Insights from Christina at Cause Recruitment
Did you know?
In the Australian non-profit sector, fundraisers typically stay in their roles for around 18 months.
This is significantly shorter than the average tenure of nearly double that figure about 13 years ago, when we began our recruitment efforts in this sector. For organisations reliant on sustaining long-term donor relationships, high turnover can lead to disruptions, loss of income, diminished momentum, and ongoing recruitment costs.
Recent analysis by Cause Recruitment, covering over 200 fundraising placements over the last six years, confirms that while fundraisers placed through our firm tend to remain in their positions longer than the industry average, that 18-month figure still holds true.
Why Fundraisers Move On
Several recurring challenges contribute to turnover within the sector:
- Limited career development
Many fundraising teams are small, with few clear pathways for progression. Without opportunities to grow, fundraisers often move organisations to advance their careers.
- Unrealistic targets with limited resources
Fundraisers are frequently given ambitious income targets from boards and management without the necessary support, including adequate headcount, expenditure budgets or technology.
- Lack of Investment
Without investment, fundraisers are often expected to grow revenue from a static or declining supporter base.
- Underdeveloped teams
Fundraising success rarely happens in isolation. Where teams are under-resourced, or lack structure, burnout and turnover increase.
What Higher Retention Organisations Do Differently
Some organisations consistently retain fundraisers for longer.
Common practices among these organisations include:
- Hiring people who align with organisational values and culture
The Garvan Research Foundation, the marketing and fundraising arm of the Garvan Institute, reports an average tenure of four years for their team, significantly above the sector average. Deputy Director Brad Timms credits this success to their strict adherence to hiring for cultural fit and maintaining a positive workplace culture amongst other practises listed here.
- Offering hybrid flexible working arrangements
Donor Republic has grown to over 75 staff members and is known for offering a strong valued-based culture with flexible work arrangements. Carrie Fletcher (Group Account Director) has been there for nearly 8 years as part of the senior leadership team and attests her reasons for staying because the work is meaningful and she can make a real impact. Also, its because of their talented team, great leadership and for the opportunity to grow professionally and personally.
- Commitment to internal advancement
High‑retention organisations don’t wait for top performers to ask for growth. They proactively create clear internal pathways, promote from within where possible, and design roles that evolve as people do.
- Offering direct connection to the cause
Fundraisers see the impact of their work: meeting beneficiaries, engaging with program teams, and hearing firsthand how funds change lives. Purpose is not assumed; it’s continually reinforced.
- Offering Work/Life balance
They monitor workloads, set boundaries around “crunch periods”, and normalise taking leave, offering additional gifted leave as well. Sustainable performance beats heroic sprints.
- Smart and fun leadership
Leaders are accessible, transparent; and, genuinely supportive and fun to work with. Psychological safety and high standards can coexist, and the best teams thrive on both.
Retention Is A Strategy
The 18-month tenure statistic is not inevitable. Organisations that invest in their people, provide realistic resources and support professional growth are far more likely to retain talented fundraisers.
Ultimately, fundraiser retention is not just a HR issue, it’s a fundraising strategy.
If you would like to learn more how Cause Recruitment can support you, please contact Christina@causerecruitment.com.au or call 0448 519 121.