Key Insights from the CharityJob Fundraising Research Report 2025

Fundraisers are the lifeline of charities, generating vital revenue and keeping them functioning. They hold some of the most important positions within a charity and their work can be deeply rewarding. However, our analysis of jobs posted on the CharityJob site has revealed a significant challenge within the sector, and particularly in fundraising recruitment: a substantial gap between the high number of jobs posted and the comparatively low number of applicants. In 2024 alone, CharityJob had almost 7,000 fundraising vacancies posted. Yet, these positions consistently attracted fewer applicants than other charity roles.

CharityJob Fundraising Research Report 2025

Recognising the challenges faced in fundraising recruitment, we conducted research with fundraisers and former fundraisers to better understand the experiences of a career in fundraising.

Through a survey we explored their opportunities, challenges, and suggestions for improvement. Our findings reveal a complex picture, highlighting both the joys and struggles of a fundraising career.  The findings from the research are published in the CharityJob Fundraising Research Report 2025.

Key insights from the CharityJob Fundraising Research Report 2025

Advantages of a fundraising career

Fundraisers were asked to share what they like about working in fundraising, both from a list of options and through open-ended responses.

The most selected reason from the list was ‘making a positive social impact’ (77%) followed by ‘building relationships with donors’ (63%) and ‘job satisfaction’ (51%).

In response to the open-ended question, other key themes emerged, including the flexibility of their roles, working for a cause they’re passionate about and the rewarding and varied nature of their work.

The challenges of fundraising

Fundraisers were also asked to share what they dislike about working in fundraising, both from a list and through open-ended responses. Poor pay was the most commonly selected response (60%), followed by burnout (49%) and rejection from donors (42%).

Open-ended survey responses revealed key themes, including dissatisfaction with pay, limited opportunities for career progression and training, lack of leadership support and understanding, poor management and decision-making from senior leaders, high workload, pressure, burnout, and difficulties in donor relationship management.

Why fundraisers leave

Our research also explored why former fundraisers left the profession. The most common reasons overlapped with the challenges mentioned above, including poor management, feeling unappreciated, unrealistic expectations regarding targets and working hours, and the desire to pursue other long-term goals.

Fundraisers’ recommendations for improving the profession

Both fundraisers and former fundraisers were asked for suggestions to improve the fundraising profession. The most frequent recommendations included:

• Increased recognition—having greater appreciation for fundraisers and fundraising as a valuable and professional career path;
• Burnout prevention— implementing strategies to support work-life balance and prevent burnout is crucial for retention;
• Competitive pay—offering fair and competitive salaries that are aligned with the responsibilities of the role;
• Board representation — ensuring fundraisers’ views are represented at board level;
• Improved management support—creating a positive and supportive work culture;
• Clear career paths—developing clear progression opportunities;
• Enhanced training and development—increasing access to relevant training, development, and networking opportunities.

The Charted Institute of Fundraising (CIOF) is already making strides in these areas to champion the fundraising profession, support fundraisers and advocate for Equity, Diversity and Inclusion.

Our recommendations for fundraising recruitment and retention

1. Benchmark salaries: to attract fundraising talent, ensure you offer fair and competitive pay that aligns with (or exceeds) market rates and the skills required for the role. You can use our Salary Checker tool and the CharityJob Salary Report to benchmark fundraising salaries for similar roles.

2. Offer flexible and remote working: flexibility is a key reason that fundraisers enjoy their jobs. It’s essential for recruiting and retaining fundraising talent. Furthermore, our data shows that remote roles posted on our site get substantially more clicks on the ‘apply’ button, especially compared to on-site roles. On-site roles receive the lowest number of applications.

3. Skills-based recruitment and inclusive recruitment processes: Focusing job descriptions and candidate assessments on the key skills needed for a role, and using inclusive recruitment practices such as anonymous recruitment can broaden your candidate pool and help you make more effective hiring decisions.

4. Organisation culture: a positive organisational culture, where fundraisers feel supported, included and valued, is crucial for attracting and retaining top talent.

Want to find out more?

Download the full CharityJob Fundraising Research Report 2025 for further insights.