In preparing to work with a new client, we started talking about how we can find the right, best person to lead their development work. I get calls all the time from job seekers and those looking for great fundraisers. I match up folks whenever I can.

When looking for development staff, beyond their obvious fundraising/sales chops – I am assuming they can raise money or sell or we wouldn’t be talking to them(!) – I look for fit. Just because they raised a lot of money, doesn’t mean they are right for your agency. I always recommend careful interviewing:

• To make sure you are seeing the real person
• Determine this is someone with whom you want to work very closely
• They fit the culture of your organization

Similar to tweeting – we need to get to the real, authentic and transparency (RAT) of the person.

Here is what I look for in a great development person with or without non-profit experience.

• Flexibility/Ability to think on their feet
  • Problem solvers
  • Can usually talk to anyone about anything
  • Ability and willingness to shift direction
  • Step in and help without regard to position
  • Go off plan if necessary
  • Resourcefulness
• Ability to communicate effectively 
  • In person, on the phone and in writing
  • In a group and with individuals
  • Professionally in a presentation
  • Casually at a reception
• Team player
  • Understands how and when to lead or follow
  • Thinks of others needs
  • Ability to support individual and team needs

In Part 2 – Interviewing Processes to Get to the Authenticity of a Candidate.

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