How to Hire an Executive Director for a Nonprofit
Hiring an Executive Director is one of the most consequential moves a nonprofit can make. Think of it as choosing the captain for a cross‑country road trip. This person keeps everyone on course, tunes the radio to just the right station, and makes sure the gas tank (a.k.a. funding) never runs dry. Whether you’re launching a brand‑new organization or navigating a leadership transition, the guide below will show you how to hire an Executive Director for a nonprofit, and where CampHire fits in as your trusted co‑pilot.
In a rush? If your board needed an ED yesterday, head straight to our Nonprofit Executive Search Services. We’ll start scouting while you grab a coffee.
Why Hire an Executive Director for Your Nonprofit
Early‑stage nonprofits often rely on a passionate founder or hands‑on board. That works, until the email list explodes, grants multiply, and someone must present a balanced budget at next week’s gala. A dedicated ED provides the through‑line of leadership that marries mission fidelity with professional management, translating big ideas into sustainable impact.
Key Benefits of an Executive Director:
Centralized Leadership: Streamlines decision‑making and clarifies accountability
Strategic Vision: Aligns programs with long‑term goals and measurable outcomes
Fundraising Power: Opens doors to major donors, foundations, and corporate partners
Operational Discipline: Installs repeatable systems so the team isn’t reinventing wheels
External Credibility: Signals professionalism to regulators, journalists, and peer orgs
Tip: If your budget can’t yet support a full‑time ED, consider fractional leadership—15–20 hours per week can stabilize growth until revenue catches up.
Where to Hire a Nonprofit Executive Director?
Exceptional EDs pop up in surprising corners: an operations lead at a sister nonprofit, a corporate social‑impact manager ready to make the leap, even a public‑sector director itching for mission‑driven work. A multi‑pronged search ensures you meet talent where they are, not just where they’re looking. Don’t underestimate the power of storytelling in your outreach, sharing recent wins, community testimonials, and big‑picture goals often hooks mission‑minded leaders more effectively than a generic job post.
Equally important is employer branding: refresh your website’s leadership page, spotlight staff voices on LinkedIn, and ensure Glassdoor reviews reflect your culture. Top‑tier candidates research you as thoroughly as you vet them, and a compelling digital footprint can turn a curious prospect into an enthusiastic applicant.
Nonprofit‑specific job boards—Idealist, Work for Good, Chronicle of Philanthropy
Sector associations—state nonprofit alliances often host job forums.
Diversity talent networks—ProFellow, Women of Color in Fundraising & Philanthropy.
CampHire Executive Search—we proactively source mission‑aligned leaders, including passive candidates.
Passive vs. Active Candidates
Many senior leaders aren’t cruising job pages. CampHire reaches them via:
Personalized LinkedIn outreach to mission‑aligned profiles.
Invite‑only talent blasts to our vetted leadership list.
Referral calls with foundation officers, consultants, and sector insiders.
Stat: Passive candidates are 2x more likely to stay beyond three years, safeguarding continuity.
When Should a Nonprofit Hire an Executive Director?
Think of timing as preventive medicine: secure leadership before growing pains turn into strategic migraines. Signs it’s time include revenue doubling, board members stepping into daily ops, or new compliance layers stretching volunteer bandwidth. If you need additional details on preparing for your big hire, consider reading this case study on executive transitions within nonprofits.
Equally crucial is aligning the search calendar with grant cycles and budget approvals. Launching during audit season or the heart of a major program rollout can overextend staff and limit candidate attention. Aim for a window when key stakeholders—finance, programs, HR—can actively participate in interviews and onboarding.
Founder transition—a planned exit or sabbatical looms.
Program or geographic expansion—new sites, services, or populations.
Crisis recovery—financial deficits, reputational hits, leadership voids.
Large grant requirements—funders often mandate experienced oversight.
Start the search 6–9 months ahead to balance overlap, relocation, and onboarding without derailing operations. 6–9 months ahead to balance overlap, relocation, and onboarding without derailing operations.
Board Checklist: If you’re answering emails at midnight or postponing strategy sessions for paperwork, start drafting that ED profile.
Hiring an Interim Executive Director
Transitions happen…founder burnout, sudden departures, or strategic pivots. An interim ED offers breathing room, providing steady hands while your board conducts a thorough search.
Stabilize operations during uncertain periods.
Audit programs & finances with fresh, unbiased eyes.
Mentor internal candidates so staff feel supported and seen.
Implement quick wins—from HR policy clean‑ups to donor stewardship plans.
Typical assignments last six to twelve months; CampHire can place experienced interims in as little as three weeks via our fractional HR services.
Does a Nonprofit Need an Executive Director?
Volunteer‑run models shine in startup mode, but complexity escalates quickly: payroll, audits, DEI initiatives, impact measurement. Once your budget crosses $500K or staff count exceeds five to seven, dedicated leadership isn’t a luxury; it’s risk management.
| Responsibility | Board of Directors | Executive Director |
|---|---|---|
| Governance & Fiduciary | ✅ | Advises |
| Strategic Planning | Approves plan | Executes daily |
| Operations | ❌ | ✅ |
| Fundraising Strategy | Networks | Leads cultivation |
| HR & Culture | Evaluates ED | Manages staff |
Bottom line: The bigger the mission footprint, the stronger the case for a full‑time ED.
What Makes a Good Nonprofit Executive Director
Great EDs blend visionary zeal with spreadsheet savvy. They rally staff with purpose‑driven stories while tracking KPIs like a seasoned analyst. During interviews, listen for examples that cross both hemispheres: emotional intelligence in conflict resolution and hard metrics in budget turnarounds.
Beyond core competencies, look for a partnership mindset. The best ED‑board relationships feel like co‑pilots on the same flight plan—clear on decision rights, candid in feedback, and united on organizational priorities. Ask candidates how they’ve educated boards on program realities or handled constructive pushback; their narratives reveal collaboration style.
Strategic thinking—sets goals that outlive grant cycles.
Inclusive leadership—builds cultures where diverse voices thrive.
Fundraising savvy—moves comfortably from gala stage to one‑on‑one ask.
Operational discipline—treats policies and dashboards as mission tools.
Authenticity—lives organizational values after hours.
Ask finalists how they measure mission impact. Their answer will reveal if they prioritize outcomes over optics. how they measure mission impact. Their answer will reveal if they prioritize outcomes over optics.
What Does an Executive Director Do for a Nonprofit?
An ED’s to‑do list swings from tactical to strategic, often before lunch. They might refine a logic model, present at city hall, then reassure a major donor by close of day. The magic lies in weaving these threads into a coherent narrative that staff, board, and funders all understand.
Equally vital is the ED’s role as organizational barometer. They sense early warning signs—staff burnout, donor fatigue, mission creep—and act before small issues explode. A weekly practice of open‑door check‑ins and data‑driven reviews keeps surprises at bay and fosters a culture of continuous learning.
Strategy & Planning – Aligns programs to multi‑year goals.
Program Oversight – Balances innovation with evidence‑based practices.
People Leadership – Coaches managers, champions DEI, boosts retention.
Financial Stewardship – Partners with CFO/bookkeeper to forecast cash flow.
Fundraising & Communications – Tells impact stories that open wallets and hearts.
External Advocacy – Represents the mission at coalitions, panels, and press events.
Weekly Schedule Snapshot:
| Day | Morning | Afternoon |
|---|---|---|
| Monday | All-staff huddle & KPI review | Board committee prep |
| Tuesday | Grant proposal edits | Lunch with major donor |
| Wednesday | Finance meeting | Media interview on program impact |
| Thursday | Staff coaching sessions | Partnership MoU negotiations |
| Friday | Deep-work strategy block | Executive coaching & reflection |
Executive Director Responsibilities at a Nonprofit
Clarity breeds confidence. A well‑defined slate of responsibilities keeps your ED focused and gives the board an objective yardstick for support and evaluation. While tasks will flex with organization size and lifecycle, the responsibility buckets below remain remarkably consistent across the sector.
For deeper context, explore our resources:
Doctoral research on nonprofit leadership: Antioch University thesis
Core KPI Categories
Mission Impact – beneficiaries served, outcome metrics
Financial Health – revenue diversity, reserves, audit status
People & Culture – retention rates, DEI benchmarks, engagement scores
External Relations – media hits, partnership MoUs, policy influence
Quarterly dashboard reviews help your board offer support, not surprises. Using a simple scorecard with red‑yellow‑green indicators keeps discussions grounded in data, not guesswork, and gives your ED the early signals they need to course‑correct before small issues snowball.
Nonprofit Executive Director Salary
Compensation signals your commitment to sustainable leadership. National data pegs most ED salaries between $70K–$150K, but ranges shift with cost of living and org complexity. When setting pay, balance competitive benchmarks with your organization’s size, risk profile, and stage of growth, offering too little narrows your pool, but overspending can strain future programming dollars.
Beyond numbers, consider total rewards: health coverage, retirement matching, paid sabbaticals, and flexible schedules often tip the scale for value‑driven leaders comparing offers. Publish ranges up front; transparency attracts applicants who share your equity ethos.
Base salary aligned to market benchmarks.
Health & retirement benefits competitive with private sector.
Professional development stipend for conferences or coaching.
Performance incentive tied to board‑approved metrics.
Flexibility—hybrid or remote days, if mission permits.
Budget math: Target ED pay at 5–15% of operating expenses, sliding lower as budgets scale.
Nonprofit Executive Director Training
Stagnant leadership stalls mission impact—yet even high‑performing executives can fall into routine without intentional growth opportunities. A robust learning plan not only sharpens your ED’s skill set but also signals to staff and funders that your organization values continuous improvement. Budget for at least one substantial learning experience per year and encourage knowledge‑sharing sessions when the ED returns.
Progressive boards go a step further: they link training to strategic goals. Planning a digital transformation? Allocate funds for tech conferences. Launching a capital campaign? Underwrite a fundraising certificate. This targeted approach multiplies ROI and embeds learning into organizational DNA.
University executive programs—Harvard Kennedy School, Stanford SSIR.
Nonprofit certificates—Indiana University, Cornell.
Sector conferences—Independent Sector, NTEN, AFP.
Peer mastermind circles for shared problem‑solving.
Executive coaching—offered via CampHire’s coaching partners for smooth onboarding.
Pair formal learning with a 30‑60‑90‑day ramp‑up plan so your new ED moves from orientation to measurable wins quickly.
Nonprofit Executive Director Search
A disciplined search balances speed with diligence. Poor hires at this level are costly—in dollars, morale, and credibility. Allocate enough time for thoughtful vetting, but set clear milestones so the process doesn’t drag on and erode stakeholder confidence. Regular status updates to staff and major donors keep everyone in the loop and invested in a successful outcome.
Some organizations form a search committee; others outsource entirely. Whichever route you choose, clarify roles early: who screens résumés, who checks references, and who negotiates the offer. A small group with delegated authority usually moves faster and protects candidate confidentiality.
Profile alignment – board agrees on must‑haves and culture fit.
Inclusive outreach – job boards, associations, passive talent.
Competency screens – mission alignment and technical chops.
Structured interviews – behavioral Qs + scenario exercises.
Reference deep‑dives – verify outcomes and leadership style.
Onboarding road map – 30‑60‑90‑day goals before Day One.
Throughout the search, keep communication loops tight—candidates appreciate timelines, staff appreciate transparency, and donors appreciate knowing leadership plans are in motion. CampHire’s Executive Search Services manage each detail so your board can stay focused on strategy rather than scheduling.
Nonprofit Executive Director Job Description
Your job description is your north star and marketing pitch rolled into one. Write it with the same clarity and passion you use in grant proposals. Cover:
Org snapshot—mission, programs, values.
Key responsibilities tied to strategy, staff, and sustainability.
Must‑have competencies—leadership, fundraising, ops.
Compensation & benefits—state the range and perks.
EEO statement—demonstrate your commitment to inclusion.
Download our editable template here (this one specific to a summer camp employer).
Budgeting for Executive Director Recruitment
Hiring the right Executive Director is one of the most important investments your camp will make—and it requires a realistic, well-planned budget. A strong search takes time, visibility, and money, especially if you’re aiming for quality over speed.
Promotion Costs by Platform
At minimum, set aside funds for promoting your job on the right platforms. Even if you have a strong alumni network, visibility matters when you’re hiring for senior leadership:
| Platform | Cost Estimate |
|---|---|
| ACA Job Board | $150 for a 2-week posting |
| Idealist | $125–$150 for a 30-day posting |
| Pay-per-click (recommended $200–$500+ budget) | |
| Indeed | Pay-per-click (typical range: $10–$50/day) |
Paid posts are significantly more effective than free ones. Budget for at least two platforms and monitor ad performance closely.
Timing Impacts Cost
When you post affects both your reach and your budget.
Peak hiring season (Sept–Dec): Candidates are active, responsive, and open to change. You may fill the role faster with less ad spend.
Off-cycle (Jan–Apr, summer): Fewer candidates are looking. Searches take longer, and you’ll likely need to spend more on promotion and outreach.
If you’re hiring off-cycle, expect to increase your marketing and sourcing budget by 30–50%.
Local vs. National Reach
Local Search:
Works for day camps or region-specific roles
Lower advertising and interview travel costs
May limit candidate pool
National Search:
Typical for overnight camps and senior roles
Requires broader outreach and higher promotion spend
Often includes relocation support in the comp package
Many Executive Directors relocate between camps throughout their careers. Limiting your search to your zip code often limits your impact.
Should You Work with a Search Firm?
Many camps attempt to run searches on their own—with varying levels of success. When hiring for a mission-critical leadership position, working with a recruiting agency is often the right call.
Why?
You need someone to lead the process, not just post a job
You need to source candidates, not just wait for applications
You need someone to organize the board, align evaluation criteria, and keep the search on track
CampHire offers full-service Executive Search for camps and nonprofits, including:
Talent sourcing and outreach
Candidate vetting and scorecard development
Board communication and interview facilitation
Offer negotiation and onboarding support
Budget for Executive Search Services
If you choose to work with an agency like CampHire, you’ll typically budget 25–30% of the candidate’s total compensation. This may seem like a large number, but it’s an investment in long-term success.
A failed hire costs far more—in morale, lost summers, and reputation.
Sample Budget for a National Search
| Item | Cost Estimate |
|---|---|
| Job board promotion (multi-platform) | $600–$1,200 |
| LinkedIn outreach tools | $300–$800 |
| Finalist travel & interviews | $500–$1,000 |
| Relocation support (if offered) | $2,000–$5,000+ |
| Executive Search partner (CampHire) | 25–30% of total comp |
Total range: $1,500–$8,000+ without agency
With agency support: 25–30% of salary, plus promotional expenses
Final Word: Invest to Get It Right
Recruiting an Executive Director is not the time to cut corners. You’re hiring someone to protect your mission, grow your legacy, and lead your team through uncertainty. The right leader pays for themselves many times over.
Consider partnering with CampHire to handle the recruiting, so you can focus on selecting the perfect fit for your nonprofit leadership team.
FAQs
Below are the most common questions boards ask when they begin an Executive Director search. Have another? Drop us a line and we’ll add it to the list.
Can an executive director of a nonprofit be an independent contractor?
Generally no. IRS guidance treats the ED as an employee because the board exerts ongoing control over the work—think payroll, hours, and deliverables.
Does a nonprofit have to have an executive director?
Very small, all‑volunteer organizations can survive without one, but growth demands central leadership and dedicated oversight.
Can the founder or president of a nonprofit be the executive director?
Yes, though best practice is to establish clear evaluation procedures and avoid conflicts of interest around salary or hiring decisions.
Is the executive director an officer of a nonprofit?
In most states yes, alongside the board chair, treasurer, and secretary.
Can a nonprofit have a CEO and an executive director?
Large organizations sometimes separate external (CEO) and internal (ED) roles, but most combine them to save on overhead and streamline authority.
What percentage of a nonprofit budget should go to the executive director’s pay?
Typically 5–15%, landing lower as budgets grow and shared leadership develops.
Can an executive director be a volunteer or unpaid?
Technically yes, but sustained, full‑time volunteer leadership often leads to burnout and governance red flags for funders.
How long does it take to hire an executive director?
A well‑run search typically spans 12–16 weeks—from profile alignment to signed offer—plus notice period if the candidate must relocate.
Is it possible to hire a part‑time executive director?
Fractional leadership works for budgets under roughly $500K. CampHire can place a seasoned ED for 15–25 hours per week until revenue grows.
Can the executive director sit on the board?
Many nonprofits allow the ED to serve as a non‑voting ex‑officio member—this keeps lines of authority clear while ensuring open communication.
