Meeting the Moment: How Nonprofits Can Attract and Retain Mission-Driven Talent in 2025
It’s no secret that the nonprofit sector is facing tremendous challenges in 2025. From funding cuts and grant terminations to direct political attacks on organizations focused on diversity, equity, and inclusion and LGBTQ+ rights. The mounting pressures are real. Idealist’s recent survey of over 5,000 job seekers confirms what many of us already know: uncertainty is driving both anxiety and opportunity in our sector.
At Nonprofit Professionals Now, we’ve seen firsthand how these sector-wide trends are playing out in our searches and conversations with nonprofits and candidates. So how can your organization meet the moment and stand out as an employer of choice? Here’s what we recommend, building on Idealist’s findings and our own experience supporting mission-driven hiring.
1. Transparency Isn’t Optional Anymore
Idealist’s survey revealed that only half of currently employed respondents feel confident in their organization’s ability to weather this period of instability. If you aren’t talking to your team about plans to weather the storm, then that lack of communication will hurt morale and send talented employees into the job market.
Our advice? Overcommunicate. Be honest with your current team about funding shifts, program changes, and organizational priorities. Schedule check-ins that aren’t just about deadlines, but about how your staff is feeling, what they need to stay engaged, and what the future might look like.
And if you’re hiring? Transparency starts at the job posting. As we’ve written before, inclusive, clear, and honest job announcements that highlight your organizational culture, salary ranges, and support for employee growth set the tone from the first interaction.
2. Professional Development is a Retention Strategy
According to Idealist, over 40% of job seekers are considering additional training or education. If your organization doesn’t have a plan to support professional development, you risk losing your current team and failing to attract new candidates.
Professional development doesn’t have to mean expensive tuition reimbursement programs (although those help!). It could be:
- Covering the cost of conference attendance or memberships
- Providing leadership coaching (we’ve seen huge success with this for new Executive Directors)
- Actively promoting internal advancement, we’ve long advocated for internal promotions as a retention tool
A candidate considering multiple offers is more likely to choose the organization that invests in their growth.
3. The Talent Pool is Growing, but So is Job Search Fatigue
With an estimated 20,000 nonprofit jobs lost already this year, there’s no shortage of talented, experienced professionals looking for their next opportunity. Many, including former federal employees, bring critical skills in policy, advocacy, and direct service that nonprofits desperately need.
But here’s the other side: Idealist reports that 62% of job seekers find the process very difficult. Biases in hiring, lack of communication from employers, and unclear expectations discourage even the most committed candidates.
Our message to nonprofits? Do the work up front. Audit your job postings for unintentional bias. Be clear about your hiring timeline. Communicate with candidates, even the ones you don’t select. It builds your reputation and expands your future talent pool.
4. This is the Time to Rethink Your Hiring Practices
If your job descriptions, salary structures, or hiring processes haven’t evolved in the last few years, now is the time. We’ve talked before about the need to create realistic, achievable roles with clear metrics for success. The “unicorn” job descriptions packed with impossible expectations? They’re not landing top talent—they’re turning people away.
Equally important: pay transparency. We’ve been vocal about the need for realistic, competitive salary ranges that reflect both market rates and your commitment to equity. It’s not just the law in some places, it’s the right thing to do.
Final Thoughts
Idealist’s survey highlights what we’re hearing every day: mission-driven professionals are still deeply committed to this work, but they need to trust that their next organization will support them, be transparent, and value their skills.
At NPN, we’re here to help your organization attract and retain the incredible talent this sector has to offer, whether through executive searches, interim placements, or coaching support. The challenges are real, but so is the opportunity to lead with intention, clarity, and care.
Need help navigating hiring in this environment? We’d love to talk.
