How to hire a raiser

How to hire a raiser, step by step

Here's a step-by-step 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 raiser job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new raiser
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you post your raiser job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a raiser for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

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

   Yes

   No

   A raiser's background is also an important factor in determining whether they'll be a good fit for the position. For example, raisers 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 presents raiser salaries for various positions.

   Type of Raiser	Description	Hourly rate
   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.	$12-56
   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
   Development Coordinator	A development coordinator is responsible for planning various programs and events for an organization or company. They primarily focus on securing funding by holding fundraising events, devising programs to increase brand awareness, and even coming up with various campaigns supporting a cause... Show more	$17-35

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Non-Profit Organization

   Responsibilities:

   • Manage reservations and priority seating for VIP diners to ensure customer satisfaction and encourage repeat business.
   • Coordinate program verification procedures for unschedule visits with FDA inspectors and have successfully pass every inspection to date.
   • Canvase door-to-door seeking donations for the DNC.

3. Make a budget

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

   • Location. For example, raisers' average salary in montana is 74% less than in new jersey.
   • Seniority. Entry-level raisers earn 79% less than senior-level raisers.
   • Certifications. A 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 raiser's salary.

   Average raiser salary

   $54,384yearly

   $26.15 hourly rate

   ---

   Entry-level raiser salary

   $25,000 yearly salary

   Updated December 17, 2025

4. Writing a raiser job description

   A raiser 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. To help get you started, here's an example of a raiser job description:

   Raiser job description example

   We at Maple Leaf Farms are the leading world provider in all Duck meat Products. Within our multiple Milford-based facilities , we engage in all steps of food production from farm to plate. We have multiple shifts and positions for you to choose from. Apply to join our Maple Leaf Team!
   
   Why You Should Work with Us!

   • Medical, Dental & Vision insurance
   • Matching 401K
   • Paid Time off
   • Voluntary Life Insurance
   • Generous attendance policy with Attendance Bonus!
   • 7 Paid Holidays
   • Raises after 120-Days on the job
   • Competitive Pay and Benefits

   
   
   As a Truck Maintenance Role, you will be responsible for the managing of holding house operations and Live Production drivers, regulated by the Federal Department of Transportation (DOT).
   
   Daily Responsibilities will consist of :
   

   • Responsible for managing all Live Production drivers requiring commercial driver's licensed (CDL) operating Maple Leaf Farms vehicles in compliance with Federal (DOT) regulations; Maple Leaf Farms policy regarding biosecurity, safety, and duck well-being and in accordance USDA regulations.
   • Responsible for ensuring all LP regulated vehicles are properly licensed and properly operated. Ensuring that staff is performing preoperational safety checks and operating equipment in a safe courteous manner at all times. Any issues with equipment safety are properly addressed on a timely basis including pulling any vehicle off the road that is unfit for service.
   • Coordinate vehicle cleaning and repairs with the LP Vehicle Maintenance Mgr and / or truck leasing agency as is appropriate.
   • Coordinate and facilitate the scheduling of drivers in support of breeder egg, day old duckling and meat ducks with hatchery, grow out management and the planning and scheduling managers.
   • Responsible for the management of the holding house staff, ensuring they are properly trained and developed and taking corrective disciplinary action as needed. Ensuring all holding house staff are compliant with Maple Leaf Farms policy and in accordance with biosecurity, safety and duck well-being.
   • Remain abreast of new and emerging technologies regarding the transportation of live product, equipment and regulatory issues or opportunities that could affect the business and suggesting improvements as necessary.
   • Performs related duties as required.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right raiser for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

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

6. Interview candidates

   Recruiting 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.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 raiser

   Once you've selected the best raiser candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new raiser. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are 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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