Nonprofit Staffing Strategies for the 2025 Season of Giving

By Jessica Johnson, Vice President, Administrative and Customer Support, Robert Half

As year-end approaches, nonprofits enter a vital stretch of the fundraising calendar. December alone drives an outsized share of online giving for many organizations—recent stats from the M+R Benchmarks Study show roughly 40% of annual online, one-time revenue comes in December.

Yet even as demand and donor activity intensify, many charitable organizations are struggling to retain staff and fill critical roles. Competition from other employers with deeper pockets is usually the culprit. Nearly three out of four (72.2%) nonprofits responding to the National Council of Nonprofits’ most recent survey reported that salary competition is the main issue when it comes to hiring. Yet nonprofits cannot easily raise wages or change their compensation packages because of limited budgets and the need to minimize administrative costs.

The good news: with thoughtful nonprofit hiring plans, and the right mix of long- and short-term talent strategies, organizations can prepare for the season of giving and build resilient teams for the year ahead.

Staffing Up for Season of Giving: Nonprofit Talent Strategies

Strategies to staff up for the season of giving (and beyond)
Align culture, values and mission
Leverage flexible work models
Use contract talent as a nonprofit hiring solution
Strengthen the employer brand
Don’t overlook perks and benefits
Offer meaningful paid internships

Strategies to staff up for the season of giving (and beyond)

Even with limited budgets, nonprofit leaders continue to prove that creativity, purpose and strategy can go a long way in attracting and retaining the people who make their missions possible. As organizations head into the busy season for charitable giving, these six nonprofit hiring approaches can help build resilient, value-driven teams ready to meet growing community needs year-round.

Align culture, values and mission

People who choose a career in the nonprofit sector tend to desire meaningful work that makes a measurable difference. Today’s candidates are also seeking employers who live their values every day.

To stand out, nonprofits should make their purpose and culture visible throughout the employee experience. That means communicating clearly how each role contributes to measurable outcomes and showing, not just telling, what your mission looks like in action.

From the first interview to ongoing recognition programs, align messaging around purpose, inclusion and growth. Clarify and consistently communicate your employee value proposition (EVP) to connect the day-to-day role with your broader mission. Incorporate “value-based interviewing” to ask questions that reveal how candidates align with your organization’s principles and goals.

With values front and center, you’re better positioned to have a strong team when demand spikes.

Leverage flexible work models

Remote and hybrid work continue to reshape how companies attract talent across all industries, including nonprofits. For organizations that can offer flexible options, these arrangements can be a strong differentiator, particularly when competing with higher-paying employers.

Flexibility isn’t a one-size-fits-all policy. If certain roles must be on-site, consider hybrid or rotational models that balance flexibility with operational needs. Nonprofits that allow adaptable work schedules, where each team establishes its own balance of remote and in-person work, can create conditions that support higher engagement and retention.

Use contract talent as a nonprofit hiring solution

Explore nonprofit staffing solutions

Temporary and contract professionals can help nonprofits stay agile during peak fundraising periods and increasingly contract talent has become a part of strategic workforce planning.

The season of giving is a great time to leverage contract professionals to fill a variety of day-to-day operational or seasonal roles such as donor relations, event coordination, data entry, or call center operations, freeing full-time employees to focus on high-impact initiatives. High-skill consultants can also fill short-term gaps in areas like grant writing, finance, or digital marketing, ensuring programs run smoothly even when resources are stretched. They can also cover staff vacations, family leave and extended absences any time of year.

Partnering with a specialized staffing agency like Robert Half can simplify this process, helping identify skilled professionals who align with your mission and can make an immediate impact.

Strengthen the employer brand

A strong employer brand can be just as powerful as a well-known mission. Nonprofits are increasingly using digital storytelling to reach wider talent pools and differentiate themselves in a competitive job market.

Showcase the people behind your mission through staff spotlights, employee testimonials or “day in the life” posts that highlight both impact and culture. Use social media, nonprofit job boards, and partnerships with universities and professional associations to extend your reach.

Finally, make your job postings work harder: Include salary ranges, emphasize impact and use inclusive, keyword-rich language that helps your openings surface in online searches. Even simple SEO improvements can boost visibility among mission-driven professionals who might not otherwise see your roles.

Don’t overlook perks and benefits

While many nonprofits can’t always compete on salary, they can compete—and often win—on flexible, human-centered benefits.

Creative perks like wellness stipends, flexible scheduling, sabbaticals and paid volunteer time can go a long way in attracting and retaining talent. Many organizations are also enhancing mental health resources, investing in leadership coaching and providing stipends for professional development.

And don’t forget to communicate existing benefits loudly and clearly. For instance, public service loan forgiveness is a major retention advantage for nonprofit employees, yet many workers remain unaware of their eligibility. Promoting this and similar benefits can help retain staff who might otherwise look elsewhere.

Next: Explore the latest nonprofit employment trends shaping hiring.

Offer meaningful paid internships

Internships are a key entry point into the nonprofit sector for students and new graduates and a pipeline of future employees for the organization. Yet many talented students, especially those working while in school or coming from nontraditional paths, can’t afford to take unpaid roles or work rigid schedules.

Nonprofits can bridge the gap. By targeting untapped student talent pools, enabling flexibility and offering meaningful educational assignments, they can develop a pipeline of loyal and talented employees. Students can secure employment after graduation, access a wider network, and benefit from economic mobility. It’s a win-win.

As the season of giving accelerates, the nonprofits that win will be the ones that plan ahead: Pair your mission with clear values, intentional flexibility, skills-based hiring and the right contract support. With a thoughtful plan, nonprofit hiring becomes a strategic advantage—not a seasonal scramble.

Follow Jessica Johnson on LinkedIn.