Consultants Susan Meade and Jim Spivey are spearheading the assignment.
Table to Table is looking for a highly strategic, creative, entrepreneurial and growth-driven leader with the fundraising know-how to build relationships that will help the group serve New Jersey residents in need.
Chief Philanthropy Officer
The chief philanthropy officer is expected to serve as a key member of the executive team, working closely with the board of directors to ensure that development strategies support growth as well as short and long-term financial stability, said Phillips Oppenheim.
The individual will provide leadership, management and coordination for all of the fundraising, appeals and events that support the group’s day-to-day operations. The chief philanthropy officer will be responsible for planning, implementing and evaluating a comprehensive fundraising strategy that supports development and builds brand awareness in the counties that the group serves.
Table to Table wants an executive with an organized and strategic approach to development, said the search firm. Candidates should have at least 10 years of professional success creating and executing fundraising efforts in a complex, sophisticated, high-profile, business-driven nonprofit organization. A proven track record of expanding and cultivating donor relationships long-term is important. That should include the ability to personally solicit and close significant gifts and empower others within the organization.
Table to Table is a community-based food rescue program that collects prepared and perishable food that would otherwise be wasted and delivers it to organizations that serve the hungry in Bergen, Essex, Hudson and Passaic Counties in New Jersey.
Finding Mission-Driven Leaders
Phillips Oppenheim, founded in 1991, provides mission-driven organizations with senior leaders from the business, public and non-profit sectors. It sponsors roundtable discussions, participates in workshops and conferences and acts as informal counsel to non-profit organizations and their boards.
The firm recently recruited senior leaders for other non-profit organizations, including Matthew Teitelbaum as executive director of the Boston Museum of Fine Arts; Salvador Salort-Pons as director, president and CEO of the Detroit Institute of Arts; Linda McNeil Tantawi as CEO for the Greater New York City Affiliate of Susan G. Komen for the Cure; and Judy Harris Kluger as executive director of Sanctuary for Families.
The Metropolitan Museum of Art Taps Phillips Oppenheim to Find Next Leader
The Metropolitan Museum of Art in New York is seeking a new director to replace Thomas P. Campbell, who stepped down in February. The oldest and possibly most prestigious museum in the U.S. has turned to Phillips Oppenheim, to fill the position.
Recruiter Susan Meade joined Phillips Oppenheim 12 years ago after a career as a government affairs executive in the financial services industry. Through her work, she has developed a network of relationships with legislators as well as members of trade associations and leaders within numerous corporations, political and non-profit organizations.
Her colleague, Mr. Spivey, has held leadership roles in management, administration, program development and financial stewardship in the philanthropic and broader non-profit sector. Before joining Phillips Oppenheim as a search consultant, he advised a broad range of non-profit clients on issues ranging from donor development to board governance.
The field of advancement is an extension of development/fundraising. Over the past two decades, educational institutions and charitable groups have shifted toward more integrated models of collaboration between communications, marketing, branding and development. Advancement represents the full integration of these functions under a single leader, the chief advancement officer.
Why Recruiters Center On Fundraising Skills
Organizations nationwide are under pressure to find leaders who can act as de facto chief fundraisers – and recruiters are in lock step to find talent to satisfy the demand. These leaders need to be strategic thinkers who can motivate the stakeholders whose philanthropy pulls everything together.
According to recruiters who specialize in the non-profit sector, advancement talent is being groomed all around the field and within organizations that understand the direct connectivity between messaging and contributed revenue. The function is only relevant to the non-profit and education sectors. In a corporate setting, such executives are commonly referred to as chief development officers or a chief business development officer.
In general, the best training for such roles is experience. Industry conferences and summits can also help one learn benchmarking and best practices. And while the best fit for these roles ultimately depends on the culture of the organization, recruiters say that “tenacity and drive” are two traits always necessary for successful advancement and development officers.
Contributed by Scott A. Scanlon, Editor-in-Chief; Dale M. Zupsansky, Managing Editor; Stephen Sawicki, Managing Editor; and Will Schatz, Managing Editor – Hunt Scanlon Media