We recognize that time is the most valuable resource for nonprofit leaders, that's why we created Hiring Partnerships. It's our way of saying, "Let us handle the heavy lifting so you can focus on what matters most – your mission."

Nonprofit organizations are understaffed and many organizations are not able to find and hire the people they need to fulfill their mission. The nonprofit workforce issues are not just a statistical revelation; they are a pressing challenge that impacts your ability to fulfill your mission and serve those in need.

What’s the secret? I’d love to tell you that we have a magic hat where - instead of pulling a rabbit out of it - we pull out your ideal nonprofit team member. But, that’s not the case. From our experience helping nonprofits attract, grow, and keep great people, we have learned a few tricks that help us to best help nonprofits! And, I’m excited to share a few of these tips that helped us fill that role on the philanthropy team - and will hopefully help you!

When nonprofits develop a strategy for filling leadership roles, they often focus too much on finding active candidates. In this blog post, we’ll explore why passive candidates are so important to focus on during a leadership transition and why your organization should focus on recruiting them.

Recruiters can provide tons of value to nonprofits during a CEO search, from helping to determine the ideal candidate profile to managing the entire search process. In addition, recruiters are expert salespeople who can sell your organization to top candidates.

For better or worse, one thing is for certain - your nonprofit's leader will not be there forever. And, at your organization, it looks like now is the time when you need to start doing the deep work to make sure you have a smooth executive transition.

We see so many nonprofit organizations that, even when they aren’t copying and pasting the job description, they are still filling their job posting with overly technical language that doesn’t really communicate anything.

As a talent acquisition professional with 20+ years of experience, I hear about employers like ABC Recovery all the time. In my work as the Vice President of Talent Acquisition at Talbott Talent, I have to admit that this lack of attention to candidate experience is especially present with nonprofits.

Getting that offer letter after a long interview process can stir up many emotions—excitement, relief, gratitude. What comes first—the negotiation—probably less so.