> ## Knowledge Base Index
> Fetch the complete knowledge base index at: https://help.100hires.com/sitemap.xml
> Use this file to discover available pages before exploring further.
> Pure-Markdown content can be obtained by appending a '.md' suffix to the content URLs listed in the sitemap (without the trailing slash).

# How Non-Profit Teams Use 100Hires

# How Non-Profit Teams Use 100Hires

## Who this is for

Non-profit teams hiring staff, grant-funded roles, part-time coordinators, volunteers, and program leaders.

## What makes this hiring workflow different

- Budgets are tight
- Hiring teams may include program leaders who recruit only occasionally
- Mission fit needs structured feedback, not informal notes only

## Recommended 100Hires setup

### Career site and application forms

Keep applications simple and mission-specific.

![Career site and application forms](https://100hires.com/wp-content/uploads/2026/05/careers-page-apply-stratifyiq-v1.png)

### Trackable links

Measure community groups, newsletters, partner referrals, and volunteer networks.

![Trackable links](https://100hires.com/wp-content/uploads/2026/07/trackable-links-real-feature.png)

### Evaluation Forms

Ask interviewers the same mission-fit and role-fit questions.

![Evaluation Forms](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/how-to-use-evaluation-forms-1_tkjxv6.png)

### Email templates

Use clear templates for volunteer, part-time, and full-time communication.

![Email templates](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/how-to-set-up-email-templates-_1mbwfj.png)

## Suggested workflow

Applied -> Eligibility screen -> Program review -> Interview -> Reference or background step -> Offer

Use this as a starting point. Adjust the stage names, automations, evaluation forms, and messages to match your actual process.

## Operating tips

- Keep the first application form short, then move deeper screening into questionnaires or recruiter follow-up when the role requires it.
- Store repeatable requirements as Profile Fields, form answers, tags, or evaluation form answers instead of burying them in free-text notes.
- Test every automation on a sample candidate before relying on it for live applicants.
- Use bulk actions for clear administrative changes, but review edge cases before sending rejection emails.
- Review source performance periodically so the team spends time on channels that produce qualified candidates, not only high applicant volume.
- Put private hiring priorities in Job Notes when they should guide internal review but should not appear on the public job post.