At Positively Partners, our evidence-based approaches to hiring ensure rigorous and values-aligned processes for both hiring managers and candidates.
To sharpen our process and stay grounded in the realities of today’s fundraising landscape, we recently hosted a Development Hiring Roundtable with three incredible nonprofit leaders from our client organizations: Kimberly Dawson Ohiomoba, Chief Development Officer at East Boston Social Centers; Carole Allen-Scannell, Director of Development at GLAD Law; and Cedric Forbes, Associate Director of Development at Reach Out and Read Georgia. Their insights on current hiring trends and reflections on building resilient development teams in today’s climate are helping to shape how we — and hopefully the sector at large — approach hiring with intentionality and impact.
Why This Matters
Fundraising leaders are navigating uncharted waters. With changes to federal funding streams and overall economic uncertainty, development professionals are not just raising money—they’re reimagining strategy, storytelling, and stewardship in real time.
To lead effectively in today’s climate, nonprofit hiring leaders must learn to navigate complexity with clarity — now more than ever. At Positively Partners, we are committed to learning alongside our clients and ensuring our processes are evidence-based and meet the moment.
What Sets Our Hiring Process Apart
Our team’s experience working in nonprofits means we deeply understand our clients’ day-to-day and strategic needs. As recruiters, we take a human-centered approach to getting to know candidates’ strengths and motivations through a careful review of lived and professional experiences. That includes taking the time to review application materials — especially cover letters — which our panel agreed are a vital window into how an applicant connects with an organization’s mission. To paraphrase Carole, candidates who can articulate a genuine connection to an organization’s mission truly stand out — “if they ‘get us’ in their cover letter, we know they’ll be able to do the same” when fundraising.
One of the tools that makes our recruitment process unique is the use of a job simulation activity. In today’s hiring landscape, job simulation activities cut through the noise. They give candidates a chance to show, not just tell.
During our simulation, we aim to strike a balance between substance and equity. We’re intentional about keeping simulations meaningful but manageable—requesting no more than two to three hours from candidates to prepare their materials.
“This was extremely thorough and easy to understand,” Cedric shared about his own experience with the simulation. “Some simulations are time-consuming and off-putting. But this one was fast, relevant, and really representative of the work.”
The simulation is not only an assessment tool – it’s also a two-way opportunity. Candidates get a deeper sense of the organization’s mission and communications style, while hiring managers get a window into a candidate’s strategic thinking and storytelling skills.
As Kim noted, “if a candidate is able to tell their own story really well, that indicates to me that they’d be able to tell the story of the organization well and use those skills when cultivating relationships with donors.”
Looking Ahead: Equity, Adaptability, and Impact
As we continue to lead searches and advise on hiring strategy, we remain committed to staying rooted in the experiences of those “on the ground” — the people raising awareness and funds every day to power essential work.
We’re also looking ahead to how recruitment will evolve in the face of federal funding, legal, economic, and structural shifts.
Let’s Keep the Conversation Going
We are committed to helping mission-driven organizations build strong, effective teams. If you’re looking to enhance your nonprofit hiring strategies or find top fundraising talent, reach out to us — we’re here to help!
