PNP Staffing Group

08/12/2026

One assumption comes up in recruiting conversations more often than almost any other:

"We're in a major city. Finding candidates shouldn't be that hard."
In reality, the opposite is often true.

The largest nonprofit markets are also some of the most competitive. Experienced professionals are being recruited by healthcare systems, universities, foundations, professional associations, and private companies—often at the same time.

Recently, we partnered with a long-established professional association in New York City to recruit a Marketing Director.

The search generated 55 applications.

Only 6 candidates were presented to the client.

Just 2 of those six applied directly.

The candidate who was ultimately hired never submitted an application. They were identified through targeted outreach by one of our recruiters.

That search reinforced something we've seen repeatedly over the years:

Applicant volume rarely predicts hiring success. Candidate quality does.

It's one of several observations that inspired our latest article on how nonprofit organizations approach recruiting in today's competitive talent market.

Learn how nonprofit recruiting changes in major cities and why successful organizations rely on thoughtful hiring strategies—not just larger applicant pools.

06/03/2026

Association hiring can look simple on paper.

A membership coordinator. A program manager. An events assistant. A certification specialist.

But in practice, the harder match is often cultural.

A healthcare association supporting physicians, nurses, or allied health professionals may need a very different communication style than a manufacturing association working with suppliers, technical experts, and industry partners.

An educational council focused on continuing education, certifications, or professional learning may have another rhythm entirely.

The job title may be similar.

The member culture is not.

That is why associations need more than resume matches. The right hire may be answering credentialing questions, supporting continuing education, coordinating committee follow-up, updating the database, preparing for the annual meeting, and communicating with sponsors or volunteers — sometimes in the same week.

They need someone who can keep the details moving while representing the organization well.

06/03/2026

Summer isn't just a staffing challenge—it's often a retention challenge.

As vacations, open roles, and increased workloads overlap, nonprofit employees can begin feeling the effects of burnout and staffing strain.

Organizations that focus on nonprofit retention strategies now are often better positioned to:
• reduce turnover risk
• improve team stability
• retain institutional knowledge
• prepare for a stronger fall hiring season

In our latest article, we explore why summer is a critical time for retention planning and what nonprofit leaders can do proactively.

👉 Read more: https://hubs.la/Q04jGJKc0

05/26/2026

Summer can quietly become one of the most difficult staffing periods of the year for nonprofits.

As vacations, open roles, and hiring delays overlap, many organizations begin to feel the strain of operating with limited bandwidth.

Common summer staffing challenges include:
• increased pressure on existing teams
• slower hiring timelines
• coverage gaps during vacations and leave
• burnout from prolonged vacancies

At the same time, many nonprofits are preparing for fall fundraising, program expansion, and new fiscal year priorities.

This article breaks down how nonprofit leaders can navigate summer staffing challenges more proactively 👇

Summer staffing challenges for nonprofits can lead to burnout, hiring delays, and operational strain. Learn how organizations can plan ahead.

05/14/2026

Q2 hiring requires a different strategy than January hiring.

After the Q1 surge, many nonprofits are now facing:
• fewer available candidates
• longer hiring timelines
• compensation pressure
• staffing gaps that are stretching teams thin

At the same time, organizations are planning for new fiscal years, reassessing budgets, and trying to stabilize teams without overextending staff.

That’s why adjusting your nonprofit hiring strategy now can make a major difference in hiring outcomes later in the year.

In this article, we break down:
✔ how the hiring market has shifted
✔ why some roles remain open longer
✔ practical ways nonprofits can adapt their hiring strategy in Q2

👉 Read more:

05/06/2026

Spring hiring is a different challenge than January hiring.

After a busy Q1:
• Many top candidates are already placed
• Salary expectations have shifted
• Open roles are taking longer to fill

At the same time, nonprofits are:
– Filling unexpected gaps
– Planning new fiscal year budgets
– Trying to stabilize teams without overextending staff

The hiring market has changed—and many organizations are still operating with Q1 assumptions.

We break down what nonprofit leaders should be thinking about right now 👇

Spring nonprofit hiring trends are shifting after a busy Q1. Learn what changed and how to plan hiring for what's ahead.

04/28/2026

How nonprofit temporary staffing works:

Step 1: Submit your staffing request
Step 2: Our team reviews your needs and timeline
Step 3: We match you with candidates from our screened pool
Step 4: You receive qualified resumes within 24 hours

Simple. Transparent. Built for nonprofit teams.

Learn more:
https://hubs.la/Q04dF85M0

Affordable nonprofit temporary administrative staffing at $29.90/hour. Get fully vetted candidates within 24 hours to support your organization's short-term needs.

04/16/2026

What should you actually be paying nonprofit staff in 2026?

The answer depends on more than just the role.

Nonprofit salary benchmarks vary significantly based on:
• Role and level of responsibility
• Geographic location
• Market demand for specific skill sets

Without this context, it’s easy to set compensation too low—or overcorrect and stretch your budget.

This article breaks down how salary benchmarks vary by role and region, and how to use that data when hiring.

👉 Read more: https://hubs.la/Q04cgldb0

04/08/2026

Retention is one of the biggest challenges nonprofit leaders are facing right now.

And while mission and culture matter, they’re not always enough to keep great people.

When salaries fall behind the market, it often leads to:
• Burnout among high performers
• Longer hiring cycles
• Increased turnover in key roles

This article breaks down how compensation directly impacts retention—and what leaders should be thinking about in 2026.

👉 Read more:
https://hubs.la/Q04b1MKV0

Nonprofit salary benchmarking helps organizations retain mission-aligned talent. Learn how compensation impacts nonprofit staff retention.

04/07/2026

Many nonprofit leaders hesitate to use staffing agencies because pricing can feel unpredictable.

That’s why we created a simple, transparent structure:

$29.90/hour all-inclusive nonprofit temporary administrative staffing.
No hidden fees.
No layered pricing.
No surprise add-ons.
Just vetted administrative professionals who can step in and help keep operations running smoothly.

Learn more:
https://hubs.la/Q048Hx_70

Affordable nonprofit temporary administrative staffing at $29.90/hour. Get fully vetted candidates within 24 hours to support your organization's short-term needs.