In a recent Chronicle of Philanthropy feature, McDermott + Bull Director Mary Plum shares insights on what today’s non-profit leaders should showcase as they step into executive roles. The article explores how candidates can better highlight strategic impact, leadership style, and board-facing experience — offering a useful perspective not only for individuals advancing their careers, but also for organizations seeking clarity on what to look for in transformational leadership.
Mary is a key member of our Non-Profit, Education, + Public Entities Practice, where we partner with mission-driven organizations to deliver executive talent that is aligned with their values, vision, and long-term goals. If your organization is preparing for a leadership search, we’d love to chat with you.
The Chronicle of Philanthropy Report:
If you’re seeking a non-profit job with greater responsibilities, you want a resume that makes a strong impression. Your application should offer a compelling narrative tailored to the role and the organization.
“Even if you’re going through a warm connection of some sort, don’t take for granted that your resume is already going to be accepted,” says Deirdre Jennings-Holton, director of talent acquisition at the World Wildlife Fund. For a mid- to upper-level position, non-profits “want someone who’s strategic, has initiative, sees the big picture,” she says. “You need to be able to contextualize your resume for that.”
“A resume needs to entice someone to invite you to an interview to dig deeper,” adds Mary Plum, a director in the non-profit practice at McDermott + Bull, an executive search firm.
Here’s what these experts advise to make your resume stand out against stiff competition.
FINE-TUNE EACH SUBMISSION
Jennings-Holton suggests starting with a “kitchen-sink resume.” List everything on it — positions held, tasks and projects, measured impact, and skills used. Each time you apply, highlight all the similarities to the job you want, then delete everything else. “You’ll be left with a resume that’s laser focused,” she says. “If a job description is written well, you’ll understand what nontechnical skills are important for that position so you can tie your experience to those.
“Especially if you’re replying to a job posting, make sure the language mirrors what’s in the job description,” Jennings-Holton says. Plum adds: “Sometimes even using a synonym [rather than the term included in the description] ranks you lower.”
Plum reads a resume from the bottom up. She says this gives her a sense of who this person is, where they are in their progression to a next-level job.
A stellar resume reflects your professional personality. Having AI write it will not fly. Plum says, “Think of AI as a brainstorming partner.” Ask the program to suggest bullet points, she says, or clearer wording. Then refine what it gives you.
AI can help you pare down and focus sections, notes Jennings-Holton. It can also compare your resume to the job description to satisfy any screening software the hiring nonprofit is using.
MAKE IT EASIER FOR REVIEWERS TO SEE YOUR PROFESSIONAL IMPACT
Not all recruiters like summaries, but if you use one, Plum says, keep it to two or three sentences and tailor it to the role you’re applying for.
Also, don’t try to stand out by using photos, colors, or unusual typefaces. Stick to standard formats unless you’re seeking a visually oriented job, Plum says. “It makes it easy for the recruiter or hiring manager to find the information they want.”
“Where you want to stand out is in content,” Plum says. “Give the hiring manager or recruiter easy-to-read information that tells a story.” You want to showcase how you’ve made an impact, she emphasizes.
Use numbers whenever possible in your resume to show what you’ve accomplished, with a caveat: “Too many people give only percentages without showing a baseline,” Plum says. Instead, she says, use numbers that give context, and don’t make anyone do math to see the scale of your accomplishments.
Jennings-Holton says, “Sometimes the resumes are too focused on the minutia, as opposed to the impact. How would you word it to someone outside your organization? For every number, there needs to be a why.”
DO YOUR HOMEWORK, AND SHOW HOW YOU FIT
Research the organization: its annual report, media hits, executives, and board members, Jennings-Holton says, then show how you’re a good match. “We naturally gravitate to people similar to us. The more you can demonstrate similarities, the easier it is for people to envision you in that position. But it has to be authentic.”
Plus, read a charity’s news releases or blog, Jennings-Holton says. “This is what the organization cares about, what they’re talking about, what they are excited about — and think about your connection to those topics.”
For example, at the World Wildlife Fund, she wants specifics on the resume about how the applicant would take the environment into consideration in the position. She also urges people to show that they have a forward-thinking mindset — that they would consider how to keep the organization functioning well regardless of what comes.
DETAILS CAN TIP THE BALANCE
When busy hiring managers are comparing applications from highly qualified candidates, small things like formatting and verb tense matter. “One mistake might be the tipping point,” Plum says. Proofread it, have two friends proof it, and proof it again, she says.
“Avoid jargon. Avoid all the acronyms — spell them out!” Jennings-Holton says.
Mary Plum
Director
mplum@mbexec.com
Mary Plum serves as a Director at McDermott + Bull and is part of the firm’s Education, Non-Profit, + Public Entities Practice, based in New York City, NY. Passionate about the power of mission-driven organizations, Mary is committed to helping nonprofits secure exceptional leaders who can advance innovation and create lasting impact.
With nearly a decade of experience in nonprofit executive search, Mary has partnered with organizations across a wide range of sectors, including healthcare, education, human services, environmental advocacy, and global development.