Hiring a major gifts officer isn’t just about filling a role, it’s about shaping the future of your fundraising program.
As nonprofits rely more heavily on fewer, higher-impact donors, the ability to identify and retain strong major gift talent has never been more critical. A strong hire can unlock transformational giving. The wrong hire can stall your pipeline for years.
Before you start interviewing, it helps to understand how strong programs are built and what success looks like today. If you’re refining your approach, start with a clear view of how major gifts programs work.
What Does a Major Gifts Officer do Today?
A modern major gifts officer (MGO) is more than a fundraiser. They are a relationship manager, strategist, and storyteller.
They are responsible for:
- Identifying and qualifying high-capacity donors
- Building long-term relationships
- Aligning donor interests with organizational priorities
- Stewarding gifts in a way that deepens engagement over time
That work doesn’t happen in isolation. It’s directly connected to your broader donor journey and your organization’s ability to move supporters from first gift to major investment.
Strong MGOs also understand that retention matters as much as acquisition. Their work should reinforce your donor retention strategy, not operate outside of it.
What Skills Should You Look for in a Major Gifts Officer?
The most effective MGOs share a consistent set of qualities. They are:
- Strong relationship-builders who listen more than they talk
- Strategic thinkers who manage a portfolio, not just individual asks
- Skilled storytellers who connect donors to impact
- Comfortable working across teams and channels
- Focused on long-term value, not short-term wins
In practice, this means understanding how major gifts connects to the rest of your fundraising ecosystem, including mid-level programs and omni-channel campaigns.
Major gifts don’t operate in a silo. It depends on a healthy, well-managed pipeline.
How to structure your interview process
Asking good questions is only one piece of the hiring process.
The strongest teams use a structured approach built around specific competencies:
- Relationship management
- Portfolio strategy
- Revenue accountability
- Cross-channel collaboration
Before interviews begin, align internally on what success looks like and how this role connects to your broader fundraising strategy.
This step is often skipped, and it’s one of the biggest reasons major gifts hires underperform.
Interview Questions to Ask Major Gifts Officer Candidates
Below is a list of questions organized by key skill areas. You likely won’t use all of them, but you should pull from each section to get a complete view of the candidate.
Personal interest, awareness, and passion
Strong candidates should demonstrate both passion for your mission and an informed perspective on fundraising.
Ask:
- What experience do you have in major donor fundraising?
- Why are you interested in this role and organization?
- How do you stay current on trends in fundraising?
- Which trends are shaping major gifts work right now?
- What do you see as the most important qualities in a successful MGO?
Look for candidates who can connect their answers to real-world strategy, not just general enthusiasm.
Want weekly fundraising tips straight to your inbox?
Donor cultivation and relationship management
At its core, major gifts work is about building relationships over time.
Ask:
- How do you identify and qualify major gift prospects?
- What is your approach to donor cultivation?
- Can you describe a relationship you built that led to a major gift?
- How do you personalize engagement across a portfolio?
Strong candidates will describe a structured approach that ties into a broader donor pipeline strategy, not just one-off interactions.
Solicitation strategy
Making the ask is an important moment, but it should never feel transactional.
Ask:
- How do you determine when a donor is ready to be asked?
- How do you tailor your ask to an individual donor’s interests?
- Can you share an example of a successful solicitation?
Look for candidates who emphasize timing, alignment, and donor motivation, not just technique.
Stewardship and retention
The work doesn’t end after the gift.
Ask:
- What does a strong stewardship plan look like?
- How do you ensure donors stay engaged after making a major gift?
- How do you handle a donor who is losing interest?
The best candidates will connect stewardship to long-term donor retention and relationship growth, not just reporting back on impact.
Portfolio management and metrics
Modern MGOs manage a portfolio, not just a list of names.
Ask:
- How do you prioritize your portfolio?
- What metrics do you use to measure success?
- How do you balance short-term revenue goals with long-term relationship building?
Strong answers should reflect an understanding of pipeline health, portfolio movement, and long-term value, not just dollars raised.
Collaboration and cross-channel alignment
Major gifts success depends on collaboration.
Ask:
- How do you work with marketing or annual giving teams?
- How do you coordinate outreach across channels?
- Can you share an example of working across teams to secure a gift?
Top candidates will naturally connect their work to broader efforts like integrated campaigns.
Common Hiring Mistakes to Avoid
Even experienced teams make predictable mistakes when hiring for major gifts roles.
Hiring for experience instead of strategy
A candidate may have closed large gifts but still lack a repeatable approach to portfolio management.
Treating major gifts as a silo
Major gifts depend on strong pipelines, consistent messaging, and aligned campaigns. If it’s disconnected from your broader strategy, performance will suffer.
Underestimating stewardship
Retention is where long-term value is built. Without a clear plan, even your best donors won’t stay engaged.Â
Signs You’ve Found the Right CandidateÂ
The right major gifts officer will:
- Talk about relationships, not just revenue
- Describe a clear portfolio strategy
- Show how they adapt their approach to different donors
- Connect their work to broader fundraising efforts
- Demonstrate curiosity, listening skills, and patience
Just as important, they should understand how their work supports your full donor journey, from first gift to major commitment.
Final Thoughts
Hiring a major gifts officer is one of the most important investments your organization can make.
The right hire won’t just raise money, they’ll build relationships that sustain your mission for years to come.
If you’re evaluating your current approach or preparing to grow your program, start by aligning your strategy, pipeline, and team structure.
Explore our approach to building high-performing major gifts programs.
Take the next step toward a thriving major giving program—effective marketing.
FAQs
How can a nonprofit tell if a major gifts officer candidate will be successful?
A nonprofit can spot a strong major gifts officer candidate by listening for how they talk about donor motivation, portfolio movement, stewardship, and long-term relationship growth. Successful candidates should be able to explain their strategy clearly, share specific examples, and show how their work supports the full donor journey from first gift to major commitment.
What mistakes should nonprofits avoid when hiring a major gifts officer?
Nonprofits should avoid hiring a major gifts officer based only on past fundraising totals or years of experience. A strong candidate needs a clear approach to portfolio management, donor cultivation, stewardship, and cross-team collaboration. Organizations should also avoid treating major gifts as a silo, because major gift success depends on a healthy donor pipeline, consistent messaging, and alignment with the broader fundraising strategy.
How do major gifts officers support donor retention and long-term fundraising growth?
Major gifts officers support donor retention by building relationships that continue after a gift is made. Through personalized stewardship, regular engagement, and a clear understanding of each donor’s motivations, they help supporters feel connected to the organization’s impact. Over time, that relationship-centered approach can increase donor loyalty, strengthen the major gifts pipeline, and create more sustainable fundraising growth.
