As institutions rely on major gifts to replace alternative sources of revenue, finding a high-performing major gift officer (MGO) has never been more crucial—and competition for the best major gift officers has never been higher. This toolkit—a supplement to our Competing for Talent study—helps members build long-term candidate pipelines, design an interview and hiring process that puts the candidate’s needs first, and provide an onboarding program that accelerates productivity so your institution comes out ahead in your MGO search.
The toolkit contains tools to supplement seven of the nine strategies outlined in the study, which is segmented into sections focused on candidate types: traditional, internal, and nontraditional. Click through the strategies below to learn more about the related tools and resources, or download the full toolkit.
Traditional candidates
When seeking a new hire, most CAOs prefer a candidate who has experience in major gifts fundraising at a higher education institution. These candidates have spent time in the industry developing their fundraising skills and learning the terrain. Often, they ramp up to full productivity more quickly than new hires who have no fundraising experience.
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