Is Having a Nonprofit Executive Work Remotely a Good Option to Consider When Recruiting?

Six years ago in a previous article, we noted a growing trend toward remote work in the nonprofit world. The incremental growth exploded in 2020 with the introduction of COVID restrictions. Today it shows no sign of abating.

The transition to remote work environments was initially thought to be a temporary change. However, a large number of employers and employees have begun to rethink the extent to which reporting to an office 5 days a week is needed, or even desirable. We have even worked with several nonprofits that completely closed their physical offices and moved to a fully virtual environment in the past two years.

“Nearly two years into the COVID-19 pandemic, roughly six-in-ten U.S. workers who say their jobs can mainly be done from home (59%) are working from home all or most of the time… The impetus for working from home has shifted considerably since 2020. Today, more workers say they are doing this by choice rather than necessity.” (PEW Research Center, 2022)

This article digs into the growing popularity of remote work among both nonprofits and candidates for positions, our observations from the recruiting field, and considerations for those in the sector who are trying to decide whether this approach is relevant in their own organizations – especially if they are preparing to launch an executive search.

Benefits of Recruiting for Remote Opportunities:

• Larger recruiting pool: Recruiting for a remote position expands the array of individuals interested in exploring the opportunity. Instead of fishing from a smaller pond of local candidates, it is possible to attract a regional or national pool. For comparison, in 2021, Moran candidate pools for remote positions were 240% the size of on-site position candidate pools.
• High-quality applicants: Talented candidates have a heightened interest in opportunities with a flexible work environment. A growing number of people find remote jobs more attractive and are actively seeking them. Some want the flexibility to work from wherever they may be that day. Others are facing a return to the office and have realized that they don’t want to stay in that traditional environment any longer. They become invested and motivated applicants.
• Remote-experienced candidates: Years ago, we had to dig deep to uncover and determine which soft skills were needed for candidates to be successful when working remotely. Today our screening process has changed due to the ubiquity of remote work between 2020 and the present. Most candidates have worked from home at some point, and they have been able to test if they liked it and were good at it. Now we can look at their proven success in this area based on actual experiences and results to make an even more confident hire.
• Cost savings: It can be a huge savings for organizations to give up their office space, and working remotely can also help individuals save money. While it’s great to be with colleagues in person, expenses can add up for employees when it comes to dry cleaning, lunches, gift exchanges, gas, parking, tolls, and all the soft costs of an on-site work environment. All of these factors, including a potential for cost savings, are carefully considered by candidates seeking remote work.

Potential Challenges of Remote Work and Other Considerations for Nonprofits:

Even with all of the benefits, there can be challenges to working remotely. Most people agree that face-to-face interaction is ideal for establishing strong working relationships, building teams, cultivating trust, and encouraging collaboration. Staff who work remotely must work harder to find ways to build these relationships when not face to face, and organizations must be dedicated to developing virtual onboarding practices and creating a sense of community and culture that extends beyond its walls.

For example, having a top executive working remotely can create a disconnect in some organizations where the majority of other staff work in person at a specific site, perhaps providing direct care services to others. If the Executive Director or CEO is not on the scene at least part of the time, his or her absence can create a sense of discontent. Staff want to see their leader interacting with clients and understanding their day-to-day trials and triumphs in order to be effective internally and externally. Also, if the organization serves a specific geographic area, it is possible that major funders may prefer to have the agency’s top executive living in the community where the programs/services are offered.

The bottom line is that having a nonprofit executive work remotely is indeed a good option to consider – depending on the situation. It can reduce the expenses of maintaining office space for organizations aiming to invest in other initiatives beyond physical infrastructure. It can open doors in new geographic areas for associations hoping to expand their reach, especially for those that do not require specific locations to carry out their missions. Remote options can make hard-to-fill positions suddenly attractive employment matches for talented candidates with the right skills to be successful from any zip code.

At The Moran Company, we can help nonprofits weigh their options. We are committed to identifying top talent to fill critical leadership and fundraising roles within organizations, whether they report in person or work remotely. Contact us today for a free consultation.

Compiled by Don Harkins & Staff Team
The Moran Company
“We Find Great Nonprofit Executives”

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