Directors of development are in high demand right now. You may recall that in January of this year, the article "LinkedIn Jobs on the Rise 2025: The 25 fastest-growing jobs in the U.S." listed directors of development at number 7. You may have also seen the widely shared statistic that the average tenure for a director of development, or senior development roles in general, is 18 months. This high turnover results in nonprofits frequently posting job descriptions and hoping for a pool of top-notch applicants.
As anyone who has interviewed for a job knows, candidates need to market themselves to the nonprofit and hiring manager effectively. However, in a competitive job market, to get a qualified pool of applicants, organizations also need to market themselves to job seekers.
Job descriptions are often the first interaction that a job seeker has with your nonprofit. For the most part, they are dry and uninspiring – a brief introductory paragraph followed by lengthy bulleted lists of responsibilities and qualifications. If a job seeker is unfamiliar with the organization, job descriptions tend to blur together.
Consider thinking about the job description as part of your marketing toolkit. By standing out from the others, it can inspire applicants and lead to a larger pool of engaged candidates.
Great nonprofit leaders and fundraisers approach their work with passion. In addition to key leadership qualities like strategic thinking and collaboration, they are deeply connected to their organization’s purpose.
To inspire passionate applicants and build a strong pool of candidates, start with a brief yet engaging summary of your organization, sharing your mission and vision while telling the story of your impact. Use testimonials or key data points to bring your organization to life, just as you do for donors.
The position overview explains how the role fits within your nonprofit. Take it a step further and explain how it’s critical to fulfilling your mission, as well as the opportunities it enables.
Together, the organization summary and position overview should communicate a clear purpose and generate genuine excitement.
How often have you created or read a job description with pages of bullet points outlining responsibilities and qualifications? Unrealistic and overly long lists can be discouraging and may cause job seekers to opt out.
Undoubtedly, it’s essential to ensure your organization and applicants are aligned regarding expectations for the role. However, you can define the core duties of the position in a digestible way, breaking long lists into groupings with headers related to percentages of time or areas of focus.
Within qualifications, identify the essential skills and background most necessary for success in the role. Consider listing “need-to-haves” as well as “nice-to-haves.” Remember, there are great job seekers out there who can develop skills and increase their qualifications with mentorship and professional development.
Through the interviewing process, it’s essential to arrive at a pool of candidates who are a good cultural fit. Shared values are key to team cohesion and mission success and can decrease turnover. Use the job description as an opportunity to bring the culture and values of your nonprofit to life.
Avoiding buzzwords and jargon, define your core values and describe your nonprofit’s culture and work environment. Include a testimonial or two from leadership and team members about what connects them to the organization’s mission and what they enjoy about the workplace culture.
In today’s market, candidates prioritize work-life balance and quality of life. Be sure to include whether you offer flexible schedules or work in a hybrid or remote environment.
If the position is on-site or hybrid, your nonprofit’s location can significantly attract top candidates. Highlight lifestyle perks that include access to parks, arts, culture, recreational activities, top-rated schools, and universities.
A well-designed job description can increase applicant engagement. Design choices can also make a job description easier to read and visually communicate your nonprofit’s story.
Consider using clear headings and bullet points for easy readability, an appealing layout with your nonprofit branding elements, and photos of your team in action, at events, or showcasing community impact.
Most large job boards, such as LinkedIn, have limited flexibility when it comes to design. You can link the job posting to a designed PDF or company webpage to allow for consistent brand formatting and the inclusion of images.
Don't make compensation a mystery. Transparency in salary and benefits attracts serious applicants and builds trust with your nonprofit.
Provide a salary range and outline key benefits, including health insurance, professional development opportunities, and flexible work arrangements.
End your job description with clear instructions on how to apply, including a deadline for applications, required documents (resume, cover letter, and references), and a link to an application portal. You may want to use an applicant tracking system or a database platform like Airtable, which offers a short-term subscription, to aggregate applications.
Even a strong closing statement encourages applications. For example, "Join us in making a difference. Apply today by uploading your resume and cover letter at….”
If you are looking to hire your next executive director or senior development officer, we hope this advice helps you kick off your search process with a compelling job description. One that markets your organization and differentiates it from others. Using the tips outlined in this article will set the stage for attracting qualified applicants and securing a larger pool of top-notch candidates.
Need more help, or interested in learning more about TWB’s executive recruitment services? We offer full and lite search options and have consultants who can provide customized fundraising support on a contract basis.