Your community foundation needs a leader who understands local philanthropy, board dynamics, and grantmaking—not just nonprofit administration. The right executive director can transform your foundation's impact, grow your asset base, and cement your role as the trusted philanthropic hub for your region. Getting the job description right is the first step to finding that person.
What Makes a Strong Community Foundation ED
Community foundation executive directors wear multiple hats. They're grant strategists, relationship builders, fiduciary guardians, and community ambassadors rolled into one. Unlike program officers at national foundations, an ED at a community foundation must balance grant distribution with fundraising, board management with staff oversight, and local relationships with broader philanthropic trends.
The best candidates have 5–10 years of nonprofit leadership experience, ideally including time at a community foundation, United Way, or similar intermediary organization. They understand donor-advised funds, field-of-interest funds, and the mechanics of community grantmaking. They've managed boards, navigated tax regulations, and stewarded mid-sized budgets ($10–50 million in assets is common for healthy regional foundations).
Core Responsibilities to Define Clearly
Your job description should spell out:
- Asset growth and donor cultivation: Building relationships with high-net-worth individuals, corporate partners, and estates. Most EDs spend 30–40% of their time on development.
- Grantmaking strategy: Leading the grants committee, setting funding priorities, monitoring impact, and ensuring compliance with IRS regulations for community foundations.
- Board leadership: Recruiting and developing board members, setting governance standards, and managing board meetings and committees.
- Staff management: Hiring and supervising program officers, grants administrators, and finance staff (typically 3–8 team members depending on foundation size).
- Community engagement: Serving as the public face of the foundation, building partnerships with nonprofits, government, and civic groups.
- Operations and finance: Overseeing budgets, investment policies, tax filings, and audit management.
Compensation and Benefits Range
Community foundation ED salaries vary widely by region and foundation size:
- Small foundations ($5–20 million in assets): $75,000–$120,000
- Mid-size foundations ($20–75 million): $120,000–$180,000
- Larger foundations ($75M+): $180,000–$300,000+
Add 5–10% for benefits (health, retirement, professional development). Urban areas and coastal regions typically pay 15–25% higher than rural regions. Offering a competitive package helps you compete for experienced candidates who could otherwise move into university advancement or national foundation roles.
How to Attract Top Talent
Post the role where community foundation professionals actually look: the Chronicle of Philanthropy job board, the Community Foundations Council (your state or regional chapter), and LinkedIn. Networking through your board often surfaces the strongest candidates—ask members to recommend leaders they know.
Beyond the job posting, consider:
- Making the case for your community: What makes your region distinctive? What philanthropic gaps exist? Top EDs want to lead somewhere they believe in.
- Board stability and vision: Candidates ask about your board's commitment level, governance maturity, and strategic clarity. A strong board description in your job materials is a recruiting tool.
- Growth trajectory: Show the foundation's 5-year vision. Are you growing assets, expanding programs, or deepening impact in specific sectors?
- Professional development: Budget for ED membership in the Community Foundations Council and attendance at the annual conference (typically $3,000–$5,000/year). This signals you take professional growth seriously.
If you're recruiting through a search consultant, expect to pay 25–33% of the first-year salary as a fee. For a $150,000 ED position, that's $37,500–$50,000—a real cost, but often worth it for reach and vetting rigor.
Using Your Network (and Beyond)
Post your position on Mercoly to expand visibility with nonprofit leaders and consultants who help place and advise community foundation staff. Listing on a platform that connects service providers and hiring organizations in the nonprofit sector helps you win qualified applications and build your foundation's reputation as a great place to work.
Conduct phone screens with at least 4–6 candidates before bringing finalists in for interviews. Ask about their grantmaking philosophy, a challenging board situation they've navigated, and their approach to community engagement. Request references from board members they've worked with—not just their current boss.
Frequently Asked Questions
Q: How long does it typically take to hire a community foundation ED? Plan for 3–4 months from posting to offer, longer if you're using a search consultant or insisting on a tight skill match. Building a strong candidate pool takes time.
Q: What should I prioritize: fundraising experience or grantmaking expertise? Both matter, but strong fundraisers with grantmaking fundamentals often outperform pure grantmakers who've never cultivated donors. Your ED must understand both sides of the balance sheet.
Q: Should we require a specific degree or credential? Not necessarily. Look for a master's degree in nonprofit management, business, or public administration as a plus, not a requirement. Real experience managing foundations, budgets, and boards trumps credentials.
Start building your leadership pipeline today—post your role where nonprofit professionals are actively searching, and refine your job description using the benchmarks above.