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.

Global distribution of ‘thought leaders’

As with any of our blogs at Bamboo, it’s best not to use this as the basis of a PhD.

With that caveat out of the way, we’ve noticed an increase in people describing themselves as ‘thought leaders’ on LinkedIn. With the definition being a bit too nebulous for us to get our heads around, we thought we’d look into the global and regional distribution of thought leaders, and leave the concept for others to analyse.

To kick things off we’ve taken the total number of people on LinkedIn who self-identify as thought leaders and looked at how this breaks down in terms of countries where English is the main language. There may well be a French or Mandarin equivalent of thought leader but it’s outside the remit of this blog.

Expressed as a pie chart, it doesn’t really tell us much except that most of the world’s thought leaders are in the US, but you didn’t need us to tell you that would be the case:

What’s much more interesting is what it looks like if you break down the number of thought leaders as a percentage of the total population (according to Wikipedia).

A surprisingly even distribution.
Here’s the data.

To make the comparison a bit easier, we multiplied the percentage by 1000.

It shows us that Australia and the US have broadly the same number of thought leaders in their population, which is roughly double that of the UK, Canada, NZ, and Ireland.

As a slight aside, that works out to one English-speaking thought leader on LinkedIn per 32,038,349 people globally.

Moving on to the UK.

The first thing to note is there’s a fairly big discrepancy between the overall number of thought leaders in the UK and those we could find by searching by city. We couldn’t figure out where the missing 2,910 thought leaders in the UK are living so we widened the search.

Again, the pie chart doesn’t tell us much except that most are based in London. Again, quelle surprise.

However, once again, when shown as a percentage by population, the pie chart is more revealing.

This leads us to conclude that the missing 2,910 thought leaders must be fairly evenly distributed between every town and city in the UK.

Again, the stats by city.

So, what can we conclude from all this? Perhaps that the overall distribution both on an international and regional level is surprisingly similar in countries where English is the first language.

Looking at the regional distribution of thought leaders in the UK, it seems that areas in the Celtic League have roughly half the number of thought leaders with the exception of three in Llandudno where the stats may have been skewed by the very low numbers. Why this might be is anyone’s guess.

We’ll have to revisit this in a year or so to see how things have changed.

Stay tuned.