Coordinator or specialist
Writing, social media, email, website updates and event promotion. Usually the first communications job a nonprofit creates. Strong execution; rarely owns strategy.
Nonprofit communications jobs
Nonprofit communications jobs: who to hire first.
Nonprofit communications jobs range from hands-on content roles to executive leadership, and the right first hire depends on whether you are missing production or direction.
Beltway Media is not a job board. This page is for nonprofit leaders deciding how to staff communications, and for communicators who want to understand how organizations think about these roles, including when a fractional CCO from Beltway Media makes more sense than a first hire.
Last updated: Published by Beltway Media
Should a nonprofit hire a communications person or a fractional leader first?
Hire a doer first if you already know what to say and need more output. Start with senior strategy if your messaging is inconsistent or leadership cannot agree on priorities.
A fractional CCO can define the role, shape the job description and onboard the new hire, so the position starts with a plan instead of a blank page.
Roles
What nonprofit communications jobs involve.
Manager or director
Runs the communications calendar, manages channels and vendors, and often handles media relations. May own a plan, but usually reports into leadership on strategy.
Chief communications officer
Executive role that owns the narrative, advises the executive director and board, and aligns communications with decisions on programs, funding and risk. Available full time or fractionally.
Titles vary widely between organizations, so read the responsibilities in any communications nonprofit job listing, not just the title.
The context
Why the role is hard to hire for.
Communications work is often invisible when it goes well. Nonprofit Marketing Guide's 2026 trends report found only 5% of respondents say their communications role is understood very well by colleagues. That gap shows up in vague job descriptions and in first hires asked to be strategist, writer, designer and press officer at once.
Source: Nonprofit Marketing Guide, 2026 Nonprofit Communications Trends: Key Findings from the Report
Procedure
Before you post a nonprofit communications job.
Step 1: Write the strategy first
Know your outcomes, audiences and message pillars, so the role has a purpose beyond posting.Step 2: Decide: direction or production
Be honest about which gap is bigger. One person rarely covers both well.Step 3: Scope the job to the plan
List the channels and tasks from your communications plan that this person will own.Step 4: Decide on location
Remote, hybrid or in person. Many candidates search for nonprofit communications jobs remote; say clearly what you offer.
Alternative
When fractional leadership fits better.
If the missing piece is senior judgment rather than hours, a fractional CCO for nonprofits from Beltway Media provides executive leadership part time and can work alongside, or ahead of, a first communications hire. Compare all four options on the fractional CCO vs full-time hire vs agency page, or read the main guide to nonprofit communications consulting.
FAQ
Jobs and team questions
- What do nonprofit communications jobs involve?
- Nonprofit communications jobs typically cover writing, media relations, social media, email, website content, annual reports and event promotion, often within a small team. Senior roles add strategy, budget ownership and advising leadership. Titles and scope vary widely, so read each listing closely for the balance between strategy and daily production.
- Are nonprofit communications jobs remote?
- Some nonprofit communications jobs offer remote or hybrid arrangements, but it varies by employer, role and region. Search listings with terms like "nonprofit communications jobs remote" and check each posting for location requirements. For organizations, fractional leadership is another way to reach senior talent without geographic limits.
- Should we hire a full-time communications person or a fractional leader first?
- If you need daily content production, hire a doer. If you need direction, start with senior strategy. A fractional CCO can define priorities, shape the job description, help evaluate candidates and onboard the new hire, so the full-time role starts with a clear plan rather than a blank page.
- Why do nonprofit communicators feel misunderstood?
- Communications work is often invisible when done well and blamed when results lag. Nonprofit Marketing Guide's 2026 trends report found only 5% of respondents say their communications role is understood very well by colleagues. Executive-level advocacy, which a chief communications officer provides, helps leadership see communications as strategy rather than support.
- How is a fractional CCO different from a communications director?
- A communications director typically manages day-to-day execution: content, calendars and channels. A chief communications officer sits at the leadership level, aligns communications with decisions on risk, programs, funding and talent, and advises the executive director and board. A fractional CCO brings that executive layer part time and can guide an existing director.
- Which is better for a nonprofit: a fractional CCO or a full-time communications hire?
- A fractional CCO is usually the better fit when you need executive-level strategy part time and cannot justify a full-time salary. A full-time hire wins when you need daily presence, large team management or constant event and press work. Some organizations use a fractional CCO first to define the role before hiring.
Talk to a fractional chief communications officer.
Start with a free strategy session with Beltway Media. It is a discovery call about your communications challenges, goals and current capabilities.