Meeting the Moment | Tips for Organizations Looking to Hire Mission-Driven Talent
The social-impact sector has experienced major challenges since the start of the year. Thousands of nonprofits across the U.S. are facing funding shortfalls due to slashed budgets and terminated grants, while organizations serving traditionally marginalized communities like LGBTQ+ individuals, or devoted to diversity, equity, and inclusion (DEI), are being targeted by the federal government.
As a result, at least 14,000 nonprofit jobs have been terminated since January 2025, according to estimates provided by The Chronicle of Philanthropy. Unsurprisingly, job seekers are paying attention.
To better understand job seeker sentiment during this period of instability, Idealist polled 5,000 Idealist users in April 2025 through a short survey. Find two main takeaways from our survey below, as well as insights into how your organization can meet the moment when recruiting mission-driven talent.
Social-impact professionals want more transparency and support
Year-over-year, we find that Idealist users are overwhelmingly experienced social-impact professionals, bringing diverse backgrounds and a strong commitment to mission-driven work. Our latest survey underscores these qualities, while also highlighting seekers’ growing desire for transparency from organizations across the sector.
Of the survey respondents, 42% reported they are employed full time, while 26% are currently unemployed. When asked about how current trends in the sector are affecting their employers, just 50% of employed respondents stated they were confident in their organization’s ability to manage the instability.
“My organization has not spoken about their plans to weather the next administration, and it's very bad for morale and staff confidence.”
We recommend hiring organizations prioritize transparency in their internal communications to staff. Many organizations right now are adjusting their services or restructuring teams; instead of doing so quietly, be open with current staff members about the decisions being made and any short-term plans that leadership is implementing. Consider setting up meetings with team members to discuss current benefits offerings and growth plans so they feel a part of the organization's future.
We also asked if respondents were considering upskilling in order to grow professionally. More than 15% expressed an interest in grad school, and 41% are considering other education or training opportunities, suggesting an opportunity for organizations to highlight unique benefits—such as tuition support, learning reimbursements, or flexible hours—to support current staff members.
Additionally, job seekers are increasingly looking to social media and other platforms to understand how organizations are functioning during this time, and whether they plan to grow their teams. Continue to share photos, mission statements, and quotes from leadership about the impact your organization has on the communities it serves. When posting jobs on Idealist, share application links in your organization's newsletters and on social media platforms to encourage supporters to apply.
Job seekers are actively looking for new opportunities
The other big takeaway from our mid-2025 survey is that job seekers are increasingly looking for new opportunities. In fact, most respondents are frequently (44%) or constantly (45%) searching for a new job.
Some of these job seekers are aspiring sector switchers, mobilized to join the sector because they want to support diverse cause areas and contribute to a nonprofit’s mission. Others have been impacted by layoffs at other organizations or federal agencies, joining the talent pool with incredible experience and skill sets that any organization would be lucky to employ.
“I’m a former federal employee on administrative leave. As a federal employee, there is an abundance of stigma for working in health equity, and half the country believes that we were fired for good reason—not the case. So, we need help!”
As the number of people currently looking for a job in social impact grows, hiring organizations should note that current trends are impacting job seeker morale. In fact, a majority of respondents (62%) are finding the job search ‘very difficult’ right now.
It’s important for hiring organizations to understand job seeker sentiment at large, both to tap into a growing talent pool looking for meaningful work in the sector, as well as to make the hiring process as clear and efficient for folks on both sides of the table.
Some of the most frequent complaints we hear from job seekers have to do with biases that appear in an organization's job posting, or a lack of consistent communication from hiring managers. While likely unintentional, these incidents can alienate qualified job seekers and discourage them from applying to relevant opportunities.
We recommend auditing hiring materials to strike instances of bias, as well as editing your organization’s equal employment opportunity (EEO) statement to encourage marginalized groups—such as the LGBTQ+ and neurodivergent communities—to apply. It is also a great time to welcome former federal employees who bring experience in specialized fields, such as policy development and direct service, to join your team.
Further, we encourage all organizations that post jobs on Idealist to include a salary range so job seekers can plan accordingly, which helps attract top candidates and promotes pay equity in our sector.
As always, we at Idealist are here to support your organization in carrying out its mission. Our Resources for Organizations library is supplied with the tools, templates, and resources you need to recruit and retain dedicated staff members.
Should you have any questions about the data sourced for this report, please contact us.
