The Jewish nonprofit sector is facing a turning point. Workers are rethinking what makes a job worth pursuing, while Jewish organizations require a broader talent pool to drive impact. We recently partnered with Leading Edge to understand what comes next for recruitment and retention in the Jewish nonprofit sector. This research brings a voice to more than 3,300 prospective employees who want to contribute, grow, and help shape the future.
A new talent landscape
Jewish nonprofits are navigating a changed landscape. While employees are still strongly motivated by their passion for the work, higher expectations for compensation and development are shaping career decisions. The events of October 7 created a sense of urgency and motivated many to step closer to Jewish life, yet others have hesitated due to concerns about visible Jewish identity in their professional lives.
To expand the pipeline, the sector faces the challenge of translating goodwill into real opportunity. Jewish organizations need to compete for talent by drawing from broader backgrounds, and support workers who choose to lead.
Our approach
We designed a program that combined quantitative surveys to collect data at scale and focus groups to absorb the richness of lived experiences. More than 3,300 workers across the United States completed a survey that explored job motivations and perceptions of the Jewish nonprofit sector. We followed that with in depth focus groups to hear directly from Jewish talent, non-Jewish talent, and current nonprofit employees.
The results uncovered not only what matters most in these jobs, but also what would inspire someone to choose this work.
Building a workforce for the future
Three themes emerged that can help Jewish nonprofits build a stronger, more sustainable workforce:
- Purpose is powerful but pay opens the door
- Salary ranks first when deciding between jobs and many believe nonprofits cannot compete financially. Yet benefits, advancement, and security rise in importance when workers think long term. If Jewish organizations invest in compensation strategy, they can match how talent makes decisions today.
- Familiarity brings belonging
- Jewish Americans hold warm perceptions of Jewish nonprofits. However, only a small share feels very familiar with specific organizations. Non–Jewish talent also sees value in community–serving missions, but many doubt they would fit in at these workplaces. These findings suggest that the more people know about this sector, the more likely they are to imagine a place for themselves in it.
- Gen Z will shape the future
- Younger workers are eager to grow and unwilling to compromise on values. They want coaching, flexibility, and roles that reinforce their purpose. Some are cautious about working for organizations focused on geopolitics, while many still seek Jewish spaces that reflect who their specific beliefs. Our research makes the case that for younger works, Jewish organizations should meet them with clarity, transparency, and development support.
Looking ahead to impact
This research is already helping leaders strengthen recruitment strategies and tell a clearer story about the sector’s value. It is guiding conversations on compensation and security and sparking new outreach to non-Jewish professionals. By providing a solid foundation of insights to work from, it’s giving organizations the confidence to meet rising expectations with thoughtful action.
The talent pipeline for Jewish nonprofits isn’t dry. The challenge is forging the connections between skilled workers and the kind of opportunities they’re looking for. By investing in people, emphasizing that all are welcome—Jews and non-Jews alike—continuing to evolve our approach based on the workers’ latest expectations, these organizations can be ready for whatever comes next.