Let’s say it out loud:
Nonprofit job descriptions have gotten out of control.
If you’ve ever read a posting and thought: “Wait, they want a grant writer… and a graphic designer… and someone to run social… and someone to do major gifts?”
You’re not alone. We see it every week: One role, 4–5 distinct functions, unclear reporting lines, no admin support, and pay that doesn’t match the skill stack.
Why This Keeps Happening
There are a few root causes:
1. Scarcity mindset
Organizations try to “get it all in one hire” because they don’t believe they can fund a team. (Spoiler: That thinking costs more in the long term.)
2. No infrastructure
Roles balloon to fill gaps without sound CRM systems, communications workflows, or project management tools.
3. The “Unicorn” myth
We’ve all heard it: “If we just find the right person, they can do it all.”
The reality? They’ll do it all — and burn out in 6–18 months.
The Impact Is Bigger Than Turnover
When expectations are unclear or unrealistic, here’s what we lose:
- Institutional knowledge
- Donor relationships
- Momentum
- Morale
- Budget stability (because hiring and rehiring isn’t cheap)
So What’s the Alternative?
At PNWF, we’ve built a new model based on fractional leadership, shared infrastructure, and honest job design.
We support nonprofits by:
- Filling real roles (grants, campaigns, CRM, content) with real people
- Designing clear scopes, timelines, and outcomes
- Building systems so your next hire isn’t expected to be a unicorn.
Because the truth is: You don’t need one superhero. You need a support system.
💬 Let’s Talk About It
What’s the wildest nonprofit job description you’ve ever seen?
Drop it in the comments (anonymously if you need to 🙈)
Want to explore your org’s options?
Or book time with Eddie to talk scope, staffing, and sustainability.
#FractionalLeadership #NonprofitCareers #DoLessBetter