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.

Trackable links

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

Evaluation Forms

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

Email templates

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

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.

Updated on: 16/06/2026