The Fundraising Talent Crisis: Why Nonprofits Must Evolve to Compete

Author: Whitney Munro

LinkedIn recently shared the 25 fastest-growing jobs in the United States. Below is the second of a three-part series on what the report tells us, and why employers can’t afford to ignore it.

When LinkedIn recently unveiled a list of the 25 fastest-growing jobs in the U.S., a striking trend emerged – nearly a fifth of those roles centered around development and revenue. Two of them were for fundraising in particular. For those working in the trenches of the non-profit sector, this isn’t exactly news. A shortage of fundraising talent has plagued the sector since the pandemic.

But LinkedIn’s data confirms what many have feared – this gap will only widen in 2025. It’s time to rethink how we attract and retain the talent necessary to fuel mission-driven success.

Here is the paradox that non-profits are facing: the demand for fundraisers is soaring, and the salaries are more than competitive (six-figure paychecks are hardly a rarity in this space), still, the desks sit empty. Why is it so difficult to keep fundraisers on the payroll? Below are the top grievances that I hear from fundraisers who are seriously considering a career switch.

Not Enough Flexibility

Remote work is not just a perk anymore – it’s an expectation. A full 70% of fundraisers in a 2023 survey said that flexible work was among the top three factors influencing their decision to stay in a role. It makes sense, given that fundraisers are often expected to travel and work evenings and weekends as needed to cultivate donor relationships. If you are still trying to fill these roles without offering flexibility, you are putting yourself at a major recruiting disadvantage.

Not Feeling Properly Equipped to Succeed

Fundraisers need to be equipped with the tools and collateral that will help them stay ahead of donor expectations, which are higher than ever. Donors today expect personalized, data-driven experiences that speak directly to their values and motivations. Has your team been requesting upgrades to your in-house technology and data management systems? Have you been listening to them and taking them seriously? Are the proper priorities and vision being communicated to development to share with donors?

Without the proper infrastructure and information, fundraisers can’t succeed – and they know it. Don’t be surprised if they eventually stop asking for better tools, and simply leave for greener pastures that appreciate the complexities of modern philanthropy.

Not Seeing a Pathway for Growth

According to a 2023 survey, nearly a quarter of fundraisers and other development professionals say there’s no opportunity for advancement in their current positions. And when high performers don't see a clear path for growth, they’re more likely to seek jobs elsewhere, no matter how competitive your salaries might be, or how much they care about your mission.

Organizations can create pathways for long-term retention by investing in mentorship and career development programs for new and mid-level fundraisers. Keep in mind that fundraising doesn’t have the same college-to-career pipeline that many other fields do, so it’s on employers to guide new talent, show them the possibilities, and help them build the skills needed to thrive.

Feeling Overworked and Underappreciated

Let’s be real – even with fully staffed teams, fundraising departments have historically suffered from unrealistic expectations. Development professionals are too often expected to do the work of four people, as most leaders don't understand the ins and outs of a fundraising operation. Have you been expecting a single person to be the researcher, prospector, cultivator, and closer for your organization’s expected bottom line results? If so, it may be time to level-set your expectations.

The need to level-set rings especially true for teams that are understaffed. Having open roles in the Development department means that inevitably, donor updates slow down and opportunities to meet new prospects are missed. After all, there’s only so many people one human being can call or email in a day.

When this happens, management and the board of directors often begin to panic. And in these moments, one of the most common mistakes I see is watching leadership dig their heels in on the goals that were set back when the fundraising roster was full.

Instead, acknowledge the dramatic increases in workload they’re experiencing. Ask, “What are realistic goals for this year, given our current bandwidth? And how can we help you succeed?” Taking an empathetic and team-oriented approach will build long-term trust and retention.

Still Struggling to Fill Roles? Get Creative with Sourcing

If you’re still struggling to fill these critical positions, consider looking beyond the traditional development candidate pool. There’s value in hiring from other sectors, such as hospitality, event planning, or sales. With the right training and support, professionals from these fields often transition seamlessly into fundraising roles.

Development is about relationship-building – a candidate’s ability to connect with people on a human level is what matters most. The rest can be taught.

The fundraising talent gap is widening in 2025, but it doesn’t have to be. By addressing these grievances, non-profits can ensure that they have the talent and bandwidth needed to – quite literally – keep the lights on.