About Us: Background
The Problem
The nonprofit sector is facing major talent challenges that have led to increased openness in hiring professionals with business experience. According to The Bridgespan Group, the nonprofit sector will need nearly 80,000 new senior managers per year by 2016, and current pools will not be able to fill that demand. Nonprofit organizations also face challenges that increasingly demand a business skill set, including analyzing data to measure performance, creating corporate partnerships, and developing strategies to scale impact.
At the same time, interest from business professionals to work for nonprofits is growing, but there are few clear entry paths into the sector. Now more than ever, business professionals are exploring ways to find meaning through work. This trend is expected to grow with the younger generation of professionals who are idealistic, want to make a difference and not satisfied with traditional jobs. The current economic and political climates have also caused many business professionals to view this time as an opportunity to try something new.
Our Approach
ProInspire conducted research with nonprofits and business professionals to understand the mismatch in supply and demand. While many challenges were identified, three key factors were prevalent. Based on this research, ProInspire is developing a model to connect business professionals with human capital needs at nonprofits through a Fellowship program. The model will be tested through a pilot program in Washington D.C.
| Recruiting | Challenges | ProInspire Model |
| • Nonprofits lack recruiting resources or networks to access pool of candidates with business experience. • Business professionals lack entry paths and professional networks to find jobs in the sector. |
• Recruiting for multiple organizations at one time, and leveraging recruiting partnerships decreases costs for nonprofits. • One clear entry point into multiple organizations attracts business professionals. |
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| Training & Support | • Nonprofits’ experience with hiring business professionals is that often extra work is needed for training and adaptation to nonprofit culture. • Business professionals lack understanding about how to translate business skills into nonprofit sector. |
• Providing training and mentorship to a "class" of Fellows improves their culture adaptation and transition into new role. • Cohort enhances support, learning and professional network for transitioners. |
| Compensation | • Nonprofits avoid recruiting business professionals because they expect compensation to be a major issue. • Business professionals lack clear information about compensation ranges in the sector. |
• Compensation range is based on market rates paid by nonprofit organizations. • Upfront information about compensation range sets appropriate expectations for Fellows. |
