they will have different orientations and personalities, and to see these as complementary strengths rather than as a reason for conflict.
As a candidate, crafting a good resume makes it easier for a client to readily recognize your strengths and fit for a role. The following guidelines will help you create a strong resume that puts your skills and experience front and center.
The strongest candidates will not view an interview as a test but rather as the first step in establishing a relationship. According to dozens of development leaders who have hired hundreds of frontline fundraisers, the in-person interview is the most…
Four Key Takeaways from the DonorSearch Flash Class: “Gender Matters: A Practical Approach to Grow Women’s Philanthropy"
byKathleen Loehr shares insights with 150 DonorSearch class attendees about engaging women donors, including why research is not enough to enact results, where new behaviors in how we approach women supporters are needed, and how to get started.
There is no perfect professional pathway. You will make mistakes along the way. But these tips offer guidance for young professionals to smooth their path to creating a more satisfying professional career.
In your work as a fundraiser, you may use the term “donor life cycle.” This model charts the path of a donor through several sequential phases of engagement and giving to causes they care about: first gift, occasional gifts, consistent annual gifts, major or stretch gifts, leadership role and accompanying giving, and finally, a planned gift. But because of their personal life stages, women’s “donor life cycles” are often not as linear as the simple model would suggest.
Candidates over 50 years old are experiencing a headwind when trying to secure their next role in the nonprofit sector. There are too many incidents of strong candidates who bring a wealth of experience and the ability to raise the bar of performance but who do not get hired. Is it possible to improve the hiring odds for these qualified candidates? And does this fall to the hiring organization, or are older candidates actually doing the best job they can to be viewed in the most positive way possible? This Coach’s Corner offers insights from both perspectives – hiring manager and candidate – and 8 recommendations about how candidates can better position themselves to land their next position.