Fundraising Position Search – Client Intake Questionnaire

The purpose of this questionnaire is to ensure alignment, clarity, and realism before the search begins. Clear answers here lead to better candidates, a faster process, and fewer surprises after hire.

Thoughtful, honest responses help ensure candidates are evaluated fairly and accurately. This process is designed to support successful, long-term hires—not just quick placements.

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Organization Name *

Primary Contact Name *

Title / Role

Email Address *

Organization Website (optional)

Annual Operating Budget (approx.)

Annual Fundraising Revenue (approx.)

Primary Mission / Purpose (brief) *

Strategic priorities for the next 2–3 years

Position Title *

Is this a new role or a replacement? *

• New role
• Replacement

If replacement: why is the prior person no longer in the role? (optional but helpful)

Role Type (select all that apply) *

• Frontline fundraiser (portfolio)
• Manager of fundraisers
• Senior leadership / executive role

Employment Status *

• Full-time
• Part-time

Approved Salary Range *

Bonus / incentive / performance pay structure (if any)

Reports To (name/title) *

Where does this role sit in the org structure? (brief org chart description)

Top responsibilities (list and rank top 5) *

Estimated time allocation (donor-facing, internal meetings, admin, reporting, leadership, etc.)

Will this role carry a donor portfolio? *

• Yes
• No
• Not sure yet

If yes: approximate portfolio size

Typical ask range (approx.)

Fundraising areas involved (select all that apply) *

• Annual Fund
• Major Gifts
• Planned Giving
• Grants
• Events
• Corporate / Foundation Relations

Success metrics: what defines success after 6 months? *

Success metrics: what defines success after 12 months? *

Success metrics: what defines success after 24 months?

What would make this hire feel like a miss after one year? *

Will this role manage staff? *

• Yes
• No
• Not sure yet

If yes: list direct reports (roles) and current performance level (brief)

Leadership challenges you expect this person to address (if any)

Current CRM / Donor Database *

make (name/title) me

How well is the CRM used today? *

• Excellent / consistent
• Adequate / inconsistent
• Poor / mostly unused

Data cleanliness and consistency *

• Strong
• Mixed
• Weak

Reporting expectations for this role (dashboards, meeting cadence, pipeline reporting, etc.)

Anticipated technology changes in the next 12–24 months (CRM migration, wealth screening, marketing tools, etc.)

Describe your culture in 3–5 words *

What behaviors are rewarded here?

What behaviors tend to get people in trouble here?

Pace of work *

• Steady
• Fast
• Reactive

How are decisions typically made? (brief)

How does the organization handle conflict or disagreement?

Must-have qualities for this hire *

Deal-breakers *

What has not worked in previous fundraising hires? (patterns, gaps, mismatches)

Internal sensitivities or landmines a new hire should be aware of (optional)

Who will be involved in interviews and final decision-making? *

Preferred finalist interview format *

• One-on-one interviews
• Group / panel interview
• Combination

Desired hiring timeline (target start date and/or key dates)

Constraints or risks that could delay the process (board calendar, budget timing, etc.)

Why is now the right time to make this hire? *

What should a strong candidate understand about this role that isn’t obvious from the job description? *

Anything else you’d like me to know before we begin the search

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