Nonprofit operations leader who stabilizes organizations in transition
I take on the year when everything is moving at once. Growth, a merger, a leadership change, a funding cliff. I am the person who says the hard number out loud early enough for the board to do something about it.
- Fractional · 20 to 25 hrs/week
- Interim · full-time, 3 to 9 months
- Remote · onsite in the Northeast as needed
- Start · within three weeks
- Core days · Monday to Thursday
Problems I solve
The situations organizations call me about.
- The budget stopped being believable.Reforecast, find where the assumptions broke, and give the board a number they can act on rather than argue with.
- Two organizations are merging and nobody owns the operational join.Systems, staff, contracts, funders and culture. The part that is nobody’s job until it fails.
- A funder is leaving and the plan assumed they would not.Build the eighteen-month bridge, decide what stops, and say so before it becomes a crisis.
- The Executive Director is leaving and the organization has never done this.Hold operations steady through the search so the new leader inherits something functional.
Results
Verifiable. References released with an introduction.
Where I add most value
Conditions where this goes well.
- Size. $2M to $15M budgets, 20 to 80 staff.
- Missions. Human services, workforce development, education access, community health.
- Situations. Merger, leadership transition, rapid growth, funding loss, first federal contract, first real audit.
Work I no longer want
Said plainly, so neither of us wastes a call.
- Front-line fundraising. I have carried revenue and I can hold a plan, but I am not your major gifts officer.
- Program design. I make the organization able to hold what the program people build.
- Turnaround with no board mandate. If the board is not ready to decide, I am the wrong hire.
Ways to engage me
Any of these. Say which fits and we can shape it.
Defined project
A reforecast, a merger integration plan, an operations assessment. Six to twelve weeks, fixed scope.
Interim leadership
Full-time cover through a search or a crisis. Three to nine months.
Fractional operations lead
Ongoing, 20 to 25 hours a week. For organizations that need the seat but not the salary.
Board or advisory
Quarterly, for a board that wants operational judgment in the room.
Engagement terms
Stated up front, so nobody spends three calls finding out.
Open to W-2 or 1099. Benefits not required. Rate is negotiable for a longer commitment or a mission I care about, and I will tell you which one is doing the work.
Request an introduction
Tell us the situation. We pass it to her, she decides, and if she says yes you are introduced directly. If she is not right for it we will say so, and we will usually know who is.
Request an introduction
The introduction fee is paid by the organization, not by her. Her name, full work history, references and contact details are released when she accepts, and not before. A portion of every introduction fee goes to the candidate.
What this person chose to show
Every field below is the candidate’s decision, not ours. She can change any of them at any time.
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Published through GRC Careers · ExecSearches · Nonprofit-Jobs.org
An Opportunity Brief is a professional describing the work they want and the problems they solve, rather than a résumé answering somebody else’s advertisement. A conventional CV is available and is released with an introduction.
