How I can help

Experienced development capacity, without forcing every need into a full-time hire.

Organizations bring in outside development leadership for different reasons.

A growing nonprofit may not yet need a full-time senior development executive. An established team may face an opportunity or workload it cannot absorb. Or leadership may simply need an experienced strategist who can help the development function move to the next level.

I can step in where the need is real, define what is achievable and help move the work forward.

Discuss Your Situation

Services

Structure matched to the need.

Development Strategy

When it helps: Your nonprofit needs a clearer development plan, has outgrown an informal approach to fundraising or needs an experienced assessment of what should happen next.
What I take responsibility for: I work with leadership and staff to understand current fundraising activity, organizational capacity, priorities and likely opportunities, then help establish a comprehensive but realistic development plan.

What success looks like

Leadership has a clearer view of what to pursue, what the organization can realistically support and what needs to happen next.

Government & Institutional Funding

When it helps: You are pursuing a major government opportunity, foundation grant or other institutional funding need that requires more expertise or capacity than the team currently has available.
What I take responsibility for: Depending on the assignment, that may include:
Opportunity research
grant strategy
proposal writing
RFP review
reverse-calendar development
program and finance coordination
narrative development
submission management
grant-management planning

What success looks like

A serious funding opportunity receives the level of structure, coordination and writing it deserves.

Interim & Fractional Development Leadership

When it helps: Your organization has a temporary senior-development gap, is recruiting new leadership, needs experienced guidance for current staff or is not yet ready for another permanent senior hire.
What I take responsibility for: The scope depends on the organization, but the role can include senior development counsel, fundraising planning, staff support, major funding priorities and continuity during transition.

What success looks like

Important development work continues while the organization determines the right permanent structure.

Focused Development Support

When it helps

There is a defined need that requires additional expertise or capacity without expanding permanent staff.

Examples may include:

foundation or corporate funding research
Grant writing and management from research through closeout
responses to NYC and NYS RFPs
a new development plan
board development
an important event or funding initiative

What I take responsibility for

We agree on specific, achievable deliverables and the information required from your team before the engagement begins.

What success looks like

The organization gets experienced capacity applied to the immediate need without creating unnecessary overhead.

Leadership transitions

Development work does not stop because a position is vacant.

A leadership transition can leave an organization with deadlines to meet, funder relationships to maintain, staff needing direction and decisions that cannot simply wait for the next hire.

I am open to select interim, fractional and full-time development leadership opportunities in addition to defined consulting engagements.

The right structure depends on what the organization actually needs—not on forcing every situation into the same consulting model.

Start with the situation

Tell me what is happening.

You do not need to know which service you need before we speak.

Tell me about the organization, the challenge and what you are trying to accomplish. We can determine whether my experience is useful from there.

Discuss Your Situation