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
Individual Giving Manager
Are you a fantastic Individual Giving fundraiser based in Hampshire? Then this might be the role for you. Harris Hill is thrilled to be assisting Kidney Care UK in the search for their new Individual Giving Manager. For over 45 years, Kidney Care UK has been at the forefront of supporting people with kidney disease. The organisation provide practical, emotional and financial support, whilst also supporting health professionals to improve care services. In their early days they were instrumental in introducing donor cards and continue to campaign for change. The organisation have seen large growth over the last four years, more than quadrupling the number of individuals and organisations supporting the charity and nearly trebled non-legacy income to 460k in 2020. The charity is set to build on this success and invest in an accelerated programme of supporter recruitment, engagement, and development building non legacy income to 800k in 2021 and to more than 2m by 2024. The Individual Giving Manager will play a leading and 'hands on' role in this growth. You will be responsible for designing and implementing the supporter acquisition, retention and development plans with a focus on growing reach, engagement and ultimately income across a range of Individual Giving and Legacy activity. This includes a program of acquisition, warm donor cash appeals and asks, regular giving and lottery products, and legacy promotion and engagement plans. You will be responsible for building the team, the approach and leading the delivery of this step change for Kidney Care UK. Put simply, this is an exciting opportunity to take their Individual Giving and Legacy revenues to the next level! The ideal candidate will have: Demonstrable successes in growing income across multiple IG revenues with a wide range of activities, campaigns, and appeals Proven experience of researching, evaluations, testing and implementing new products or activities Proven experience of campaign management and delivery Track record of developing supporter-focused content and products that increases reach and engagement Proven experience of optimising touch points and implementing successful supporter journeys to ensure smooth transition between recruitment and long-term support Location Hampshire (with flexible working options) Salary - Circa £35,000 Contract Permanent If you would like to receive a full job specification for this role or have a confidential conversation, please send your cv to firstname.lastname@example.org or call Harriett on 02078207305. This role will firmly close on Tuesday 24th August, but applications are being reviewed and interviews booked on a rolling basis, so please get in touch today to avoid disappointment! Only suitable candidates will be contacted. We look forward to hearing from you.
£35k per year
Partnerships Development Lead
Harris Hill are delighted to working with a fantastic National Charity in their search for a Partnerships Development Lead. This role is fully home-based. In this role you will help to grow and shape the future of the charity's corporate partnerships programme, focussing solely on business development, including but not limited to strategic and multi-year collaborations, sponsorship, Charity of the Year and employee fundraising, and cause-related marketing. Working closely with department leads, and with two other members of the Partnerships and Philanthropy team you will work to ensure relationships are appropriately managed and will deliver consistently high-quality partnerships. It's vital that you possess strong project management skills, and are adept at developing the right case for support and activities in order to mutually meet the needs of the organisation and partners. You must be a good communicator and influencer, a confident presenter and networker, with the ability to represent the charity externally and to produce high-quality prospect research, reports and pitch material. If you have demonstrable experience in cultivating high-level relationships with corporate partners and individuals across a range of engagement mechanisms and are looking to join a friendly, supporter team then please get in touch! Please note, only successful candidates will be contacted with further information.
£34k per year
ICT & Communications Manager
ICT & Communications Manager An exciting opportunity has come up to manage a small but dedicated Communications & ICT team. This is a diverse role, and we are looking for someone who is a creative thinker. You will be working with the Senior Management Team to give support and leadership across the wider communications and marketing team. This could be the natural step-up you are looking for as you will now be responsible to manage the development, implementation and maintenance of the organisation's information, communication and technology infrastructure supporting implementation of the business plan and the communications, ICT and marketing strategy. As the ICT & Communications Manager, you will lead a hardworking and busy team supporting all areas of marketing, communication & ICT. Main responsibilities You will support the senior management delivering professional ICT, communications and marketing support to your colleagues and constituents - ensuring that the organisation's vision, values and objectives are reflected in all areas. You will be responsible to manage the scoping, testing, roll-out and evaluation of all components of the organisations Information, Communication & Technology strategy. This includes making sure all hardware and software systems are fit for purpose, futureproofed and support the aims of the organisation, as well as maintaining the IT support function. You will be required to support the ICT Strategic Communications team in the planning and delivery of the website's transition, roll-out then move to Sharepoint. There are other larger-scale ICT strategic projects at the planning stage. You will also facilitate the development and use of mobile technology, remote access, server monitoring and deployment. This includes social media, AV, survey and polling technology, and data collection. Requirements This is a challenging but highly rewarding role, and because you are highly motivated, committed, and versatile you will quickly become fully integrated into the team. Your experience as a systematic, disciplined and analytical problem solver will give you the ability to prioritise the team's workload and deliver on schedule. Your excellent communication skills and the ability to take ownership by demonstrating a proactive approach, as well as recognising skillsets within the team means you will slot in perfectly. Knowledge & Skills: - up-to-date awareness of relevant ICT, marketing data and health issues, legislation, policies - a proven track record in Network Management - Office 365 suite, or other cloud-based applications, Sharepoint. - experience in managing Salesforce, CMS, database, etc. - experienced in project delivery. - good understanding of Data Protection legislation (GDPR). Desirable: - experience of working in membership, healthcare and/ or a charity organisation. - experience of working with mass email platforms and online survey software (e.g. SurveyMonkey). - to exhibit a strong IT technical background, with proven experience of server & network infrastructure, and experience in the design of ICT systems. - strong understanding of ICT hardware and software - awareness of project management. Good Luck :)
£37k - 42k per year
Special Projects and Events Manager
Harris Hill has an urgent requirement for a Special Events Manager to support a national disability charity, starting ASAP for 3 months on a full time basis. The main focus of this role is to project manage an up and coming conference, but may also include another smaller events taking place after this one. We are looking for a self starter who can hit the ground running with a slight concentration on the logistical side of this event. As an experienced events project manager, you will have demonstrable experience of managing and delivering complex national events, managing key stakeholders, internally and externally and be financially astute with previous experience of managing and monitoring significant complex budgets. If you are interested in finding out more, please apply without delay as the client will hire as soon as they see someone they like.
£19.08 - 19.08 per hour
Events and Corporate Partnership Fundraiser
Harris Hill is working with an animal charity in Bath, supporting their search for an interim for 3 months, starting ASAP. As the Events and Corporate Partnership Fundraiser, you will support the organisations local community fundraising and events, which will include a sponsored dog walk. We are looking for a someone who can travel to Bath and has abackground in events, community or corporate fundraising. Experience - essential Experience of raising significant income ideally through companies, events and community activities. Experience of on and offline marketing to ensure supporter recruitment and financial targets are met. Experience of horizon-scanning and identifying funding opportunities Demonstrable experience of managing relationships with fundraisers and corporate supporters Excellent written skills with experience of researching and writing proposals and applications for funding Experience of developing and implementing strategies, risk assessments and action plans Ability to prioritise a busy workload while ensuring targets are met
£23k - 26k per year
Harris Hill is seeking a Comms Officer ASAP for up to 6 months, for a local community charity in London, that has seen immense tragedy and been a focus on the public eye because of it. This role is part office and part home based, so need someone who can get to the West London area. As the Communications Officer, you will be integral to communicating with local resident and the wider community. Methods include Social Media, Apps, Posters, Physical and E-newsletters amongst other mediums. We are looking for someone who understands visual language, has an eye for taking a picture but can back this up with solid writing skills. If you would love to work for an organisation that will give you direct impact to the service user groups, please apply without delay.
£19 per hour
Fundraising Consultant (Digital)
Harris Hill are delighted to be working with a fantastic team in their search for an experienced individual who can help award-winning organisations in sport, education, social housing and the third sector develop effective fundraising plans and understand how income generation links to their overall strategy. It's a unique opportunity to use your knowledge of fundraising across multiple disciplines to help organisations be better prepared to diversify their income streams. Broad fundraising experience is required, and particular knowledge in digital fundraising is crucial. As part of the role you will co-create, facilitate and deliver a range of income generation workshops, with a focus on digital fundraising. The ideal candidate will be an independent and innovative thinker, who enjoys engaging with clients, is proactive in keeping up with the fundraising sector and who is naturally ambitious. Experience of executing digital fundraising campaigns and/or developing digital fundraising strategies is key, with a good general knowledge of fundraising (corporate partnerships, major donors, community fundraising). Excellent account management skills and confidence in presenting to clients is also vital. If you're an experienced digital fundraiser, looking to join a wonderful team who have a brilliant social culture, then this is the role for you! Applications are being considered on a rolling basis, so please do get in touch ASAP to not miss out. Please note, only successful candidates will be contacted with further information. Harris Hill Charity Recruitment Specialists operates an equal opportunity policy and commits to treating all of our candidates and jobseekers fairly. We welcome and encourage applications from everyone regardless of age, disability, sex, gender, sexual orientation, pregnancy and maternity, race, religion or belief and marriage and civil partnerships.
Special Events Manager
Harris Hill are delighted to be working with a leading children's charity in their search for a Special Events Manager, who will take forward and manage a portfolio of innovative, diverse and engaging special events. In this role you will be responsible for managing and delivering a portfolio of outstanding special events across the UK, designed to maximise income and engagement from high-net-worth individuals and organisations and to raise the profile of the charities brand within industry sectors and national media. Working collaboratively with teams across the organisation you will develop and deliver a national programme of Special Events appropriate for Philanthropy, VIP and Corporate audiences which inspire and thank existing supporters, effectively engage with new prospects and raise significant funds. In order to be successful in this role you must be experienced in all elements of event management, including co-ordinating event logistics, production, marketing, sales, PR and sponsorship opportunities, maintaining detailed budgets, project plans and updating monthly forecasts. Excellent relationship management skills are crucial - you will also be line-managing the Special Events Officer, so must have the ability to lead, mentor and inspire. If you're an ambitious fundraiser, passionate and experienced in Special Events, then please do get in touch! Applications are being considered on a rolling basis, so please send over your CV ASAP to not miss out. Please note, only successful candidates will be contacted with more information.
£30,298 - 39,389 per year
Individual Giving Officer
Harris Hill are delighted to be supporting a social welfare charity in their search for a brand new Individual Giving Officer. Hunger is a growing issue in the UK and while there is surplus food that is otherwise going to waste, this orgnaistion believe that this food should be used to feed people first. The UK’s national network of charitable food redistributors, they take good quality food surplus and get it to almost 11,000 frontline charities and community groups. During 2020, they redistributed 113 million meals, reaching over 1 million people. With the COVID19 pandemic shining a light on the issue of food insecurity in the UK the organisations work has never been more vital. The increase in awareness and significance has seen the charity benefit from the support of major retailers, the media, sports ambassadors and a groundswell of public engagement. Its fundraising team has also seen incredible growth in support over the past 12 months across Corporate Fundraising, Individual Giving, and Trusts & Foundations. As a result there has never been a more exciting time to join an organisation at the heart of public consciousness! With this large increase in demand this ambitious charity are now looking for a proven Individual Giving fundraiser or direct marketer to join them as they embark on their next phase of income generation and supporter development following a successful few months of growth. This new role will: Support the delivery and management of the organisations ambitious supporter recruitment and retention programme. Work with the Individual Giving Manager and wider fundraising team on campaigns, manging certain projects from inception to completion. Drive innovation and a digital first approach in Individual Giving. Take a proactive role in Supporter stewardship Develop in Memoriam and In Celebration giving The ideal candidate will have: Experience of Individual Giving or direct marketing project management Experience of fundraising via digital channels Experience of supporter (or customer) care Experience of using a fundraising database Working knowledge of the regulatory environment from individuals including data protection, Gift Aid and fundraising code of practice and regulation This is an excellent opportunity to join an impressive organisation at the infancy of the Individual Giving and help shape and develop the programme into something amazing! Location South East London with home working options available Contract Permanent, Full Time Salary £30,000 - £33,000 To find out more please email a copy of your CV to Harriett.Stevens@harrishill.co.uk. The deadline for this role is Tuesday 31st August at 8.00am. Please note only successful applicants will be contacted.
£30k - 33k per year
Chef Acadamy Project Lead
An exciting opportunity has arisen to join one of London's largest and most successful charitable social enterprises, operating 42 award-winning nurseries, including some in London's most disadvantaged areas. The organisation is committed to giving all children access to high quality childcare, and they invest all profits back into the business. Many of the nurseries include a mix of children from different socioeconomic backgrounds. This is proven to have a positive effect on the development of all children, but particularly those from poorer backgrounds. Where possible, the organisation employs local staff and recruits apprentices which brings an economic benefit to disadvantaged communities. I am looking for a Chef Academy Projects Lead to join the team on an initial 1-year fixed term contract. Location: London Salary: 35,000 - 45,000 per annum Contract: 1-year fixed term contract This is a unique opportunity to drive the development of one of the organisation's flagship projects: The Chef Academy. It was launched in 2019 to ensure children aged 0-7 years are receiving the nutrition they need to grow and learn whilst aiming to play its part in addressing the current early childhood obesity crisis. This is an opportunity for an individual with an aptitude for strategic thinking, business case development and strong project management skills to lead an ambitious programme with the potential for real social impact across the UK. The successful candidate will have project management experience with a demonstrable track record of meeting deliverables and managing budgets. You will have experience of working within a business development role or equivalent with demonstrable experience of testing business models and constructing business plans. Closing date for applications: ASAP - My client is reviewing applications on a rolling basis. If you would like to receive a full job description for this role, with details on how to apply, please contact Faye Marshall: Faye Marshall: email@example.com | 020 7820 7303 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.
£35k - 45k per year + plus benefits
Strategic Projects Manager
An exciting opportunity has arisen to join one of London's largest and most successful charitable social enterprises, operating 42 award-winning nurseries, including some in London's most disadvantaged areas. The organisation is committed to giving all children access to high quality childcare, and they invest all profits back into the business. Many of the nurseries include a mix of children from different socioeconomic backgrounds. This is proven to have a positive effect on the development of all children, but particularly those from poorer backgrounds. Where possible, the organisation employs local staff and recruits apprentices which brings an economic benefit to disadvantaged communities. I am looking for a Strategic Projects Manager to join the team on a permanent basis. Location: London Salary: 42,000 - 46,000 per annum Contract: Permanent This is a unique opportunity to play an important role in the organisation's plans to expand their social impact. The Strategic Projects Manager will be part of the Business Development team, reporting directly to the Business Development Director (who is part of the Executive management team). You will work to ensure strategic initiatives within the operational plan are delivered on-time, within scope and to budget. You will also create, manage and deliver against project work plans through the active management of milestones, budgets and resources. The successful candidate will have experience managing projects spanning people, culture and organisational change. You will have exceptional stakeholder management skills, with an ability to collaborate effectively and constructively challenge senior leaders in the business. Closing date for applications: ASAP - My client is reviewing applications on a rolling basis. If you would like to receive a full job description for this role, with details on how to apply, please contact Faye Marshall: Faye Marshall: firstname.lastname@example.org | 020 7820 7303 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.
£42k - 46k per year + plus benefits
Global Academy Business Manager
An exciting opportunity has arisen to join one of London's largest and most successful charitable social enterprises, operating 42 award-winning nurseries, including some in London's most disadvantaged areas. The organisation is committed to giving all children access to high quality childcare, and they invest all profits back into the business. Many of the nurseries include a mix of children from different socioeconomic backgrounds. This is proven to have a positive effect on the development of all children, but particularly those from poorer backgrounds. Where possible, the organisation employs local staff and recruits apprentices which brings an economic benefit to disadvantaged communities. I am looking for a Global Academy Business Manager to join the team on an initial 1-year fixed term contract. Location: London Salary: 55,000 per annum Contract: 1-year fixed term contract This is a unique opportunity to play an important role in the organisation's plans to expand their social impact. This role will enable the organisation to share their model and extend their internal and external training and research right across the global Early Childcare and Education (ECEC) sector. The Global Academy Business Manager will be responsible for designing, building and establishing the 'Global Academy'. The successful candidate will have experience in building a trading company/unit as well as experience of operating within the training and development sector. A thorough understanding of the early years sector and learning practices is essential for this post. Closing date for applications: ASAP - My client is reviewing applications on a rolling basis. If you would like to receive a full job description for this role, with details on how to apply, please contact Faye Marshall: Faye Marshall: email@example.com | 020 7820 7303 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.
£55k per year + plus benefits
Head of Fundraising
Harris Hill are delighted to be working exclusively with a small start-up charity that focuses on mental health for men. They are looking for a Head of Fundraising to bring in six figures across a range of income streams, predominantly trusts and foundations initially. You will be responsible for developing and leading the fundraising strategy and establishing clear action plans to deliver the strategy to meet income targets, reporting to the founder CEO. You ideally will be self-sufficient, have a very high level of attention to detail and are able to confidently take action on your own initiative; as well as be able to drive the organisation's fundraising forward, managing their budget to bring in over £350,000 for 21/22. Are you someone who is: An expert in trust & foundation prospecting, bid writing, innovative fundraising campaigns and stakeholder engagement? Confident in developing relationships with potential major donors and developing relationships with our existing major donors? Highly motivated to reach and exceed personal and team targets? An excellent relationship-builder: persuasive, dynamic, diplomatic, and at ease interacting with senior stakeholders in a business environment? If this role sounds like a great next step for you then please do not hesitate to get I touch with Hannah at Harris Hill on 02078207331 or email her your CV on Hannah.firstname.lastname@example.org. Salary: £40,000 - £45,000 Closes on Thursday 12th of August and a CV and supporting statement will be required. Harris Hill Charity Recruitment Specialists operates an equal opportunity policy and commits to treating all of our candidates and jobseekers fairly. We welcome and encourage applications from everyone regardless of age, disability, sex, gender, sexual orientation, pregnancy and maternity, race, religion or belief and marriage and civil partnerships.
£40k - 45k per year
Events and Fundraising Assistant
Harris Hill is currently seeking an interim Events and Fundraising Assistant for a charity in the south east Surrey region. The role is 22.5hpw (3dpw) with one of those days being in the office based in Lingfield. The salary works out at £21425pa pro rota. The successful candidate with support the fundraising and communications team deliver a launch event for their new facility. Essential Experience Proven experience in an Event Planning, Office Administration or Personal Assistant role Demonstrable event planning/support experience Knowledge of handling invoices and working to a budget Proficiency in Microsoft Office software Experience of managing relationships with internal and external stakeholders
£10.99 - 10.99 per hour
Director of Fundraising
Harris Hill are thrilled to be working with an international development charity who work with refugees in their search for their Director of Fundraising. This role is vital to the organisation who are going through a huge amount of growth. The Director of Fundraising will develop, direct and deliver the charity's fundraising strategy to accelerate the growth of fundraising across a diversified range of income streams to achieve long term, sustainable income growth worldwide and in particular from the UK public. Within this role the post holder will be responsible for: Leading the fundraising team to research and develop fundraising approaches to recruit new donor groups across all fundraising sectors. Manage the development of Individual Giving income from a series of online and offline acquisition and retention campaigns as well as legacy marketing. Philanthropy development - develop and strengthen relationships with major donors, high profile supporters, trusts, foundations, and companies. Strategic planning - lead the development and implementation of the fundraising strategy that underpins strategic goals to accelerate income growth in a sustainable manner across a diverse range of income streams. It is a great opportunity for someone who is looking for their first Director of Fundraising role, or who is looking for a new Director role for a smaller organisation. To be considered for this role you will ideally have experience in: Extensive relevant experience and a proven track record of delivery of income growth across multiple fundraising channels. Knowledge and/or experience of fundraising through direct marketing, trusts and foundations, institutions, corporates, major donors. You ideally need experience in multiple income streams. Ability to undertake a complex management role in an international organisation, leading a very busy team and schedule If this sounds like a good fit for you please do get in touch and have a chat with Hannah at Harris Hill. Please contact her on 02078207331 or email her on Hannah.email@example.com It closes on the 17th of August, therefore if you are keen please get in touch asap. Salary £61,000+ Harris Hill Charity Recruitment Specialists operates an equal opportunity policy and commits to treating all of our candidates and jobseekers fairly. We welcome and encourage applications from everyone regardless of age, disability, sex, gender, sexual orientation, pregnancy and maternity, race, religion or belief and marriage and civil partnerships.
£61k per year
Fundraising and Alumni Development Manager
Harris Hill is working with an Independent School in Berkshire, in their search for an interim Fundraising and Alumni Development Manager, covering whilst they recruit permanently. This role is full time and will be an integral position that brings together the school community, communications and Events programmes that maintain close relationships with students, parents and staff etc. As an interim, you won't be asked to fulfil the more strategic sides of the role, but rather cover the immediate requirements of the organisation, This would include events, communications, database work and some fundraising. With this in mind, we are looking for suitable candidate who has experience with events, databases and ideally fundraising campaigns. Any previous experience in development and the alumni sector would be advantageous. The salary works out at £30-35kpa pro rota, dependant on experience, so please apply for further information.
£15.38 - 17.95 per hour
I am delighted to be working with an amazing health charity in search of a Governance Officer to work closely with the organisations Partnerships Manager. This part time (21 hours per week) role will see you developing formal internal policies and procedures and review existing policies and procedures, ensuring that the statutory obligations are being met. Main objectives: To support the Partnerships Manager in the development of formal internal policies and procedures for the smooth running of the organisation and in line with the organisations vision and mission as well as strategic objectives. Principal Duties and Responsibilities: Working with the Partnerships Manager to prioritise and develop timelines for development and approval of formal internal policies and procedures and working with colleagues as required. Undertaking a review of the policies that are in place, identifying where new policies or amendments to existing policies are required. Updating the policies database for the team. Skills and experience: Knowledge of relevant charity and company law and the policies and procedures required for an organisation such as the ILDS Significant relevant professional experience including experience of working either within or linked to the voluntary and community sector. If you have the above skills and experience, and are immediately available, please apply online today!
£15.66 - 15.66 per hour
Senior Supporter CRM Manager
I am currently looking for a Senior Supporter CRM Manager for an amazing homelessness organisation. This role sits in the Planning & Improvement Team, within the Income Generation Directorate. Planning & Improvement is the glue that binds together all income generation campaigns, appeals, activities and products. The Data Management & Insight Team exist to deliver high quality supporter data and database management, administrative services and business insight to the department as well as other teams across the organisation. About you: You are an expert in customer relational databases and their effective management to achieve business objectives You are experienced in taking business objectives and turning them into CRM operational plans, processes and policies You are comfortable working within a fast paced and rapidly changing data environment You have effective management and leadership skills with ability to manage, motivate and develop members of your team You are highly collaborative, flexible, diplomatic and assertive with good influencing and negotiation skills You are experienced at managing supplier relationships and know how to maximise relationship value You have expertise in database architecture and the life cycle of data You are adept at writing and maintaining documentation on data processes, integrations and data change management You ensure that all data is managed, structured and used in line with relevant legislation including GDPR, PECR and HMRC Main duties: Stabilising the supporter CRM system within the business ensuring all data integrations are ingested into Dynamics correctly working with the Talend Implementation lead to do this Knowledge transfer and coach the recently recruited Supporter CRM Manager about Dynamics Supporter CRM and how it works within the charity setting, hints and tips for creating views, accessing records and performing advanced searches, reports and merges Manage and monitor the end user ticketing system prioritising issues and liaising with client teams, and 2nd and 3rd support line where necessary Create Programs, Campaigns and Campaigns activities to facilitate Shelters fundraising and marketing activities and CRM financial structure Complete Dynamics UAT and sign off of new code deployments to ensure they meet the business need and complete the remaining Dev Ops tickets Map and document the bi directional data flows between Dynamics and Adobe Campaign (Marketing platform) creating a document that the business can understand and use About the Role The Supporter CRM Manager is integral to the successful use of supporter data across the organisation. We're looking for someone to play a lead role in embedding best practice ways of working around data management within Income Generation, to enable us to achieve our ambitious goal of raising 90m per annum by 2023. Team management: You will manage the performance and personal development of the Data team currently comprising the Supporter Database & Training Officer and the Retail Systems & Data Co-ordinator, reflecting Planning & Improvements collectively agreed culture and behaviour. You will manage the data team to become high performing where staff members have the necessary knowledge, skills and training to undertake their roles effectively, enabling them to meet and exceed performance objectives, seek out efficiencies, achieve data wins and have an adaptable and creative approach to tackling data challenges. Data Management: You will have overall responsibility for all Data Management processes and procedures within the supporter CRM; Microsoft Dynamics. You will govern the data entities, enforcing data storage procedures you have designed including naming conventions, coding structures and the associated team and client documentation that is required to maintain this. Working with the Compliance Manager and Head of DMI you will apply data governance principles and support the business in achieving compliance against relevant data regulations. You will own supporter data change management processes to ensure new data sources (or changes to existing ones), data field lists and data tables are adequately tested and are mapped and documented successfully. CRM Management: You will be the face of the Microsoft Dynamics Supporter CRM for the business and you and your team will be the first point of contact for all client enquiries and issues. You will manage and maintain a CRM roadmap with accompanying change log and action plans to ensure the system meets the data requirements of the teams using it. Translating business requirements into team centric CRM operational plans will be a common occurrence and you will need to liaise and work collaboratively with stakeholders within Income Generation to do this. You will develop and maintain procedures for onboarding new users, and separate training programs for light, intermediate and advanced users of the database; these will need to adapt and flex as the CRM matures after it is embedded. Stakeholder & Supplier Management: Working with key stakeholders to ensure the successful delivery of a marketing communication programme you will collaborate closely with the Insight Manager, Head of CRM and CRM Manager (Adobe Marketing Manager). Your priority will be ensuring that CRM Data Management meets the needs of the organisation supporter journeys and data flows between the CRM and Marketing Platform successfully. You will prepare ad hoc data customised data lists within the CRM for marketing purposes when necessary working with the stakeholders above and the Senior Insight Analysts. You will ensure Campaigns and Campaign Activities are updated correctly and the communication outcome is successfully reflected on the supporter record. You will build and maintain active and positive working relationships with suppliers who manage, acquire or use Shelter Supporter Data. This will require close collaboration with client teams, Procurement and Data Protection in addition to the supplier. If you have the above skills and experience and are immediately available, please ap
£350 - 450 per day
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