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Responsible for working directly with the Assistant Vice President, Individual Giving and the Assistant Vice President, Transformational and Leadership Giving to initiate and assist with activities required to develop and implement individual cultivation, solicitation and stewardship strategies and actions aligned with institutional priorities.
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The Senior Director will be a member of the School’s Advancement leadership team and will be responsible for developing and executing a vision and philosophy for fundraising in higher education, increased giving and strengthening relationships with our alumni community.
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A strong central core initiates programs, or provides guidance and expertise, in foundation relations, planned giving, capital projects, donor stewardship, The UCSB Foundation and other areas of specialization.
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Fundraising Strategy : Develop and implement fundraising strategies for growth and sustainability, including donor cultivation, grant acquisition, fundraising events, and annual giving campaigns.
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The Manager, Annual Programs, is responsible for the development and execution of a comprehensive annual giving program focused on donor retention and growth. Assisting with the development and implementation of a comprehensive, goal-driven annual giving program with the goal of retaining current donors, increasing the size of current donor gifts, and attracting new donors for Grady.
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Develop and support a year-round fund raising program that includes the annual current support campaign; donor acquisition activity; stewardship of donors; special events, planning giving and capital gifts.
$100,000 - $120,000 a yearExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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Serves as backup to the Office Coordinator in answering the telephone, logging in gifts, and making donor calls. Collaborates with Director of Planned Giving and Director of Communications to update on AU finances for promotions.
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Responsibilities include: developing and executing cultivation and stewardship strategies for major individual and institutional donors, staffing principals for meetings and events, managing the individual giving pipeline, prospecting, and other related activities.
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Lead the evolution of the Individual Giving fundraising program by strategically seeking opportunities to grow, diversify and utilize technology. Manage and lead the Individual Giving fundraising teams (Offline and Digital), providing vision and strategic direction.
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This role is a wonderful opportunity to be a part of a mission-based team in an organization dedicated to increasing philanthropic giving through donor advised funds. You have experience with critical business systems (e.g.- CRM, Financials, HR/Payroll, Order Management, Demand Generation, Software Delivery and License Key Management) and other vertical systems.
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Skilled in collection, organization, and analysis of data related to donor giving; ability to use data to drive donor acquisition and retention. The Annual Giving Associate Director will focus on expanding The Jackson Laboratory's annual giving program, with a goal of significantly increasing the base of annual fund support of gifts up to $1,000.
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Proficient with donor database use and management (Raisers Edge required) The Annual Giving Associate Director is responsible for developing and implementing strategies to strengthen The Jackson Laboratory's individual annual giving program.
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3+ years of development-related work experience, including experience with individual giving campaigns and direct responsibility for donor relationship development. As Essie grows, the Development Manager will take the lead in managing the internal operations for our philanthropic efforts and in building out a digital giving program that engages individuals to support our work to end mass incarceration and build a Black feminist future.
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3 or more years of experience in fundraising, with proven track record in annual giving. Founded in 1929, JAX applies over nine decades of expertise in genetics to increase understanding of human disease, advancing treatments and cures for cancer, neurological and immune disorders, diabetes, aging and heart disease.
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Demonstrate a comprehensive understanding of fundraising strategies, leveraging expertise in foundations and grants, events, corporate partnerships, and individual giving to maximize revenue generation.
$130,000 - $145,000 a yearFull-timeExpandApply NowActive JobUpdated 3 days ago
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.