We’re experts in recruiting to fundraising roles of all types at every level. Whether you’re a large national organisation or a small local charity, we can identify and engage fundraisers with the experience and competencies you need. We have an extensive database of fundraising candidates and a huge fundraising network to draw on. We also monitor a range of external data and trends that enable us to advise on shaping and positioning roles to appeal to specific fundraiser demographics.

For executive, officer, and manager positions we offer two services: Selection, or Search. Both are paid on outcome only and attract the same competitive fee.

For fundraising leadership roles we offer a bespoke Senior Appointments service.

Selection

We can support your other recruitment channels by:

• Engaging suitable active candidates in our network
• Marketing the role to the relevant section of our database
• Generating candidates at short notice if required, working to your existing timelines

Search

As the only source of candidates, we can offer a search service that includes:

• Meeting you to develop a comprehensive brief
• Engaging the best fundraisers with this brief, including those not actively seeking a new role
• Interviewing candidates face-to-face whenever possible
• Planning a schedule that minimises candidate drop out and competition for the best people (typically three weeks from commencing search to interview).

Senior Appointments

Our extensive experience of recruiting to fundraising leadership roles maximises the chances of getting these key appointments right first time. We are extremely well-networked with fundraising leaders, and readily able to directly engage the very best on your behalf.

We work closely with you to understand a position’s context and potential, then communicate this in a compelling way to the right people over the course of a fully managed search, challenging perceptions and persisting with busy, hard-to-reach, senior candidates.

Candidates are taken through a well-run, professional recruitment process that engages them throughout and increases the likelihood that, should you want to offer them a job, they accept.

Post-interview, you may not know who to choose; at this critical stage you need to have access to all the information. How does the role fit with a candidate’s long-term plans? What offer should you make? We remove the guesswork and provide an objective sounding board for your decision.

Diversity Policy

QuarterFive is committed to equal treatment of all people we come into contact with. We treat all candidates fairly, and in line with best practice diversity and equal opportunities policies throughout the assessment and selection process.

We wholeheartedly support the principle of equal opportunities in employment and oppose all forms of unlawful or unfair discrimination on the grounds of gender, age, ethnic or national origin, religion, sexual orientation or disability.

Our recruitment service proactively targets candidates who meet our client’s brief, irrespective of gender, age, ethnic or national origin, religion, sexual orientation or disability.