Controllers Council survey reveals significant talent concerns in F&A

Ever wonder if recruiting in nonprofits is all about the paycheck? On Give Someone a Dollar Today Day, we're reminded that fair compensation matters, but it’s not the whole story. Nonprofit talent is just as inspired by purpose, impact, and a strong sense of community as they are by salary. Build a team that’s in it for more than just the money. Learn how to attract and retain purpose-driven talent: check out our resources on Nonprofit Recruiting, Retention, and Compensation! ➡️ https://lnkd.in/ejp6bFK3 #NonprofitJobs #Recruiting #TalentAcquisition #PurposeDriven #HR

My latest blog on exploring shared services for nonprofits sparked a great question from my LinkedIn coach/guru Sara Royf: “How is this different from hiring a fractional professional - and are there cost savings?” Both models help nonprofits access expertise they can’t afford full-time, but they work differently: Fractional = one professional, part-time for your org • More customized • Higher hourly rate (based on their expertise) • Low coordination burden Shared services = multiple orgs share the same role/function • Lower cost per org • Some standardization • More coordination among partners Sarah’s hunch was right: fractional puts more responsibility on the consultant; shared services requires more alignment between nonprofits; and shared services often deliver cost savings and more stability for functions like HR, finance, and IT. If you’re exploring and debating between the two, here’s a checklist for evaluating: ✔ Fractional is a better fit when: • You need specialized, tailored support • You want minimal coordination effort • The work is strategic and high-touch ✔ Shared services is a better fit when: • Cost savings really matter • You only need part-time support • The work is generally standardized • You want to show collaboration to funders If your org has tried either model, I’d love to hear what you’re seeing.

Employees today want more than a paycheck — they want proof that their work is valued and their organization stands for fairness. We believe pay equity is more than a policy. It’s a statement of values. Check out our blog that explores how nonprofits and small businesses can lead with transparency, align compensation with mission, and build trust that lasts. Because when fairness guides your pay practices, your culture — and your impact — grow stronger. 🔗 Read the full blog: https://lnkd.in/eNKa6m7t #NonprofitLeadership #FairPay #PeopleAndCulture #WorkplaceEquity #MissionDriven #Transparency #EmployeeEngagement #HRBestPractices  #TCG #TheConsonanceGroup

A nonprofit Executive Director I spoke with today shared something I hear all too often: “We just converted a temp hire after 12 weeks… and still had to pay a 25% fee.” They were pretty disappointed to find out that under CNP's temp-to-hire model, it doesn’t have to work that way. We know nonprofits need two things: ✅ Good people — fast ✅ Budget-friendly options that fit their hiring needs With our approach, the temp's hours reduce the eventual hire fee over time, meaning you can “try before you buy” and still stay within budget. In this case, that same hire could’ve cost a fraction of the fee. If your organization needs to move quickly and stretch every dollar, let's talk!