How to hire a fund raiser

How to hire a fund raiser, step by step

Here's a step-by-step fund raiser hiring guide:

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

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1. Identify your hiring needs

   The fund raiser 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

   No

   Hiring the perfect fund raiser also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   This list presents fund raiser salaries for various positions.

   Type of Fund Raiser	Description	Hourly rate
   Fund Raiser	Fundraisers organize events and campaigns to raise money and other donations for an organization. They may design promotional materials and increase awareness of an organization’s work, goals, and financial needs.	$11-75
   Director Of Capital Giving	A director of capital giving oversees program operations to ensure they run smoothly and efficiently according to company standards and regulations. They primarily set goals and protocols, establish timelines and budgets, perform market research and analyses, review and assess applications, and make decisions... Show more	$32-71
   Major Donor Coordinator	The major function of a donor coordinator is to oversee the full implementation of activities such as fundraising or gift-giving. They manage all the transactions of the clients, donors, and volunteers, depending on the organization... Show more	$16-32

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Non-Profit Organization
   • Outbound Calls
   • Political Campaigns
   • Fund Raising Campaign
   • Veterans
   • Credit Card
   • Cold Calls
   • Charitable Donations
   • Fund Raising Events
   • Scholarship
   • PowerPoint
   • Charitable Organizations
   • Local Businesses

   Check all skills

   Responsibilities:

   • Document and manage current and future-state business processes.
   • Manage monthly progress meetings and promote education and leadership opportunities through skill-building activities.
   • Demonstrate excellent communication and negotiation skills along with the ability to think quickly in responding to alumni questions/concerns.
   • Canvase door-to-door seeking donations for the DNC.
   • Provide constant training in compliance with GEB protocols.
   • Call the nation and sell magazines for madd and special olympics.

3. Make a budget

   Including a salary range in your fund raiser job description is a great way to entice the best and brightest candidates. A fund raiser salary can vary based on several factors:

   • Location. For example, fund raisers' average salary in colorado is 60% less than in new york.
   • Seniority. Entry-level fund raisers earn 85% less than senior-level fund raisers.
   • Certifications. A fund raiser with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a fund raiser's salary.

   Average fund raiser salary

   $62,418yearly

   $30.01 hourly rate

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   Entry-level fund raiser salary

   $24,000 yearly salary

   Updated December 29, 2025

4. Writing a fund raiser job description

   A good fund raiser job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a fund raiser job description:

   Fund raiser job description example

   • Medical, Dental, and Vision Insurance
   • Life Insurance
   • Short Term Disability (STD) and Long-Term Disability (LTD) Insurance
   • Employee Assistance Program (EAP)
   • 401(k) Plan
   • Tuition Reimbursement
   • Paid Holidays
   • Paid Time Off (PTO)
   • Transportation Reimbursement Benefit (Mass Transit, Carpool, and Plug-In Electric Vehicle)
   • Referral Bonus
   • Weekly lunches and snacks
   • Daily fresh fruit
   • Office Starbucks Coffee/Latte/Espresso Machine
   • And a lot more!

   About The Position

   The Funder will be responsible for reviewing automobile loan applications and communicating with loan applicants, dealerships, and the sales team regarding the loan application process. This position is on-site

   Essential Responsibilities:

   • Review loan applications and contracts to clarify/obtain information as needed by the dealership and/or applicant.
   • Review all verifications on the loan application, including but not limited to employment, mail verification forms, and contact verification sources.
   • Conduct follow up interviews and verifications for loan applicants when more detailed information is required.
   • Review all documents provided by in the loan package to match conditions of approval.
   • Audit contracts to ensure compliance with applicable regulations.
   • Maintain customer confidence by keeping all loan information confidential.
   • Other duties as assigned.

   Requirements:

   • Bilingual (English/Spanish) required .
   • 2+ years of experience in the loan processing/funding/originations field, preferably in the sub-prime auto finance industry.
   • Effective communication and organizational skills with a strong attention to detail.
   • Ability to interact with others in a professional, tactful and sensitive manner.
   • Ability to thrive in a fast-paced work environment and to work independently and as part of a team.
   • Available to work a flexible work schedule and overtime as needed.
   • Proficient with the Microsoft suite of applications (Word, Excel, Outlook, etc.)
   • High School Diploma or GED.

   Veros Credit, LLC is an equal opportunity employer.

   Keywords:

   Automotive, Auto Finance, Automobile, Subprime, Prime, Unsecure Loans, Dealerships, Independent Dealerships, Franchise Dealerships, Buyer, Underwriter, Credit Support, Fund, Customer Service, Consumer Finance, Auditing, Audit, Stipulations, Loan Processing, Loan Processor, Income verification, VOE's, References, DealerTrack, RouteOne, Defi, Turbo Pass, Noble, Main 3

   Copy this example

   

5. Post your job

   There are a few common ways to find fund raisers for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your fund raiser job on Zippia to find and recruit fund raiser candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting fund raisers 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.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   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 fund raiser

   Once you have selected a candidate for the fund raiser position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   To prepare for the new fund raiser first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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