I joined a nonprofit last month. This month it was announced that the org will be shutting down in 3 years. They have committed funds till 2029 and then will close down. Not getting into the details of why. This was not communicated to me (or other new hires) at the time of joining. It's further complicated for me because I am on a work visa and will lose my status when the company closes. Now there is definitely no routes for future sponsorship. I've spoken to a few others who have worked in the NGO world and they seem to think this was quite normal since NGOs are driven by funding cycles and projects are only secured by grants. I earn decently (equivalent of 75K USD) at a junior manager role. What should I do?

I’m tasked with helping our ED pick a retirement plan for our org. We are leaning towards something that matches 3% of salary.

I’ve had a combo of IRAs and 403bs, but no real understanding of what the difference is.

What does your org use and what do you prefer as an employee?

Edit: this is for org with 2 staff

Hi all,

Sorry if this has been discussed before. I tried to search the thread and didn't find exactly what I was looking for. Does anyone have any advice as to where to start finding NGO work as a way to break in? I have moved around a lot, had various administrative/coordination roles in mental health, volunteered as a creative project lead for an NGO in Wales, but am finding my CV falls flat when it comes to careers and paid internships. I just finished an MA in International Relations with a focus on human rights and humanitarian law. I speak French, Spanish and Welsh. Not an EU citizen, but I'm hoping to find a role in these sectors in either Brussels or Valencia.

Any idea where to start? The best job boards?

I know it's not a great time for jobs, but thank you for any insight.

For those of you who once worked in the non-profit world and have moved out, do you have advice for the kinds of positions where my skills might translate? I (26) have been in development in a couple nonprofits over the past 3-4 years and am finding that the mean-girl culture is too much for my mental health. While I hate the idea of leaving my organization, I need out and I don’t think non-profit is a good fit for me at this point. Any suggestions on what kinds of positions to look for? My experience is mostly administrative (processing donations, database management, drafting and sending letters, etc.)

Any advice would be very appreciated! I feel very stuck and disparaged right now.

After months & months of a truly toxic (I hate using that word, but there it is) dynamic between board leadership and the staff, I’ve finally come to the decision to resign. I think I’ll do it next week.

It’s taken a lot to get to this point and even still, I’m angry that I feel “forced” to leave an organization I’ve built up so much, but it must be done.

Any advice? I plan to notify the board and then immediately send out an email to contacts. I am mildly concerned about not being “first” to determine the narrative. Any advice re: that specifically? I know I’ll be painted in not a great light, so anything I can do to safeguard my reputation I’d like to attempt.

I mean it’s not like I’m holding a can on the side of the road, but….fundraising definitely feels like that. Especially when trying to raise money with rich people they make it seem like you’re asking for an investment to a business pitch, and it’s like no we’re trying to feed some kids starving on section 8 in Detroit and actually develop proper structures. At the end of the day I never feel a way or take it to heart because you work hard for your money decide what you would like to do with it the only thing that really tipped over the scale for me was this one rich guy proposed he’ll give me a big donation I just have to send half of it back so he can still cover his own rear with his taxes and im like no you’re literally sitting on millions and you’re still greedy enough to try to be shiesty. But yeah that’s all I had to say it’s definitely energy draining.

I’m on the board of a several-decades old NP with a budget of under $200k. We have 1 FT staff but otherwise the board runs things, and as board chair I’m effectively the ED. We’ve spent the last two years recovering from some financial issues (spent too much without enough oversight, couldn’t sustain it) and now have reasonable financial processes in place, and much improved operations in general. Our volunteer base is wonderful and the partners we serve love us. Yay!

Our fundraising lead says we should have an independent financial audit done, and that having it would improve our success rate with grants (which make up much less than 1/3rd of our budget.) She’s a professional fundraiser in her day job with a large NGO, and she certainly knows what she’s doing and I trust her expertise.

We’ve talked to several accounting firms who more or less politely laugh us out of the room. They say at our size an audit is unnecessary, overly complex, and likely not a reason an org would decline to give a grant. They’ve quoted us around $15k minimum for an audit, and at least many tens of hours of work. We have relatively scrappy financial records before about 2 years ago. To me, it seems like a bad use of time and our money.

Any perspective here from other tiny NPs? Has anyone found that having an audit has improved grant success?

Hey everyone!

For those of you dealing with really heavy, grim stuff every day--crises, human rights, emergency relief... how do you actually keep your head above water?

The standard advice is always "take a mental health day" or "do some yoga," but that really doesn't cut it when you're reading about horrible situations or helping people in danger all week. It just piles up.

Does your org actually do anything real that helps, or is everyone just quietly winging it on their own?

Hi everyone. I work in programs (amount various other hats) at a very small nonprofit with a local home base but serving an international community. I’ve worked there for about 10 months. I genuinely care about the mission and absolutely love my team and culture.

We work from home completely with no office and have a separate space only for holding event materials. We hold occasional local events at our home base and around the country that require in-person support and occasional travel.

When first accepting the role, it was listed as “mostly remote” and my supervisor worked remotely, which gave me some hope about location flexibility. However, as time as gone on, I’ve seen the need for in-person support, which has been difficult, as I have postponed a potential move with my long-term, long-distance partner because of how much I love this new job that has been my dream job for years.

I have became increasingly depressed with the distance and my current location/living situation. Additionally, my partner and I’s circumstances are changing soon, and it makes most sense for me to move to be with them toward the end of the year. I would love to keep my job if possible.

Much of my work can be done remotely (at least 90%), and my supervisor already works fully remotely after the organization accommodated that arrangement. However, we’re a team of only four, and I’m occasionally needed for on-site support for events, networking, meetings, etc., so that remaining 10% of in-person work can be very valuable, even if it’s only occasional. My supervisor’s remote arrangement means there’s one less person available too, especially with limited staff already.

I’m trying to decide whether to ask for a remote arrangement with planned travel for major events, propose a trial period, or offer to remain remotely employed while they find and train my replacement if a permanent arrangement isn’t feasible.

My biggest concern is that I’ve only been there about 10 months, so I don’t want to overstep or risk losing my job before I have another one lined up. At the same time, I feel I’ve gained organizational knowledge and taken ownership of important programs and processes, so I’d love to find a solution that works for both sides.

I’m curious everyone’s thoughts on:
Is it reasonable to ask for the same remote flexibility my supervisor was granted, given the differences in our responsibilities and putting us down another staff member for last-minute or occasional on-site needs?
Would offering to work remotely during a transition period be a reasonable compromise?
Would you raise this now, wait until a performance review, or secure another job first?
Are there other compromises I should consider?
I’d appreciate any advice on how to approach this conversation fairly without jeopardizing my current position. Thank you in advance!

I work in fundraising and have done so on and off, mostly on, for a decade.

I am confident and experienced in FCR.

I have done less individual giving, board giving, and other kinds of fundraising.

I'm currently in an associate director level role. My organization is not in a good place and the rest of the fundraising team is gone (either left or got laid off).

Due to other changes at the org, I have been added to the leadership team.

I have also stepped up in many ways over the past year due to dire circumstances.

I've been applying to jobs. Some of them are DoD roles.

I still feel less than qualified for these roles but I also think I could grow into the role.

Any gauge on this from an outside perspective?

Am I shooting too high?

Selling myself short?

Anything I can do to skill up or improve my confidence as I navigate my job search?

I recently lost my job at a nonprofit in Michigan that works with foster care youth, and I'm wondering if I should look into legal action.

A few months into my employment, I was placed on a PIP for things like allegedly leaving doors open and slamming doors in people's faces. These accusations weren't true, and when I questioned my supervisor, they couldn't provide any evidence or specific examples.

There was never any formal follow up regarding the PIP.

About a month later, I was essentially demoted. Someone else was promoted into my original position, and I was moved to oversee a different project without any formal paperwork documenting the change.

The new role was originally intended for a 30 hour employee, while I was full time and salaried. I didn't mind the change, but most of the work involved outreach to people who were either uninterested or slow to respond. This made it appear as though I wasn't getting much done.

Eventually, I came into work and was called into a meeting with the executive director. My direct supervisor wasn't present.

I was told my position was being changed to part time and that they were separating from me. When I asked why I couldn't be considered for the part time position, they referenced my performance and the original PIP.

The strange part is that I was never given a copy of the PIP, never signed it, and never had any follow up meetings about it.

When I asked the executive director to show me the PIP during my termination meeting, she couldn't provide it and told me to email them for a copy.

Several people have suggested I sue, but I know Michigan is an at will employment state.

I'm not saying I was a perfect employee, but the whole situation feels questionable, especially since I was moved out of my original position and then terminated based on a PIP that was never followed up on.

My questions are:

1. Does any of this sound legally questionable, or just like poor management?
2. Can an employer use a PIP against you if you never signed it or received a copy?
3. Is it worth speaking with an employment attorney?
4. What would you do in my situation?

I'm genuinely looking for advice because I'm not sure whether to pursue this or just move on.I recently lost my job at a nonprofit in Michigan that works with foster care youth, and I'm wondering if I should look into legal action.

A few months into my employment, I was placed on a PIP for things like allegedly leaving doors open and slamming doors in people's faces. These accusations weren't true, and when I questioned my supervisor, they couldn't provide any evidence or specific examples.

There was never any formal follow up regarding the PIP.

About a month later, I was essentially demoted. Someone else was promoted into my original position, and I was moved to oversee a different project without any formal paperwork documenting the change.

The new role was originally intended for a 30 hour employee, while I was full time and salaried. I didn't mind the change, but most of the work involved outreach to people who were either uninterested or slow to respond. This made it appear as though I wasn't getting much done.

Eventually, I came into work and was called into a meeting with the executive director. My direct supervisor wasn't present.

I was told my position was being changed to part time and that they were separating from me. When I asked why I couldn't be considered for the part time position, they referenced my performance and the original PIP.

The strange part is that I was never given a copy of the PIP, never signed it, and never had any follow up meetings about it.

When I asked the executive director to show me the PIP during my termination meeting, she couldn't provide it and told me to email them for a copy.

Several people have suggested I sue, but I know Michigan is an at will employment state.

I'm not saying I was a perfect employee, but the whole situation feels questionable, especially since I was moved out of my original position and then terminated based on a PIP that was never followed up on.

My questions are:

1. Does any of this sound legally questionable, or just like poor management?
2. Can an employer use a PIP against you if you never signed it or received a copy?
3. Is it worth speaking with an employment attorney?
4. What would you do in my situation?

I'm genuinely looking for advice because I'm not sure whether to pursue this or just move on.

I have noticed increased vocabulary (what the hell is a "kpi"), methodologies and even people from business/profit sectors within the non-profit sector, and I personally feel very frustrated about that. Very often, it comes with a performance mindset at the detriment of more nuanced realities, and as a consequence, deeply affects the way people have been working, shifting more and more from substantive work to "working on the work". How do you feel about that?

Support / Discussion

I volunteered at a large based faith organisation in Christchurch NZ.
Was bullied and left straight away. It was so devastating I had volunteered there all up 5 years. I had a mental health crisis and felt suicidal, Leadership gave me no support, knowing I was distressed.

I thought at some point before it turned bad I just thought: Well Im here for the clients and not the staff so if below par that’s ok.

I thought the organisation would help me cos I was in destress,
I went all the way to church leadership, they saw me as the problem.
They started talking about my disability, in ( what I would call ) judgemental ways and not how identify I feel was done to help ‘solve the issue’ of the volunteer.
To have your disability disclosed to people you don’t know was and is distressing, Im extremely private . Their justification was it wasn’t discussed outside of the organisation, so they had the right to do it ( privacy laws would view in their favour, my country is pathetic in privacy laws)

I feel so ignorant for putting so much trust in an organisation.

Do people feel they have to stay because they believe in the cause?
Do people get traumatised volunteering ?
Thank for reading my post it means something
Edit: Fixed spelling
Edit 2: They do a really good job in the community.

How do you find board opportunities in retirement communities (healthcare and technology experience with MBA)?

New e.d was hired 3 years ago. Organization is loosing money since then. Board chair was notified that the e.d is costing the organization money. They lack financial knowledge and no financial oversight. The place has 1 year to live if they continue. How can i get them removed in NYS.

HI all. I'm a full time development director at a small nonprofit, so I'm managing grant applications. To make a little extra money, I'm applying to get on a state professional registry for grant writers. My listing will specify a field/subject specialty that is distinct from what my organization does, though I can imagine situations when there might be some overlap. But, I can't imagine a consultant project that would compete with what we'd apply for, and I certainly would never accept such a job.

I guess my question is, as long as I'm vigilant about taking projects that would not compete with my organization, and of course make sure my time is well-managed, is there any ethical issue here? Also, do I need to tell my leadershiop I'm taking on this extra work?

Thanks, all.

Hi everyone!

I'm looking for some honest career advice because I'm at a point where I want to be intentional about my next career move.

I'm looking for some honest career advice as I figure out my next career move.

I have around 8 years of experience across the social impact sector, particularly education, including program management, teacher development, NGO/CSR initiatives, and government advisory. My work has involved program implementation, stakeholder management, planning, budgeting, team coordination, and working with government systems.

While I value the experience I've gained, I'm now looking to transition into a remote role with travel as per requirement. I'm open to exploring opportunities beyond education if my existing skills are transferable.

I'm currently considering two directions:

1. Project/Programme Management

I'm thinking of pursuing PMP to strengthen my existing experience and target roles such as Project Manager, Programme Manager or Operations Manager, ideally with remote-first organisations.

2. HR / Talent Acquisition / People & Culture

I'm also interested in exploring HR, particularly recruitment and talent acquisition. My plan is to start learning HR fundamentals independently, including sourcing, screening, recruitment processes and employee engagement, before deciding whether to invest in a certification such as SHRM-CP.

My current thought is to prepare for PMP while learning HR on my own and start applying for remote jobs in parallel, rather than waiting until I've completed a certification.

However, I'm unsure whether this is a sensible approach or whether I should focus on one direction first.

I'd love to hear from people who've navigated similar career transitions:

• Does PMP genuinely help in securing remote project or programme management roles, or does relevant experience matter much more?
• Is it realistic to transition into recruitment or talent acquisition without having held a formal HR role?
• Would SHRM-CP be worth pursuing later for someone interested in People & Culture?
• If your primary goal were to secure a remote job, would you focus on one career path or explore both in parallel?
• Given my background in education and social impact, are there other remote roles or sectors I should be considering?

I'm based in India, so insights into the Indian job market, remote-first companies and opportunities that allow you to work remotely from anywhere in the country would be especially helpful.

I'm not necessarily chasing a particular designation. I want to build a sustainable career, make good use of my existing experience and find a role that offers more flexibility.

I'd really appreciate honest experiences, practical advice and perspectives from people who've made similar transitions.

Thank you!

I work for a hospital NPO. We need to add some flair to our decades-old golf event that’s our biggest fundraiser. Any tips? Anything that’s worked for your org? Any suggestions for giveaways?

I started working for a nonprofit as an Operations Manager about 9 months ago, and it's been rough. I feel like I'm being tested to see how much I can take before I break. Over the last few months, decisions made by the president, uneven workload distribution, a lack of HR support, and some ridiculous requests/demands have left me feeling like I'm being punished for being a hard worker. I've brought these concerns up to my boss, and while he acknowledged them and explained the situation, his explanation only confirmed what I was already thinking and left a sour taste in my mouth.

For the last 3 months, one of the employees in my department has been giving me a very hard time. He refuses to work in any department except one, ignores my direction, intentionally does work incorrectly, lies, and makes inappropriate sexual comments to other male employees. Throughout this situation, HR has claimed to be on my side, but that changed on Friday. They now want me to give in and let him do whatever he wants. At that point, I realized I was never going to win this battle because his father has donated a significant amount of money to the organization.

My girlfriend convinced me that the situation is only going to get worse. I updated my resume yesterday and have started looking elsewhere.

Have any of you left a nonprofit job before reaching the one year mark? How did other companies view it during interviews? Did you regret leaving, or did it end up being the right decision?

I am pretty good with all forms of accounting for nonprofits (humble brag) but I feel I need to take an online class is budgeting. It does not have to be free. I have to think some other folks have done this and can make some recommendations. Thanks

(I checked the rules and didn’t see anything against this type of post, so I’m sorry if I missed it)

Hi everyone,

I’m a current college student working through plans for my major. I’ll be transferring from a CC to University and doing an individualized major. The individualized major requires 3 concentration areas and my main concentration will be socio-cultural anthropology. I am undecided about my other two areas and would like to decide soon so I can decide what classes to take at my CC.

Career wise I do not have a specific desired position, I just want to help people and communities. I currently work at a nonprofit fighting for food access and I love it a lot.

I’m wondering if anyone here has recommendations for my other two concentrations. What would be beneficial? Do you recommend any types of certificates as well? I’m leaning towards political science for one of them, not too sure about the third at all though. Helping people is vague I know, but I plan on trying to narrow that down through internships and volunteering.

Also to note, I see myself getting a masters degree at some point, likely once I do decide on a more specific career.

Any recommendations are appreciated, thank you!

The non profit I’m at is a $500 million sized organization so well known and large.

I’m a finance and data manager. I only make $75k a year and was wondering what can I do to increase my salary? Where do I go?

I'm a mid-level development team manager of a large nonprofit, and the team members I support have very different styles of managing their inboxes. I don't want to perpetuate toxic nonprofit urgency, but I also want our funding partners to receive timely responses to their simple inquiries.

So I'm curious - How long do you take to respond? What do you believe is a realistic expectation?

And, do you have any recommendations on resources for developing standards for responding to personal emails from funding partners, and coaching team members around managing their inboxes?