October 4, 2024

How to Stand Out as a Nonprofit Development Professional

Finding a new role in nonprofit development can be daunting. But it’s also an opportunity to grow your career, leverage your strengths, and scale your impact on the causes you care about. Whether you’re ready to move on from a current position or exploring what’s out there, these tips from nonprofit recruitment expert Dan Kuhar will help guide you in your job search. 

  1. Know Your Value: Fundraisers are in Demand

Nonprofit fundraisers are in high demand. As Dan Kuhar explains, “there is a finite number of great ones, and every nonprofit needs them.” Nonprofits rely heavily on their development professionals to drive their missions forward, so if you have a proven track record in fundraising, you’re already positioned as a valuable asset. 

But the key to standing out is not just recognizing the demand; it’s articulating your unique value. Are you a relationship builder, a team leader, someone who can secure significant gifts across multiple revenue streams, or all the above? Make sure you clearly convey these skills on your resume. 

  1. Highlight Career Stability

In nonprofit development, career health is crucial. According to Dan, “If you’re a development person who doesn’t move every two years, you’re highly sought after.” Staying at a job for at least three to five years not only demonstrates loyalty but also signals that you’re capable of building lasting relationships with donors. This is especially important since donor relationships take time to cultivate, and high turnover can disenfranchise them. “Some of them will lapse and never come back, some of them will lapse until they’re encouraged to come back, and some of them will keep giving because they just love the mission. But it’s a big problem if your forward-facing relationship carrier changes every two years because it means you are starting over, and this is a relationship business.” 

When reviewing your resume, potential employers will take note of your tenure at previous organizations. If you’ve moved on too quickly from jobs, it may raise concerns. However, staying in a toxic environment for too long isn’t advised either. Aim for a healthy balance—stay long enough to make an impact but know when it’s time to look for new opportunities. 

  1. Showcase Your Ability to Build

Organizations are often looking for “builders,” not just maintainers. Kuhar emphasizes, “We’re asked to find builders—someone who’s not just inheriting a portfolio but actively building relationships, portfolios, strategies, teams, systems, processes, efficiencies, etc.” 

To differentiate yourself, highlight accomplishments that showcase your ability to build something new—whether that’s a donor portfolio, a development strategy, a system, procedures, or a team. Showing that you have the vision and skills to grow and innovate will make you an attractive candidate for many nonprofit roles. 

  1. Demonstrate Your Experience Across Revenue Streams

Nonprofits are diverse in their funding sources, so fundraisers need to be skilled in securing funding from a variety of revenue streams. Kuhar advises professionals to be upfront about their experience: “How many years have you done it? What revenue streams are you proficient in? What gift and goal magnitude(s) have you played in?” 

By explicitly stating your experience in areas such as major gifts, individual gifts, planned gifts, corporate sponsorship, foundations, annual giving, events, etc., you are providing clarity and helping your potential employer envision how you can best serve their organization. Dan says, “it’s important because you don’t want to get a seat at the table where they want you to have closed seven and eight figure gifts when your experience level is five and six figure gifts, so it’s a differentiator and a time saver.” Be sure to include tangible results to further strengthen your resume. 

  1. Leadership and Mentorship Matter

As you progress in your career, showcasing leadership skills becomes increasingly important. Kuhar notes that many organizations expect senior-level candidates to have managed teams, even if only a small one. “They want to know that you’ve managed at least a small team,” he says. 

If you’ve led teams, include this on your resume, and provide a snapshot of your leadership style. Sharing your philosophy and approach helps hiring managers understand how you work with others and grow talent within an organization. 

  1. Differentiate Yourself as a Relationship Builder

One of the most valuable traits for a nonprofit development professional is being an authentic relationship builder. But it’s not enough to simply state that you’re good at relationships. Kuhar suggests providing concrete examples of how you build trust with donors: “Focus on listening to the donor and ensuring that philanthropic goals align with your mission’s goals.”  

Donors don’t want to feel like they’re being pushed into a transaction. Show that you prioritize long-term relationships by focusing on mutual benefit, which can ultimately lead to more significant gifts and lasting partnerships. 

  1. Be Passionate About the Mission

Nonprofit fundraisers who are passionate about the mission are more successful at their jobs. “Differentiate yourself sharing your mission-driven passions and take it further by explaining why,” Kuhar advises. Share stories about why the mission resonates with you and how that passion drives your success. 

Being able to articulate your authentic connection to the cause will both make you more compelling to donors and help you stand out to employers. 

  1. When It’s Time to Move On, Do It Thoughtfully

It’s important to know when it’s time to look for a new job. As Kuhar explains, “Three years plus is nice, but if it’s so toxic that you can’t take it, it’s best to look for a job while you still have one.” 

When interviewing for new opportunities, make sure to ask the right questions to vet the organization. Kuhar recommends asking three key questions: 

  • How will success be measured for this position? When you ask, listen for the interviewer to answer authentically and transparently. Evaluate if this is something that they have thought through and if their expectations for the role are realistic.
  • What challenges will this role face? Be sure to have the perspective and answers of multiple stakeholders on this question. Listen for continuity across multiple answers to ensure the organization has a clear idea of their own barriers.
  • What resources are in place to set the new hire up for success? The interviewers should be able to articulate their resources, their plans for supporting your role, and their expectations going forward. There needs to be a congruence between the expectations and resources in place. 

By asking these questions, you will better understand the organization’s expectations and whether it’s a place where you can thrive long-term. As Dan warns, “no place is perfect, but you want to know the brand of imperfect you are choosing.” 

  1. Frame Your Departure Positively

If you’ve moved on from previous roles, be prepared to explain why. Kuhar advises a “less is more” approach, focusing on the positives: “They don’t care about the dirty laundry. Be positive, even if it’s been a difficult situation.” Candidates who speak disparagingly about previous organizations don’t advance in interview processes. 

Frame your departure in a way that highlights your accomplishments, what you are proud of, and what you built at your previous organization. Then, share why you’re excited about the new opportunity. If a leadership change or organizational shift prompted your move, it’s fine to mention that, but maintain a positive tone, allowing the interviewer to read between the lines.  

 

For nonprofit development professionals, finding the right job is about more than just landing any role. It’s about finding a place where you can make a lasting impact on the causes you care about.

Jessie Miller

Jessie Miller

Jessie Miller is the Marketing & Media Specialist at ThinkingAhead. She supports the recruiting team in a variety of ways including managing social media, generating...

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