- UpvoteDownvoteShare Job
- Suggest Revision
Qualifications:Bachelor’s degree and 1-3 years of relevant experience in fast-paced office environment or equivalent combination of education and experience required, preferably in institutional development, with exposure to prospect management, annual giving, major gifts, volunteer management, and stewardship.
Full-timeExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
The Major & Planned Gift Officer for MD Anderson Cancer Center @Cooper is responsible for raising private philanthropic gifts to support the patients, programs and research of the expanding cancer program at Cooper University Health Care. The Major & Planned Gift Officer will work collaboratively with MD Anderson Cancer Center at Cooper leadership to advance the Center’s vision and goals and will serve as the lead point of contact for fundraising for the Center.
ExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
The Senior Development Officer will identify, cultivate, and solicit a portfolio of existing and potential major gift and planned giving donors while building successful relationships and increasing annual support for the institution.
ExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
As the Associate Gift Officer, you will be responsible for managing a portfolio of 50-100 major gift prospects while also providing essential support to the leadership gifts team. Monitor all prospect contacts to ensure positive and purposeful prospect and donor relations.
ExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Work to engage high level volunteers and donors in our major gifts program through prospect identification, cultivation, solicitation, and stewarding of major gift prospects and donors.
ExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
The Major Gifts Officer is expected to execute prospecting and renewal strategies for the southeastern states in conjunction with NRDC’s program growth across the southeast. Overview NRDC is seeking a Major Gifts Officer to work with the Eastern Region Major Gifts team in our Washington, D.C. Office, and we will consider exceptional candidates based in other U.S. Southeast Metro areas.
$130,000 - $150,000 a yearExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
This involves researching, cultivating, stewarding and soliciting prospects/donors for major gifts for programs, capital campaigns, and special event sponsorships. Join the Fund Development team as The Senior Development Officer.
Full-timeExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Design and manage a proactive prospect identification and cultivation program for major gifts, annual gifts, and planned gifts that will fund a significant campaign for identified capital and endowment priorities.
ExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Reporting to the Director of Development, the Major Gifts Officer will manage a portfolio of 150 donors, prospects and suspects. Within the context of a Comprehensive Campaign, responsible for leading the process of identifying, qualifying, cultivating, soliciting, and stewarding major gifts and planned giving prospects to ensure that fundraising goals are met.
ExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Maintain accurate donor/prospect records in the Ascend system, planning and documenting significant strategic prospect “moves” toward closure of major gifts. Build strong, engaged relationships with major gift prospects to determine and merge prospect passions/interests/needs with MSU/MSUL areas of funding priority and opportunity.
ExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Responsible for annually raising 5-7 figure major gifts targeted toward specific program priorities, each Strategic Alliances Officer builds and maintains strong relationships with a donor pipeline that includes principal gifts level pharmaceutical partners and other corporate, foundation and nonprofit donors.
ExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Bachelor's degree and 1-3 years of relevant experience in fast-paced fundraising environment or equivalent combination of education and experience required, preferably in institutional development or a related field, with exposure to development communications, prospect management, annual giving, major gifts, volunteer engagement, and stewardship.
ExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Major Gifts Officers Reporting to Assistant Dean, Development & Alumni Relations, the MGOs will be responsible for establishing their own prospect and donor Major Gifts ($100,000+) portfolio with ambitious goals for prospect discovery, solicitations, and gift closures.
ExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
This includes partnering with the Chief Executive Officer, Board of Trustees, and non-governing fundraising committees to cultivate and steward major gift donors and corporate sponsors and deepen funder relationships through site visits, events, and volunteer and engagement opportunities.
ExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
This involves prospect research and developing an effective approach to solicitation as well as stewarding donors throughout the major giving process. This Major Gifts Officer's responsibility is to secure major gift funds for the organization by managing a group of assigned, qualified donors (caseload) assuring that as many as possible are retained as continuing donors to the organization and are upgraded in their giving and involvement.
ExpandApply NowActive JobUpdated 3 days ago
major officer prospect jobs
FEATURED BLOG POSTS
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.