Hiring a Chief Fundraiser: What CEOs and Boards Should Ask

• What are the qualities of past chief development officers that the organization most wants to find in the next chief development officer? What qualities does it want to avoid?
• What skills, talents, and experiences are most needed in a chief development officer at this time? In what areas can the organization afford a steeper learning curve?
• Is the candidate a proven leader, someone people would want to follow?
• Has the candidate built strong relationships internally and externally?
• Has the candidate demonstrated proficiency in financial and strategic planning?
• Can the candidate describe involvement in and impact on his or her organization’s planning or while on the board of another organization?
• Can the candidate articulate the principal financial challenges and opportunities of the organization and its sector?
• Has the candidate served on an advisory or governing board?
• Can the candidate describe the contributions a chief development officer is expected to make in recruitment and engagement of board members?
• Is the candidate prepared to be an effective thought partner to the chief executive officer and other key leaders?
• Do key leaders want to spend more time with the candidate, discussing issues beyond fundraising? Would the candidate be an interesting dinner guest?
• Does the candidate have a strong track record of attracting and retaining high-performing staff members?

—Excerpted from The Chief Development Officer: Beyond Fundraising, by Ronald Schiller