Employee retention is rarely a challenge that appears overnight. More often, turnover begins with gradual signs of disengagement, burnout, or uncertainty that build over time. For many nonprofit organizations, summer is when those risks become more visible. As teams juggle vacations, open positions, increased workloads, and evolving organizational priorities, employees may begin reassessing their long-term
Summer can be one of the most challenging staffing periods of the year for nonprofit organizations. As employees take vacations, program schedules shift, and hiring timelines slow down, many organizations begin to feel the impact of existing staffing gaps more acutely. Roles that may have felt manageable in spring can quickly become operational challenges by
The start of the year is often one of the busiest hiring periods for nonprofit organizations. As new budgets are approved and roles open quickly, spring nonprofit hiring trends begin to take shape earlier than many leaders expect. By the time spring arrives, the hiring landscape often looks very different from just a few months
Understanding how nonprofit salaries vary by role and location is essential for organizations that want to hire competitively. Compensation levels across the sector can shift significantly depending on geography, organization size, and the responsibilities attached to each position. This is why nonprofit salary benchmarking has become an important tool for nonprofit leaders, HR teams, and
Retention is one of the biggest challenges facing nonprofit organizations today. While mission and culture play an important role, compensation is a critical part of effective nonprofit retention strategies. Organizations that fail to align salaries with market expectations often struggle to retain experienced, mission-driven staff. When organizations regularly compare their compensation with the broader nonprofit
Nonprofit leaders often know compensation matters—but many aren’t sure how to interpret the salary data available to them. This is where nonprofit salary benchmarking becomes especially valuable. Rather than relying on assumptions or outdated salary estimates, benchmarking allows organizations to compare their compensation levels with similar nonprofits across roles, regions, and organizational sizes. The result
Nonprofit leaders today face a difficult challenge: attracting and retaining strong talent while working within tight budgets and increasing demands for impact. One of the most effective tools organizations can use to make informed compensation decisions is nonprofit salary benchmarking. By comparing salaries across similar organizations, roles, and regions, nonprofit leaders can ensure their compensation
Last year nonprofit staffing data revealed a quiet but important shift: Hiring in 2025 was focused and selective. According to the 2026 Nonprofit Salaries & Staffing Trends Report, 51% of nonprofits maintained headcount in 2025. At first glance, that suggests stability. But behind flat numbers, many organizations continued to hire with greater precision and intention.
After years of disruption, nonprofit leaders entered 2025 with a different priority: stability. According to our 2026 Nonprofit Salaries & Staffing Trends Report, 51% of nonprofits maintained their headcount in 2025. Rather than expanding or contracting, many organizations chose to hold steady — a decision shaped by funding uncertainty, rising costs, and mission risk. Download
