Meet the UK's leading team of fundraising recruitment specialists.
Whether you’re looking for a great new role or great new fundraisers, why not talk to someone who really understands what you’re looking for?
We're the only fundraising recruiters with individual specialists for each major income stream, so whether it's community or corporate, major donor or legacies, direct marketing or events, you’ll have a dedicated consultant who really knows the market, focusing exclusively on roles in your field.
That means they'll have a clear understanding of your particular challenges and requirements, and up-to-the-minute knowledge of the best opportunities, organisations and individuals in your specialism, right across the sector.
To speak with your specialist directly, just select them from the list below and click for contact details.
But if you don't fit neatly into one box, or you're just not sure where to start, don't worry! Just call any of the team for a chat and we'll be happy to connect you with the best-placed person to help.
You can reach us on 020 7820 7331, or send us an email. We look forward to working with you!
Your fundraising specialists by income stream
Click on a name or specialism for more contact details and information
|►||Natalie Lawford||020 7820 7336|
|►||Joshua Liveras||020 7820 7319|
020 7820 7329
|►||Nick Shanks||07766 538575|
|►||Gemma Boyle||020 7820 7326|
|►||Zach Stuhldreer||020 7820 7332|
|►||Ryan Elmer||020 7820 7313|
Harris Hill are great to work with - they are personable, reliable and honest. We have successfully recruited a number of candidates from them and they have been a fantastic asset to our organisation.
Community and Events Manager, St Mungo's
I’ve been on both sides of the table when working with Harris Hill, they supported me brilliantly when being recruited at Breast Cancer Now. They offered me lots of great advice and feedback throughout the process which led to me being really prepared and focused in my interviews. They have also been great when I’ve worked with them to recruit staff, they have really listened to the type of person and skills required for my recruitment which has led to lots of successful candidates over the years I’ve worked with them.
Interim Head of Community & Events, Sense
Harris Hill has been a fantastic recruitment partner to Livability for many years now. They have helped increase our employee brand in the fundraising sector, represent the charity in an engaging and clear way to prospective candidates, and have attracted stellar talent to the Livability fundraising team. The account management has been great; from personal relationships with Harris Hill account managers visiting our national office to get more of a sense what Livability stands for and the working culture to quick and responsive communications. It's been a pleasure working with the Harris Hill team. More recently, it's been a joy to partner with Joshua Liveras on our recruitment to a new Community Fundraiser - North. This is a strategic region Livability is growing engagement and fundraised income in, and Joshua has found us a stellar new candidate to help us make more of a splash in the region. I would personally like to thank Joshua and Harris Hill for their continued support and flying the flag of the Livability fundraising team.
Assistant Director of Fundraising, Livability
Harris Hill were a joy to work with. From meeting Hayley through to filling two corporate fundraising roles I was really impressed with her approach. Hayley really took the time to understand our needs and interrogated our job specifications in a way that demonstrated her clear knowledge of the sector but also the type of candidates we could reasonably expect. We were very happy with the candidates put forward for interview, and have been really pleased with our eventual two hires. The whole process was without stress and I’d work with Harris Hill again and recommend them to others.
I have always been impressed with Harris Hill: their consultants are tenacious and never give up until they find you that ideal fundraising candidate. I like the way they understand me and the charity to ensure that I get the right candidates. They provide a professional and comprehensive service and really know the third sector.
Deputy Director of Fundraising
Legacy Officer - 3dpw
Harris Hill is looking for a Legacy Officer for 3- 6 months on a 3 day per week basis. Sitting within Individual Giving for a Hospice, we are looking for someone who can commit to 3-6 months on a 3 day per week basis. The purpose of this role is to promote Gifts in Wills to existing audiences (supporters, staff, volunteers) and the local community. This role will develop creative materials and implement legacy fundraising strategy securing new legacy enquiries and pledgers and provide excellent stewardship. Duties Implement the Legacy Fundraising strategy, focusing on raising awareness of gifts in wills and growing the number of individuals who remember the Hospice in their will. This will include; To manage the legacy marketing/fundraising budget and ensure all activity is delivered on time and to budget To manage and develop new legacy fundraising materials online and offlilne To manage day to day relationships with will writing partners including Solicitors and Farewill To be first port of call for all legacy/gift in will enquiries and manage the legacies inbox To manage fundraising campaigns to promote gifts in wills and free will writing services to supporters, wider hospice and local community To manage rolling programme of legacy prospect mailings to supporters and fulfil responses To liaise with fundraising staff to promote gifts in wills and free will writing services through fundraising activities, events and networks To liaise with key stakeholders in wider hospice to be able to deal with enquiries about gifts in wills To effectively steward enquirers to become legacy pledgers To manage online and offline will writing workshops and promote these to supporters, wider hospice and general public To provide content relating to legacy marketing for website, newsletter, social media etc where required Work with fundraising managers to establish new opportunities to promote gifts in wills to supporters, staff/volunteers and local community Work with Head of Fundraising to establish and implement stewardship for legacy enquirers and pledgers We are looking for someone with Legacy Fundraising/ Marketing experience, who can develop promotion material and manage campaigns, whilst providing first class customer/ supporter care.
£16.48 - 16.48 per hour
Trust Fundraising Executive- Manchester
I am working on behalf of a lovely charity based in Oldham who is looking for a Trust & Foundations Executive to join their team. This is an exciting opportunity for a self-motivated Trust Fundraiser; you will be responsible for developing, managing, and soliciting gifts from a portfolio of Trusts, Foundations and Statutory income sources. You will achieve personal financial and non-financial KPIs to ensure that the departmental targets are achieved. Managing a portfolio of existing, and researching and securing new, Trusts, Foundation and Statutory supporters. Providing high level stewardship and account management through reporting, proactive engagement, and cultivation activities. The successful candidate must have demonstrable knowledge and understanding of the Trusts and Foundations market. Significant experience of securing five-six figure sum gifts, in a Trust and Foundation fundraising capacity. Have proven experience of building long-term effective relationships with senior stakeholders, both internal and external. Experience in Major Donor fundraising is also desirable. This is full time permanent role.However, we would be happy to hear from candidates looking for four days a week.
£23,671 - 29,320 per year
I am currently looking for a Microsoft certified engineer with an understanding of Exchange 2016 and Active Directory system. This immediate start role is to assist the IT Manager with various urgent projects for an amazing children's charity. Main duties: Upgrade to Windows 2016 from legacy OS Clean up AD Assist with the upgrade of the HP server memory Help with Network Security and permissions General support for 8 physical and 5 Hyper-V servers If you are immediately available with the above skills and experience, please apply online today!
£23.62 - 29.67 per hour
Digital Fundraising Executive
A fantastic children's charity is looking to recruit a Digital Fundraising Officer. Implementing effective and innovative digital campaigns you will work to acquire new supporters that deliver against income and recruitment targets. Joining a friendly fundraising team, you will create digital ads and write compelling fundraising copy that will motivate the public to donate. You must be experienced in running digital fundraising campaigns from start to finish - creating ads, writing landing page copy, optimising paid digital activity, reporting on results and ensuring that they deliver to target. The ideal candidate will have a background in digital fundraising or digital marketing, including the planning and delivering of digital campaigns. Experience of using Google Analytics in order to analyse campaign performance is vital, alongside a good knowledge of digital marketing techniques including email communications, search marketing and social advertising. The majority of paid digital activity is run by a fantastic media agency, but test campaigns are run in-house and so hands-on experience in this area would be a bonus. If you're looking for an exciting digital fundraising role within a friendly communications team, then please do get in touch for more information! Please note, only successful candidates will be contacted with more information.
£30k per year
Corporate New Business Executive
Harris Hill is looking for a brilliant Corporate fundraiser who loves to generate income through new business. You will be working closely with the Director of Fundraising at this brilliant social welfare charity, in bringing in around £200,000 of income through a variety of new strategic partnerships. The corporate team have already developed excellent partnerships with Barclays and Centrica. Ideally you will have a background in business development in the third sector space, however out of sector candidates with a strong background in sales and new business are also welcome to apply. You will identify and approach clients, matched to opportunities within the organisations portfolio, ensuring cross organisational working at all times. You will also generate predominantly unrestricted funding, develop relationships, resulting in sustainable funding. If you would like to receive a full job specification for this role or have a confidential conversation, please send your cv to email@example.com or call Hannah at Harris Hill on 0207 820 7331. Closing Date Monday 19th April 11am. Only suitable candidates will be contacted. We look forward to hearing from you.
£30k - 32k per year
Direct Marketing Assistant
Harris Hill is seeking a Direct Marketing Assistant for 12 weeks, within an international charity. We expect responsibilities to include: Product journey delivery e.g. scheduling subscription email, ongoing email delivery, weekly data exports to printers Creative development e.g. researching PadPo and PJ masks activities, proof reading packs and emails DMC support - including adding eventers to consoles, sending welcome emails, JG reporting, race-day prep (pending go-ahead), data exports Innovation team support including survey building, market research and analysis Invoices allocating, coding and processing across Acquisition, Retention, and DMC Campaign and Finance code set-up Landing page set-up and management Call-listening Results reporting updating weekly and monthly KPI presentation Email and SMS support DM Enquiries inbox Ad hoc requests e.g. support on asset collection, proof reading, data checking, minute taking
£12.65 - 12.65 per hour
Email Marketing Manager
I'm currently working with a fantastic membership organisation who are looking to recruit an ambitious Email Marketing Manager to manage and deliver a busy email communication schedule. This role will lead on the development of membership email journeys and the content opportunities of member benefit platforms, managing the way the organisation interacts with key audiences via email in order to achieve long term engagement. You must have experience of managing/delivering successful email campaigns, with the ability to report on email performance and analysis. Previous experience of integrating email plans with a range of digital and social media channels is also vital. You must possess excellent copywriting skills, that you are able to adapt for different audiences and be an independent, creative thinker. Experience of Adobe Creative Cloud including InDesign is not essential but is desirable, as is experience of Dotdigital platform. With generous staff rewards, an excellent culture and a renowned presence in the charity sector, this is an opportunity not to be missed! If you're interested in hearing more, please send me your up to date CV. Please note that only suitable candidates will be contacted with further information.
£34k per year
Assistant Manager - Youth Programme
I am delighted to be working alongside an amazing sustainability charity in search of an Assistant Manager for their Youth Programme. This 9-month FTC has been created in response to the charity's renewed commitment to support the hospitality industry in responsible recovery as we look beyond Covid-19 closures. This position will play a key role in managing quality assurance and scale up of the youth programming across Asia, Africa, Europe and Americas. Purpose of the job: The Youth Programme Projects Officer will work closely with the Head of Programmes to deliver the charity's programme strategy related to their work on promoting youth employment in the hospitality industry. You will carry out all required tasks to ensure the projects deliverables are being implemented, with particular emphasis on managing monitoring tools and data, donor reporting, project evaluations, materials development and execution of trainings, workshops, virtual consultations etc. Main responsibilities / accountabilities: Support Head of Programme with the delivery of The Alliance's Youth programming in selected countries across Asia, Africa, Europe and Americas. Collate projects updates, monitoring data and case studies and develop donor reports. Support in-country Alliance consultants and implementing partners in developing communications content for the programme, including scoping for case studies, project learning and best practices, ensuring GDPR compliance. Manage schedules for implementing partner invoicing, reporting and data collection. Manage completion of and filing of implementing partner due diligence, contracts, and quarterly reporting. Undertake project impact measurement and reporting in coordination with the Head of Programmes. Support with the preparation of annual programme impact reporting (collating and synthesising projects data and members' annual sustainability reports). Collect best practices across current projects and develop content for Youth Programme guidance tools (related to NGO partner selection and capacity building, and project adaptation, management, and monitoring) for use by hotel companies and local implementing partners. Conduct research and support Head of Programmes in creating additional Youth Programme training modules for implementing partners, scale-up partners and local hotels. Develop content and support in planning and conducting on-line trainings and virtual meetings. Seek and collate inputs from industry members - such as HR Officers and hiring managers - on specific topics and materials, as required. Impact measurement and reporting: Establish project log frames and design data collection tools (excel data files, survey forms, key informant interviews etc) to measure success of projects against established outcomes indicators and evaluation objectives. Lead on the collection of projects' data via approved tools, ensuring data collection and reporting is timely, accurate, consistent and GDPR compliant. Tabulate data from surveys and interviews, ready for analysis and interpretation. Manage Programme M&E database, ensuring it is accurate and up to date. Work with Head of Programmes to design project/programme evaluations and lead on data, information collection and analysis reports for internal evaluations. Support the Fundraising team to ensure they have M&E and learning information needed to develop new proposals and engage with funders. Stakeholder engagement Person specification: You will thrive in a rapidly evolving, fast-paced environment, be willing to roll up your sleeves and contribute to a small, entrepreneurial organisation. You will be highly organised, have strong project monitoring and research skills, an ability to engage with new topics or areas of work, and ability to move between specific projects and a wider programme. You will have a demonstrable interest in driving social impacts through sustainable practices and have the ability to engage with a diverse range of stakeholders, including not-for-profits, businesses, funders and in different geographic locations. Knowledge: Detailed working knowledge of M&E and development projects preferably related to livelihoods or education. Good understanding of corporate social responsibility agenda and commercial realities of multinational companies, preferably the hospitality industry. Knowledge of SDGs and major contributors to achieving these. If you are immediately available with the above skills and experience, please apply online today!
£32k - 35k per year
Senior Monitoring and Evaluation Coordinator
An international development and relief charity are looking for a Senior Monitoring and Evaluation Coordinator. This will include a monitoring and evaluation system design, implementation roll-out, budgeting as well as supporting country offices and downstream partners with proposal writing, log-frame and indicator development. The post-holder will also be responsible for delivering training and M&E technical support to staff at the country offices and downstream partners. The role will entail the development of quality assurance strategies and ensuring compliance with institutional requirements. Key responsibilities Develop M&E output, outcome and impact trackers Support technical staff at the country offices and downstream partners to carry out monitoring and evaluation of project activities aligned to the M&E framework Develop M&E systems to manage complex data and information generated by MEAL activities such as a database and mechanism for beneficiary complaints and qualitative outcome monitoring systems Collaborate with the systems department to seek solutions for more complex data management requirements i.e. development of databases for M&E purposes Plan and conduct needs assessments in the field ensuring findings inform project design Contribute technical expertise in relation to M&E to concept notes, proposals and log-frames in the institutional and other donor funding process Provide M&E feedback and recommendations to the wider programme department in order to improve the quality of project management and implementation at the charity and initiate corrective measures to improve project design Utilise the M&E system to monitor and ensure the quality and time-efficiency of the charity's response to donors Person specification Experience in a similar role at an INGO conducting monitoring and evaluation activities for donor-funded initiatives Strong technical knowledge of M&E theory, MEAL systems and processes Proven experience in reviewing, monitoring and evaluating programmes and using quantitative and qualitative methods and approaches Solid project management experience with the ability to manage multiple project strands simultaneously Experience in planning and managing surveys, developing and refining data collection tools and with data quality assessments and oversight Experience of using participatory approaches in development projects Demonstrable experience of producing programme impact reports
£30k - 35k per year
Individual Giving Manager (maternity cover)
Non-governmental, international, humanitarian organisation is seeking an Individual Giving Manager (maternity cover contract). The IG Manager will lead the development and implementation of the charity's individual giving strategy, including the planning and delivery of donor recruitment, donor retention and legacy giving programmes, to deliver high quality donor experience and sustained income growth. . Key responsibilities: - Lead the development of the individual giving strategy to achieve sustainable income growth - Develop and manage Concern Worldwide (UK)'s individual giving programme and budgets - Manage and lead the Individual Giving Team - Maximize the charity's emergency response capability Required skills and experience: - Experience of individual giving fundraising - Line managing multiple direct reports - Strong direct marketing skills, including demonstrable experience of digital fundraising techniques and strategies - Developing strategy, operational plans and complex budgets
£44,927 - 49,656 per year
Programme Services Team Administrator
*******JUNE START DATE ******* I am currently looking for a Programme Services Team Administrator to support one of the largest teams at an amazing health charity. This role will support the Programme Services Team as well as the Cluster Lead, various programmes and the Director of Programme services with day-to-day programme and administrative support tasks. Tasks and responsibilities: In partnership with the programme services and legal team, ensure Consultants contracts, grant agreements, amendments and other legal documents are being drafted, approved and signed in a timely manner and provide support to the Consultants as needed Responsible for the coordination of events, meetings and preparing legal and financial documentation as and when required. Process a large amount on invoices/Purchase Orders in line with the procurement procedures Provide coordination and administrative support for organisation of webinars and in person conferences Help with financial analysis (forecasting and budgets) Assist with project work: for example, help transition towards the new MIS system to meet organisations' objectives in terms of filing Assist with forecasting and auditors' requests Asist with recruitment: EHRF, JDs, scheduling interview, preparing induction schedules as well as induct with processes Assist the PST team with resource mobilisation tasks Provide secretarial support to the Cluster Lead and the Director of Programme services Key organisational relationships: The role also involves interaction with the entire PST team, BDC Project Managers in country offices, and the Head of Office where the individual is based (UK, Netherlands or Switzerland). Experience: Proven experience in a senior administrative or project management role supporting multiple members of a geographically dispersed team Previous experience in working in a fast-paced environment, whether in the private or not for profit sector Experience working with internal and external stakeholders at all levels Experience of supporting budget administration, procurement and contracting processes Computer literacy with excellent Excel, MS word, Outlook, and Power Point skills Knowledge of SharePoint and Salesforce is desirable. If you have the above skills and experience and are available from June, please apply online today!
£15 per hour
Senior Individual Giving Officer
An air ambulance charity is seeking a Senior Individual Giving Officer with strong direct marketing skills to continue the success of the programme during a period of maternity leave. You will be joining a friendly, supportive and passionate team and an organisation focused on growth and development. If you think you can help us to continue providing creative, data driven, targeted communications that meet KPIs please get in touch. We would love to hear from you. Key responsibilities: - Work alongside the Director of Fundraising to produce and execute an effective and sustainable individual giving plan in order to grow income from new and existing donors - Create and implement effective donor journeys in order to maximise the engagement and retention of individual supporters - Identify potential new individual giving audiences and implement acquisition strategies in order to grow the individual giving donor base. - Work across the organisation to champion and promote individual giving and to implement excellent supporter care Key skills & experience: - Managing individual giving activity including appeals, recruitment campaigns and retention communications to achieve income targets across mail, phone, email, social media and through face to face fundraising - Producing compelling supporter creative and fundraising messages - Data selection and segmentation and the effective use of supporter data for campaign purposes - Good knowledge and experience of using a fundraising database for comprehensive reporting and analysis
£30k - 32.5k per year
Fundraising Team Leaders (New York & Washington DC Teams)
Fundraising Team Leader (New York and Washington DC Teams) Compensation: 34,036 - 46,137.69 p.a. Contract: 12-18 months / Full time (5 days p/w) Locations: New York City & Washington D.C. Harris Hill is delighted to be working with DialogueDirect, the premier Face-to-Face fundraising organization in the USA, to recruit Team Leaders who will lead and drive the organisation's face-to-face fundraising. DialogueDirect is a Certified B Corporation and works in partnership with amazing charities like Save the Children, ChildFund International, The Humane Society of the United States, Plan International and the World Wildlife Fund. DialogueDirect is also looking to diversify its portfolio and work with other cause/values lead, profit making businesses. This is a fantastic opportunity for a candidate who is passionate, hard-working, goal orientated and who is looking for an adventure by relocating to the US for a period up to 12-18 months. Key Responsibilities: - Performance: Meet and exceed personal and team fundraising goals with daily field time in high-traffic locations in New York City or Washington DC. Track and manage performance effectively. Communicate consistent expectations and standards. - Team Building: Successfully train new hires, coach team members and enable their growth. Execute and uphold DialogueDirect training structures and utilize ongoing development tools. Skills and Experience required: - Significant experience in Face-to-Face Fundraising and/or sales - Proven success in coaching and leading Face-to-Face teams - Highly performance driven and results oriented - Ability to communicate with and coach team members remotely - Ability to track and manage performance statistics and hours - Clear and consistent communication skills DialogueDirect offer a competitive range of benefits including an uncapped bonus structure. DialogueDirect will be applying for a Visa on behalf of successful candidates so prior eligibility to work in the USA is not required to submit an application. If you'd like to apply or find out more, please email firstname.lastname@example.org to arrange a time to speak.
£34,036 - 46,137 per year
Fundraising Team Leader (New York & Regional Travel Team)
Fundraising Team Leader (NYC and Regional Travel Team) Compensation: 81,162.77 - 112,493.35 p.a. Contract: 12-18 months / Full time (6 days p/w) Location: New York & East Coast USA Harris Hill is delighted to be working with DialogueDirect, the premier Face-to-Face fundraising organization in the USA, to recruit Team Leaders who will lead and drive the organisation's face-to-face fundraising. DialogueDirect is a Certified B Corporation and works in partnership with amazing charities like Save the Children, ChildFund International, The Humane Society of the United States, Plan International and the World Wildlife Fund. DialogueDirect is also looking to diversify its portfolio and work with other cause/values lead, profit making businesses. This is a fantastic opportunity for a candidate who is passionate, hard-working, goal orientated and who is looking for an adventure by relocating to the US for a period up to 12-18 months. Key Responsibilities: - Performance: Meet and exceed personal and team fundraising goals with daily field time in high-traffic locations in New York City and across the East Coast. Track and manage performance effectively. Communicate consistent expectations and standards. - Team Building: Successfully train new hires, coach team members and enable their growth. Execute and uphold DialogueDirect training structures and utilize ongoing development tools. - Travel: Consistently travel with the team and carry out efficient roaming practices. Uphold well-being and professionalism of team members in all locations. Support and manage travelling teams remotely while being in the field. Skills and Experience required: - Significant experience in Face-to-Face Fundraising and/or sales - Proven success in coaching and leading Face-to-Face teams - Highly performance driven and results oriented - Ability to communicate with and coach team members remotely - Ability to track and manage performance statistics and hours - Clear and consistent communication skills - Availability and commitment to travel for 50% of the year DialogueDirect offer a competitive range of benefits including an uncapped bonus structure. DialogueDirect will be applying for a Visa on behalf of successful candidates so prior eligibility to work in the USA is not required to submit an application. If you'd like to apply or find out more, please email email@example.com to arrange a time to speak.
£81,162 - 112,493 per year
Fundraising Team Leader (National Travel Team)
Fundraising Team Leader (National Travel Team) Compensation: 81,162.77 - 112,493.35 p.a. Contract: 12-18 months / Full time (6 days p/w) Location: Pan-America Harris Hill is delighted to be working with DialogueDirect, the premier Face-to-Face fundraising organization in the USA, to recruit Team Leaders who will lead and drive the organisation's face-to-face fundraising. DialogueDirect is a Certified B Corporation and works in partnership with amazing charities like Save the Children, ChildFund International, The Humane Society of the United States, Plan International and the World Wildlife Fund. DialogueDirect is also looking to diversify its portfolio and work with other cause/values lead, profit making businesses. This is a fantastic opportunity for a candidate who is passionate, hard-working, goal orientated and who is looking for an adventure by relocating to the US for a period up to 12-18 months. Key Responsibilities: - Performance: Meet and exceed personal and team fundraising goals with daily field time in high-traffic locations across the country. Track and manage performance effectively. Communicate consistent expectations and standards. - Team Building: Successfully train new hires, coach team members and enable their growth. Execute and uphold DialogueDirect training structures and utilize ongoing development tools. - Travel: Consistently travel with the team and carry out efficient roaming practices. Uphold well-being and professionalism of team members in all locations. Support and manage travelling teams remotely while being in the field. Skills and Experience required: - Significant experience in Face-to-Face Fundraising and/or sales - Proven success in coaching and leading Face-to-Face teams - Highly performance driven and results oriented - Ability to communicate with and coach team members remotely - Ability to track and manage performance statistics and hours - Clear and consistent communication skills - Availability and commitment to travel for 100% of the year DialogueDirect offer a competitive range of benefits including an uncapped bonus structure. DialogueDirect will be applying for a Visa on behalf of successful candidates so prior eligibility to work in the USA is not required to submit an application. If you'd like to apply or find out more, please email firstname.lastname@example.org to arrange a time to speak.
£81,162 - 112,493 per year
A charity based in London are looking for an Evaluation Manager. The successful candidate will design, coordinate and implement evaluation activities to assess the immediate outcomes of the charity's outreach and its longer-term impact on young people's subject choices, working to embed learning into ongoing development. Please note this role is a 12-month FTC. Key responsibilities To support the development and implementation/roll out of an impact and evaluation framework to support outreach providers in systematically and robustly appraising their work To develop good practice evaluation guidance for internal and external stakeholders, reviewing literature, analysing data, and sourcing case studies To ensure that charity's evaluation approach facilitates the measurement of relevant organisational key performance indicators To respond to research and data-related queries from the engineering sector and internal colleagues To enforce research ethics, data storage and data management protocol, ensuring that research is conducted in line with relevant policies, codes and applicable legislation To keep up-to-date with developments in education and/or STEM-related policy and available data, as well as research methods Person specification Professional experience in monitoring and evaluation of programmes, policies or interventions in the UK context Excellent knowledge of evaluation techniques/practices and data collection and analysis methodologies Experience in undertaking literature searches and reviews, identifying relevant evidence, appraising its quality, and summarising the body of existing work Excellent time management skills, with experience working on multiple projects at once, adapting to changing priorities, and meeting hard deadlines Ability to work independently and prioritise own tasks and time, but also take direction, be flexible and work collaboratively with others, contributing to team decisions and facilitating cross-organisational working An understanding of ethical and legal aspects of social research and the ability to adhere to appropriate research ethics and data protection protocol Closing Date: Monday 26th April 2021
£40k - 45k per year
Community Mental Health Services Manager
I am currently looking for a Community Mental Health Services Manager for Kensington and Chelsea Mind. Mind is the leading charity for mental health and provides information and support to improve the lives of people experiencing mental health problems. The successful candidate will be responsible for managing, developing and delivering the organisation's portfolio of community mental health services. This is a senior management position, requiring a proven track record in leading managing and developing community mental health services for people with mental health problems and complex needs. You will manage 4 direct service reports and a staff team of 11 individuals. The services are also supported by a team of casual workers and volunteers to build diversity and flexibility into service models. Direct reports: Adult social Care Training and Employment Services Peer Support Service for Integrative Care Advice Information and User Consultation Services Community Training and Development Service Main responsibilities and accountabilities: To work with the senior management team to contribute to charity's strategic planning and directly manage the organisation's portfolio of mental health services To provide day to day operational management of services, within scope and budget To ensure the highest standards of working practice to ensure Mind's duty of care and the safeguarding of vulnerable adults To meet and exceed contract terms to achieve positive recovery outcomes for service users and their carers To work with the Director to develop new income streams and manage new contract services that meet the requirements of the organisation's strategy and business plan To deputise for the Director in their absence To ensure that defined and measurable standards and key performance indicators are agreed with team members for service delivery and that these are achieved To ensure that services are monitored regularly by meetings with team members, engagement with client users, and analysis of statistical productivity data for submission to commissioners/funders To assist the Director to seek opportunities for new developments new funding and new income streams for existing services To assist the Director to explore new funding options, including tendering opportunities and lead or assist in the preparation of grant applications and bid writing for tenders To maximise opportunities to work collaboratively with external providers To assist the Director to develop and present new, fully costed, business cases and service proposals, as required To project manage and mobilise the implementation of new initiatives, as agreed by the Director Team Management: To build, lead and manage a dynamic team of staff and volunteers to deliver Mind services To lead and support staff to meet and exceed the charity's expectations for productivity, quality, continuous development and goal accomplishment, appraisal and personal development planning To provide regular management supervision to staff in accordance with the Mind's supervision policy To ensure that all managed services are adequately staffed, arranging cover for sickness, study leave and holidays when necessary and monitoring staffing hours and absences, as necessary Engagement with external agencies and funders: To ensure that funders are kept informed as required about activities, deliverables and service out-puts through regular monitoring reports To build strong collaborative relationships and links with external agencies to maximise the potential for generating referrals and partnership working To promote and represent the charity, its work and service user interests to all external agencies with which the team works If you would like to receive an Information Pack for this role, and details on how to apply, please send your CV before the closing date to Shweta.email@example.com Closing date for applications: Friday 23rd April 2021 We welcome and encourage applications from everyone regardless of age, disability, sex, gender reassignment, sexual orientation, pregnancy and maternity, race, religion or belief and marriage and civil partnerships.
£38,890 - 41,881 per year
Fundraising and Project Manager
Harris Hill are thrilled to be working exclusively with an organisation that puts young people at the heart of the community in South London. They are a small organisation looking for a Fundraising and Project Manager. This is a new position which comes at a pivotal time in the organisation's development. You will be responsible for fundraising strategy and implementation as the charity pursues plans to redevelop its existing building. You will enable them to expand its offering to local children and young people with particular responsibilities for project management and developing existing governance, including taking on responsibility for some core functions from the trustee board. This role is ideal for someone who loves a mixture of community development projects, but has a core background in grant and trusts fundraising as a lot of the funding comes from this. You will also be working closely with Lambeth council, so knowledge within this area would be key too. This is a wide-ranging role and we welcome applications from candidates who have experience and knowledge of most of the below areas, but who may not have experience and knowledge of them all. Essential Experience of charitable fundraising, especially trusts and grant applications. Experience of financial management, budgeting and tracking expenditure. An understanding of children's rights, their need to have access to free play and its benefits. A passion for supporting children and young people, particularly those facing disadvantage or difficulty. Ability to work independently with high level of efficiency in planning and delivering projects. Excellent time management and prioritisation. It pays between £30,000 - £35,000 and ideally interviewing from middle to the end of April. If you would like to receive a full application then please do get in touch with Hannah at Harris Hill on Hannah.firstname.lastname@example.org or call her on 02078207331. Rolling recruitment so please do get in touch ASASP. Only suitable candidates will be contacted.
£30k - 35k per year
With Covid-19 raging on, many charities have seen the demand for their services increase while funding, due to cancelled events and financial uncertainty, has decreased. MDS UK, a charity supporting patients of Myelodysplastic Syndromes (MDS) - a rare blood cancer - is participating in the 20:20 campaign to replace some lost income, but urgently needs more participants! What is MDS? MDS is a group of malignant blood disorders in which the bone marrow fails to produce healthy blood cells. All types of blood cells can be affected, causing a range of symptoms: Red cells (erythrocytes) – which carry oxygen to organs and tissues in the body. Anaemia occurs due to a lack of red cells (also referred to as low haemoglobin), which may lead to fatigue and shortness of breath even on light exertion. White cells – which collectively fight against infection. Recurrent and persistent infections are a common symptom of MDS due to low white cell counts. Platelets (thrombocytes) – which prevent us from bruising and bleeding. A low platelet count can cause bruising, rashes and nose or gum bleeds. In some patients, MDS can progress to Acute Myeloid Leukaemia (AML). In AML, abnormal cells grow very rapidly, building up in the bone marrow and blood. While some patients live with their MDS diagnosis others will unfortunately pass away. A stem cell transplant is the only cure, but this carries inherent risks and can only be performed on younger, fitter patients. What does MDS UK provide? MDS UK aims to raise awareness of MDS, offers support and information to patients and families, and campaigns to increase the quality of life and make treatments available to those affected by the disease. The charity provides patients with access to a list of UK consultants specialising in MDS at specialist centres, a helpline for support and advice and national patient information meetings with specialist speakers. Patients can meet each other through MDS UK’s regional support group meetings (where they meet informally and hear from local consultants and nurses) and an online forum to share their experiences with others. MDS UK also recently funded its first research project aiming to improve treatment options for patients. Further research like this is essential due to the lack of MDS awareness among the public and medical profession and the lack of treatment options. Case Study MDS UK’s Chairman and MDS patient, Ted Peel, was diagnosed in 2015 following extreme fatigue, coughing up and passing of blood and several uncomfortable bone marrow biopsies. “Following an unsuccessful period of medication to remedy low a white blood cell count, I was hospitalised three times with sepsis where my temperature plummeted to 32C”, says Ted. “I was soon told that I needed a transplant.” Ted’s transplant treatment scheduled for this spring was sadly postponed as it was deemed too unsafe to be admitted to the hospital which was making provisions for Covid-19 patients. He was delighted and relieved when told at a more recent consultation that he would be admitted promptly for the treatment as Covid-19 cases in London have decreased. “It’s great to be given another chance at life”, says Ted. “I want to thank MDS UK for their continued support. They’ve been amazing, giving me advice and a helping hand when I’ve needed it most. However, our small charity needs more support.” 20:20 Campaign Due to Covid-19, MDS UK is facing financial hardship as the events it relies heavily on for income have been postponed or cancelled and demand for services has increased. Therefore, they were delighted when contacted about the 20:20 campaign which was set up to replace some of the funds lost by rare cancer charities. Participants will simply complete one challenge a day for 20 consecutive days between September 20th and November 20th and encourage friends and family to support them via the campaign JustGiving page. The challenges DO NOT have to be fitness / exercise based and can be as imaginative as the participants please, e.g. “bake 20 cupcakes” or “20 minutes of knitting.” There is no minimum financial target and the campaign may receive celebrity endorsement and media coverage! All funds raised by MDS UK’s participants will go directly to the charity. Appeal MDS UK urgently needs more participants to help it continue providing life-changing support for MDS patients like Ted and their loved ones, ensuring that, as the campaign strapline reads: “Cancer doesn’t stop for Covid!” If you would like to participate or for more information, contact Jan Edwards (MDS UK’s Fundraising Officer)and visit the event page. For more information about MDS and MDS UK visit their website. You can read Ted’s full story here. Thank you! For a copy of the event poster click here. Blog post written by Jan Edwards (MDS UK's Fundraising Officer). More from the Harris Hill blog 12 tips for video interview success Interviewing via video is the new normal for now, and if it's also new to you, here are some practical tips on the process from our executive recruitment experts, courtesy of director Jenny Hills. Read more ► How to work well from home Millions of us are doing it, but is working from home really working for you? Nicola Greenbrook has the lowdown on the lockdown and advice to help you turn the new arrangements to your advantage. Read more ►
Welcome back to Charity Careers, in which freelance writer Nicola Greenbrook invites key influencers in the charity sector to share their career story and how they navigate the professional world. We discover what they've learned along the way, what motivates them to get up in the morning and what their dream breakfast might look like when they do... In these extraordinary times, Nicola was delighted to chat (virtually, of course) to Susana Lopez, Head of Leadership Giving for Cancer Research UK about her impressive career to date and balancing parenthood with the personal reasons that drive her work for CRUK. She also learned how the charity is responding to COVID-19 and why breakfast in Spain, the complete works of Austen and Tiger King are a few of Susana's favourite things… Hi Susana - we know the name of course, but how would you sum up CRUK's mission and cause? In the 1970s, just 1 in 4 people in the UK survived cancer. Today, thanks to research, that figure has doubled. At Cancer Research UK (CRUK), our ambition is to continue to accelerate this progress so that 3 in 4 people survive cancer by 2034. As the largest independent funder of cancer research in the world, we define global research priorities. Untethered to government funding, we can react rapidly and have the agility to support courageous, risk-taking science. Since our beginnings in 1902, our work has helped uncover the causes of cancer, leading to some of the earliest studies into risk factors, including the link between smoking and cancer. We also laid the foundations for the UK’s national cancer screening programmes and today’s radiotherapy and surgery techniques, and we have contributed to developing eight of the world’s top 10 cancer drugs. Today, we support more than 4,000 nurses, researchers and doctors across a network of exceptional cancer research centres and partner with more than 80 organisations all over the world. We cover every aspect of cancer research and every step of the cancer journey, from our patient information programmes to prevention, diagnosis and treatment. What are you responsible for in your role? My role is really varied! I head up Leadership Giving which sits within the wider Philanthropy and Campaigns team. We work with amazing supporters who want to make a difference by investing in truly cutting-edge research and support. This includes the Catalyst Club, dedicated philanthropists working with us over the long term to have an impact on key areas of CRUK's work; early diagnosis, developing the next generation of science leaders, and the new City of London centre. What drew you to CRUK and when did you join? I’ve had two stints here; from 2006 to 2015 I was a trust fundraising manager and then a senior manager in CRUK's first capital campaign team, Create the Change, raising £100m for the development of the Francis Crick Institute in Kings Cross. I came back to the organisation in November 2019 as Head of Leadership Giving. The simple answer as to why is that cancer has had a profound impact on my life and my family; we lost my mum to ovarian cancer eight years ago; the treatments that kept her well for nearly four years post diagnosis were in part developed by CRUK. All four of my grandparents died of cancer, and too many other family members. I'm an Arts graduate, so was never going to go into science and find new and better treatments myself, but I can put my shoulder to the wheel in the fundraising efforts and secure the investment needed for cancer research. We're hearing much more about medical research in these unprecedented times of course, albeit for a different reason. How has the current pandemic impacted CRUK and your role in particular? Michelle Mitchell, our CEO, has been very open on the impact of COVID-19 on CRUK; unprecedented times indeed. We’ve had to close our shops, and postpone huge events like Race for Life and the gala events which really drive our fundraising programme, and are predicting a 25% drop in income this year, potentially more. The organisation has renegotiated leases on shops, made full use of the government's Job Retention Scheme by furloughing a large number of staff, and made every saving possible in order to protect the investment we make in the front-line science. Even so, we've had to make some tough decisions about the science we can fund, and have had to plan for cuts to that spend. Within my role, we work closely with senior volunteers, ambassadors who are willing to open up their networks and introduce potential supporters to our work, often through a range of events. Obviously we can’t plan those events currently, so we have had to almost throw out the old plans and start afresh. This could be terrifying, but has actually felt very liberating - we have permission to think outside of the box, and to really get insight from our supporters as to what they feel will work, and trial some new ways of working. How did you start your career and what have been the key roles? My first role was as a trust fundraising executive at YMCA England. I'd returned to my home town (after a post-uni year in Spain) to find everyone had scattered, mostly to London! So when a friend contacted me to say there was an entry level role at YMCA England where she was working, I applied. Although I knew nothing about fundraising (amazing to think now that there once was a time when these roles were available to someone with no fundraising experience), I quickly realised that it was a perfect role; lots of talking to colleagues in service delivery about what they were planning and what the impact would be, creative and impactful writing, talking to potential supporters and asking for advice and selling in the work and the difference it would make to homeless and disadvantaged young people. I've since worked in a range of organisations at a range of levels and I don’t know if there are roles I would pick out as being particularly key. Maybe my senior manager role at CRUK the first time around (!) as it really exposed me to working with amazing senior leadership and senior volunteers and to work with really significant supporters to secure multi million pound gifts towards a capital appeal, and to see how a campaign really works. What I would say is that there have been people who have been key to my career; from my first manager at YMCA England, Christine Douglas, who taught me how to structure a trust proposal and how to write for impact, through to Jennifer Cormack at CRUK who showed me how to lead a team collaboratively. Debbie Gilbert at St Giles Trust showed me how to show up as a leader (and never to take no for an answer!), Catherine Miles at Anthony Nolan showed me how to manage upwards and protect your team, and Russell Delew at CRUK gave me the opportunity to work on what was at the time CRUK's biggest capital campaign and secure some of the biggest gifts of my career… Was a charity career always your goal? It really wasn’t; I didn’t know what fundraising was when I applied for my first job in the sector. From childhood I wanted to be a journalist, but fell out of love with the idea on graduation (although three of my family are journalists on TV and in print now, so I feel I'm living the dream vicariously through them!) and I was at a loss what to do with the skills an English Literature degree and a naturally nosey nature had fitted me for. Luckily it turns out being inquisitive, talkative, with a good memory and a way with words is a perfect basis for a career in trust and major gift fundraising. How do you keep your skills fresh and ensure continuous learning along the way? I'm a huge fan of continuous learning - we can all learn something new. I've been working as a fundraiser for 25 years (ARGH) and still enthusiastically sign up for the Institute of Fundraising Convention each year alongside interesting looking briefing events, and especially the Showcase of Fundraising Innovation and Inspiration’s (SOFII) annual I Wish I'd Thought of That event. I also think it's imperative to learn from your peers and keep your ear to the ground with what's happening across the sector to ensure you don’t end up in your own little organisational bubble/echo chamber. To that end, I set up a networking group and invited people I met across the sector to come along; we meet four or five times a year and share news, ask questions, ask for support and advice and make connections. It's fascinating to see how other organisations deal with the challenges we all face - we're meeting in May, and I can't wait to hear how everyone is dealing with COVID-19! What would you advise graduates seeking to join the sector, or more experienced people considering a leap into leadership? When I'm interviewing, I always look for behaviours over a skill set, so my only advice to graduates would be show flexibility, how you've taken on new responsibilities or roles, and your willingness to learn. Skills can be taught. For people moving into leadership - choose the organisation carefully! I’m being half-facetious, but the serious point is to look at how the organisation supports its managers and leaders, what's expected of them, and what training there is internally - for example on managing a team, conducting 121s and annual reviews. These skills are key to managing and too many organisations think they’re innate. They aren't, as anyone who has suffered with a badly trained manager will tell you. Aside from that, be open, honest and transparent - turn up as yourself, and as authentic as you can be. When times get hard, it's tough to maintain a facade! And finally, approach someone you admire and ask them if they'd be willing to act as a mentor. I've listed some of the people who have been key to my career, but I've learned so much from so many people across the sector which has been invaluable. What’s the best piece of advice you’ve ever been given? Christina Grant (who contributed to your article on how to be assertive at work) had a profound impact on me when she worked at CRUK as a trainer. I use some element of her Raising The Bar training and coaching every single day in my work life; the key one is 'Human beings like threes'. Every single meeting opener, presentation, 121, PDR, whatever, I frame around three key points, because it works! What’s the most challenging part of the job? I’ve had lots of challenging jobs, and roles that I’ve left because I couldn’t see how I could make a useful contribution. I can honestly say that I don’t feel that way in my current role; the only challenge, as cheesy as it sounds, is sometimes reining a really ambitious team in! And the best bit? Where to start? The pride in knowing the work we do has a direct impact on cancer, and today, on COVID-19 as CRUK pivots to working on vaccines and treatments for the pandemic, and releases clinicians and nurses back into the NHS to work on the front lines of coronavirus. Working and being in awe of world leading medical researchers who are answering the toughest questions of cancer. Working with world leading fundraisers from whom I can learn so much. And knowing that my mum would be so happy that I've come back to CRUK, an organisation that she supported. What have been your career's biggest ups and downs to date? Up: working with a family who were keen to support an area of work, and who, after a couple of false starts, agreed to an initial gift of £1.1m, and then a further gift of £5m towards a campaign. I secured that gift just before going on maternity leave, so there was a nice completeness to it! Down: working up a huge proposal, full agreement from the finance team and CEO, all ready to go just before Christmas, for a January board meeting date. My ‘spidey sense’ was tingling, though, so I thought I'd make one last check with the project lead. After a couple of days they came back with 'Oh, we've decided not to do that anymore'. It was, I'm afraid to say, the final nail in the coffin for my time at that organisation! Who do you look up to in the sector or more widely? One of my oldest and dearest friends is a sister in A&E in our home town; I’m always in awe of her, but especially at the moment. My sister is a primary school teacher. and after four weeks of trying to teach a six year old, I'm in awe of her, and in fact all teachers. Across the sector, I look up to those people who walk the walk not just spout the theory - I'm loathe to name names as I know I'll leave someone out, but the people who have closed the big gifts, grown income streams, got senior leadership buy-in for major gift fundraising and in doing so created transformational growth. Let's finish with some quick lifestyle questions: are you up with the lark or a night owl? Left to my own devices, I would go to bed at 8.30pm and sleep til 9.00am. I love sleep. Juggling a small child and a full-on job, the lie-ins are less frequent although I am blessed with an early bird husband, so I definitely get more than my fair share! What gets you out of bed in the morning, rain or shine? Usually the six year old asking questions about dinosaurs, trains or planes ... more seriously: deadlines and wanting to get on and make a difference. Urgh, that sounds awful. But true! And what's your dream (and actual) breakfast once you're up? Dream breakfast - lockdown over and travelling again - would be some mixture of fresh eggs, bread and fruit overlooking the sea somewhere hot and beautiful. If it could be the motherland of Spain, so much the better. Actual breakfast more likely to be overnight oats with yoghurt whilst logging on … Does a typical day exist? Not really, but it would usually involve checking in with the team, checking in with senior managers, or looking over proposals and reports for donors to feed in my thoughts: after 25 years of doing the job, it's really key to me to share what I was taught and what I've learned the hard way! Also planning, taking part in some thinking about upcoming projects or launches, and best of all, meetings and calls with supporters and senior volunteers to talk about the work of CRUK, and to solicit their support in a variety of ways. What are you reading, watching or listening to at the moment? I'm an English Literature graduate who, in another life, would have been at my most content lost in an English department somewhere writing an interminable thesis on Austen. I have weird reading tastes - early 19th century fiction and contemporary US fiction. My favourite authors are Jane Austen, Curtis Sittenfeld, Tom Woolfe and Jonathan Frantzen. I could happily just read them for the rest of my life. Oh, and Mhairi McFarlane for cracking modern UK writing. I have absolutely gutter tastes in TV though; Tiger King was a recent highlight and aside from that, rubbish reality TV, especially the Real Housewives franchise, or what my husband calls 'your programmes about ladies shouting at each other’. I’m relatively new to podcasts, and just didn't get them at all until I came across Gossipmongers and I’m now a convert. Best. Podcast. Ever. And finally, how do you wind down in your spare time? If I have any, I like to switch my brain off with things that are detailed but mindless like knitting. I make many, many scarves, as that's about the limit of my skills. I dream of being able to make something more complicated. A huge thank you to Susana, we very much appreciate you taking the time to share your story, career insights and invaluable advice with our readers - we wish you and CRUK all the very best in the challenging weeks ahead, and of course for the future! Nicola Greenbrook - HR Specialist and Freelance Writer Contact Nicola, check out her website or follow her on Twitter, or for more on Cancer Research UK and why they need you more than ever, please visit their website. More Charity Careers #1: Sara Rees, Head of Fundraising, Rays of Sunshine ► #2: Hannah Sanders, Consumer Brand Partnerships, Save the Children ► #3: Andy Harris, Director of Income Generation, Shelter ► #4: James Harris, Associate Director of Communications, Marketing and Membership, Rethink Mental Illness ► #5: Chris Oak, Associate Director HR & Facilities, SPANA ► More from the Harris Hill blog 12 tips for video interview success Interviewing via video is the new normal for now, and if it's also new to you, here are some practical tips on the process from our executive recruitment experts, courtesy of director Jenny Hills. Read more ► How to work well from home Millions of us are doing it, but is working from home really working for you? Nicola Greenbrook has the lowdown on the lockdown and advice to help you turn the new arrangements to your advantage. Read more ►
Interviewing via video is the new normal for now, and if it's also new to you, here are some practical tips on the process from our executive recruitment experts, courtesy of director Jenny Hills. Getting the basics right: make sure what's behind you isn't distracting How to get the best from video interviews By now you'll probably know the basics from the video meetings that have come to dominate all of our working and social lives: make sure your camera and microphone are working ahead of the call, check your pyjama bottoms aren’t in view below your smart top, and that what’s behind you isn’t distracting. But over the past few weeks, we’ve picked up a few additional practical pointers that can help you ace that all-important video interview: Try a test run If you’re not familiar with the videocall platform you’ll be using, ask your friendly consultant for a quick technical test-run. We want you to nail this meeting, and if a test-run will help that, we’re only too happy to do it. If you’ve applied directly, ask a friend to do a test-run with you well ahead of the interview. Lights, camera, wardrobe Wear what you would normally wear (at least on top) to an interview. However, keep in mind the quality of your camera and the lighting. You don’t need a camera any fancier than the one that came with the laptop/smartphone, but if you know the image quality isn’t great, try and sit in a well-lit room, and consider the colours you are wearing. A white shirt in front of a white wall in bright sunlight might mean you blend into the wallpaper too much. On the other hand, wearing dark colours in room with less-than-great lighting risks you appearing as a grainy blur to the panel. In all cases, don’t silhouette yourself in front of the light source! Steady your nerves (and devices) If you're using a smartphone or tablet, find a way to prop it up and keep it steady for the interview, rather than holding it in your hand: a shaky picture can detract from what you're saying and create the impression of nervousness, even if you're confident, calm and collected. Stay informed Keep the relevant details (job description, person specification etc) and your application to hand, either printed out or in another window of your screen. If you’re switching between screens to look at something (most videocall platforms allow you to do this without leaving the call), remember the panel can still see and hear you. Be prompt Keep to your start time! Normally, arriving 10 minutes ahead of an interview is good practice, but if you log into the Zoom meeting early, you may interrupt the panel’s pre-interview discussion, or they may simply not be there and they’re taking advantage of a quick break to run to the bathroom. We’ve been advising our candidates to log in a minute before the actual interview. This gives you time to make sure the audio and video is working before it cuts into precious interview time, but also allows the panel to take their breaks, talk amongst themselves and be ready. Remember you're on camera! When on videocalls, some people understandably forget about eye contact and look around the room whilst talking (as many of us do when we’re thinking). Don’t stare down the lens (creepy), but try to keep your eyes on the screen. It doesn’t really matter where on the screen, but the person who asked the question is a good bet, especially if you find looking at yourself distracting. Express yourself There’s no need to be a mime artist, but if you use body language (nodding, smiling, leaning in, etc) you might want to exaggerate it a little bit more than you would in person so it shows up on camera. This helps engagement between you all as people. Someone sitting motionless and expressionless is hard to relate to, and the panel want to get a sense of you as a person and as a potential colleague. The show must go on For relatively minor audio and video disruption (screen freezes, distorted audio), we advise ignoring it unless it has impaired your understanding of what the panel are saying/asking. We’ve found that this keeps interruptions to a minimum, and on the flipside, we’ve seen conversations lose momentum when every bit of digital static is commented on. Be expressive, but not a mime artist. Also recommended in all other situations. Don't panic This way of working is strange for all of us, so don’t be phased if something goes pear-shaped. Can’t hear? Explain and wait for it to resolve (leave and re-join if necessary). Six-year-old has to show you the spaceship now? Cat decides it needs to sleep on the laptop? Smile, ask the panel for a quick pause to deal with it, and get back to it. We’re all human, and if the panel doesn’t understand that, do you want to work for them? Stay focused That said, despite the interruptions and informalities of working from home, the conversational style in videocalls is by necessity pretty formal (even for an interview). If two people speak at the same time, both are completely unintelligible so everyone has to take turns to speak. You are also missing out on almost all the non-verbal clues that we don’t realise we rely on so much. A particular risk is talking to fill the silence and missing clues you’d normally spot that the panel are disengaging from your answer, so stick to focused, relevant answers (the STAR technique is a good general guide). If you’ve said something interesting and they want more detail, they’ll ask. Make sure you leave a pause between someone asking a question and you talking to ensure they’re done, and that panel members are given opportunities to ask follow ups. Be flexible If your internet connection is bad enough to disrupt the conversation, apologise, fix it if at all possible, but if not, ask if you may switch your camera off and go audio only, or even dial in to the call instead. This should be a last resort because it’s the only way you can hear and respond to the panel. On the other hand, if one or more panel members go audio only for the same reasons, don’t get phased and keep your eyes on the screen. Just because you can’t see them, it doesn’t mean they can’t see you. BYO refreshments Finally, much as they’d like to, the panel can’t offer you the glass of water/tea/coffee, so make sure you have one to hand for when you need it. A separate celebratory beverage for when you leave the videocall having given the best interview of your life is optional. To wrap up, there are practical differences between the usual in-person interview and a video interview, but the intent behind them is the same: for you, is this a job you want? For the panel, are you the person they want for the job? Being able to adapt to these differences may not guarantee you the job, but feeling more confident and relaxed about the process will give yourself and the panel the best chance of making the right decision. Jenny Hills Chief Executive & Director Recruitment Practice, Harris Hill Search executive opportunities ► More from the Harris Hill blog How to work well from home Millions of us are doing it, but how well is working from home working for you? Guest blogger (and frequent home-worker) Nicola Greenbrook has advice to help you keep things running smoothly. Read more ► Should you be working for a large or small charity? The biggest charities may have the biggest opportunities, but you'll typically take on more responsibilities somewhere smaller - so which is better for your career? Faye Marshall and our fundraising specialists weigh up the options. Read more ► How to be assertive at work Altruistic behaviour is fundamental to the charity sector, but saying yes to every request can leave you seriously overwhelmed. Nicola Greenbrook explores how you can learn to stand your ground and be more productive as a result. Read more ►
With much of the world in lockdown to slow the spread of coronavirus, working from home is the new normal for many. Our guest blogger and freelance writer Nicola Greenbrook offers suggestions on how to work productively, interact socially and look after our physical and mental health. How to work well from home We are living in exceptional times. The virus that emerged in the Chinese city of Wuhan has caused a global COVID-19 pandemic. At the time of writing, the UK is in lockdown, the shutters have come down on all non-essential shops, schools and nurseries are closed, and many charities are in crisis. Government guidance advises people to work from home where possible, travelling only when it is essential. But for those unaccustomed, or averse, to homeworking, it can take a while to adjust. Throw into the mix that our partners/flatmates/children are our new colleagues, how can we work productively and efficiently from our homes - and keep our minds and bodies healthy? ___________________ Create a designated workspace The spread of coronavirus has been rapid; one day you were at work, the next creating an ‘office’ in your flat amongst the laundry and hunting under a pile of magazines for a pen. Before you do anything else, prioritise setting up a clear and defined workplace, separate from your home life where possible. If this is the kitchen table for the time being, ensure it's clear, free of coffee cups and has easy access to power. HSE's Display Screen Equipment (DSE) workstation checklist offers clear guidance on areas such as chairs, screens and lighting. Adding a personal touch to your workspace might help with the adjustment to homeworking (best to avoid dedicating an entire working day to #workspacestyling though). Kim Watson, comms freelancer and co-founder of holistic therapies business The House of Palms finds that it increases her productivity: ‘I have a proper workspace, a desk with plants, pictures, candles and natural light etc. All things that make me feel happy and wanting to work - that helps!’ Establish a routine and set boundaries I'm an HR Specialist for an IP law firm in the City for three days a week and a freelance writer at home for one day and weekends (plus a Mum in between). This provides clear boundaries and compartmentalises my working week. However, the lines are currently blurred; each part is now worked from home. It’s an unprecedented situation for most of us; there’s no commute to act as a physical divide and we've literally brought our work into our homes. So what can we do to restore some order? Creating a simple plan for the week ahead can help stay on track; try scheduling activities against set times and get to know when you’re ‘peak you’. If, generally, you’re less dynamic in the afternoon or susceptible to energy slumps, consider doing less creative work then. If working alongside a partner or flatmate/s AND children, and without a separate room to work from, at least delineate a space that is solely yours. Over breakfast each day, consider holding a team meeting with your ‘new colleagues’; discuss and agree the hours you’ll each work (especially if caring for/homeschooling children as well) and how you like to work (loud music vs complete silence etc). Then be prepared to compromise and be flexible - we’re all in this together! ___________________ Watch the clock It’s tempting to work all hours just because we can. Stick to your regular office hours where possible and commit to meetings in your diary rather than pushing them back. Establish a routine; stop for lunch and utilise morning and afternoon breaks to do a quick house chore or grab a drink - and step away from the screen. Work steadily, stay focused and STOP at a set time - then switch off. It's unlikely you'd run back to the office at 11pm after an evening out, so there’s no need to head back to your laptop at home. Stop looking for distractions There’s something about being in your own home that feels more comfortable, don’t you think? Sure, you could squeeze in some pre-work Netflix over a bowl of cereal, but can you stop at one episode? What about chores? Are you finding it hard to ignore the messy kitchen cupboard /peeling paint/huge pile of stuff to sort out? Yes? You could be procrastinating; save the decluttering for the weekend. Mirror your homeworking day with your office one. If a relative or friend wants a chat in the middle of the day (rather than it being a genuine concern or emergency), politely reschedule for lunchtime or post-work. It's important to digest public health information, but avoid getting bogged down in multiple sources, too many WhatsApps or unreliable social media posts. Don't let a quick peek at your phone become a Twitter marathon. ___________________ Be healthy in mind and body Working from home can be challenging and isolating, and you might be feeling a certain level of anxiety and distress. Explore some coping mechanisms that could alleviate feelings of uncertainty. For example, limiting social media (and visiting positive accounts only like Upworthy), using meditation and relaxation apps, reading a book or sitting in the garden to restore a sense of calm and wellbeing. Mental health charity Mind offers some brilliant advice on coronavirus and your wellbeing. Try exercising in your former commuting time (for your mandated, one form of exercise a day) to start or end the day in the right way. Runner's World has some good tips for staying active during social distancing and the Guardian suggests the ten best online (and free) home workouts. Stay hydrated and eat well, avoiding the temptation to fall into a pattern of idle snacking and ransacking the crisps cupboard at 10.00am. NHS factsheet ‘Water, drinks and your health’ provides some helpful reminders on this. Finally, ensure you follow sanitation and good hygiene practice to reduce the spread of COVID-19 at home too. Wash your hands and clean your keyboard, phone and other equipment regularly. Here's a reminder of the advice on this, via the CIPD (or click for pdf): Stay in conversation Maintaining some form of human connection while homeworking is essential, and emotional support is a critical part of our physical and mental wellbeing. If your workload allows, contribute to team chats or group emails when you can so you don't drop off the radar. Consider a virtual coffee break with your team and ask what they’re working on, come up with ways to support each other and share what’s on your list (or your mind, if you feel comfortable). Jot Form offers some great ideas for online business tools and ways to communicate, such as using a video conferencing tool like Zoom for meetings with multiple attendees, hosting courses, and webinars. And finally… • Get dressed - It’s tempting to jump straight into it and conference call in a work top with pyjama bottoms, but before you know it, it's 3pm. Get showered, first. • Support local businesses - Consider signing up for an online yoga class with a local teacher, order takeout as a lunchtime treat from a café and buy your basic necessities from a local shop. • Learn how to homework - LinkedIn Learning’s remote working course can be done in small chunks and includes insight from entrepreneur Arianna Huffington. • Reach out - If you're struggling, don’t hesitate to speak to your HR team for support or access any employee assistance programmes available. ___________________ These are unsettling and worrying times, and a huge period of change for the UK’s workforce. You may be feeling out of control right now, but try to focus on the things you can control (washing your hands, taking exercise and breaks, eating well and drinking fluids) rather than what you can’t. Take it day by day; get to know what works for you to get the best out of homeworking and stay in good physical and mental health. Stay safe and well - and indoors. Nicola Contact Nicola, check out her website, or follow her on Twitter. The coronavirus pandemic is a fast-moving and developing situation and official advice should always be taken. You'll find the most up-to-date information via the UK Government, NHS or World Health Organisation sites. More from Nicola Greenbrook How to set goals (and stick to them in style) ► Podcast your way to workplace wellbeing ► How to be assertive at work ► More from the Harris Hill blog Should you be working for a large or small charity? ► Smarter than the average bear: the Charity Series Quiz Night champions! ► Caudwell Children: Building a better world for disabled children ►
Previously in 2020: fires, floods, locusts and a global plague, but if you're tired of Apocalypse Bingo and keen to hear about our inter-charity quiz (or just desperate for literally anything new to read by now), you’re in luck! A quiz to remember Cast your mind back if you can to the halcyon days of February 2020: that carefree age when you could leave the house at will to go around touching your face and buying toilet paper with abandon. It was in this bygone era, when gathering hundreds of charity people in a bar was a convivial prospect rather than an invitation to certain doom, that the 2020 Harris Hill Charity Series Quiz Night took place. And rather good it was too. You’ll perhaps be wondering who held the winners’ trophy aloft, but let's not get ahead of ourselves - who knows how many months we might have to spin this out for - so firstly some very well-deserved thank-yous: to our wonderful hosts at Patch St Paul’s, who’ve hosted countless times and always manage to make a hectic night look effortless with smiles all round; and to our quizmasters extraordinaire Rob Wyatt and Matthew Glass, not to mention all the rest of the organising committee who work so hard to bring these events together so brilliantly. The big draw There are also thank-yous galore when it comes to the other big draw of the night, the fundraising raffle, which this year will make a real difference close to home, contributing to a much-needed specialised wheelchair for Muscular Dystrophy's Ravi, who never misses an event despite living with the condition himself. We’ve had some fantastic prizes before but this year’s selection was surely the biggest and best to date, all donated thanks to the huge generosity of the organisations and businesses below that we would strongly encourage you to go and frequent! Not right now obviously – they’ll be closed and you might get arrested, which is never as much fun as it looks. (In no particular order, that's Vauxhall's Embody Wellness and Floatworks spas, the Movember Foundation, Mondo Brewery, Northcote Biscuiteers, Linnaen restaurant and spa, Headcase Barbers, stylish retailer Oliver Bonas, Psycle Clapham, Sadhana Yoga & Wellbeing, the Sipsmith Gin Distillery, Beefeater Gin Distillery and a small team you may be aware of called Manchester United Football Club!) There were even more prizes on the night too - we don't have all the details in this new home-working world, but our huge thanks to you too! Of course there’d be nothing raised if nobody bought tickets, so an enormous thank you to every single person who did, and once again to our CEO Aled Morris for bumping up the total quite significantly to raise a fantastic final figure of £2,200! ---------- And so to the winners… There are some familiar names among our titans of useless trivia this year, and after a closely-fought contest there was a tie for second place between 2018 winners the Canal & River Trust, who nearly barged (sorry) right back to the top, and the combined talents of The Brooke and C40, collectively known as The Globetrotters! But out in front and fast becoming Charity Series legends, a team who know things as well as they throw things (given their second place in 2018's quiz and victory in November's bowling), our congratulations go to the irrepressible Citizens Advice aka The BearOs! All of which begs the question, can they follow up those consecutive quiz and bowling triumphs by doing the triple and topping this summer’s charity softball league? Sadly the coronavirus may have something to say about that, as we wait to see the extent of its impact on the 2020 season. Naturally the committee will be watching developments closely and doing whatever can possibly be done, but safety of course comes first, so all we can say for now is watch this space! Just not all from the same place, obviously. Until next time - whenever and wherever that may be - take care and stay safe! Team HH x More from the Harris Hill blog Should you be working for a large or small charity? ► The Harris Hill and CharityJob 2019 Salary Report ► How to be assertive at work ► How to set goals (and stick to them in style) ► Back to the blog homepage
Ever wish you were more assertive, when those 'few little requests' become a giant mountain of work? Our guest blogger, freelance writer and HR specialist Nicola Greenbrook has been finding out how, with insight from professionals in and out of the charity sector. How to be assertive at work Assertiveness is an essential workplace skill, but can be tricky to apply if you’re an introvert or have trouble speaking up. Many of us avoid being more assertive through fear that our colleagues, and boss, will think badly of us. Yet, taking on just.one.more project despite a full inbox can lead to over-work, over-tiredness and overwhelm - not to mention a dent in your personal life. So, how can we reclaim the power? Should I be aggressive, passive or assertive? First, let’s explore these different behaviours: • Aggressiveness can be defined as ‘a determination to win or succeed, and the use of forceful action to do this’. Fictional fashion magazine editor Miranda Priestly is a wicked master of this. • Passivity on the other hand is ‘acceptance of what happens, without active response or resistance’. Always going with the flow and yielding to other people’s demands can lead to burnout and resentment. • Assertiveness falls somewhere between the two extremes. Not simply being calm, confident and firm with your convictions and decisions, being assertive is a state where you approach situations assuredly and objectively and are happy to seek feedback, aware of the growth and development it can bring. A satisfying compromise. Assertiveness in the charity world For people working in the third sector, the need to balance assertiveness with empathy - listening to service users, understanding their circumstances and inspiring action - can often be a particular challenge. In a recent LinkedIn thread, the author had observed the number of women in her office who over-apologised (for getting into the lift, having the door held open for them or just taking up space). As part of the discussion, Garry Wilkinson, Head of Charity Partnerships at Vintage Cash Cow considered whether being a chronic apologiser isn’t necessary limited to women. ‘Maybe it’s also something to do with sorts of people who work in the Third Sector; they tend to be people with high levels of empathy and are very conscious of the feelings of others,’ he suggested. Christina Grant, an executive coach and trainer for the fundraising sector has considerable insight in this area. She believes the fundraising role is fundamentally an influencing one. However, she observes that whilst her trainees are drawn to the sector by a desire to make a difference, limited budgets can often mean they lack adequate training or support in influencing and assertiveness. Fundraising also attracts a high number of women. Yet senior teams, major donors and senior leaders in organisations remain predominately male-dominated - and so influencing is even more critical. She believes the fundraiser has a challenging role, because in a first meeting with a donor or supporter, ‘they have to be seen as friendly and warm whilst also being authoritative, knowledgeable and credible’ so as to be trusted with a gift. Women also face even greater challenges at work when they start displaying assertive behaviours in the workplace which are then deemed as ‘bossy’ or overly aggressive. So what can we do to address this? The power of words We’ve all heard people say ‘you need to be more assertive!’. But what if you can’t find the words or find yourself apologising instead? Olivia Dunn, Head of Marketing and Communications at Halpin Partnership Ltd has observed women and men disempowering themselves with the words they use at work. In her insightful article ‘The shortcut to empowered communications’, she offers valuable advice on using emboldening language without bravado. Olivia suggests ditching ‘just’ (‘I’m just part-time’) and ‘I think’ which can dilute your point before you’ve even made it. She makes a compelling argument; it’s not the words you add in but the ones you remove which can empower you. Why it's win-win to be assertive at work Being professionally assertive can increase your self-confidence and lower your anxiety and dependency. It can also help you stay in control and communicate more effectively and healthily. A graphic designer from London shared with me how assertiveness worked for them: ‘Last year I worked on a particularly messy job for a lovely client.’ they explained. ‘Remaining assertive throughout the project meant the experience for both me and my client remained positive - even when the project became a source of stress. The feedback at the end of the job was that I handled things with grace’. Setting clear boundaries about what they were OK with in their own mind before conveying them externally, as well as taking control when requests from clients or others feel ‘too much’, was a useful strategy for them: ‘Instead of saying ‘no’ and explaining why I can’t do what they want, I try to respond positively. I explain what I CAN do and when, or I pass them on to someone who may be able to help, instead of giving the impression they’re inconveniencing me. If someone ignores or shuts down my assertiveness with a passive-aggressive response (including no response), I’ve learnt to let it go, move on and find people to work with who are a much better fit.’ How to be assertive! Assertiveness may not be an innate characteristic for everyone, but it can be learned and developed. Christina Grant emphasises the importance of body language and gestures in key meetings, especially when making first impressions. She explains, ‘For example, it’s important for women to seat themselves in prime spots in a meeting room and to be present in the room physically’. She points out that seemingly little things can affect this; being overly concerned about everyone's comfort and refreshments or taking responsibility for taking notes when no one else does. ‘This can sometimes damage our own credibility without us realising it (although if a woman has enough confidence she could take notes and make tea and it would not have an impact on how she is perceived)’ Christina explains. She also encourages women to ‘open’ meetings with a two-minute, strong introduction, to ensure other attendees know they're ‘leading’ the meeting and will sense their authority. ‘It should help other people to relax and feel confident that you have a plan and you're in control - not in an aggressive way, but rather a signal that you’re confident in your world’. Here are some final strategies on being assertive at work: • Practice outside of work first. Build up your assertiveness muscle; speak up about bad service or ask for the table you want at a restaurant. • Set clear boundaries. Career and business coach, Nathalina Harrison likens good assertiveness to good parenting. Put clear boundaries in place on how you want to be treated and communicated with and be clear about the consequences if they’re not adhered to, whether upwards (your manager and stakeholders), sideways (your peers) and downwards (your direct reports). • Be analytical. If you want to be assertive but you're hesitant and reluctant to speak up, do a quick analysis of the situation. What’s the worst that could happen? ______________ Assertiveness is an invaluable skill. It can bolster your career progression, improve your visibility and credibility in meetings and strengthen relationships with colleagues, clients and contacts. Being confident in your approach, removing disempowering words and setting clear boundaries will ensure you nail it at work. I’m certain you’ll like your assertive (not aggressive) self a lot better than the passive, exhausted resentful one and soon that mountain of work won’t look so daunting. Just don’t be Miranda Priestly, OK? That’s all. Nicola Greenbrook - HR Specialist and Freelance Writer Contact Nicola, check out her website, or follow her on Twitter. More from Nicola Greenbrook How to set goals (and stick to them in style) ► Podcast your way to workplace wellbeing ► How to negotiate a pay rise in the charity sector ► More from the Harris Hill blog Should you be working for a large or small charity? ► Caudwell Children: Building a better world for disabled children ► The Harris Hill Charity Series 2020 ►
HRRRRRRRRNNNNK! HRRRRRRRRNNNNK! Yes, as you’ve so rightly guessed, that's the unmistakable sound of the Harris Hill Charity Series klaxon signalling the start of the 2020 Series! But what is the Harris Hill Charity Series? We decided to ask the question. In slightly larger blue type. What is the Harris Hill Charity Series? We’re so glad you asked. In the most straightforward terms, it’s a series of three fantastic inter-charity contests that just get more and more popular by the year: February’s big quiz night (more of which in a moment), bowling night in November, and right through the summer from May to August, the daddy of them all: the London Charity Softball League! For us, it's also a way to give something back to the sector we love working with. We can’t claim credit for organising the events – that’s all down to the tireless and super-committed committee from numerous charities who heroically (and entirely voluntarily) do the hard work in their free time to make it all happen, and who we really can’t thank enough. But we're delighted to have been lead sponsor since time immemorial, currently estimated to be somewhere around 2005. If you’re under 35 or so, that’s a year from the distant past when you were probably still at school or uni, while for the more ‘vintage’ among us it’s one of those that feels about three months ago and cannot possibly be FIFTEEN YEARS already. Yikes. How can my charity get involved? Via the aforementioned committee who you can read about here and here, and much like the other A-Team, ‘if no-one else can help... and if you can find them' (ideally Mr Leo Visconti, founding father of the softball league) maybe you can sign up for the next available event. All charities are welcome, and if you're keen to play softball but don't have the numbers for a full team, do not despair: many of the league's top teams are a hybrid of two or more charities working together, a great example of the collaborative and supportive spirit that makes the league something really quite special to be part of (but still fiercely competitive!) Meanwhile, speaking of hybrid teams and the next event... It's the 2020 quiz night! Yes, tomorrow if you're reading this today (Feb 24th), today if you're reading this tomorrow, and 'some time ago' if you're watching this on catch-up, the Harris Hill Charity Series Quiz Night is back! Around 40 charities will be heading to the fabulous Patch St Paul's, where the winning combo of Can Mezzanine and Disability Rights UK (aka The Cantelopes) took top honours in 2019, very closely followed by the Charities Aid Foundation (CAF) and Lumos. Just a few rounds of challenging questions now stand between us and knowing who's the smartest in the sector (SPOILER ALERT: probably not us), and there are some particularly fantastic prizes to be won in this year's fundraising raffle. So our huge appreciation and a round of applause if you will please, for these brilliant businesses who've kindly donated prizes, including Vauxhall's Embody Wellness and Floatworks spas, Mondo Brewery, Northcote Biscuiteers, the stylish Linnaen restaurant and spa, Oliver Bonas, Psycle Clapham, Sadhana Yoga & Wellbeing and the ever-popular Sipsmith Gin and Beefeater Gin! One last note for those attending, don't forget to bring some cash for raffle tickets if you'd like to be in with a chance of winning one of these brilliant prizes (and there are more to come!), may the best team win, and we'll see you there! Team HH x More from the Harris Hill blog ► View all current charity vacancies ►
Does size matter? It’s a question we’re certainly not the first to tackle - if that’s the word - but what size of charity is best for your career? The bigger the better? Or do the best things really come in small packages? Here's what our fundraising team and deputy CEO Faye Marshall had to say in a 2019 article for The Fundraiser (relevant for most other charity jobs too), updated here for the blog. Should you be working for a large or small charity? As specialist recruiters we work with charities of all sizes, helping fundraisers find those best aligned with their priorities. For some the environment or location will be more important than progression, for others career development may be paramount, and for many of course, the cause in question will be top of the list. Sometimes only one type of charity will do, but in many cases there are both larger and smaller options, each with their own advantages. So how do you know where to go? Appropriately enough there’s no one-size-fits-all answer, but what we'd recommend generally depends on three things: where you are in your career, your experience to date and where you ultimately want to go. Let's start at the beginning. Starting out If it’s your first charity job, the best place for your baby steps may be the biggest organisations. That might sound counter-intuitive but as with any new job, there’ll be downtime while you learn the ropes and won’t be fully productive. You’ll also need training, and someone with the time and resources to deliver it. All of this means there are costs, which are often unaffordable for small charities operating on little more than Hobnobs and hope. However their larger counterparts are more likely to have support for new starters in place, as philanthropy manager Annabelle Burt told us of her role at NSPCC: "Starting my charity career in a large organisation has without a doubt been the best decision I’ve made. The organisation invests a great deal in personal development, and they’ve already given me countless opportunities to attend nationwide conferences and training with the best in the business. I’m given all the support I need to succeed in my role and really value being able to learn about different areas of the charity sector from collaborative working with other departments." Stick or twist? Perhaps you’ve now got a couple of years under your belt, doing direct marketing for a major charity. You're enjoying it, maybe even to the point you can't imagine doing anything else - but nevertheless it’s usually wise to diversify. Specialising too soon may limit your options later – for example after six solid years when you see the perfect direct marketing job, but the candidates you’re competing with have four years in DM and two in other fields. Many employers will favour your competitors for their more varied, well-rounded experience. And the same of course applies should you change your mind and want to branch out later. So it’s worth trying different things: don’t put yourself in a pigeon-hole unless you’re prepared for the possibility of living there permanently. Like beanbags, debt, and conversations with people who’ve taken up CrossFit, they’re easier to get into than out of, and best avoided if possible. Shifting down can be the best way up Moving to a smaller charity is often a fantastic way to branch out. Leaving that large DM department behind, you might now be a team of one - and it's unlikely to be the only thing you do. Whatever your job title might suggest, in a small team you’ll always need to help each other out, which could mean events, community projects, partnerships with local businesses and more. And with few support staff you’ll likely do more than just fundraising, which could mean admin, marketing, media relations, procurement (somebody’s got to buy the teabags) or even catering and hospitality, because those cakes for the big event won’t bake themselves. It's a challenge for sure, but a great way to develop existing skills and discover others you didn't know you had, while gaining diverse and multifaceted experience that's likely to broaden your future options. Speaking of which... Further into your career: where next? By now you’re perhaps looking for your third or fourth fundraising job, and having worked for both larger and smaller charities you’ve got the experience to go in either direction. The best move now largely depends on where you're ultimately looking to go, so it's a good time to take stock and think hard about where that is. Then, consider what you've done and more importantly, what you haven't yet done to help you to get there, and aim to plug any gaps that could hold you back. If you’re aspiring to a directorship with a top ten charity for example, you’ll need to start boosting the big-name experience on your CV. Ultimately it may just come down to the environment you prefer, and on which side of the whole big fish/small pond question you feel more at home. Both have their advantages (and drawbacks) of course, so here are some that we've yet to cover: ► Autonomy can be huge part of the appeal: if you’re the entire corporate fundraising team, guess who’s in charge? If you’re used to following procedures and losing even your most brilliant ideas to multi-layered, glacially-paced approval processes, the freedom to chart your own course is both liberating and exhilarating. ► As a result you’ll be very hands-on, designing and delivering your campaigns from end to end. You’ll get to do it all yourself, the only drawback being that you’ll have to do it all yourself, but there’s a lot of satisfaction in making things happen. Whatever you do will be noticed, so you can bask in the credit when it works - though of course with nowhere to hide if it doesn’t. ► That close connection with leadership helps small charities to be more agile, changing course more quickly than their bigger brethren. Getting the whole organisation on board with your new initiative is a lot easier when you can fit everyone in one room. ► Usually you’ll also be close enough to your beneficiaries to see that you’re making a difference – something fundraisers buried far from the frontline in a major charity HQ may envy. ► Having a well-known name can have significant advantages in key areas like fundraising and marketing. For one thing, if you don’t need to explain who you are, you’ve got more time or space to make your case. And there’s no denying it looks good on your CV. That said, while a big name might open some doors, it isn’t always an advantage: a 2018 study by the Centre for Voluntary Sector Leadership found public trust in national charities significantly lower (at just 29%) than in local community charities (43%). ► However, you’ll have more resources to call on in your fundraising efforts, and often on a larger scale: partnering with a major corporation for example, or a national TV advertising campaign, experience you’re unlikely to gain locally. ► Arguably the clearest advantage is the prospect of progression. If you’re the events person for a small charity but want to manage a team, you’ll either need to grow the charity considerably (and fast) or move somewhere big enough to have one. Even if there’s a role above you to aim for, there could be a long wait before it’s a vacancy. By nature, larger organisations will have more opportunities more often, so there’s more chance of moving up without having to move out entirely. What about salaries and benefits? Things are more evenly matched when it comes to things like flexible working and staff benefits. Both large and small charities tend to score highly, but large-scale events and the social side of bigger organisations may give them an edge, depending on your preference. As for salaries, check out the Harris Hill & CharityJob 2019 Salary Report which has market rates for more than 120 different roles in the sector, including differences in pay between small, medium and large charities. While larger organisations do appear to pay a little more in general, as you might perhaps expect, the full picture is rather more complex. Most of the disparity is at senior levels, based on larger remits and scope, but at the junior end there's often very little difference. There are certainly big name charities who offer small starting salaries, knowing their brand alone will bring in new talent, just as there are smaller organisations paying above average to attract potential staff. So at least in the early part of your career, charity size is unlikely to have a huge impact on pay. You might earn a little less at a smaller charity, but that could pay off handsomely in future thanks to your greater breadth of experience. So where should you go next? Most of the fundraisers we work with move between both large and small organisations several times in their career, and it’s a good strategy. The strongest CVs have a balance of both, and the breadth of experience you’ll gain will give you the option to move in either direction. Meanwhile if you’re switching charity sizes, be sure to read the job description in detail. Jobs with the same title may have very different remits depending on the size of charity, so know what you’re in for and be wary of assumptions. Don’t let the bright lights of a big brand blind you to what’s actually a more limited role, for example, or dismiss a superb opportunity on account of a name that you’ve never heard of. And if you’re not sure of your next move, consider where you eventually want to be, and what’s missing from your CV to get there. The chances are that’s your answer. Final thoughts: we've inevitably made some generalisations here, and for every trend we’ve mentioned there are charities busily bucking it. But both large and small charities can offer superb career opportunities, and the best advice we can give is to make the most of them however you can. Plenty of factors can make a great employer, so a charity’s size isn’t everything. Believe it or not, it really is what you do with it that counts. Faye Marshall, director of permanent recruitment and deputy CEO, Harris Hill Search all charity jobs ► More from the Harris Hill blog How to negotiate a pay rise in the charity sector ► Charity Careers 5: meet SPANA's Chris Oak, Associate Director of HR ► How to write a great supporting statement ► The Harris Hill and CharityJob 2019 Salary Report ► Return to the blog homepage