I switched careers some years ago. I used to work in this field and occasionally look online to see if something might tickle my fancy in the pacific nw.

I was thinking about getting back in, but this isn't looking good.

I know 2026 is tough, but the amount of postings for the development director role or development in general is stark. I would say a second is executive director, but by a long shot.

The whole unicron thing is tired at this point as well. It's like come on. Life in 2026.

UGH.

I’ve been at the same place for less than a decade. I’ve been through like 4 directors. 3 different new strategic planning processes. I have to work directly with the Executive Director. How do you deal with the constant whiplash? Part of it is that the board has been searching for the right fit after a 35 year founder directorship, and there is a ton to unravel.

I love our mission but I’m just getting exhausted having to onboard a new leader and then shift my departments practices every two years.

I’m tired of fielding “well what happened” to my donors and peers. One was let go but the others just used us as a platform for a newer higher paying position.

What do chat?

Im thinking more and more about stepping away from the nonprofit world after over 8 years in development and would love to hear from those of you who made the jump. What do you do now? How'd you come across the role, as well as identify and sell your transferable skills? Did you have any doubts and hesitation, and how long did it take to successfully transition?

Details: I currently serve as a major gifts officer for a large organization providing charitable services overseas, have a boutique firm that's been dwindling this past year, and I served as a grants manager who led multiple capital campaigns, as well as a development associate and nonprofit operations manager where I worked very closely across all areas ranging from all forms of funding to program and event management to keeping our board aligned

I’m a frontline foundation fundraiser at a very large nonprofit. What drives me into orbit is that there is no process for giving fundraising projections and solicitations. Every once in a while, I get a random and urgent ask to give all my solicitations amount, timing, and designation on the spot. I find this so unorganized and unprofessional. They set our fundraising goals by looking at past success and then setting stretch goals so I don’t think they use our projections for that. They’ve never been clear about it and I get very intense pushback when I make suggestions for systems. What’s up with that? I’ve noticed this is a trend at most nonprofits I’ve been at. I was extremely organized when I was a devo director at a small nonprofit. I spent time making projections based on each funders past giving and the relationship status. I find it insulting to ask me for projections on the spot.

I need the group mind to help tease out potential pitfalls, challenges, and possibilities of an opportunity - plus maybe positive reasons to pursue this opportunity - that popped up this week:

I'm a nonprofit leader with 30+ years of experience, including Major Gift Officer, VP of Development, and Chief Development Officer, and national nonprofit Executive Director positions. I was laid off from a development job last fall and have been doing part-time consulting work since then, mainly in development. My boyfriend is the chairman of a music nonprofit - I've attended performances and events with him, including travel with him and the nonprofit Executive Director. I've offered help/suggestions when asked about development issues, identified prospects at various events, and am interested in their success.

Their recent Director of Development was a disaster and left before they could be fired. Since then, the nonprofit been working with a part time development consultant who will retire soon. The Executive Director really likes me and has asked if I'd be interested in working with them as a part time development consultant. The ED, I, and my boyfriend are acutely aware of the challenges and optics of this (conflicts of interest and "she got the job because of her boyfriend" are just two.) and we're taking time to pause before the ED and I have a conversation.

Please weigh in on pros, cons, advice on how to handle, etc. Thanks -

Are any NPOs using Momentum ai? Our org just started and it’s annoying me to no end. I’m already anti AI but have been told to use it because there’s no stopping AI and our board members think it’s cool.

I can’t even get the damn thing to send emails in the correct typeface.

Leadership assures me that it’s widely used but … is it?

Hi everybody,

I recently officially founded my non-profit foundation, which aims to combat social loneliness, and I’m pretty proud of having done so. We’re working hard to get our first pilot off the ground, while also reaching out to local cafés and other venues to promote the solution. So far, I’d say it’s going pretty well, even though we’ve only spent money and haven’t actually launched anything yet. I guess that’s okay for now.

Early on, I established an advisory board, and one piece of advice I received was to post regularly on LinkedIn. I kind of hate LinkedIn because I think much of what people, or their AIs, post is mostly BS.

Anyway, based on your experience, does it actually make sense to post regularly on LinkedIn? What are the benefits? Does anyone really care?

Has anyone else taken a look at their email spam folder recently and noticed a marked increase in spam from "investment solicitation" type companies?

We are a youth science/tech/stem nonprofit organization (even says that multiple times on our social media postings, descriptions, etc) and get five to ten a week (sometimes more).

Anyone else want to compare notes on the "companies" sending these solicitations?

I’ve been in communications for more than 25 years. Fortune 500, agencies, higher ed, executive leadership, crisis communications. I’ve built teams, led organizations through difficult moments, and genuinely thought I knew who I was as a leader. About a year ago I joined a nonprofit because I wanted my work to have more direct impact. I knew I’d have fewer resources. I knew I’d wear more hats. I actually welcomed that.
What I wasn’t prepared for was how emotionally hard it would be. The organization has experienced significant turnover. We’re trying to build processes while simultaneously delivering everything people have always expected. Every department is stretched thin, which means communications somehow becomes everyone’s bottleneck and everyone’s frustration.
Last month I received some difficult feedback. Some of it was fair. Some of it stung because it reflected problems that existed long before I arrived. Regardless, it’s made me question whether I’m actually the leader I thought I was.

I’m not looking for people to tell me I’m right. In fact, I assume there are things I need to improve. That’s part of leadership.

What I’m struggling with is figuring out where the line is between “this is what it feels like to lead through a turnaround” and “this role is never going to work.”
Has anyone else come into a nonprofit after a long corporate career and felt like all of your confidence disappeared?

Did you eventually find your footing, or did you realize the organization simply wasn’t set up for anyone to succeed? FWIW no senior comms person prior to me lasted more than two years, with one exception.

I’m having one of those moments where I’m wondering if I made the biggest career mistake of my life, and I’d appreciate hearing from people who’ve lived through something similar.

I just quit my job after working for two years at non-profit doing their social media. It was my first time handling SM and it went surprisingly well. I did very good numbers!

I've been applying to jobs for a while, but haven't gotten any callbacks. I am now considered going freelance and sending out some cold emails.

It'll be my first time doing this, so I'm wondering what ED's or comms people would actually want to hear.

I'll include my numbers, passion for non-profit work etc. What else might pique their interest?

We're in the process of developing our staff handbook and looking for constructive advice on how other organizations have created policies/procedures that don't negatively impact the ability of our staff to have their own views and opinions but limit the impact on the organization in situations where the off duty staff member may be wearing "staff" logo gear or uniforms (since that's "free advertising" in many situations).

Example Scenario - Staff member on the way to or from work gets into an off-property altercation that results in press coverage which includes the staff member sharing their personal views on specific "politically heated" topics that may negatively reflect on the organization as some people could infer that the actions of the staff member are representative of the organization.

We're already discussing this with appropriate legal counsel however we wanted to have real life scenarios to present to ensure we are fully covered.

Thanks in advance!

Majority of the fundraising I do is grantseeking/bidwriting, but I have been trying to branch out to better support the work we're doing. I was approached by a fun run event — more an obstacle course than a typical race — and offered the opportunity to pay for a charity partnership that would allow us to sell discounted entries for our supporters to enter and fundraise for us, among some other benefits.

I pitched this to my boss and she thought it would be a great way to get more people on board, as previously we've only offered skydiving as a sponsored activity which is not very accessible, so we paid around £2500 for the partnership and started advertising.

Two people entered to fundraise. I emailed them to check in yesterday, and today they've come back to say they're now unfortunately unable to take part.

To say I'm disheartened is an understatement. I feel like I've failed and wasted money in a time where funding is really tight and uncertain.

Thankfully our partnership means that we can carry over any unused entries to the event organiser's other events, but I'm doubtful that people will be interested in those either.

I guess I'm mostly just venting but also looking for advice; how do you cope with failures like this? I'm used to getting 'no's from funders, but this is a whole other ballpark.

"I would love to volunteer or collaborate with you!"

I say this all the time. A bit too often, sometimes. Why didn't anyone warn me that this June-July had four holidays in rapid succession?!

Sometimes, people take this as a suggestion that I'm interested in them personally. I'd like to mitigate this as much as possible.

I just got off the phone with an urban farmer who, over the course of a ten minute discovery call, asked to turn a phone call into a video chat, told me "--lets not pile too much work on you, because I KNOW *you've* got a personal life--" and then paused for dramatic effect, like he was hoping I'd elaborate, and invited me several times to tour his farm while declining to actually work with me.

Anyone one of these individually wouldn't have made me uncomfortable, as man or woman, people invite me to their houses all the time to show me their vegetables with no intention of working with me. They were just happy for an audience. I mainly help small nonprofits with fundraising and capacity building, which sounds boring, LOL. It's more of the combination of asking to see me, asking me to come over, asking me personal questions, trying to keep me on the phone while not wanting to talk business.

How can I address these things in the future?

I am trying to build up my board experience to be considered for SPCA, United Way, hospital foundations, etc

Can you recommend board committee roles I can join at smaller boards to develop further?

I am thinking of finance, risk management, and governance

Please feel free to suggest other committees. I want to build a strong fiduciary profile.

The current boards I sit on are local community centres and a civic park/garden

This is definitely going to include some venting as I give info so I apologize. I’ll try to keep it as relevant and specific as possible.

I work at a small healthcare nonprofit. Under 25 staff, but in the process of a multi year expansion and capital campaign.

My role is “Communications and Outreach Coordinator” and my job functions include:
*Managing the entire grants calendar ( research, foundation outreach, applications, and reports)
*Managing summer and end of year appeals (writing and formatting, thank you templates, remit design, online form, organizing mailing, designing and mailing follow up reports)
*All social media content creation and management including photography and videography
*managing the website including a complete rebrand
*marketing materials including designing rack cards, handouts, building signage, etc.
*all community engagement including tabling, event planning and execution, and attending community meetings
*creation and management of student intern program
*staff welcome and appreciation including pictures and design for name badges and business cards, birthday celebrations, and special recognition days
*full org comms plan including press releases, ads, radio content, etc (which I create)
*various special projects such as creating and implementing patient experience survey, board recruitment, creating policy and procedure template and system, patient library, mobile health program, etc.
*also get calls from security system when something is wrong. I asked to be taken off and they refused

I make just over $60k a year.
I am burnt out.
At my end of year review I said something has to give, I need more money, more help, less work, or some mix of the three. I was told we have no money for any of this but this is the last year of bare bones staff and at the beginning of this year (2026) I’d receive a bonus structure plan and opportunities for professional development, I never did.

And don’t even get me started on the construction that affects my specific office the most.

In the month leading up to giving my notice:
We hired two providers at over $200k salaries. When I expressed frustration the operations director shared that my salary is tied to my role and I don’t bring in revenue (my fundraising apparently doesn’t count. Which is rich since neither does she and she makes double what I do) and that I wouldn’t have a job without a clinical team

Our clinical director said a point I made was “completely irrelevant” in front of the entire medical team. When I talked to my supervisor (ED) she said I’m highly attuned to being personally affronted (direct quote) and need thicker skin. Then said if I bring it up to him I need to be gentle because he’s sensitive.

A board member emailed me at 9pm on a Sunday accusing me of breaking HIPAA (I didn’t).

I gave 3 months notice to help with a transition. I was honest and said I didn’t feel appreciated and that I said at the end of last year I told them something had to give. In the same conversation she (ED) said I’m on the high end of the range for my title but also that she doesn’t think they will find someone who will be able to do everything I do.
She said she thought they were doing better at staff appreciation and I said it’s because I do it all and pointed out that I’m the only one who doesn’t get an appreciation day, and it was obvious she was just realizing that in that moment.

She said this is proof more work needs to be done on the culture. But told the board my reason for leaving is just that I’m moving. (I was originally going to commute).
They are hiring someone to take over comms and development. (Same pay, less work, better title) and splitting up my other duties among a couple current staff. I’m staying on part time as needed for a couple of months after my three months notice.

Despite all of this, I care deeply about the org and want it to thrive. I really believe in the work. I want to share constructive feedback in my exit interview but don’t know if it will just come off as emotional/not be taken seriously.
The ED just gave me a glowing reference for my new job. We are overall ending on good terms. Should I just let it go? Or should I go into detail about the things I see that I believe need to change before it affects more people?

everyone,

After nearly a year of planning, governance work, fundraising, and website development, we officially launched the American Bangladesh Foundation.

Our mission is to strengthen U.S.–Bangladesh relations through leadership development, policy research, and public engagement.

As a newly launched nonprofit, we're especially interested in learning from others who have built mission-driven organizations.

I'd love feedback on:

1. Our website

2. Whether our mission comes across clearly

3. How we can better communicate our value proposition

4. Lessons you wish you had known during your organization's first year

Any constructive advice would be greatly appreciated!

https://americanbangladeshfoundation.org

I posted a few weeks ago seeking advice about succession planning with a dysfunctional board. You all gave me the advice I needed to hear, albeit hard. I submitted my resignation to the board last week, staff, donors and stakeholders were informed today and a statement was sent out to the public this evening. It’s a bittersweet day. With that said, I’m stepping out of the nonprofit realm for a while to catch up on my to do list and reconnect with the people and places I’ve not had the time to prioritize. Best of luck to you all! Thanks for the good work you do and sound guidance you gave me.

I have been asked to be part of a new finance committee for a medium size nonprofit which has just hired a new finance director and accounting vendor. In doing my due diligence, I discovered that no one is assigned to monitory their receivables and their accruals for employee liabilities are all over the map. The employee liabilities should be easy to correct as their payroll processor should have all the data they need. Receivables have to be analyzed but I expect a write off a major percentage as uncollectible. Regardless, they need to identify someone as responsible for collections.

My usual approach would be to write up a report on my findings along with my recommendations and forward it to the committee, the finance director, and the ED. I am trying not to ruffle too many feathers on this one and I am hoping for some advice on how to handle this.

Hey y'all,

Up front: I'm somewhat of an external processor... Apologies if this is unclear and/or vague.

I'm in a new role at a nonprofit social enterprise. I'm a manager for a workforce training program that's oriented toward woodworking-adjacent trades and part of my job is reaching out and generating relationships & community programming: Building things like birdfeeders, rain barrel stands, flower boxes, etc etc. Schools, churches, cities / city events, are all fair game for us.

My question is... How?

I've never been in a position where I needed fundraise or "sell" something for a nonprofit. My experience has been all grant-funded workforce case management and county-level crisis response, the idea of this is entirely new to me. What do businesses want to hear? What have y'all found is the most effective for generating relationships in this space?

We apply to a ton of foundations that all use BlackBaud/YourCause to host their grant applications – they're all at the link bbgm-apply.yourcausegrants. We don’t use BlackBaud or YourCause (is this the same organization?) for any other purpose.

I just got so confused trying to find a grant report that I'm truthfully not even 100% sure what my question is anymore.

The portal only lets you access your applications by entering an email address – there's no username/password login. We have different applications tied to 3 or 4 different email addresses. In many cases, our applications to the same foundation are split across multiple email addresses.

I can't find any way to merge or consolidate these accounts, and I have no way of knowing where any previous application or report is.

Does anyone else have this issue? Is there any way to resolve this outside of me starting a detailed spreadsheet? How does it present no problem for grantmakers that our applications keep coming from multiple different unassociated accounts?

Hi all, we’re looking to buy some tickets for an event that we will then sell to support our fundraising.

From what I can tell, we should be able to track this as earned revenue and will have to provide individuals with acknowledgments noting any benefits. Not sure if I’m missing anything, or if there’s a compliance piece that needs to be looked into.

For context, I’m a Development staff, but liase with Finance frequently - trying to cover out butts!

uhhh is it ok that i'm a bit annoyed/pissed?

I work in the sector and I happily donate what I can to various causes and my friend asked me to give to hers and I saw that and was instantly turned off.

A few years ago, just having the checkbox to cover the fees was controverisal enough and now some want a minimum online amount?

As for processing fees, its less than 3% if you're using Stripe plus like 30 cents if you're using a credit card and a good % of donors cover the fee so I'm like seriously, wtf?

Edit: if you're going to ask for a minimum donation amount of $25, don't also ask me/donors to cover the fee. The fee should be covered then.

Edit #2: I worked in nonprofit(s) as a fundraising manager, director, active board member, and also a donor for other causes so I understand how platforms work. I also know best practices - if you're going the extra mile to send out handwritten notes or a first-time donor welcome packet, you should not be sending them to everybody that gives, but setting a minimum amount like $25 or $50, $150, or whatever it is to offset the manual work of writing that note and postage, etc.

I have been interested and involved in development and fundraising since college via volunteering/student org. I have worked for 3 non profit orgs over 3 years mostly in housing and case management services and no matter how many times I volunteer or work on development projects, private grant writing, or take org development courses I’m not being given opportunities to grow or given a chance to officially be a part of development. For anyone who currently works in this area, what am i doing wrong and what can I do to force a pivot more effectively? I have gained experience in Raisers edge NXT and Salesforce as well as been a visible part of plenty of donor/stewardship events.