The Broken Model vs The Fractional Solution

Why traditional Development Director hiring keeps failing—and what to do instead.

Why hiring a Development Director first leads to burnout and turnover

16-month average tenure. According to The Chronicle of Philanthropy, most Development Directors leave within 1.5 years, at an average cost of $130,000 in salary, onboarding, lost momentum, and rehire. That number doesn’t account for mission disruption or the stress placed on staff and leadership navigating churn and rebuilding.
No foundation to stand on. They inherit disorganized data, unclear messaging, and an unengaged board.
Pressure without prep. Immediate fundraising goals, but no stewardship system or donor journey in place.
Board & ED tension. Misaligned expectations and poor internal collaboration.
Donor churn. High turnover disrupts relationships and trust with funders.
Costly restarts. Each turnover costs the organization in salary, momentum, and donor confidence.

THE FRACTIONAL SOLUTION

Build infrastructure first. Hire smart later.

Proven leadership, no full-time cost. Access senior-level development expertise at a fraction of the price.
Immediate traction. Start with portfolio qualification, stewardship systems, and core messaging.
Board & staff coaching. Train internal teams and leadership while strategy is being built.
Donor-facing readiness. Clean CRM, segmented lists, and compelling cases for support.
Foundation before hire. When you do hire a Development Director, they walk into a system, not a scramble.
Results-focused. PNWF clients typically see 3:1 to 6:1 ROI during ramp-up periods.

A Better Way Forward

“We don’t replace Development Directors. We prepare the ground so they can thrive.”

At Pacific Northwest Fundraising (PNWF), we specialize in fractional development leadership. We give nonprofits the strategic systems, donor infrastructure, and capacity they need before hiring full-time.

If you’re hiring out of panic or pressure, stop and ask: