Our firm approaches each search with a consistent goal of creating the best possible match between a leading institution and talented candidates. We can do this effectively because we operate from a talent identification perspective – one that assumes talent, even more than experience, is the driver of increased capacity in an organization.
We seek talent wherever it resides, both among experienced fundraisers and those who have made their mark in other fields that draw on the same core competencies. We have developed a proprietary assessment methodology that mitigates the risk of importing talent from other professions into development as well as screening traditional candidates to avoid the repeated hiring of ineffective fundraisers.A fresh source of talent
We have pioneered searches to identify, attract, and recruit fresh talent from other fields – without the risk. We carefully analyze the positions we seek to fill, developing detailed profiles of the core competencies required to excel at such functions as major gift fundraising, annual fund management, and corporate and foundation relations. Then we conduct systematic assessments, focused on behaviors rather than job titles. This effort yields candidates with passion and relevant subject matter expertise in addition to the appropriate competencies.
With risk removed from the equation, the advantages are startlingly clear:
- Sheer talent. By identifying highly successful people who are “stars” in other fields, we provide organizations with more talent from which to choose.
- Proximity. We recruit candidates who live in or actively plan to move to a client’s geographical area – avoiding many of the costs of recruiting and relocating a development professional from another part of the country.
- Budget. Because less traditional candidates are intent on working for mission-driven organizations, they find entry-level development salaries attractive.
- Time. For all of these reasons, we can often fill positions more quickly than in a conventional search.
- Stress reduction. Quicker searches lessen the stress that open positions place on hardworking development professionals – leading to dissatisfaction, turnover, and more open positions.
- Fairness. These searches help maintain internal parity in compensation, often difficult to do when shortages drive up salaries for experienced development people.
