We’ve been having a lot of conversations lately—with CEOs, board members, development directors, and HR leaders—and if there’s one thing we can say with confidence, it’s this: nonprofit hiring has changed.
It’s not just about finding someone who checks the boxes anymore. The organizations we partner with are telling us loud and clear: they need the rightpeople, and they need them to show up ready to lead, inspire, and make an impact.
Here’s what we’re hearing from nonprofits right now—and what you can take away from it.
1. “We can’t afford the wrong hire.”
There’s a growing sense of urgency. Nonprofit leaders are telling us they’ve been burned in the past—rushed searches, hires that looked great on paper but didn’t fit the culture, or worse, leaders who left after a year.
One Executive Director put it bluntly:
“We don’t just need a person in the seat—we need someone who can move the mission forward.”
And that’s the shift we’re seeing. Organizations are being more thoughtful, more strategic, and more willing to invest the time (and yes, sometimes the budget) to get it right. Because the cost of a wrong hire? It’s more than just dollars—it’s momentum, morale, and missed opportunities.
2. “The mission matters—but so does the culture.”
Working for a cause is still a powerful draw. But candidates are looking deeper than the mission statement on your website.
They want to know:
- How your team treats one another.
- Whether leadership supports work-life balance.
- What your organization is doing about equity and inclusion.
- If remote or flexible work is actually possible, not just “on paper.”
We’ve heard from several organizations lately who thought their mission alone would attract candidates. And while it certainly helps, it’s not enough anymore. Candidates are weighing your culture just as much as your cause—and they’re asking honest questions during interviews to find out if it’s the kind of place they’ll feel supported and respected.
3. “Fundraising roles are the toughest to fill.”
If we had a dollar for every nonprofit that said, “We really need a great development person,” we could probably fund a capital campaign ourselves.
Whether it’s a Major Gifts Officer, CDO, or Annual Fund Director, the development talent crunch is real. Why? Burnout is one reason, but it’s also about competition. These folks are in demand everywhere—universities, hospitals, even corporations looking to build out CSR teams.
To compete, nonprofits are:
- Offering hybrid or remote options
- Being transparent about goals and expectations
- Providing clear career paths
- Taking onboarding seriously
It’s not just about finding someone who knows how to fundraise. It’s about finding someone who sees a future with your organization—and helping them see why it’s worth committing to.
4. “Our board wants to be more involved—sometimes too involved.”
This one’s complicated. More boards are stepping into the hiring process, especially for executive roles. That can be a great thing when there’s alignment. But when the board and staff leadership aren’t on the same page, it can slow things down or create confusion about what the organization really needs.
We’ve worked with groups who nailed this—bringing the board in early, setting expectations, and collaborating with transparency. We’ve also seen the opposite, where board members swoop in mid-process with strong opinions and little context.
The key is clarity: who’s involved, what their role is, and how decisions will be made.
5. “We need to start succession planning—yesterday.”
If your Executive Director or Development VP left tomorrow, would your organization be ready?
Many nonprofits are facing leadership transitions, either due to retirement, burnout, or growth. And too many are scrambling when that moment arrives.
What we’re hearing is that more organizations are beginning to plan ahead—not just for the CEO, but across key roles. That means identifying internal talent, documenting key responsibilities, and building relationships with trusted search partners now, not later.
Succession planning doesn’t have to be complicated. It just has to be intentional.
6. “We care about DEI—but we’re still figuring it out.”
The commitment to diversity, equity, and inclusion is stronger than ever—but many nonprofits admit they’re still navigating how to turn that commitment into real hiring practices.
The organizations making progress are doing things like:
- Widening their candidate outreach beyond typical networks
- Removing unnecessary barriers in job descriptions
- Training their hiring committees on bias
- Ensuring interview panels are reflective of the community
It’s an ongoing journey—and one worth investing in.
7. “We’re taking more time, but we’re making better hires.”
This may be the biggest shift of all.
We’re seeing nonprofits slow down just enough to be more intentional. They’re rethinking roles before posting them. They’re investing in deeper candidate conversations. They’re asking themselves: What does success in this role actually look like in year one, year three, year five?
And it’s paying off.
Fewer mis-hires. Smoother transitions. More confident leadership teams.
Hiring doesn’t need to take forever—but it does need a strategy.
Final Thoughts
So, what are nonprofits telling us about hiring right now?
They’re telling us that talent is more important than ever. That culture matters just as much as credentials. That boards need clarity, candidates want purpose andflexibility, and leadership transitions are coming whether you’re ready or not.
And they’re telling us that when you hire the right person—not just the available one—you don’t just fill a seat. You unlock the next chapter of your mission.
At The Batten Group, we’re proud to partner with organizations that see hiring as a strategic investment. Because people don’t just power your mission—they arethe mission.
Need help with your next key hire?Let’s talk. Whether you’re preparing for a leadership change or building out your development team, we’re here to help you find the right fit.
About The Batten Group
The Batten Group’s commitment to finding mission-driven leaders is not just a recruitment strategy—it’s a dedication to the long-term success of nonprofit organizations and their missions. The true art of executive search lies in identifying authentic passion, aligning it with the right expertise, and matching it to the unique purpose of each organization. By doing so, The Batten Group helps nonprofits thrive and drive meaningful, lasting change.
In the nonprofit world, values-driven leadership isn’t a luxury—it’s essential. And The Batten Group is at the forefront of making that essential leadership a reality.
We are a premier national executive search and consultancy firm with more than 75 years of collective experience in nonprofit, philanthropy, and executive recruitment. We specialize in placing transformational leaders in nonprofit, healthcare, higher education, and mission-based organizations across the country.
As experts in recruiting and talent acquisition, our mission is to connect exceptional individuals with purpose-driven organizations—helping our partners achieve their boldest strategic goals.
We believe the most impactful teams are built by welcoming varied perspectives, lived experiences, and leadership styles. That belief is at the core of every search we conduct. By fostering environments where people feel seen, supported, and empowered, we help build stronger, more resilient leadership for the future.
We’d love to learn more about your organization’s goals and how we can support your search for the next transformational leader. Visit thebattengroup.com to learn more, or click here to explore our proven hiring methodology.
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