If you are leading a nonprofit, you already know the feeling.On paper, the role still makes sense. The person has been a good fit. But something in the day-to-day work is starting to feel off, and you cannot quite name it yet. Even when you hire thoughtfully and set people up well, there comes a point, sometimes, when the role, the person, or the season is no longer aligned. And most of the time, you see it first in the work, not in a performance review. From our seat inside

You did the hard work. You posted the role, sorted through applicants, and hired someone you are genuinely excited about. Now the real work starts. Most nonprofit leaders underestimate how much the first 90 days shape whether that great hire becomes a steady cornerstone or a constant question mark. It is rarely about talent alone. It is often about what you do with them once they arrive. On paper, this can sound like something that belongs squarely in HR, not with a bookkeepi

If you run a nonprofit, you already know this: the people behind your work matter as much as the mission itself. A strong program manager, administrator, development lead, or bookkeeper can steady the whole organization. A poor fit in any of those roles slowly drains time, energy, and trust. The challenge is bringing great people in the door without losing weeks to a sea of resumes and cover letters. Over the past twenty years, I’ve hired for my own business and early on cons