Hiring and Retaining Great Nonprofit Development Professionals

Hiring development professionals is one of the most strategic decisions a nonprofit leader can make. Development staff are not just responsible for “bringing in money” — they shape donor relationships, sustain mission funding, and often influence the very trajectory of the organization.

Turnover in fundraising roles can exceed 25% annually, costing nonprofits both dollars and momentum. Research from the Chronicle of Philanthropy reveals that the average tenure of a development director is just 18 months, indicating that many organizations are trapped in a cycle of rehiring and retraining rather than building a high-functioning, sustainable fundraising team.

Your development team is the engine that fuels your mission. Finding the right people to fill those roles is critical to the success and growth of your organization.

Eight Tips to Hire & Retain Great Development Professionals

1. Invest in the Right Mix of Talent on Your Development Team.

One of the biggest hiring mistakes in building an effective development team is creating job descriptions that combine multiple full-time roles into a single role. One person – not even a superstar – can effectively handle being a Major Gifts officer, event planner, grant writer, digital marketer, and data analyst — at least not sustainably.

A mid-sized arts nonprofit in Chicago reduced turnover by 40% after splitting its “Director of Development & Marketing” role into two positions, allowing one person to focus on donor cultivation and the other on communications and branding. Be realistic about what one person can achieve and invest in the right mix of talent.

2. Use Your Mission as Your Recruiting Magnet.

Development professionals are motivated by impact. A recent Gallup study found that purpose-driven employees are three times more likely to remain with their employer. The newest study by Career Blazers found that 80% of nonprofit respondents rated mission alignment as one of the most important factors when hiring.

What to Do:

• Tell your story boldly: Share data points (“We provided 10,000 meals last year”) and donor impact stories in your job postings.
• Show candidates their future: Include language like “This role will help expand our reach by funding three new community programs in 2025.”

For example, instead of writing a generic job post that says “Responsible for fundraising events,” write:

“You’ll lead our annual gala, which raises $250,000 to provide emergency housing for 300 families each winter.” This helps candidates see the difference they’ll make.

3. Offer Competitive, Transparent Compensation, and Move Fast.

Acknowledge the Reality: Fundraising Is Hard Work. Fundraising is not just about asking for money — it’s about:

• Building relationships over time: Often months or years of cultivating trust before a gift is made.
• Understanding donor motivations: Tailoring communications and opportunities to align with each donor’s passions.
• Managing complexity: Juggling events, campaigns, grants, data, and stewardship plans simultaneously.
• Bearing revenue pressure: Development staff know that the organization’s ability to pay staff and run programs depends on their results.

This is intellectually, emotionally, and sometimes physically demanding work, with high stakes. Paying competitively acknowledges this challenge and respects the profession.

Paying “what they’re worth” means paying the market rate, not just the minimum. Discover the current market rate with nonprofit compensation reports. Find median salaries for your region, budget size, and job title. Adjust for experience level (entry, mid, senior) and factor in organizational complexity (number of donors, size of portfolio, campaigns). If the median salary for a Development Director in your region is $85,000, offering $65,000 will make it challenging to attract experienced candidates — and even harder to retain them.

It may seem counterintuitive, but sharing salary ranges upfront can build trust. Candidates appreciate honesty and will self-select if the pay is truly not viable, saving time for both parties. Pay transparency also signals that your organization is ethical and mission-driven — values that matter to many development professionals.

Top candidates are often weighing multiple offers. A slow, bureaucratic hiring process can cost you the hire. These three tips can keep you from losing the candidate:

• Streamline interviews (don’t drag it out for weeks).
• Follow up promptly.
• Express excitement about them joining the team — let them feel wanted.

Attracting top nonprofit development professionals when you can’t always match the highest salary offer is a common challenge. The good news is that compensation is only part of the decision-making process for mission-driven professionals. If you strategically position your organization and create a compelling employee experience, you can often win exceptional talent even at a lower pay point.

4. Build a Culture That Supports Fundraising. 

Fundraising and fundraisers thrive when everyone in the organization views cultivating donations as part of the mission — not just the responsibility of the development team.

Three tips to advancing a culture that supports fundraisers:

Create a culture of philanthropy.

An authentic culture of philanthropy begins with the board and executive team. When leadership treats fundraising as central to the mission, it sends a powerful message. Raising funds is a team sport, and visible leadership participation — from donor meetings to campaign kickoffs — inspires confidence in donors and energizes staff. This visible commitment strengthens relationships and fuels the bottom line.

Don’t expect one person to save the day.

Even the most talented development professionals can burn out if they feel like they’re carrying the mission alone. Fundraising success requires collaboration across programs, finance, communications, HR, and even volunteers.

• Educate staff: Host quarterly “Fundraising 101” sessions, so every employee understands how donor support powers their work.
• Share impact stories: Encourage program staff to share client successes so fundraisers have compelling narratives to engage donors.
• Create cross-department goals: Have communications and development co-own storytelling campaigns, newsletters, or social media content. Collaboration beats silos every time.

Recognize and celebrate fundraising success.
Recognition is not just “nice to have” — it’s a proven engagement tool. Workhuman research indicates that frequent recognition results in five times lower turnover, fueling morale as well as retention. Share fundraising wins in newsletters, staff meetings, and board updates. Publicly thank development staff for behind-the-scenes work (not just the “big gift”). Celebrate milestones – first-time donors, fully funded campaigns, and increased retention rates. This reinforces that fundraising is essential to the organization’s mission and worth celebrating.

5. Provide the Right Tools and Resources.

A culture of support also means equipping fundraisers to succeed. Essential resources include:

• A modern CRM to track donors and measure ROI.
• A budget for donor stewardship activities (thank-you events, recognition gifts, newsletters).
• Access to program data, photos, and impact metrics.

When one environmental nonprofit upgraded from spreadsheets to a cloud-based CRM, the team reduced donor data errors by 60% and increased recurring gift renewals by 15% in the first year.

6. Set Realistic Goals and Expectations.

Nothing erodes morale faster than unattainable revenue targets. Base goals on data and trends – not just last year’s wish list plus 20%. Separate inspirational “stretch” goals from “minimum viable” goals for budgeting. Review goals at least quarterly to make adjustments as needed, especially during economic downturns, unexpected events, or unstable business environments. This helps staff focus on strategy and relationships rather than constantly managing crises.

7. Provide Growth and Professional Development.

Career growth is one of the strongest drivers of employee retention. According to LinkedIn’s 2024 Workplace Learning Report, employees who see a path for advancement are 20% more likely to stay. Consider a yearly professional development stipend, and budget for national and state association conferences.

One small nonprofit paired junior development staff with experienced board members for quarterly “mentoring lunches.” Staff reported higher job satisfaction and were more likely to stay past the two-year mark.

8. Listen Before They Leave: Stay Interviews.

Exit interviews are too late. Stay interviews — intentional conversations designed to learn what’s working — can help you identify problems before your top fundraiser leaves. 

Organizations that act on stay interview feedback see higher engagement and dramatically lower turnover — making them one of the most cost-effective retention tools you can implement.

Hiring and retaining development professionals is not just an HR task — it’s a leadership priority tied directly to mission success. When you invest in clear roles, competitive pay, supportive culture, and professional growth, you create an environment where development professionals thrive.

The payoff? Stronger donor relationships, steadier revenue, and less time spent rehiring. In a sector where resources are always limited, a stable and motivated development team might be the most powerful investment you can make.