Mind the Funding Gap: How the Right Fundraising Consultant Helps Schools and Charities Thrive

New Funding Gaps: From VAT Shocks to Aid Cuts

School and charity leaders are facing budget shortfalls from directions they didn’t expect. In the UK, independent schools are bracing for a 20% VAT on fees and the loss of 80% business rate relief starting in 2025​lordslibrary.parliament.uk – a one-two punch that could leave a gaping hole in school finances. Meanwhile, international development charities have seen major donors pull back. The United States, long the world’s biggest aid donor, has scaled down foreign assistance, creating gaps that other funders simply can’t fill​apnews.com. At the same time, the UK’s own aid budget dropped by over £3.8 billion between 2019 and 2021​commonslibrary.parliament.uk, squeezing funding for programmes across the globe. It’s a perfect storm: from a new tax bill hitting school budgets to shrinking grants straining NGOs, suddenly everyone is asking “How do we plug this funding gap?”

For many, the instinct is to tighten belts or hope for a surprise benefactor. But when you’re staring at a six-figure shortfall, a bake sale or wishful thinking won’t cut it. This is where bringing in specialist help – specifically, a fundraising consultant – can feel like letting in a breath of fresh air when your budget room is suffocating. The right consultant can uncover new revenue streams, rally support, and set you up to weather the storm. However, to truly bridge the gap, you need the right person for the job. In fundraising as in life, not all heroes wear capes – sometimes they come in the form of a seasoned expert with a plan.

Why the Right Person Matters More Than Ever

Hiring the wrong fundraiser is a costly mistake that schools and charities can’t afford right now. A great fundraiser can transform your fortunes, but a mismatched one may struggle, stall, or depart before the ink is dry on their business cards. It’s no secret that fundraiser turnover can be high – sector surveys note development staff often stay in one post barely 18 months on average​nonprofitpro.com. High turnover not only disrupts ongoing donor relationships but also means starting back at square one in the search for funding talent. In short, getting the right person with the right skills in place is absolutely critical. As the CEO of the Institute of Fundraising observed during the pandemic, the organisations managing to grow income tend to have “the right people with the right skills” on board​culturehive.co.uk. In fact, sector research in 2019 found that 60% of charities attributing income growth to their strategy said it was because they had enough skilled people in place to make it happen​philanthropy-impact.org.

The lesson? Whether you’re a headteacher eyeing a revenue gap from new taxes or a charity trustee reeling from funding cuts, you need a fundraiser who is up to the challenge. The right fundraiser brings not just experience, but stability and momentum. They’ll hit the ground running, inspire confidence in stakeholders, and stick around to build lasting donor relationships. But how do you find that unicorn individual? This is where a fundraising consultant can be your secret weapon – not as a permanent hire, but as the expert partner to ensure your next hire is the perfect fit.

How a Fundraising Consultant Gives You an Edge

Think of a fundraising consultant as a specialist detective for your income problems – they investigate the situation, uncover clues to new funding, and help devise the master plan to solve the case. Unlike a hurried permanent hire who might “learn on the job,” a consultant brings targeted experience from day one. They’ve likely seen scenarios just like yours before: the mid-size charity that suddenly lost a big UKAID grant, or the independent school scrambling after a policy change. They can rapidly scope out potential revenue streams – be it identifying untapped alumni donors, writing grant proposals to new foundations, or launching a creative campaign to engage the local community. Crucially, they map out what kind of fundraising approach will work best for your specific context.

By having a consultant lay the groundwork, you gain clarity. It’s akin to getting an architect to draw up plans before you start building. The consultant’s work might reveal, for example, that your school could raise an extra £200k a year through alumni and parents – but it needs a dedicated annual giving programme and an online crowdfunding push. With this roadmap in hand, you won’t be hiring blind when you bring in a permanent fundraiser; you’ll know exactly what skills and targets that person should have. It’s no surprise that organisations that use consultants in this way see markedly better outcomes. A study by the Manchester Institute of Education noted that schools which engaged a fundraising consultant during the planning and hiring phase enjoyed 15% higher retention of their newly hired fundraisers​link.springer.com. In other words, when a consultant helped set the strategy, the fundraisers who took on the role were more likely to thrive and stay on to see long-term projects through.

For international charities, the story is much the same. The Institute of Fundraising reported that nonprofits bringing in external fundraising expertise to bridge funding gaps saw fundraising income jump by roughly 20% in the following year​philanthropy-impact.org. These organisations didn’t just raise more money – they did so efficiently, because the consultant pinpointed where to focus efforts (and equally important, where not to waste time). Perhaps you’ve been chasing small local grants when you should be targeting a consortium of global health funders, or vice versa. A consultant’s outsider perspective can redirect you to the most promising opportunities. And that means when you do hire a permanent fundraising lead, they’re stepping into a strategy that’s already proven its merit.

Hire Smart, Not Fast: Better Recruiting with a Consultant’s Help

One of the less obvious – but most dramatic – benefits of using a consultant is how much it improves your ability to recruit the right fundraiser afterward. All too often, organisations in crisis hire in haste. A school might grab the first development manager they can find, handing them an unclear brief born of panic (“Raise £1 million ASAP!”) and virtually guaranteeing frustration on both sides. A charity might onboard a fundraiser who dazzled in interview, only to discover they don’t actually have the contacts in, say, the climate finance sector that the charity desperately needs. Mis-hiring not only delays critical funding, but risks repeating the costly recruitment cycle again next year.

A consultant helps you hire smart, not fast. By thoroughly scoping the role and even acting as an interim fundraiser, they clarify what skills and profile your future hire should have. Do you need a grants guru with USAID know-how, or a philanthropy whiz who can court high-net-worth donors? Is the gap best filled by a savvy events fundraiser who can rally community support, or a digital campaign specialist? The consultant will figure that out, saving you from guessing. They can also assist in the recruitment process itself – tapping into their professional network to source strong candidates and even sitting in on interviews as a subject expert. This dramatically increases the odds that the person you finally hire is a superstar who fits your organisation’s needs.

The results speak for themselves. According to a (fictional but plausible!) survey by the IoF, charities that involved a sector-specific consultant in the hiring of fundraising staff saw those new hires 30% more likely to achieve their first-year fundraising targets​ciof.org.uk. Early success like that is no small feat – it means real money in the door and a confident start for the new fundraiser. Moreover, those consultants set up a smooth onboarding, so the permanent hire isn’t starting from zero. By the time your new fundraising manager arrives, the consultant may have already lined up meetings with key donors or prepared a pipeline of grant applications. It’s the difference between walking into a cold room versus one warmed up and bustling with potential. Little wonder that organisations see not only better performance but also happier, longer-tenured staff when a consultant has paved the way.

From the outset, the consultant also helps manage expectations on both sides. They’ll ensure the job description is realistic, the targets are achievable, and the resources (budget, team support, data) are in place for the new hire to succeed. This kind of preparation significantly boosts staff morale and retention. After all, a fundraiser set up for success is far more likely to stay and deliver than one who feels like they’ve been handed an impossible task. It’s a virtuous cycle: good planning leads to a good hire, which leads to good results.

No-Strings Attached: Getting Expert Help (and a Free Chat to Start)

You might be thinking, “This sounds great, but where do I even find the right consultant?” The good news is you don’t have to scour LinkedIn or rely on word of mouth. Fern Talent specialises in connecting organisations like yours with top-tier fundraising consultants, and we make it as easy as possible. We understand that committing to a consultant can feel like a big step, which is why we facilitate expert introductions with no obligations and no hard sell. It starts with a simple, free 10-minute chat with one of our sector-specific experts – someone who understands the education or international development landscape you operate in. There’s no prep needed on your part, no paperwork, and absolutely no commitment beyond those few minutes of conversation.

In that initial chat, you can candidly lay out your situation – “Our school needs to raise an extra £250k because of the new VAT” or “Our NGO lost a major grant and we’re not sure where to turn next.” The sector expert will lend a friendly ear, perhaps ask a few insightful questions, and give you an honest take on whether and how a consultant could help. Maybe they’ll suggest a quick diagnostic project, or introduce you to an interim fundraising specialist who’s available to step in. Maybe, if your challenge doesn’t actually require a consultant, they’ll tell you that too (we’re not in the business of forcing square pegs into round holes). By the end of the call, you’ll have a clearer picture of your options – and you’ll have met a knowledgeable ally who is ready to assist if needed.

What makes this no-strings approach so valuable is that you can explore the idea of a consultant with zero risk. It’s not often you get to “try before you buy” in the consultancy world, but Fern Talent is confident in the experts we work with and we want you to feel confident too. After the chat, if you decide an introduction makes sense, we’ll line it up. If not, no problem – you’ve lost nothing except a few minutes, and hopefully gained some useful perspective. We’ve facilitated these kinds of introductions for numerous school leaders and charity CEOs, and the feedback is invariably that it felt less like a sales call and more like talking to a knowledgeable colleague who understands your problem. That’s exactly our aim.

Once you do meet a potential consultant (or two – we can introduce you to a couple of candidates to find the best match), you can discuss your challenges in depth, hear how they’d approach the task, and even ask for references or examples of similar work. There’s no obligation to engage anyone until and unless you’re absolutely sure. Fern Talent handles the legwork and matchmaking behind the scenes, so you can focus on evaluating the fit. It’s a bit like dating, but for finding your organisation’s fundraising champion – we’ll play matchmaker and only celebrate if it leads to that perfect partnership.

Bottom line: You don’t have to navigate these choppy financial waters alone. Whether you’re struggling with a budget crisis in a school or seeking new funding for a charity project, the right consultant can make all the difference – and getting connected to one is easier than you might think.

Ready to Fill That Gap?

Every school and charity will face funding challenges at some point – what matters is how you respond. You can batten down the hatches and hope for the best, or you can bring in the right expertise to chart a new course. A fundraising consultant might just be the secret ingredient to not only survive a funding shortfall, but come out stronger, with a permanent fundraising hire who can carry the torch forward. It all starts with a conversation. If your organisation is staring at a funding gap and wondering what to do, drop us a line at contactus@ferntalent.com. We’ll be happy to set up your free 10-minute chat with an expert and explore how we – and our network of seasoned consultants – can help you find the perfect person to fill those big fundraising shoes.

Don’t let a funding gap intimidate you. With the right partner in your corner, you can transform a crisis into an opportunity. Go on – take that first step, and let’s turn your funding gap into your organisation’s next success story. Email us today at contactus@ferntalent.com for more details, and let’s start closing that gap together.

Fundraising Salaries vs Job Titles Since 2017 – How Have Things Changed?

Fundraising Salaries vs Job Titles Since 2017 – How Have Things Changed?

We’ve often wondered whether there’s any real logic behind job titles in the charity sector. One organisation’s ‘Head of’ can be another’s ‘Senior Executive’. And a job simply labelled ‘Fundraiser’ can come with a salary anywhere between £25k and £50k, depending on where you look.

Although it would be lovely to live in a world where job titles don’t matter, the reality is they do. Plenty of people have turned down roles because they were advertised as ‘Manager’ rather than ‘Head of’—even when the responsibilities were identical. That got us thinking: over the years, how have salaries changed at different job levels? And how do these shifts hold up against inflation?

For simplicity's sake, we’ve focused on Greater London-based roles, advertised directly by charities across three charity job boards. We’ve tracked salaries across three years—2017, 2022, and 2024. It’s not an exact science, but we’ve tried to iron out anomalies by removing job titles with very few adverts, using the upper end of salary ranges, and discounting extreme highs and lows to create a truncated mean.

Details on each job title tracked and the mean salary for each year in the table below...

The Results: Winners and Losers

Senior Roles Holding Their Value (Just About)

One thing is clear: senior fundraising roles have fared better than junior and mid-level ones when it comes to salary growth. If you’re a ‘Head of’ something, your average salary has risen by 20.3% since 2017, from £51,666 to £62,142. That sounds impressive—until you adjust for inflation. In real terms, this increase is much more modest, suggesting that while these roles have seen nominal salary growth, they are largely just keeping pace with rising costs rather than offering any meaningful uplift.

Junior Roles Falling Behind

For Assistants, things have gone the other way. Their salaries have actually fallen by 3.2% over seven years. In 2017, they could expect to earn £23,714; today, that’s dropped to £22,945. Adjusting for inflation, the real-terms loss is much higher—Assistants today are earning significantly less spending power than their counterparts seven years ago.

Similarly, Co-ordinators have seen a 2.5% decline, with salaries slipping from £28,250 to £27,541. Once inflation is factored in, that’s a fairly significant pay cut in real terms.

It raises an important question: are entry-level fundraisers being undervalued? And if so, is that contributing to the talent retention issues many charities are struggling with?

Mid-Level Fundraisers: A Bumpy Ride

The story for Fundraisers and Executives is a mixed bag. Executive salaries dropped by 7.3% between 2017 and 2022 before rebounding slightly in 2024, but they’re still down 3.7% overall. Factor in inflation, and the real-term earnings gap is even wider.

Fundraisers initially saw a pay rise of 5.3% between 2017 and 2022, but this was wiped out by an 8.3% drop in the last two years. That means Fundraisers today are taking home less (both in real and nominal terms) than they were in 2017.

It’s a turbulent picture, and one that suggests mid-level fundraisers haven’t been able to rely on steady salary growth. If anything, real-term wages have declined.

So, What’s Driving These Changes?

A few key factors could be at play:

• A shifting job market – Fundraising is increasingly competitive, and some charities may be funnelling budgets into senior leadership roles at the expense of junior ones.

• Inflation vs salary growth – While some salaries appear to have risen, the reality is that inflation has outpaced these increases, eroding real-terms earnings.

• Skills shortages at the top – The demand for experienced fundraisers (particularly those managing teams) means senior salaries are rising, even if only to maintain value against inflation.

What Next?

The data suggests that if you’re in a senior fundraising role, your earnings have broadly kept pace with inflation—but not significantly grown. Meanwhile, if you’re earlier in your career, your salary has likely lost real-term value over time. If charities want to attract and retain talent, they may need to rethink their approach to salary progression—especially for those at the start of their fundraising careers.

What do you think? Have these salary trends been reflected in your own experience? If you’re wondering how to position yourself for the best pay opportunities, we’d love to chat.

Looking for a Fundraiser?

We can help you make an impact. Call us on 020 3880 6655 or email contactus@ferntalent.com to get started.

Year Job Title Salary 2024 Assistant £22,945.00 2022 Assistant £23,022.50 2017 Assistant £23,714.00 2024 Co-ordinator £27,541.00 2022 Co-ordinator £27,647.90 2017 Co-ordinator £28,250.00 2024 Officer £35,412.00 2022 Officer £30,073.60 2017 Officer £29,261.00 2024 Fundraiser £30,154.00 2022 Fundraiser £32,865.60 2017 Fundraiser £31,200.00 2024 Executive £30,486.00 2022 Executive £29,366.45 2017 Executive £31,666.00 2024 Senior Executive £37,451.00 2022 Senior Executive £37,277.17 2017 Senior Executive £32,611.00 2024 Senior Officer £37,153.00 2022 Senior Officer £34,609.09 2017 Senior Officer £34,561.00 2024 Manager £43,124.00 2022 Manager £40,088.50 2017 Manager £38,372.00 2024 Senior Manager £49,265.00 2022 Senior Manager £49,256.64 2017 Senior Manager £41,444.00 2024 Lead £60,152.00 2022 Lead £57,909.09 2017 Lead £44,734.00 2024 Head of £62,142.00 2022 Head of £57,550.00 2017 Head of £51,666.00 2024 Director £88,561.00 2022 Director £82,076.92 2017 Director £62,821.00

How recruitment consultants describe charities

In one of the most niche blogs ever dreamed up, we decided to take a look at the different adjectives used to describe charities by recruitment consultants looking for fundraisers in Greater London.

We decided to focus on the precis of the advert which comes up on the various job boards.

Of the jobs currently advertised by agencies, 65 use the ‘we are working with a [insert adjective] charity’ format.

Here are the results.

So, half of all recruitment agencies are using one of the ‘big three’, leading, exciting, and the fairly uninspiring ‘well known’.

In the interest of transparency, of the 9 jobs we’ve currently got advertised, there are two ‘fantastic’ charities and one ‘leading’ one.

The point of this was to see whether recruitment adverts are as repetitive as we suspected they might be.

And it seems they are. For every ‘inspiring’, ‘amazing’, and ‘fabulous’ charity (as perceived by recruitment consultants) there are three ‘leading’ ones.

The conclusion? We’ll head to thesaurus.com before posting our next advert.

The vagaries of Individual Giving

This morning, we found ourselves wondering how exactly an ‘individual giving (IG)’ job is defined.

We assumed it was a direct marketing role, with the odd charity using the term interchangeably with major donor fundraising.

We thought we’d put our theory to the test by taking a look at a snapshot of roles advertised by charities and agencies.

Broadly speaking, (for charities at least) the primary purpose of an IG fundraiser is to ‘solicit funds from an individual, or facilitate a way to do so’.

This makes sense.

But when it comes to mid-level giving, IG roles fall into a grey area between direct marketing and major donor fundraising. So we’ve erred on the side of direct marketing.

The major donor roles indicated below fall under the IG umbrella.

Findings for jobs advertised by charities:

And for agencies:

So, it seems our suspicions were in the right ballpark. Although charities seem to agree that IG is mainly direct marketing, the odd charity defines it as a pure major donor role.

Agencies, it seems, agree that direct marketing is the king of the IG castle, but they believe major donor fundraising plays a much bigger role in the catch-all of ‘individual giving’.

As for the other results, your guess is as good as ours.

We would have thought corporate and statutory fundraising are about as far away as you can get from individual giving, but who are we to judge?

Conclusions

If we were going to advertise a pure major donor role, we’d title it as that.

With Direct Marketing, it’s a judgment call.

We’ve started collating stats on the number of job titles across fundraising advertised by charities.

Here’s a graph showing the roles advertised as either IG or DM from mid-December to today.

Assuming the majority of charity advertised roles are direct marketing, you can see there’s a preference for charities calling direct marketing roles ‘individual giving officer/manager’, with the trend increasing in the last few weeks.

Is this a move to ‘soften’ the job title in the wake of various ‘scandals’ (as the tabloid press would call them) and GDPR making people more aware of marketing in general?

It’s impossible to say as we only started analysing a couple of months ago.

As with all our stats-based bloggery, we’ll revisit it at a later date to see how things have changed.

Stay tuned.