When it comes to recruitment advice, there’s no shortage of tips and tricks out there, we even have our own Recruitment Resources. But sometimes, the most valuable insights come from real-world examples. That’s why we’re sharing a behind-the-scenes look at our recent partnership with Moorfields Eye Charity – a collaboration that helped shape their fundraising team in 2025.
This isn’t just a success story. It’s a candid account of what worked, what didn’t, with honest feedback for us, the fundraising recruiters, and what we learned together. We hope it’s useful in considering your own recruitment plans and developing ways to partner with your agencies.
The Brief: Eight Key Roles to Build a Fundraising Function
2025 has given us a great opportunity to deepen our relationship with Moorfields Eye Charity, who entrusted us with supporting them in recruiting eight new roles.
- Head of Philanthropy
- Development Assistant
- Legacy Development Manager
- Legacy Development Officer
- Prospect Research Manager
- Prospect Research Officer
- Supporter Relations & Engagement Manager
- Supporter Relations & Engagement Officer
Each role had specific requirements around office presence, working patterns, and strategic impact. The challenge was to deliver quickly, collaboratively, and with clarity.
The Recruitment Process: What Made It Work?
Together with Rachel Jones, Jo Green and Elie Kelpie at the charity, we built a process that was streamlined and structured, yet flexible:
Additional Candidate Engagement
- A ‘Discovery Call’ with the line manager, where the focus was on the candidate’s questions – building a connection and confidence before the formal interview.
- In-person panel interview where candidates were offered the option to see questions beforehand.
- A Tour of the hospital with a peer-level colleague after the interview.
Timely, detailed and constructive feedback for all candidates
We received glowing feedback from candidates, regardless of whether they were successful or not. Moorfields Eye Charity understood that the process was not just about finding the right candidates, but also about building its brand and reputation.
Clear Salary Ranges
Transparency helped manage expectations and attract the right candidates.
Timely Turnaround
From candidate submission to offer, the process never exceeded three weeks.
Communication: The Power of Partnership!
In-Person Kick-off
Rachel and our Fundraising Recruitment Director, Ryan, met at the charity’s new office. We believe meeting in person (if possible) is a vital step in building trust and understanding.
Role Briefings
Each new vacancy was introduced with a 30-minute briefing, ensuring alignment from the start.
Responsive Updates
The charity’s quick replies to candidate questions helped maintain momentum throughout the process.
Ongoing Feedback
We shared insights mid-search into application numbers and market feedback to help Moorfields Eye Charity anticipate longlist outcomes and adjust expectations.
The Outcome: A Fully Staffed Team
All eight roles were successfully appointed, and the team is now well-positioned to deliver on their fundraising goals for 2025 and beyond.
What We Learned (And What We’ll Do Differently)
We’re not perfect and we’re happy to say so. Here are a few honest reflections:
Invoice Error:
We miscalculated an invoice, which the charity kindly flagged. It was resolved quickly, but it reminded us to double-check every detail, so that it’s right the first time!
Scheduling Slip:
Moorfields Eye Charity is fantastic at organising and being flexible, which is needed with arranging interviews, but there was a mix-up with interview dates on our end, which led to some reshuffling. It was manageable, but we’ve since improved our internal coordination.
AI in Applications:
We had some really interesting conversations around candidates’ use of AI in their applications and interviews and the charity is now adapting their process to better assess authenticity. Similarly, at Prospectus, we’re developing some ideas around this too, so we and our clients see the best of our candidates and true representations of themselves.
Why This Matters for Your Recruitment Planning
Recruitment isn’t just about filling roles, it’s about building partnerships. This project showed us how a well-structured, communicative, and honest collaboration can lead to great outcomes.
If you’re planning your next fundraising hires, we hope this gives you a few ideas. And if you’re looking for a recruitment partner who’ll share the wins and the lessons, we’d love to talk. We’ll bring sector insight, honest feedback, and a partnership-first approach to help you find the right people. Reach out today to start your recruitment journey with us.
