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Planning staffing models for the next 3-5 years is nothing new for Advancement leaders. Staff up going into campaigns, operate in leaner models as they wind down. But with the rapid development and proven effectiveness of digital labor, all industries, including nonprofits, are recognizing the need for an added digital layer as they plan their futures.
The nonprofit sector is facing a critical shortage of fundraisers. Organizations are struggling to hire and retain enough frontline fundraisers to manage their growing donor bases, leading to gaps in engagement, missed opportunities, and staff burnout. Meanwhile, donor expectations are rising, and traditional staffing models simply aren’t scaling fast enough.
In the for-profit world, companies are “facing unprecedented challenges trying to find enough workers to fill open jobs,” as recently reported by the U.S. Chamber of Commerce, and they’re already taking action. Leadership at top organizations are coming together to develop 3- to 5-year digital labor plans, incorporating autonomous AI to manage customer relationships and improve prospecting. And the nonprofit sector is keeping pace. By 2027, leading fundraising teams won’t just be expanding human staff; they’ll be strategically integrating the digital labor of autonomous fundraisers to enhance efficiency, scale outreach, and ensure that every donor receives the attention they deserve.
If your organization hasn’t started this discussion, it’s time to bring together your leaders – HR, Advancement, IT, boards, and president – to plan for incorporating digital labor over the next 3 years. Digital labor in fundraising isn’t a replacement for human talent—it’s a force multiplier. Just as human teams fluctuate based on campaign cycles and staffing availability, digital labor can be deployed dynamically to fill gaps and maximize efficiency.
Our Innovation Partners at Version2 are already building digital-labor supported teams where Virtual Engagement Officers enhance key functions, including:
Stewardship: Ensuring every donor receives timely, personalized engagement.
Leadership Giving: Identifying and nurturing mid-level donors at scale.
Planned Giving: Building long-term relationships with legacy donors.
Qualification: Proactively identifying and moving prospects into the right pipeline.
The reality is clear: there aren’t enough fundraisers to meet demand—and the leaders who embrace the digital workforce in 2025 will be reaping the rewards in the years to come.