How to hire a director of institutional giving

How to hire a director of institutional giving, step by step

Here's a step-by-step director of institutional giving hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a director of institutional giving job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new director of institutional giving
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   The director of institutional giving hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

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   A director of institutional giving's background is also an important factor in determining whether they'll be a good fit for the position. For example, directors of institutional giving from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   This list shows salaries for various types of directors of institutional giving.

   Type of Director Of Institutional Giving	Description	Hourly rate
   Director Of Institutional Giving	Public relations managers plan and direct the creation of material that will maintain or enhance the public image of their employer or client. Fundraising managers coordinate campaigns that bring in donations for their organization.	$31-70
   Campaign Manager	Campaign managers are responsible for developing, executing, and managing marketing campaigns for events, products, and services targeting consumers or organizations. These professionals typically collaborate with external agencies in the preparation and execution of campaigns... Show more	$26-52
   Community Relations Director	A community relations director is a professional who is responsible for managing positive relationships with community members, nonprofit organizations, and fellow employees surrounding an organization. Community relations directors must plan, organize, and manage activities to help the organization achieve its public relations goal... Show more	$29-73

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2. Create an ideal candidate profile

   Common skills:

   • Capital Campaign
   • Strategic Plan
   • Financial Support
   • Financial Reports
   • Development Committee
   • Family Foundations
   • Individual Giving
   • Alumni Events
   • Telemarketing
   • Corporate Sponsors

   Responsibilities:

   • Program development includes managing and building strong relationships with corporate and affinity partners to secure sponsorship and career enhancement for alumni
   • Coordinate among cross-functional business departments including investor relations, risk, trading desk, compliance, tax/accounting, and portfolio administration.
   • Implement an annual fund and membership telemarketing efforts.

3. Make a budget

   Including a salary range in your director of institutional giving job description is one of the best ways to attract top talent. A director of institutional giving can vary based on:

   • Location. For example, directors of institutional giving' average salary in mississippi is 39% less than in nevada.
   • Seniority. Entry-level directors of institutional giving 55% less than senior-level directors of institutional giving.
   • Certifications. A director of institutional giving with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a director of institutional giving's salary.

   Average director of institutional giving salary

   $99,438yearly

   $47.81 hourly rate

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   Entry-level director of institutional giving salary

   $66,000 yearly salary

   Updated December 20, 2025

4. Writing a director of institutional giving job description

   A director of institutional giving job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of a director of institutional giving job description:

   Director of institutional giving job description example

   The Director of Individual Giving is responsible for meeting the Whitney Museum’s annual revenue targets and ambitious operating goals by leading all aspects of fundraising from individual donors. The Director will develop comprehensive annual plans, as well as individual giving strategies to identify, cultivate, solicit, and steward individual donors to increase giving at all levels. Reporting to and working closely with the Director of Philanthropy, they will set and track yearly projections and strategic long-term priorities for individual giving in support of the Whitney's mission, vision, goals, and objectives.
   
   The ideal candidate must be results-driven, successful in closing multi-year gifts, making face to face solicitations, and able to work collaboratively with volunteer(s), key Museum leaders, and staff across the institution. We seek a person who is adaptable, extremely organized, a creative thinker, an outstanding writer and communicator, and thrives in a very fast-paced environment. The Director must possess a high-level of emotional intelligence, charisma, energy, and the ability to bring a “can-do” enthusiastic disposition to the role and inspire others to do their best work.
   
   A senior member of the Advancement team, the Director will manage members of the Individual Giving team and collaborate effectively across Advancement functions, including Foundations, Planned Giving, and Corporate Giving and Special Events.
   Responsibilities : Meet exhibition and general program support goals from individual donors by developing fundraising strategies with a specific eye toward leveraging patron group affiliations to deepen relationships and cultivate additional and significant giving Optimize fundraising through advance planning and partnering with the Museum director, curatorial, other program staff and Museum volunteers Reach annual fundraising goals for six patron groups with a holistic and strategic view of patron group recruitment priorities, opportunities, benefit fulfillment, and coordinated event planning Build strong internal relationships across the Museum to allow for effective partnerships between Advancement and Program staff (Curatorial, Education, Conservation), as well as other departments, to accomplish fundraising goals and build long-term engagement with donors Manage members of the Individual Giving Team, by providing direction, mentorship, developing systems and effectively delegating responsibilities to meet and/or exceed fundraising goals annually In collaboration with the Chief Advancement Officer and Director of Philanthropy, position and expertly prepare the Director, Trustees, high-level volunteers and key staff to cultivate, solicit, and steward prospects and donors Develop compelling proposals, appeals, letters, emails, reports and other fundraising communications that align with the interests of individual supporters and deepen their engagement with the Museum Manage a portfolio of high-net-worth major-gift prospects and donors through the entire cycle of development – from research and identification through cultivation, solicitation, closure, and stewardship Participate in prospect development with Director of Philanthropy and Manager, Prospect Research and Strategy Oversee overall revenue and expense budget and monitor progress on forecasted fundraising targets for the Individual Giving Team Collaborate on planned giving program development through patron group member outreach and providing advice on strategies for targeted individuals Requirements:
   B.A./B.S.; Minimum 7 – 10 years of progressive experience developing a significant and successful patron group program for a medium-large institution that has a reputation for quality and excellence; proven success with raising 6 figure gifts or greater; demonstrated ability to work effectively and successfully in identifying, cultivating and soliciting individuals and closing gifts; excellent writer with experience in drafting correspondence in different voices and developing fundraising proposals and reports; strong ability to lead multiple projects simultaneously; highly organized and deadline oriented; works collaboratively across the Advancement department and institution; great interpersonal skills; Proficiency in Microsoft Office programs (Word, Excel, Outlook and PowerPoint) and experience with Raiser’s Edge database or similar fundraising software important. Experience working in an art museum and an understanding of the cultural fundraising and NYC donor/philanthropic landscape a plus.
   Experience and Qualifications : Exceptional management, leadership, presentation, and written and interpersonal communication skills Strong organizational skills and the ability to manage multiple projects with a keen eye for detail, accuracy, and focus on meeting all deadlines and performance goals A track record as an effective communicator; highly skilled in writing; adept at crafting proposals, donor correspondence and other kinds of materials Demonstrated ability to work effectively with and quickly gain the respect and support of various key constituencies, including trustees, high-level volunteers, senior museum management, donors, and prospects A successful track record of personally identifying, cultivating and soliciting major individual donors for annual, capital and planned gifts A knowledge and understanding of the New York funding community and the ability and poise to communicate the Whitney’s mission and interests to a broad audience Strategic planning and budget management experience Strong passion for contemporary art and familiarity with the art and cultural world Not sure you meet 100% of our qualifications? Research shows that men apply for jobs when they meet an average of 60% of the criteria. Yet, women and other people who are systematically marginalized tend to only apply if they meet every requirement. If you believe that you could excel in this role, we encourage you to apply. We are dedicated to considering a broad array of candidates, including those with diverse workplace experiences and backgrounds. Whether you’re new to arts and culture administration, returning to work after a gap in employment, simply looking to transition, or take the next step in your career path, we will be glad to have you on our radar. Please use your cover letter to tell us about your interest in the arts and culture space and what you hope to bring to this role. Compensation & Benefits : Fixed compensation of $200,000 per annum Medical, Dental, Vision, 403(B) elections Generous PTO benefits Commuter benefits - parking and mass transit Admission to world-renowned museums across the city and nationally Pet insurance and discounted membership for Citibike About the Whitney:
   The Whitney Museum of American Art, founded in 1930 by the artist and philanthropist Gertrude Vanderbilt Whitney, houses the foremost collection of American art from the twentieth and twenty-first centuries. From her vision arose the Whitney Museum of American Art, which has been championing the most innovative art of the United States for 86 years. The core of the Whitney’s mission is to collect, preserve, interpret, and exhibit American art of our time and serve a wide variety of audiences in celebration of the complexity and diversity of art and culture in the United States. Through this mission and a steadfast commitment to artists themselves, the Whitney has long been a powerful force in support of modern and contemporary art and continues to help define what is innovative and influential in American art today.
   
   EEO Statement:
   The Whitney Museum of American Art is an Equal Opportunity Employer. The Museum does not discriminate because of age, sex, religion, race, color, creed, national origin, alienage or citizenship, disability, marital status, partnership status, veteran status, gender (including gender identity), sexual orientation, or any other factor prohibited by law. The Museum hires and promotes individuals solely on the basis of their qualifications for the job to be filled. The Museum encourages all qualified candidates to apply for vacant positions at all levels. This description shall not be construed as a contract of any sort for a specific period of employment.
   
   COVID guidelines:
   The health and safety of our Museum community is the highest priority. As such, the Whitney Museum is requiring all newly hired staff members to be fully vaccinated and boosted with an FDA authorized and/or approved COVID-19 vaccine as a condition of employment. Requests for reasonable accommodations for medical, religious, or other reasons will be considered in accordance with applicable law. Powered by JazzHR s83hmflfe9

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5. Post your job

   To find the right director of institutional giving for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with directors of institutional giving they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit directors of institutional giving who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   To find director of institutional giving candidates, you can consider the following options:

   • Post your job opening on Zippia or other job search websites.
   • Use niche websites that focus on engineering and technology jobs, such as pr news job board, pr council, prsa job center, hoojobs.
   • Post your job on free job posting websites.

6. Interview candidates

   Recruiting directors of institutional giving requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new director of institutional giving

   Once you've decided on a perfect director of institutional giving candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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