BUILD YOUR FUNDRAISING SYSTEM

Build Your Empowered Fundraising Team

In Step 2, you crafted a Resource Development Plan with your board, outlining strategies to secure financial and non-financial resources for your nonprofit’s mission. Now, in Step 3, you’ll build the team to execute that plan. Fundraising is a team effort, and you can’t do it alone—nor should your board bear the full burden. This step guides you through recruiting a dedicated fundraising team (emphasizing volunteers for startups or resource-constrained nonprofits), developing compelling materials tailored to your ideal funders (from Step 1), and onboarding both the team and board to ensure clarity of roles and effective execution. This instructional material provides a detailed, actionable process for nonprofit founders, with a focus on leveraging volunteers initially and scaling to part-time or full-time staff as resources grow.

Building an empowered fundraising team is critical because:

• Shared Responsibility: Your Resource Development Plan requires diverse skills—grant writing, donor outreach, event planning—that no single person can manage alone. A team distributes the workload and brings varied expertise.
• Volunteer-Driven Startups: For new or small nonprofits with limited budgets, volunteers are the backbone of fundraising, providing cost-effective support until funds allow for paid staff.
• Board Amplification: Engaging your board in fundraising roles leverages their networks and passion, enhancing your outreach.
• Sustainability and Scalability: A structured team with clear roles and tools ensures consistent fundraising success and the ability to scale efforts as your nonprofit grows.
• Mission Alignment: A well-equipped team communicates your mission compellingly, turning prospects into loyal supporters.

This step transforms your Resource Development Plan into action by creating a cohesive, motivated team with the tools to succeed.

Key Components

1. Structure for Success: Designing Your Fundraising Team

A well-organized fundraising team aligns with the strategies in your Resource Development Plan (e.g., individual donors, grants, corporate sponsorships). Each strategy requires specific skills and roles, which must be clearly defined to avoid confusion and ensure accountability. For startups or nonprofits with limited funds, volunteers and board members fill most roles, making it critical to map out responsibilities that leverage their availability and passion. As your nonprofit grows and raises funds, you can transition to part-time staff for specialized roles (e.g., grant writing) and eventually full-time staff to scale operations. The structure should be flexible, allowing you to adapt as resources increase, while maintaining focus on your plan’s goals.

Key Roles:

• Fundraising Lead (Founder/Staff): Oversees the entire Resource Development Plan, coordinates team efforts, tracks progress, and reports to the board. This role ensures alignment with strategic goals and adjusts strategies as needed.
• Grant Writer: Researches grant opportunities (e.g., using Instrumentl), drafts proposals, and manages submission timelines, ensuring compliance with funder requirements.
• Donor Relations Coordinator: Builds relationships with individual donors (major, small, recurring) through outreach, follow-ups, and stewardship, maintaining a donor database for tracking.
• Corporate Partnership Liaison: Engages businesses for sponsorships, in-kind donations, or CSR partnerships, crafting proposals and negotiating agreements.
• Events Coordinator: Plans and executes fundraising events (e.g., galas, community fairs), managing logistics, promotion, and post-event follow-up.
• Digital Fundraising Specialist: Runs online campaigns (e.g., crowdfunding, social media, email appeals), optimizing digital platforms for maximum reach.
• Volunteer Coordinator: Recruits, trains, and manages volunteers to support fundraising activities, ensuring they feel valued and engaged.
• Board Members: Act as ambassadors, making introductions, securing gifts, and supporting specific strategies (e.g., major gifts, corporate outreach).

Organizing for Limited Resources:

• Startups/Small Nonprofits: Rely heavily on volunteers and board members. For example, the founder might double as the fundraising lead and grant writer, while board members handle donor outreach or corporate pitches. Volunteers can fill roles like events coordinator or digital specialist, especially if they have relevant skills (e.g., marketing experience).
• Scaling Up: As funds are raised (e.g., through board giving or initial campaigns), hire part-time staff or consultants for high-skill roles like grant writing or major gifts. For example, a part-time grant writer might cost $25-$50/hour for 10 hours/week. Once your nonprofit secures stable funding (e.g., $50,000-$100,000 annually), consider full-time staff for roles like fundraising lead or donor relations coordinator to professionalize operations.
• Board Involvement: Assign board members to lead or support specific strategies based on their skills and networks. For example, a board member with corporate connections can lead sponsorship outreach, while another with event planning experience supports the events coordinator.

Action Step:

• Review your Resource Development Plan to identify prioritized strategies (e.g., grants, major gifts).
• You can use the Fundraising Team Structure Guide to map out roles for each strategy.
• Assign roles to existing staff, board members, or volunteers within 1 week, noting gaps for recruitment.
• Plan to transition to part-time staff as funds allow (e.g., within 6 months of successful campaigns).

 

2. Recruitment & Retention: Building Your Team with Volunteers

Recruiting a passionate, capable fundraising team is the foundation of executing your Resource Development Plan. For startups or nonprofits with limited budgets, volunteers are critical—they bring enthusiasm, skills, and cost-effective support without the financial burden of salaries. Volunteers can fill nearly all roles (e.g., grant writing, donor outreach, event planning) if recruited strategically. As your nonprofit raises funds through initial campaigns (e.g., board giving, donor outreach), you can invest in part-time staff for specialized roles, such as a grant writer or digital fundraising specialist. With sustained growth, full-time staff can professionalize and scale your efforts, ensuring long-term sustainability. Retention is equally important—keeping volunteers and staff engaged prevents turnover, preserves institutional knowledge, and maintains momentum.

Why Volunteers Matter for Startups:

• Cost-Effective: Volunteers eliminate the need for upfront salaries, allowing you to allocate limited funds to tools (e.g., CRM, marketing materials).
• Community Connection: Volunteers often have local networks, enhancing outreach to donors, businesses, or community partners.
• Skill Diversity: Volunteers bring varied expertise (e.g., marketing, event planning) that can match your fundraising needs.
• Path to Paid Staff: Successful volunteer programs build a pipeline of candidates for part-time or full-time roles as funds become available.

Recruitment Strategies:

1. Leverage Existing Networks: Ask board members, current volunteers, and supporters to recommend candidates who align with your mission. For example, a board member might know a retired grant writer or a marketing student eager to volunteer. Use the Step 2 Relationship Mapping Matrix to identify prospects with relevant skills or networks.
2. Target Community Groups: Post opportunities at local colleges, universities, or community centers, targeting students, retirees, or professionals passionate about your cause. Attend community events (e.g., volunteer fairs) to recruit in person.
3. Use Online Platforms (See “Where to Find Volunteers” below): Platforms like VolunteerMatch and LinkedIn connect you with volunteers seeking mission-driven opportunities.
4. Host a Recruitment Event: Organize a virtual or in-person “Volunteer Open House” to share your mission, outline roles, and inspire sign-ups. Include a mission impact story and Q&A.
5. Craft Compelling Job Descriptions (See “How to Recruit Volunteers” below): Clearly define roles, time commitments, and benefits to attract committed candidates.

Retention Strategies:

• Recognition: Celebrate volunteer contributions through public shout-outs (e.g., newsletters, social media) or private thank-you notes. Example: “Thank you, Sarah, for securing $2,000 in event sponsorships!”
• Training: Offer skill-building opportunities (e.g., free grant writing webinars via NonprofitReady.org) to boost confidence and value.
• Engagement: Involve volunteers in planning meetings or strategy discussions to foster ownership. Example: Invite the events coordinator to present their plan to the board.
• Flexibility: Allow flexible schedules (e.g., 3-5 hours/week) to accommodate volunteers’ availability, especially for students or professionals.
• Community Building: Host quarterly team-building events (e.g., virtual coffee chats, in-person appreciation lunches) to create a sense of belonging.

Scaling to Paid Staff:

• Part-Time Staff: Once initial funds are raised (e.g., $10,000-$20,000 from board giving or donor campaigns), hire part-time staff for high-impact roles. Example: A part-time grant writer (10 hours/week at $30/hour) can submit 2-3 proposals monthly, potentially securing $50,000+ in grants.
• Full-Time Staff: With stable funding (e.g., $100,000+ annually), hire full-time staff like a fundraising director or donor relations manager to professionalize operations. Example: A full-time fundraising director ($50,000-$70,000/year) can oversee all strategies and increase revenue by 20-30%.
• Transition Plan: Use volunteers as a talent pipeline—identify high-performing volunteers for paid roles as funds allow. Example: A volunteer grant writer who secures a $25,000 grant could transition to a part-time role.

Action Step:

• Develop a recruitment plan to secure 2-5 volunteers within 30 days, targeting networks and platforms listed below.
• Create a retention plan with recognition events (e.g., monthly thank-you emails) and a training session within 60 days.
• Plan to hire a part-time staff member (e.g., grant writer) within 6 months of successful fundraising, aiming for full-time staff within 12-18 months as funds grow.

3. Where to Find and How to Recruit Volunteers

Where to Find Volunteers: Volunteers are essential for startups or nonprofits with limited budgets. The following platforms connect you with individuals eager to support your mission:

• VolunteerMatch (volunteermatch.org): A leading platform for nonprofit volunteer opportunities. Post roles like grant writer or events coordinator to attract local or virtual volunteers. Free basic plan; premium plans (~$75-$200/year) offer enhanced visibility.
• Catchafire (catchafire.org): Matches nonprofits with skilled volunteers (e.g., marketers, graphic designers) for short-term projects or ongoing roles. Free for basic access; premium subscriptions (~$100-$500/year) provide priority matching.
• LinkedIn (linkedin.com): Use LinkedIn’s volunteer marketplace or post opportunities in relevant groups (e.g., “Nonprofit Professionals”). Search for professionals with skills like fundraising or event planning and message them directly. Free with a LinkedIn account; Sales Navigator (~$99/month) enhances outreach.
• Idealist (idealist.org): A global platform for nonprofit jobs and volunteer opportunities. Post roles to attract mission-driven volunteers, especially students or young professionals. Free basic posting; promoted listings cost ~$25-$50.
• Taproot Foundation (taprootfoundation.org): Connects nonprofits with pro bono professionals (e.g., marketing, fundraising consultants). Free for basic access; apply for specific projects or ongoing support.
• All for Good (allforgood.org): A volunteer search engine powered by Points of Light, allowing you to post opportunities and connect with local volunteers. Free to use.
• Local Community Platforms: Check local resources like university volunteer centers, faith-based organizations, or community boards (e.g., Nextdoor) for region-specific volunteers.
• Social Media: Post volunteer calls on your nonprofit’s Facebook, Instagram, or Twitter accounts, targeting local groups or hashtags like #Volunteer or #Nonprofit.

How to Recruit Volunteers:

Create a Job Description: Components: Include role title (e.g., “Events Coordinator”), responsibilities (e.g., “Plan a $5,000 gala”), qualifications (e.g., “Experience in event planning preferred”), and time commitment (e.g., “5 hours/week for 3 months”).

• Example: “Volunteer Grant Writer: Research 3-5 grant opportunities monthly using Instrumentl, draft proposals, and track submissions. 5 hours/week, remote. Passion for [mission, e.g., education] required; grant writing experience a plus.”

Tip: Keep descriptions concise (1 page) and mission-focused to attract aligned candidates.

Determine Hours per Week:

Match time commitments to role complexity and volunteer availability:

• Light Roles (e.g., social media support): 2-5 hours/week.
• Moderate Roles (e.g., donor outreach): 5-10 hours/week.
• Intensive Roles (e.g., grant writing, event planning): 10-15 hours/week.
• Offer flexibility (e.g., remote work, evening hours) to accommodate students, professionals, or retirees.

Decide Benefits of Volunteering:

Highlight tangible and intangible benefits to attract and retain volunteers:

• Skill Development: Learn fundraising, grant writing, or marketing skills.
• Networking: Connect with board members, donors, or community leaders.
• Mission Impact: Contribute directly to [mission, e.g., “helping 100 kids learn to read”].
• Recognition: Public shout-outs, certificates, or volunteer appreciation events.
• Career Growth: Reference letters or potential transition to paid roles.
• Example: “As a volunteer grant writer, you’ll gain experience with top platforms like Instrumentl, network with our board, and help secure $25,000+ for our programs.”

Create a System of Engagement:

• Initial Contact: Respond to volunteer inquiries within 48 hours with a thank-you email and next steps (e.g., interview, orientation).
• Interview Process: Conduct a 15-30 minute virtual or in-person interview to assess fit, passion, and skills. Ask: “Why are you interested in our mission?” or “What skills do you bring?”
• Onboarding: Include volunteers in the orientation session (see Seamless Onboarding below) and provide role-specific training.
• Ongoing Engagement: Schedule monthly check-ins, share progress updates (e.g., “Your grant proposal secured $10,000!”), and invite volunteers to team events.
• Feedback Loop: Create a simple feedback form (e.g., Google Form) to gather volunteer input quarterly, ensuring they feel heard.

Action Step:

• Post 2-3 volunteer roles on VolunteerMatch and LinkedIn within 1 week, using tailored job descriptions.
• Host a virtual Volunteer Open House within 3 weeks to attract candidates.
  Implement an engagement system (e.g., monthly check-ins, recognition plan) within 30 days.

4. Essential Tools & Materials: Equipping Your Team

Your fundraising team needs professional, mission-driven materials to engage the ideal funders identified in Step 1. These materials must be tailored to each fundraising strategy (e.g., grants, major gifts) and resonate with your prospects’ motivations (e.g., impact for individuals, branding for businesses). For startups, volunteers or in-kind donations (e.g., graphic design services) can create these materials cost-effectively. As funds grow, invest in professional services or software to enhance quality. A key component is the donation page, which serves as the digital hub for online fundraising. Additionally, a well-crafted fundraising pitch targeted at your most aligned ideal donor is critical for securing gifts. These materials, combined with a CRM system, ensure your team communicates consistently and tracks progress effectively.

Key Materials (Detailed in the Comprehensive Fundraising Toolkit Inventory):

• Case Statement: A 1-2 page document outlining your mission, impact, and funding needs, used across all strategies.
• Donor Appeal Letters/Emails: Templates for soliciting individual gifts, with follow-up scripts.
• Grant Proposals: Customizable templates with budgets and impact metrics for foundation applications.
  Sponsorship Proposals: Packages outlining benefits for businesses (e.g., logo placement, event recognition).
• Event Materials: Invitations, programs, and scripts for galas or community events.
• Thank-You Letters: Templates for acknowledging donors, sponsors, and volunteers.
• Digital Assets: Social media posts, crowdfunding pages, and a donation page (see below).
• Legacy Giving Brochure: Materials explaining planned giving options (e.g., bequests).
• CRM System: Software (e.g., Bloomerang, free for small nonprofits) to track donors and campaigns.

Creating a Donation Page:

Purpose: A donation page is the digital hub for online fundraising, making it easy for donors to give securely and learn about your impact. It’s critical for online campaigns, individual donors, and events.

What Should Go In:

• Compelling Headline: A mission-driven statement (e.g., “Transform Lives with Your Gift to [Nonprofit Name]”).
• Impact Story: A brief, emotional story or statistic showing your work (e.g., “Your $50 helps one child learn to read”).
• Clear Donation Options: Pre-set amounts (e.g., $25, $50, $100, custom) and recurring giving options (monthly, quarterly).
• Visuals: High-quality images or a short video (1-2 minutes) showcasing your impact (e.g., program photos, beneficiary testimonials).
• Mission Statement: A concise explanation of your nonprofit’s purpose and why donations matter.
• Secure Payment Form: Integrated with a trusted processor (e.g., Stripe, PayPal) for safe transactions.
• Call-to-Action: A prominent “Donate Now” button, repeated at the top and bottom.
• Contact Info: Include your nonprofit’s email or phone for donor questions.
• Thank-You Redirect: A confirmation page thanking donors and outlining next steps (e.g., “You’ll receive a receipt within 24 hours”).

How to Create One:

• Use a Platform: Choose a user-friendly platform like Donorbox (free for basic use, ~1.5% transaction fee), Squarespace ($12-$40/month), or WordPress with a donation plugin (e.g., GiveWP, ~$129/year).
• Design Tips: Keep the layout clean, mobile-optimized, and branded with your logo/colors. Use Canva (free) for visuals if budget is tight.
• Test and Optimize: Test the donation process to ensure it’s seamless (e.g., takes <2 minutes). Use Google Analytics to track conversions and refine messaging.
• Volunteer Involvement: Assign a volunteer with web design skills to create or maintain the page, or seek pro bono support via Catchafire.
• Example: A Donorbox page with a $25-$500 donation range, a 90-second video of kids in your program, and a “Donate Now” button linked to Stripe.

Crafting the Perfect Fundraising Pitch for the Most Aligned Ideal Donor:

Purpose: A fundraising pitch is a concise, compelling appeal to your most aligned ideal donor (identified in Step 1), designed to inspire them to give by connecting their values to your mission.

Components:

• The Need: Clearly articulate the problem your nonprofit addresses, using data or stories to make it urgent and relatable. Example: “1 in 5 children in our community can’t read at grade level, limiting their future opportunities.”
• The Solution: Describe how your nonprofit’s work solves the problem, emphasizing the donor’s role. Example: “With your support, our literacy programs can provide personalized tutoring to help every child succeed.”
• Your Work: Highlight specific programs or outcomes, showing credibility and impact. Example: “Last year, we helped 200 kids improve their reading scores by 30% through our after-school program.”
• Call-to-Action: Make a direct, specific ask, tying it to impact. Example: “Will you give $500 today to help 10 more kids join our program? You can donate at [donation link] or meet with me to learn more.”

Delivery Tips:

• Personalize: Tailor the pitch to the donor’s interests (e.g., education, community impact) based on Step 2 research.
• Keep It Concise: Aim for 2-3 minutes in person or 150-200 words in writing.
• Be Emotional and Data-Driven: Combine a story (e.g., a child’s success) with metrics (e.g., “80% graduation rate”).
• Practice: Train board members and volunteers to deliver the pitch confidently, using role-playing sessions.

Example Pitch (for an education nonprofit):

“Hi [Donor Name], I know you care deeply about giving kids a fair shot at success. Right now, 1 in 5 kids in our community can’t read at grade level, which puts them at risk of falling behind. At [Nonprofit Name], we’re changing that with our after-school tutoring program, which helped 200 kids last year improve their reading by 30%. With your support, we can reach 100 more kids this year. Will you consider a $500 gift to provide books and tutoring for 10 children? I’d love to share more over coffee, or you can donate at [donation link].”

Development Tips:

• Volunteers for Startups: Assign volunteers to create materials (e.g., a graphic designer for the case statement, a writer for appeal letters). Use platforms like Catchafire for pro bono support.
• Scaling Up: As funds grow, invest in professional design services (~$500-$2,000) or premium software (e.g., Salesforce Nonprofit Cloud, ~$36/month) to enhance materials.
• Budget-Friendly: Use free tools like Canva for visuals, Google Docs for templates, or Bloomerang’s free CRM for small nonprofits.
• Testing: Pilot materials with board members or a small donor group to ensure they resonate before wide distribution.

Action Step:

• Review the Comprehensive Fundraising Toolkit Inventory to prioritize 2-3 materials (e.g., donation page, case statement) for development within 30 days.
• Assign a volunteer to create a donation page using Donorbox or Squarespace within 2 weeks.
• Train board members and volunteers on the perfect fundraising pitch, using role-playing sessions within 30 days.

 

5. Seamless Onboarding: Preparing Your Team and Board

Onboarding is the process of integrating new team members (volunteers or staff) and board members into your fundraising workflow, ensuring they understand their roles, feel confident, and have access to the tools needed to succeed. For startups, onboarding volunteers is critical to maximize their impact and retention, as they form the core of your team. A structured onboarding process clarifies expectations, builds team cohesion, and aligns everyone with the Resource Development Plan’s goals. As you transition to part-time or full-time staff, onboarding becomes even more important to maintain consistency and professionalism. Effective onboarding includes orientation, role-specific training, tool distribution, and ongoing support to keep the team motivated and productive.

Onboarding Process:

1. Orientation Session (1-2 hours):

Host a virtual or in-person session for new volunteers, staff, and board members.
Cover:

• Overview of the Resource Development Plan, including goals and strategies.
• Specific roles and responsibilities (use the Fundraising Team Structure Guide).
  Introduction to fundraising materials (e.g., case statement, donation page) and how to use them.
• CRM system tutorial (e.g., Bloomerang navigation, donor tracking).
• Mission impact story to inspire commitment (e.g., “Meet Sarah, a student who learned to read through our program”).
• Allow time for Q&A and team introductions to build rapport.
  Role-Specific Training:

2. Provide tailored training for each role:

• Grant Writers: Use free resources (e.g., NonprofitReady.org’s grant writing course) or platforms like Instrumentl for research training.
• Donor Relations: Practice the perfect fundraising pitch and donor outreach scripts.
• Corporate Liaisons: Train on crafting sponsorship proposals and pitching businesses (e.g., role-play a pitch to a local company).
• Digital Specialists: Provide tutorials on crowdfunding platforms (e.g., GoFundMe) or social media scheduling tools (e.g., Hootsuite, free plan).
• Events Coordinators: Share event planning guides (e.g., free templates from Eventbrite) and budget management tips.
  Schedule training sessions within 30 days of recruitment, using low-cost or free resources.

3. Provide Tools and Resources:

• Distribute the Comprehensive Fundraising Toolkit, including the donation page, case statement, and appeal letters.
• Share access to the CRM system, shared drives (e.g., Google Drive for materials), and platforms like Instrumentl or Donorbox.
• Provide fundraising scripts and follow-up scripts for board members and donor relations volunteers.

4. Set Clear Expectations:

• Create a checklist for each role, outlining tasks, deadlines, and deliverables. Example: “Donor Relations Coordinator: Contact 10 prospects by [date], log interactions in CRM.”
• Define success metrics (e.g., funds raised, grants submitted, event attendance).
• Share a timeline aligned with the Resource Development Plan (e.g., “Launch donor campaign in Q1”).

5. Ongoing Support:

• Schedule weekly or biweekly check-ins (virtual or in-person) to address challenges, share updates, and celebrate wins (e.g., “Our volunteer team raised $2,000!”).
• Pair new volunteers with experienced board members or staff as mentors for guidance.
• Create a feedback mechanism (e.g., monthly Google Form) to gather input and improve the volunteer experience.

6. Onboarding Checklist:

•  Schedule orientation session within 2 weeks of recruitment.
• Assign role-specific training within 30 days, using free resources like NonprofitReady.org.
• Distribute fundraising materials and CRM access within 1 week of orientation.
• Share role-specific checklists with tasks and deadlines.
• Plan first check-in meeting within 3 weeks and monthly feedback surveys.
  Volunteer Focus:

For startups, prioritize onboarding volunteers to ensure they feel valued and equipped. Example: A volunteer donor relations coordinator should receive the fundraising scripts, CRM access, and a 30-minute training on donor outreach within their first week.

As funds grow, onboard part-time staff with similar rigor, focusing on professionalizing roles like grant writing. Full-time staff onboarding should include strategic planning sessions to align with long-term goals.

Action Step:

• Schedule an orientation session for your team and board within 2 weeks of recruiting volunteers.
• Develop a role-specific training plan (e.g., grant writing, donor pitches) and distribute the Comprehensive Fundraising Toolkit within 30 days.
• Create and share onboarding checklists for each role, ensuring volunteers and board members are ready to execute.

 

Putting It All Together

Step 3 builds the engine to execute your Resource Development Plan by creating a volunteer-driven fundraising team that scales to paid staff as funds grow. Here’s how the components work together:

• Structure: Defines clear roles aligned with your plan’s strategies, leveraging volunteers for startups.
• Recruitment: Builds a passionate team using platforms like VolunteerMatch and compelling job descriptions.
• Volunteers: Serve as the backbone for resource-constrained nonprofits, with a clear path to part-time and full-time staff.
• Materials: Equip your team with tools like a donation page and the perfect fundraising pitch to engage ideal funders.
• Onboarding: Ensures everyone is trained, confident, and aligned with the plan’s goals.

Example:

• Nonprofit Mission: Providing mental health support for veterans.
• Team Structure: Founder (fundraising lead), volunteer grant writer, board member (corporate liaison), volunteer digital specialist.
• Recruitment: Post roles on VolunteerMatch and LinkedIn, recruit a grant writer and digital specialist within 30 days.
• Volunteers: Offer 5 hours/week roles with benefits like skill-building and recognition.
• Materials: Create a donation page on Donorbox, a case statement, and a sponsorship proposal within 30 days.
• Onboarding: Host a 1-hour orientation, train the grant writer on Instrumentl, and practice the fundraising pitch with board members.

Conclusion: From Plan to Action

Step 3 transforms your Resource Development Plan into reality by building a volunteer-driven fundraising team, equipped with compelling materials like a donation page and a perfect fundraising pitch. By recruiting passionate volunteers, developing tailored tools, and onboarding your team and board effectively, you create a powerful force to achieve your fundraising goals. As funds grow, transition to part-time and full-time staff to scale your efforts. The deliverables (Fundraising Team Structure Guide and Comprehensive Fundraising Toolkit Inventory) provide the templates to execute this step, while the volunteer recruitment and engagement strategies ensure startups can succeed with limited resources.

Your Next Steps:

• Structure: Use the Fundraising Team Structure Guide to assign roles within 1 week.
• Recruitment: Post 2-3 volunteer roles on VolunteerMatch and LinkedIn within 1 week, aiming to recruit within 30 days.
• Volunteers: Develop job descriptions, set hours, and create an engagement system (e.g., monthly check-ins) within 30 days.
• Materials: Create a donation page and 2-3 key materials (e.g., case statement, fundraising pitch) within 30 days.
• Onboarding: Schedule an orientation session within 2 weeks of recruitment and complete training within 30 days.

With a strong, volunteer-driven team and clear tools, you’re ready to execute your Resource Development Plan and drive sustainable impact for your nonprofit.