A little over a month ago, I received a text from a former colleague that began with, “Thank you for taking a chance on me 14 years ago; doing so helped change the trajectory of my career.” He then shared the news that he had been named the Chief Philanthropy Officer of a major university in Australia. I love seeing people I care about grow and succeed, so this would be a happy story, even without an additional twist. However, there is one, and I’ve been reflecting on it ever since I received his message.

The twist is that he was a completely “non-traditional” candidate for a major gifts position when we hired him. He had no direct professional fundraising or even sales experience. However, he had: 1) consistently expressed his desire to enter the development profession; 2) demonstrated a deep belief in and passion for the mission of the organization through many years of service in a completely unrelated department; and 3) a lengthy history of volunteer service with various non-profit organizations.

He also had skills that truly matter in major gift work: emotional intelligence, genuine curiosity about people, excellent listening skills, the ability to adapt and learn quickly, and the rare ability to connect deeply with people, no matter their background. All those qualities and characteristics were enough for us to take a calculated risk and hire him. The risk was well worth it.

I share this story because, in the competitive world of nonprofit fundraising, conventional wisdom often leads us—me included—to seek candidates with proven track records in closing major gifts. We look for candidates who can hit the ground running, who speak our fundraising language, and who know exactly how to navigate the delicate dance of donor cultivation, solicitation, and stewardship. All that makes good strategic sense.

COVID has changed the hiring landscape for major gift officers over the past five years. It remains very much a “seller’s market” when it comes to recruiting and retaining top-notch major gift officers. No doubt hiring experienced fundraisers who can successfully navigate the development landscape holds tremendous value. However, in today’s marketplace, it’s crucial to remember that while the technical knowledge of fundraising can be learned, the intrinsic qualities that make someone truly exceptional at building meaningful donor relationships are much harder to teach.

I encourage anyone seeking to recruit major gift talent to remain open to candidates who offer diverse gifts, talents, and experiences. Of course, you should still pursue experienced major gift officers, but also stay receptive to considering unconventional candidates if they demonstrate:

• A genuine connection to your mission and the communities you serve.
• Very strong interpersonal skills and emotional intelligence.
• The ability to listen deeply and respond/follow up thoughtfully.
• Curiosity, adaptability, and a commitment to continuous learning.
• A track record of building lasting relationships in their previous work.

Major gift work requires patience, diligence, creativity, and passion. So does hiring someone to do such important work. Stay open to possibilities and candidates who don’t seem like layups…they may just turn out to be slam dunks!

Happy March Madness!