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If you’ve Googled “Chief Development Officer job description,” you’ve probably come across a dozen identical articles—all bullet points, no soul.
They list responsibilities like “develop fundraising strategy” and “manage donor relations,” but here’s the truth:
🧠 Generic job descriptions don’t attract exceptional candidates.
And for a role as crucial as a Chief Development Officer, that’s a serious problem.
Because a great CDO isn’t just a fundraiser—they’re a relationship-builder, a storyteller, and a strategic thinker who can turn long-term vision into real revenue.
Most job posts completely miss this.
They don’t explain why the role matters. They don’t inspire. And they don’t reflect the kind of leadership talent you’re hoping to bring in.
So if your current job description feels more like a formality than a recruiting tool, this guide will help you fix that.
We’ll show you:
- What the role really involves (in plain English)
- Two sample job descriptions (one for experienced, one for emerging talent)
- A breakdown of what makes great job posts work
- Common mistakes to avoid
- And how to responsibly use AI tools without ending up with something bland and forgettable
Before we dive in, if you haven’t already read our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/ , we highly recommend it. That resource walks you through the structure, psychology, and modern best practices behind job posts that convert.
But for now, let’s focus on this role—because your next Chief Development Officer could be the person who transforms your fundraising, elevates your mission, and scales your impact.
Let’s make sure your job post is worthy of them.
Build a winning team—without the hiring headache.
WorkScreen helps you hire fast, confidently, and without second-guessing.
What the Chief Development Officer Role Actually Is
A Chief Development Officer (CDO) is the person responsible for driving your organization’s growth through fundraising, partnerships, and strategic donor engagement.
But here’s what that really means:
They’re not just running campaigns or managing a database. A great CDO is the voice behind your mission—the one building relationships with donors, turning supporters into champions, and making sure your organization has the resources it needs to thrive.
They set the fundraising strategy. They lead a team. They bring in major gifts. And they constantly find new ways to connect people’s generosity to your organization’s impact.
In short: the CDO doesn’t just raise money—they build momentum.
This role requires more than just technical skill. It takes emotional intelligence, long-term vision, and the ability to lead both internally and externally. They need to inspire confidence in board members, speak fluently with funders, and mentor their team—all while keeping an eye on the big picture.
Two Great Chief Development Officer Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced candidates with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
✅ Job Description For Experienced Hire – Chief Development Officer
📌 Job Title: Chief Development Officer at KindBridge Foundation
💼 Full-Time | Hybrid (HQ in Denver, CO)
💰 $140,000–$160,000 (based on experience)
🕒 Mon–Fri | Flexible Hours
🎥 Watch this short video from our CEO on what we’re building and why this role matters:
👉 [Insert Loom or YouTube video link]
Who We Are
KindBridge Foundation is a national nonprofit transforming mental healthcare access for underserved and at-risk populations—especially those facing addiction, trauma, and behavioral health challenges.
Founded in 2020, we’ve already built a therapist network that spans 40+ states, supported hundreds of individuals and families, and secured partnerships with both government and private sector organizations.
Our next chapter? Expanding our reach and deepening our impact. And that’s where you come in.
Why This Role Is a Great Fit
You’ll be stepping into a high-ownership executive role with direct influence on our growth trajectory. As the CDO, you’ll set our fundraising strategy, engage major donors and partners, and help shape the future of KindBridge.
You’ll work closely with our CEO and board, lead a small team, and have the autonomy to test new ideas, build scalable systems, and grow a high-performing development function.
If you’re looking for a role where your leadership truly moves the needle—this is it.
What You’ll Be Doing
- Build and lead our fundraising strategy across donor segments
● Cultivate and steward relationships with foundations, HNWIs, and corporate partners
● Oversee all grant applications, major gift proposals, and donor reporting
● Manage a growing team of development professionals and vendors
● Collaborate with the CEO on messaging, strategy, and board engagement
● Create a sustainable development infrastructure for long-term scale
What We’re Looking For
- 7+ years in nonprofit fundraising or development leadership
● Experience securing 6- and 7-figure gifts from institutional and individual donors
● Strong leadership and team-building skills
● Exceptional communication and relationship management abilities
● Track record of building systems and processes that scale
● Bonus: Experience in mental health, healthcare, or behavioral science fields
Perks and Benefits
- Salary: $140,000–$160,000 depending on experience
● Health, dental, and vision insurance
● 25 flex days off per year, plus public holidays
● Hybrid flexibility with travel support for donor meetings
● Annual professional development budget
● Team retreats twice per year (company-paid)
Our Hiring Process
We know your time is valuable. That’s why we use WorkScreen to evaluate applicants based on real skills—not just résumés.
Here’s what to expect:
- Quick WorkScreen evaluation
- 30-minute intro call with our hiring team
- Panel interview with our CEO and board
- Final reference and background checks
Every applicant gets a response, whether selected or not.
How to Apply
Start by completing your quick skills evaluation here:
👉 [Insert WorkScreen application link]
We look forward to meeting you!
✅ Job Description For Entry-Level Friendly – Development Lead (With Growth Path to CDO)
📌 Job Title: Development Lead at PurposePath
💼 Full-Time | 100% Remote
💰 $80,000–$100,000
🕒 Mon–Fri | Flexible Schedule
🎥 Hear from our Executive Director on how this role will help us grow our mission:
👉 [Insert Loom or YouTube video link]
About Us
PurposePath is a nonprofit dedicated to helping first-generation college students navigate education, build confidence, and succeed in life. Since 2017, we’ve provided over 10,000 hours of mentorship, awarded $500K in scholarships, and supported 1,200+ students across the U.S.
We’re entering an exciting phase of growth and seeking a Development Lead to help us scale our fundraising—while learning and growing alongside our leadership team.
Why This Role Is a Great Fit
This is a rare opportunity for a rising development professional to take the lead on fundraising strategy at a mission-driven organization.
You’ll have mentorship from experienced fundraisers on our board, collaborate directly with our Executive Director, and receive clear support to grow into a CDO role over time.
If you’re passionate about education equity and looking for a role that gives you both autonomy and coaching—this might be the right fit.
What You’ll Be Doing
- Lead all aspects of individual giving and grant research
● Create fundraising campaigns and donor-facing content
● Help manage and improve our CRM (Bloomerang)
● Coordinate reports, proposals, and funder updates
● Build meaningful relationships with current and future donors
● Test and refine new strategies for donor engagement
What We’re Looking For
- 1–3 years in nonprofit fundraising or donor relations
● Great communication and writing skills
● Ability to organize, plan, and manage deadlines
● Curiosity, coachability, and a drive to grow in the role
● Passion for education, equity, and student success
● Bonus: Any exposure to startup nonprofits or remote teams
Perks and Benefits
- Salary: $80,000–$100,000 depending on experience
● Remote-first with flexible working hours
● 15 PTO days + 10 paid holidays
● Monthly wellness and home office stipend
● Annual growth budget for conferences or coaching
● Pathway to promotion within 12–24 months
Our Hiring Process
We’re committed to fair and respectful hiring. That’s why we use WorkScreen to assess real skills before we move forward with interviews.
Here’s what to expect:
- WorkScreen assessment
- Intro call with the Executive Director
- Working session or paid task (optional)
- Final interview + references
We respond to every applicant and provide clear timelines throughout.
How to Apply
To get started, click the link below and complete your short WorkScreen evaluation:
👉 [Insert WorkScreen application link]
We’re excited to learn more about you!
Smart Hiring Starts Here
WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
Breakdown of Why These Chief Development Officer Job Posts Work
Let’s unpack why the two job descriptions above actually attract great candidates—not just fill space.
✅ 1. The Job Titles Are Clear and Specific
- Instead of vague titles like “CDO” or “Fundraising Manager,” each post gives a complete picture:
“Chief Development Officer at KindBridge Foundation (Remote-Friendly | $140K–$160K)”
“Development Lead at PurposePath (Remote | $80K–$100K)” - These titles signal who the role is for, the seniority level, the organization, and the working setup—making them easier to spot and understand in search results.
✅ 2. The Introductions Offer Context, Not Corporate Jargon
- Most job posts start with a flat summary like “XYZ is hiring a CDO.”
- These examples start with a video message and a mission-focused summary that immediately shows why this role exists and what’s at stake.
- This emotional connection helps candidates feel the importance of the work from the very beginning.
✅ 3. “Why This Role Is a Great Fit” Is Treated Like a Pitch
- This isn’t fluff—it’s your chance to sell the opportunity.
- Instead of generic phrases like “fast-paced environment,” you explain what makes the role special:
- Ownership of strategy
- Direct influence on growth
- Mentorship and long-term development path
- Ownership of strategy
- This helps high-caliber applicants self-select in.
✅ 4. Perks and Benefits Are Specific and Transparent
- Instead of hiding compensation or writing “competitive salary,” both posts include clear salary ranges and thoughtful perks like:
- Flex time
- Remote work
- Wellness stipends
- Professional development budgets
- Flex time
- This builds trust and shows you value your team.
✅ 5. The Responsibilities Feel Human, Not Robotic
- Bullet points describe real impact, not just tasks.
- “Build and lead our fundraising strategy”
- “Coordinate reports, proposals, and funder updates”
- “Help manage and improve our CRM”
- “Build and lead our fundraising strategy”
- These descriptions tell the story of the role—they’re not just copied from a 10-year-old HR file.
✅ 6. The Hiring Process Is Transparent and Respectful
- Both posts explain how applicants will be evaluated, what steps to expect, and when they’ll hear back.
- This creates a better candidate experience and sets your organization apart in a sea of “only shortlisted candidates will be contacted” messages.
✅ 7. The Use of WorkScreen Signals Seriousness
- Including WorkScreen shows that you care about fairness, skill-based evaluation, and filtering out low-effort applicants.
- This reassures serious candidates that their time and abilities will be respected—and it also weeds out resume-blasters who aren’t truly aligned.
✅ 8. The Tone Is Warm, Human, and Clear
- No overused phrases. No sterile “job brief” format.
- Instead, each section sounds like a real person wrote it—with clarity, purpose, and authenticity.
- This makes your organization feel more approachable and mission-aligned, which is exactly what the best candidates want.
Example of a Bad Chief Development Officer Job Description (And Why It Fails)
Let’s look at what a typical, outdated CDO job description might look like—and then break down what’s wrong with it.
❌ Bad Job Post Example
Job Title: Chief Development Officer
Organization: Global Wellness Fund
Job Type: Full-Time
Location: Washington, D.C.
Salary: Not disclosed
Job Summary
Global Wellness Fund is seeking a Chief Development Officer to lead our fundraising efforts. The CDO will be responsible for overseeing development staff, cultivating donor relationships, and managing fundraising strategy.
Key Responsibilities
- Develop and implement fundraising strategies
- Manage donor relations and stewardship
- Oversee grant writing and proposals
- Report to the Executive Director
Requirements
- Bachelor’s degree in business, nonprofit management, or related field
- 5+ years of fundraising or development experience
- Strong leadership and communication skills
- Knowledge of CRM systems
How to Apply
Please send your résumé and cover letter to hr@globalwellness.org. Only shortlisted candidates will be contacted.
❌ Why This Post Falls Short
1. The Title Is Generic and Doesn’t Stand Out
Just “Chief Development Officer” with no context. There’s no mention of the mission, remote flexibility, salary range, or even the type of organization—it’s easy to scroll past.
2. The Introduction Is Cold and Flat
“Seeking a Chief Development Officer to lead fundraising efforts.”
No mission. No impact. No reason to care. There’s zero emotional connection or storytelling to get a candidate excited about applying.
3. There’s No Culture or Vision
We don’t know what the organization does, who it serves, what its goals are, or how this role fits into the big picture.
This makes it impossible for the reader to picture themselves in the role—or get inspired by it.
4. The Responsibilities Are Vague
These bullet points could be copied and pasted into any job post from the past 15 years. They’re not specific, strategic, or motivating.
5. No Salary Transparency
When there’s no pay range, you instantly lose trust—especially for senior roles. Top candidates will skip it, assuming the comp doesn’t meet their expectations or that the organization lacks clarity.
6. The Hiring Process Feels Dismissive
“Only shortlisted candidates will be contacted” sends the message that the organization doesn’t value applicants’ time or effort. This is the fastest way to lose goodwill.
7. No Personality or Warmth
There’s no real voice or tone here. No human touch. No sense that a thoughtful team is behind the role. It feels like a post written to meet an internal deadline—not to find the right leader.
Bonus Tips to Make Your Job Post Stand Out
Even a well-structured job post can be overlooked if it blends in with the crowd. These bonus elements help your post break through the noise and create trust with serious candidates.
Use them as add-ons to level up your job descriptions—especially for competitive or executive roles like Chief Development Officer.
🔒 Tip 1: Add a Security & Privacy Notice
Scams in hiring are more common than ever. Including a short notice shows candidates you take their safety seriously. Example:
IMPORTANT NOTICE:
We will never ask for payment, bank details, or personal financial information at any stage of the hiring process. Please report any suspicious communication to [insert HR email].
This builds credibility and peace of mind—especially for remote roles or nonprofits where scams often target applicants.
🧘 Tip 2: Mention Leave Days or Flex Time
Candidates care deeply about work-life balance, especially in high-responsibility roles.
Even just a sentence like this can help:
“Enjoy up to 25 flex days off per year, in addition to public holidays—so you can recharge and come back stronger.”
This signals that you’re a people-first organization, not a burnout factory.
📈 Tip 3: Highlight Training & Growth Opportunities
Even senior candidates want to grow. Make it clear that your org invests in its people:
“We offer an annual professional development stipend you can use for coaching, conferences, or certifications.”
This positions you as a long-term home for high performers.
🎥 Tip 4: Include a Short Video From the CEO or Hiring Manager
You’ve already seen this in the good examples above—but it’s worth repeating here. Adding a Loom or YouTube video introduces your leadership and gives a real face to the brand.
It could be as simple as:
“In this 2-minute video, our CEO explains why this role matters and what kind of leader we’re hoping to hire.”
This small step can dramatically improve applicant quality—and reduce the number of people who apply without understanding your mission.
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
Should You Use AI to Write Job Descriptions? (And How to Do It Right)
Lately, more teams are using AI to generate job descriptions—some even rely on built-in tools from their ATS like Manatal, Workable, or Breezy HR.
On the surface, this sounds efficient.
But here’s the issue:
❌ Why Using AI Alone Often Backfires
If you just ask AI to “write a Chief Development Officer job post,” you’ll likely end up with something that’s:
- Generic
- Buzzword-heavy
- Emotionally flat
- And completely disconnected from your culture
What happens next?
You attract low-effort applicants—people who are applying to dozens of roles with the same copy-pasted cover letter.
And the people you actually want to reach? They scroll past it. Because it sounds like it could’ve been written for any company, by anyone.
✅ The Smarter Way to Use AI
AI can absolutely help—but only if you feed it the right ingredients.
Here’s what to do instead:
🛠 Step 1: Gather Your Raw Inputs
Before prompting AI, jot down key details:
- What your company actually does
- Why this role matters now
- Who the ideal hire is (beyond skills—think mindset, values, traits)
- Any specific perks, benefits, and working style
- The tone you want (formal, friendly, warm, etc.)
- How your hiring process works
🧠 Step 2: Give AI a Strong, Specific Prompt
Try something like:
“Help me write a job post for [Company Name]. We’re hiring a Chief Development Officer to lead fundraising and drive growth across grants, partnerships, and individual giving. Our mission is [insert your mission].
The ideal candidate is someone who’s [describe values, soft skills, and leadership style].
We want the tone to be [insert tone], and the format should include an intro, who we are, why the role matters, key responsibilities, qualifications, perks, and our hiring process.
Here are some notes to help you start:[paste notes here]
You can even add:
“Model this after a conversational, culture-first job post like the ones from KindBridge Foundation or PurposePath.”
🎯 Step 3: Edit and Humanize the Output
Don’t just copy-paste. Treat the AI’s output like a draft that needs your:
- Voice
- Culture
- Clarity
- And intentionality
AI is great for shaping structure and saving time—but you still have to be the author if you want to attract the right people.
Don’t let bad hires slow you down.
WorkScreen helps you identify the right people—fast, easy, and stress-free.
Copy-Paste Job Description Templates for Quick Use
Sometimes you just need a starting point. Maybe you’ve already read this guide and understand what makes a great job post—but you still need something fast.
That’s what this section is for.
✏️ Important Reminder:
Don’t copy this word-for-word and expect magic.
This is a foundation, not a final draft.
Add a Loom video, inject your team culture, and edit the details to reflect your actual company.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach.
✅ Option 1: Conversational, Culture-First Job Post (For Chief Development Officer)
📌 Job Title: Chief Development Officer at [Company Name]
💼 Job Type: [Full-Time]
📍 Location: [Remote / Hybrid / Onsite – City, State]
💰 Salary: [$XXX,XXX – $XXX,XXX based on experience]
🎥 Watch this quick message from our CEO on what we’re building and why this role matters:
👉 [Insert Loom or YouTube Link]
Who We Are
At [Company Name], our mission is to [insert 1–2 sentences about your impact and purpose]. We work with [describe communities or audiences served], and our programs are focused on [insert focus areas].
After steady growth over the last few years, we’re entering a pivotal new chapter—scaling our reach, deepening partnerships, and preparing for long-term sustainability.
That’s why we’re hiring our first Chief Development Officer.
Why This Role Is a Great Fit
This is more than a traditional fundraising role—it’s an executive leadership position with real strategic influence.
You’ll work directly with the CEO and board, shape the direction of our development function, and take ownership of long-term growth. If you’re passionate about building donor relationships, mentoring teams, and creating systems that scale—you’ll thrive here.
What You’ll Be Doing
- Lead fundraising strategy across multiple streams (major gifts, foundations, campaigns)
● Cultivate relationships with donors, partners, and stakeholders
● Manage all donor communications and reporting
● Oversee CRM systems and internal development operations
● Collaborate with leadership to align fundraising with org-wide goals
● Support and grow the development team over time
What We’re Looking For
- [X]+ years of nonprofit development or fundraising experience
● Strong writing and communication skills
● Proven ability to secure major gifts or institutional funding
● Strategic thinker with team leadership experience
● Comfortable working with boards, funders, and external partners
● CRM experience (e.g., Salesforce, Bloomerang) is a plus
Perks and Benefits
- Salary: [$XXX,XXX – $XXX,XXX]
● [Remote flexibility or Hybrid structure]
● [XX] days of paid time off + [insert holidays or flex days]
● Health, dental, and vision insurance
● Annual professional development stipend
● [Any unique team or wellness perks]
Our Hiring Process
We use WorkScreen to evaluate candidates based on practical skills and decision-making—not just résumés.
Here’s what to expect:
- Short WorkScreen evaluation
- 30-minute intro call
- Panel interview with leadership
- Final reference + background checks
We reply to every applicant and keep you informed at each step.
How to Apply
Start your application here:
👉 [Insert WorkScreen link]
We look forward to learning more about you.
✅ Option 2: Structured Job Brief Format (For Chief Development Officer)
Job Title: Chief Development Officer
Location: [City, State or Remote]
Job Type: [Full-Time]
Salary Range: [$XXX,XXX – $XXX,XXX]
Reports To: [CEO / Executive Director]
🎥 Hear directly from our leadership team on why this role matters:
👉 [Insert Loom or YouTube Link]
About [Company Name]
[Company Name] is a [brief description of your nonprofit, company, or mission]. We focus on [impact areas] and serve [target communities or sectors].
As we prepare for our next phase of growth, we’re hiring a Chief Development Officer to build and lead a modern, values-aligned fundraising strategy.
Responsibilities
- Develop and implement multi-channel fundraising plans
- Cultivate and manage donor and funder relationships
- Oversee grant writing, major gifts, and proposal submissions
- Align development goals with organizational priorities
- Lead the development team (staff or external consultants)
- Maintain and optimize donor CRM and stewardship processes
Requirements
- [X]+ years of experience in fundraising, development, or advancement
- Strong relationship-building and communication skills
- Experience managing donor pipelines and securing major gifts
- Familiarity with nonprofit CRMs (e.g., Salesforce, Bloomerang)
- Ability to work cross-functionally with programs and leadership
Perks and Benefits
- Salary: [$XXX,XXX – $XXX,XXX]
- days of PTO + holidays
- [Health/dental/vision insurance]
- [Remote flexibility / coworking allowance]
- Annual growth or education stipend
- Supportive, mission-led team culture
How to Apply
We use WorkScreen to assess candidates quickly and fairly.
Click below to start your application:
👉 [Insert WorkScreen link]
Let WorkScreen Handle the Next Part of Hiring
Writing a great job post is the first step—but what happens after candidates apply is just as important.
And that’s where WorkScreen.io comes in.
If you’re serious about hiring the right Chief Development Officer—or any role, really—you need a system that helps you spot real talent quickly, fairly, and without the guesswork.
Here’s how WorkScreen helps:
✅ Quickly Identify Your Most Promising Candidates
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
✅ Easily Administer One-Click Skill Tests
With WorkScreen, you can administer one-click skill tests to assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
✅ Eliminate Low-Effort Applicants (Including AI-Generated Ones)
WorkScreen automatically eliminates low-effort applicants who use AI Tools to apply, copy-paste answers, or rely on “one-click apply.” This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
✅ Give Candidates a Fair and Modern Experience
Traditional hiring is often slow, biased, and frustrating for applicants. WorkScreen changes that by making the process:
- Transparent
- Skill-based
- Respectful of their time
Candidates love it—and you’ll build a stronger reputation as an employer.
👉 Want to try it?
WorkScreen helps you hire better, faster, and smarter—so you don’t waste time on bad fits or miss out on top talent.
Chief Development Officer – Frequently Asked Questions
The CEO (Chief Executive Officer) is responsible for the overall leadership, strategy, and health of the entire organization. They oversee all departments, set the vision, and report to the board.
The Chief Development Officer, on the other hand, is specifically focused on fundraising, donor relationships, and revenue growth. They often report to the CEO and collaborate closely with them—but their main priority is securing the financial resources needed to fuel the organization’s mission.
Think of the CEO as the captain of the ship, and the CDO as the person making sure there’s enough fuel to keep it moving.
Strong CDOs bring a mix of strategic, relational, and operational strengths. Key skills include:
- Fundraising Strategy: Ability to design and lead major giving, grant, and campaign efforts
- Relationship Building: Strong interpersonal skills to connect with donors, partners, and stakeholders
- Leadership & Team Development: Experience managing teams and collaborating with leadership
- Storytelling & Communication: Clear, compelling writing and public speaking skills
- Data & CRM Proficiency: Familiarity with donor systems like Salesforce, Bloomerang, or Kindful
- Adaptability & Vision: Comfort navigating change while keeping a long-term outlook
Bonus: Emotional intelligence, humility, and a genuine passion for the organization’s mission.
Salaries vary based on location, organization size, and experience, but here are rough benchmarks:
- Small nonprofits: $90,000–$120,000
- Mid-sized organizations: $120,000–$150,000
- Large orgs or national nonprofits: $150,000–$200,000+
In major cities like New York, San Francisco, or D.C., compensation for experienced CDOs can exceed $220,000—especially when managing large portfolios and teams.
It depends on your goals.
If you’re aiming for steady year-over-year growth, building major donor relationships, and managing a mix of revenue streams—you need a strategic leader like a CDO.
If your current focus is securing a few grants or maintaining existing donor relationships, a development manager or grant writer may be sufficient for now. But if growth is on your roadmap, it’s wise to invest in a CDO early—so they can build the right systems before it becomes urgent.
Yes, many CDOs work remotely—especially if the role focuses on national fundraising, grant writing, or foundation relations. However, if your organization relies heavily on in-person donor engagement or local events, some on-site presence may be beneficial.
Hybrid structures are becoming increasingly common for this role.
