If you’re looking to grow your team, knowing how to make a strong case for a new position is crucial to success. Here are some practical strategies to help prospect development managers advocate for hiring additional staff.

Build Relationships and Lay the Groundwork

Before formally requesting a new hire, start by having ongoing conversations with leadership about your team’s challenges and growth opportunities. Developing strong relationships with key advocates and decision-makers can help them see the value of your team’s work.

Keep an eye out for internal talent as well. Offering training opportunities can create a pipeline of qualified candidates and show a commitment to career growth within your organization. If leadership sees that you can fill a role with an internal candidate, they may be more open to approving a new position.

Understand Your Organization’s Hiring Process

Every organization handles hiring differently. Some allow managers to reallocate existing budget funds, while others require a formal approval process involving leadership and HR. Understanding your institution’s process will help you navigate it more efficiently. Talk to your manager, HR and other hiring managers at your organization to get a clear picture of how decisions are made.

Create a Justification Document

Even if it’s not required, putting together a justification document can significantly strengthen your case. Here’s what to include:

Urgency

Explain why this is the right time to expand your team. Consider factors like:

• Increased Workload: Are projects becoming unsustainable at current staffing levels?
• Fundraiser-to-Researcher Ratios: How does your organization compare to peer institutions?
• Workload Statistics: How many requests are being handled? How much time is spent on producing materials like reports and research profiles?

The Specifics of the Role and Its Impact

Clearly define what this new position will be responsible for and how it fits into the overall team structure. Since roles in areas like prospect development don’t directly generate revenue the same way major gift officers do, it’s important to highlight their contributions.

Consider these questions that leadership may have:

• Will hiring this person help fundraisers prioritize and spend more time with prospects and donors?
• Can additional analytics and research help identify high-potential prospects?
• Will adding staff reduce turnaround times for research requests?

Budget Considerations

• Include salary expectations and industry benchmarks for competitive compensation. The Apra salary survey can provide useful insights.
• Specify whether this role will be remote, hybrid or in-person, and explain why.

Be Ready for Pushback

Leadership may challenge your entire request, or specific elements like compensation or eligibility for remote work. Be prepared with data that demonstrates how the new position will positively impact the organization, as well as how similar organizations structure their teams, how your proposal aligns with industry best practices and data from job postings for similar positions.

Final Thoughts

Advocating for a new team member takes strategy, persistence and data. By tying your request to organizational goals, demonstrating clear need and impact, and building relationships with leadership, you can increase your chances of success. Even if approval doesn’t come right away, being prepared now sets you up for a stronger case in the future.