Director of Major Gifts

We need to output HTML fragment with sections: headings

for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must not repeat job title. We must include only sections with real specific content. We need to extract content from posting. Let's parse the posting: - Title: Remote (U.S.) | Full-time, Exempt | Reports to the Chief Revenue Officer Salary: $135,000 – $145,000 depending on experience | Travel: approximately 30% - About Us: description. - Why This Role, Why Now: description. - What Success Looks Like: details. - What You Will Own: sections: New donor acquisition, Frontline fundraising, Strategy and team leadership, Stewardship and engagement. - Who We Are Looking For: Required and Helpful. - Compensation and Benefits: salary, health, retirement, time off, family, resourced. - How to Apply: instructions (should be removed as per rule: remove application instructions). So we drop that. - EEO boilerplate: remove. Thus we need sections: About the role? The posting includes "About Us" and "Why This Role, Why Now". Could combine as About the role? Probably we can have sections: About the role (maybe combine About Us and Why This Role, Why Now). Responsibilities: from "What You Will Own". Requirements/Qualifications: from "Who We Are Looking For". Skills: maybe not explicit separate; could embed in Requirements. Benefits: from Compensation and Benefits. Pay: salary info. Schedule: maybe not explicit; we have full-time, exempt, travel 30% but schedule not given. Should we include Schedule? The rule: only include if posting actually states them. It mentions Full-time, Exempt, Travel approx 30%. That's about schedule? Could be considered schedule info. But we have no explicit schedule like hours. Might still include Schedule section with that info? The rule says never create Pay/Schedule/Benefits sections unless posting actually states them. It does state Full-time, Exempt, Travel approx 30% - that is schedule/employment type. So we can include Schedule section with that. Pay: salary range. Benefits: health, retirement, time off, family, resourced. We need to avoid filler like "commensurate with experience". Not present. We must not repeat job title as heading. We must not include Job ID etc. We must output only HTML fragment. Let's craft sections:

About the role

with paragraphs combining About Us and Why This Role, Why Now.

Responsibilities

with

• items from What You Will Own (sub-bullets). Could break into categories but we can just list each bullet.

  Qualifications

  with Required and Helpful (maybe separate Required and Helpful as subheadings? But we only have h3 for section headings; we could have

  Required Qualifications

  and

  Preferred Qualifications

  but those are also headings; allowed? The rule says use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It gives examples but not exclusive. We can still use other headings? Safer to stick to those examples. Could combine Required and Helpful under Qualifications section with paragraphs.

  Skills

  maybe not needed; we could omit if no specific skill list beyond what's in qualifications. Could omit Skills section.

  Benefits

  with list.

  Pay

  with salary range.

  Schedule

  with full-time, exempt, travel approx 30%. We must preserve all substantive information; not invent or summarize away detail. Need to keep details like "Assess the existing pipeline and rate every prospect above $10K for capacity, inclination, and connection." etc. We need to ensure we don't lose any detail. Let's extract details: About Us: "25 years in, Upwardly Global (UpGlo) has a proven program, a compelling case for support, and a major donor base that is far smaller than that case warrants. We are hiring a major gifts leader to change that, primarily by finding, qualifying, and closing donors who do not know us yet. This is a build role, not a maintenance role. If your best work has been opening new relationships rather than inheriting mature ones, keep reading." Why This Role, Why Now: paragraphs about mission, case for support measurable, prospect universe underworked, individual giving $2M of $14M, modeled major gift capacity larger, segments untapped, CEO etc open doors, fund prospect research, wealth screening, Salesforce, acquisition mandate explicit, bringing in new donors primary success measure. What Success Looks Like: details for first 90 days, first 12 months, by year three. What You Will Own: bullet points under New donor acquisition, Frontline fundraising, Strategy and team leadership, Stewardship and engagement. Who We Are Looking For: Required list, Helpful list. Compensation and Benefits: Salary range, Health, Retirement, Time off, Family, Resourced. We need to include all. Let's craft HTML. We'll need to escape any special characters? Not needed. We'll produce:

  About the role

  ...combined text...

  Responsibilities

  • New donor acquisition: source, qualify, and convert new major donors at the $10K+ level, personally carrying relationships from discovery through close.
  • Design and run a disciplined prospecting engine: wealth screening, peer and Board referral, network mapping, event follow-up, DAF and family foundation research, and conversion of annual and mid-level donors.
  • Build re-engagement pathways for lapsed and dormant donors and upgrade paths for existing supporters with untapped capacity.
  • Partner with the CRO to set and hold the Individual Giving team's qualification standards: visits, moves, pipeline velocity; ensuring acquisition is never crowded out by renewal work.
  • Frontline fundraising: manage a personal portfolio of high-net-worth donors and prospects, securing six- and seven-figure gifts.
  • Craft tailored solicitation strategies that connect each donor's motivation to UpGlo's program and policy work.
  • Represent UpGlo externally with authenticity, articulating our mission and results credibly to sophisticated audiences.
  • Strategy and team leadership: partner with the CRO and lead the major gifts and individual giving program end to end: strategy, cultivation, solicitation, and stewardship.
  • Partner with the Director of Annual Giving and the Director of Stewardship to build one coherent donor journey from first gift to transformational commitment.
  • Build, supervise, and coach a team of gift officers and donor engagement staff, building a culture that rewards pipeline-building, not only renewal.
  • Work with Development Operations team to ensure Salesforce, pipeline reporting, and forecasting remain genuinely useful for relationship management as we scale.
  • Collaborate with the CEO, Board, and leadership team to open new philanthropic networks, and with Finance, Communications, and Program teams to align priorities and impact storytelling.
  • Stewardship and engagement: partner with the Director of Stewardship on the stewardship and recognition strategy that makes donors want to give again, and larger.
  • Help shape donor events, briefings, and campaigns that create qualification opportunities rather than one-off touchpoints.

  Qualifications

  Required:

  • A documented record of acquiring new major donors, not only growing inherited portfolios; be ready to walk through relationships you sourced yourself, from first contact to close.
  • Personal closes at the six-figure level, with seven-figure experience or a credible path to it.
  • 10+ years in nonprofit fundraising or comparable relationship-based revenue work, including 5+ years focused on major or individual giving.
  • Experience building a pipeline from thin inventory: prospect identification, qualification discipline, and moves management you designed rather than inherited.
  • Experience managing and developing frontline fundraisers, with evidence that your team's numbers improved under you.
  • Fluency with CRM-driven pipeline management and data-informed portfolio decisions (Salesforce NPSP preferred).
  • The judgment and presence to earn trust quickly with high-net-worth individuals, executives, and Board members.
  • Real interest in UpGlo's mission, and the ability to speak about immigration and economic mobility with nuance and care.

  Helpful (not required):

  • Campaign experience, particularly in the quiet phase.
  • Networks in technology, finance, immigrant-serving philanthropy, or family foundations.
  • Lived or professional experience with immigration, resettlement, or workforce development.
  We could also include a short paragraph about evaluation: "We evaluate candidates on demonstrated results rather than credentials. If you meet most of the above and can show the acquisition track record, please apply." But that's basically application instruction; we should drop application instructions. However that sentence is not exactly instruction to apply but a statement. Might be considered part of qualifications? It's more like encouragement. Safer to omit as it's near application instruction. But we could keep as part of qualifications? The rule: remove application instructions. That sentence is not exactly instruction but still encourages apply. Might be considered part of application instructions. Safer to drop.

  Benefits

  • Health: Comprehensive medical, dental, and vision insurance.
  • Retirement: 401(k) with employer match.
  • Time off: 160 hours PTO, 40 hours sick leave, 16 hours health and wellness time, your birthday off, and an organization-wide paid closure from December 24 through January 1.
  • Family: 12 weeks paid parental leave, gender inclusive.
  • Resourced to succeed: A dedicated travel and cultivation budget, prospect research and wealth screening tools, and a CEO and Board who show up for donor meetings.

  Pay

  Salary: $135,000 – $145,000 depending on experience.

  Schedule

  Remote (U.S.) | Full-time, Exempt | Reports to the Chief Revenue Officer | Travel: approximately 30%.

  We need to ensure we didn't repeat job title. Not included. Check for any missing substantive info: The "About Us" and "Why This Role, Why Now" content we need to include. Let's craft About the role paragraph: We can combine:

  Upwardly Global (UpGlo) has 25 years of experience, a proven program, a compelling case for support, and a major donor base that is far smaller than that case warrants. The organization is hiring a major gifts leader to change that by finding, qualifying, and closing donors who do not yet know UpGlo. This is a build role, not a maintenance role – ideal for candidates whose best work has been opening new relationships rather than inheriting mature ones.

  Upwardly Global is a national nonprofit that helps immigrants, refugees, and asylees rebuild their professional careers in the United States, working at both direct service and system‑change levels to build a more inclusive workforce and economy. For a fundraiser, the case for support is concrete and measurable: the economic return on a placed professional can be shown, not just sentiment. The prospect universe is genuinely underworked; individual giving currently accounts for roughly $2 M of the $14 M annual revenue, while modeled major gift capacity