Affirmation: LGBTQ Mormons, Families & Friends is an international nonprofit powered largely by volunteers. We have several priority volunteer needs across our Board of Directors, organizational operations, committees, community leadership, and skills-based roles. Our challenge is reaching qualified candidates beyond our existing networks and developing a consistent recruitment pipeline.
We have already identified priority roles, developed volunteer position descriptions, maintained a public volunteer opportunities page, conducted direct outreach, and used nonprofit and community networks to identify prospective volunteers. These efforts have generated candidates, but recruitment remains largely role-by-role and dependent on existing relationships rather than a systematic approach.
We are seeking a volunteer recruitment or talent acquisition professional to help us strengthen our recruitment strategy, identify new candidate audiences and sourcing channels, improve how we position and promote opportunities, and develop a repeatable process for outreach, candidate engagement, and follow-up.
An important opportunity is expanding awareness that many Affirmation volunteer roles do not require someone to be LGBTQ+ or Mormon. We welcome mission-aligned allies, family members, friends, community supporters, and professionals who want to contribute their skills and experience.
Our goal is to move from filling individual vacancies as they arise to maintaining a diverse, sustainable pipeline of volunteers who can support Affirmation's mission over time.
By the end of the project, Affirmation will have a practical, repeatable recruitment strategy and toolkit for attracting qualified Board members, organizational and operations volunteers, committee members, community leaders, and skills-based volunteers.
Working with Affirmation leadership, the pro bono consultant will review and prioritize our current volunteer needs and develop:
• A recruitment strategy identifying priority roles, target candidate profiles, and recommended approaches.
• A sourcing plan identifying professional, nonprofit, community, LGBTQ+, faith-adjacent, volunteer, and other networks for reaching candidates.
• Recruitment messaging that clearly communicates our mission, opportunities, expectations, and that many roles are open to mission-aligned people who are not LGBTQ+ or Mormon.
• A candidate pipeline and workflow covering sourcing, outreach, screening, interviews, follow-up, selection, and onboarding handoff.
• Reusable outreach and follow-up templates.
• A 60–90 day action plan for recruiting Affirmation's highest-priority volunteer and Board needs.
• Recommended metrics for tracking candidate sources, responses, progress, and placements.
Success means Affirmation has a structured recruitment system, broader candidate sources, effective messaging, and an active pipeline that leadership can continue using after the project.
Ideally, the consultant will also help launch the initial recruitment campaign so the strategy can be tested and refined with real candidates during the engagement.
