Strategic Leadership Beyond Survival: Different Approaches
Looking beyond Ireland, there are interesting examples of governments and communities experimenting with different ways of tackling complex social issues.
Tag Archive for: nonprofit sector ireland
RTE’s governance review – 6 Lessons for nonprofits
The benefits of good governance are a well-functioning Board, accountability, and oversight that assures the organisation stays on mission and on budget.
Nonprofit Talent Trends Q2 2026
The Wheel’s survey of more than 100 organisations, as referenced in The Irish Times (May 2026) found that nearly a quarter of charities said they had doubts about their ability to sustain existing services this year due to funding shortfalls, and 38% reported being unable to recruit or retain staff, largely because of uncompetitive pay.
Our latest analysis of senior-level recruitment across the Irish nonprofit sector points to a continued cooling in hiring activity compared with the same period last year. Through tracking advertised roles across a range of job platforms, 2into3 identified a total of 191 management-level roles advertised in Q2 2026, a decrease of 24% from the 250 roles tracked in the same quarter of 2025. There was also a 19% decrease in the number of organisations recruiting, falling from 186 in Q2 2025 to 151 in Q2 2026.
Activity by Subsector
Consistent with previous quarters, a number of organisations advertised their vacancies anonymously. As a result, of the 191 roles we recorded, 157 could be assigned to an identifiable subsector.
Roles by Subsector:
The Social Services subsector share has held broadly steady on the same quarter last year – remaining the most active by a clear margin – accounting for 33% of the senior-level roles tracked in Q2 2026. This is not surprising given that Tusla’s 2025 annual report noted a milestone moment for the State’s child and family services: the first time the number of child safety and welfare referrals breached 100,000 in a single year (Irish Times).
This is consistent with sustained demand for services in areas such as homelessness, disability, and family support. Figures from the Department of Housing showed that in May 2026, 17,447 people were living in emergency accommodation (Gov.ie) – a crisis which is deeply intertwined with mental health and addiction challenges.
Health (23%) and Local Development & Housing (14%) followed as the next most active subsectors. Together, these three subsectors account for around 70% of all assignable roles, underscoring how the sector’s recruitment activity remains concentrated in frontline service delivery.
International activity held steady at 6% of assignable roles (10 roles in Q2 2026 compared with 11 in Q2 2025). Elsewhere, the sharpest year-on-year falls came in Education & Research (down from 14 roles to 5) and Recreation & Sport (down from 16 roles to 4), both of which saw their share of activity reduce markedly.
Activity by Role Function
Service Delivery & Operational Management roles remain the most sought-after leadership function, representing 35% of all roles in Q2 2026. However, this marks a decline in share from 41% in Q2 2025, and the number of roles fell from 103 to 66.
Policy, Advocacy & Campaigning more than doubled its share, rising from 2% to 6% (6 roles to 12), while HR increased from 4% to 7% (10 roles to 14). The complexity introduced by Workplace Relations Commission wage agreements is a likely driver: while some organisations received additional funding to implement salary increases, many are not covered by these arrangements, creating significant internal equity and HR management challenges which require experienced HR leadership and expertise.
Fundraising & Business Development grew slightly from 18% to 20% of roles, indicating that income diversification remains a priority as organisations look to broaden their funding base and reduce reliance on any single source.
Finance held constant at 10%, while CEO and Executive Director roles fell from 12% to 8% of activity (29 roles to 15), suggesting a degree of stabilisation at the very top of organisations after a busier period for leadership turnover witnessed in 2025.
Activity by Income Type
Data on income was available for 112 of the 151 organisations in Q2 2026, as those that advertised anonymously or did not disclose their income were excluded.
- 13% (15 organisations) reported an annual income of less than €1 million.
- 52% (58 organisations) reported an annual income of between €1 million and €10 million.
- 35% (39 organisations) reported an annual income exceeding €10 million.
Key Observations
Our data for Q2 2026 illustrates a sector which is making careful, targeted investments in the internal functions (HR, policy, fundraising) that will determine its long-term resilience. The contraction in overall hiring is a signal that the sector is under strain.
The continued dominance of Social Services, Health, and Local Development & Housing in the subsector breakdown is unsurprising, with hiring trends again serving as a reflection of where public need and public funding remain most concentrated.
Get in Touch
Our Talent Team records senior roles in the nonprofit sector and produces quarterly insights. To explore previous Nonprofit Talent Trends Reports, visit our Talent Insights page. For more information, contact Shannon Barrett, Principal – Talent Services, at Shannon.barrett@2into3.com.
Governance is the Real Integrity Play
PwC’s latest Global Sports Survey signals a shift: integrity is no longer just the right thing to do — it’s a commercial and reputational imperative. Sheena Horgan explores what that means for sporting bodies.
Beyond Survival: Rethinking Ireland’s Not-for-Profit Sector
Ireland’s community, voluntary and not-for-profit sector has evolved beyond recognition. Is it time to rethink how the sector itself is designed?
What Pay Transparency Means for Nonprofits in Ireland
The EU Pay Transparency Directive will apply to all employers in Ireland and require organisations to be able to objectively justify how pay decisions are made.
Nonprofit Talent Trends Q1 2026
Our most recent analysis of senior level recruitment within the Irish nonprofit sector indicates a slowing in hiring activity versus the same period last year, although it is worth noting that movement has increased in Q1 2026 versus Q4 2025. This is explored in more detail below.
Year-on-year, through tracking advertised roles on a variety of job platforms, 2into3 identified a total of 226 senior-level roles advertised in Q1 2026, marking a 29% decrease from the 319 roles tracked in the same quarter of 2025. There was also a 19% decrease in the number of organisations recruiting, falling from 214 in Q1 2025 to 174 in Q1 2026.
This indicates that although we have seen increased movement in Q1 2026 versus Q4 2025, fewer organisations are actively seeking leadership talent in Q1 of 2026 versus Q1 2025.
Activity by Subsector
Consistent with previous quarters, several organisations anonymously advertised their vacancies and as a result, of the 226 roles we recorded, 212 could be assigned to identifiable subsectors.
Roles by Subsector:
The trend of the Social Services subsector being the most active remains present, accounting for 37% of senior level roles tracked in Q1 2026. This represents an increase in its share compared to Q1 2025, where it constituted 33%, reinforcing Social Services’ position as the dominant driver of nonprofit recruitment. This is consistent with sustained demand for services in areas such as homelessness, disability, and mental health.
Health (16%) and Local Development & Housing (15%) followed as the next most active subsectors. Together, these three subsectors account for over two-thirds of all assignable roles, underscoring how the sector’s recruitment activity remains concentrated in frontline service delivery.
In our Q1 2025 analysis, we noted the potential for a downward trend in hiring for INGOs following USAID funding cuts. When reviewing Q1 year-on-year, activity in the International subsector is steady at 7% of roles (15 roles in Q1 2026 compared to 16 in Q1 2025).
Activity by Role Function
Service Delivery & Operational Management roles remain the most sought-after leadership function, representing 35% of all roles in Q1 2026, although the actual number of roles has decreased from 147 to 79, reflecting a change in how data is gathered.
The most notable shift has been in Finance, which nearly doubled its share from 9% to 17%. This likely reflects increased demand for financial oversight and reporting capability at a time when the public funding landscape is tightening, with Budget 2026 signalling a more restrained approach to government spending and sector bodies calling for more sustainable funding models.
HR (up from 6% to 8%) and Operational Support (up from 5% to 8%) reinforce this broader trend toward investment in internal organisational capacity. Governance and compliance requirements continue to place additional administrative demands on organisations of all sizes, which may be contributing to this shift.
Fundraising & Business Development also grew from 15% to 18%, indicating that income diversification remains a priority as organisations seek to reduce reliance on any single funding source and diversify from government funding.
On the other side, CEO and Executive Director roles fell from 10% to 6.5%, reflecting stabilisation after a period of increased movement last year.
Talent Trend by Role Function Q1 2026 vs Q4 2025
While the year-on-year comparison shows a significant contraction in recruitment activity, the quarter-on-quarter picture tells a different story. Total roles increased from Q4 2025 to Q1 2026, suggesting that hiring activity increased after a quieter end to 2025. Growth was seen across most functions, with Service Delivery & Operational Management, Fundraising & Business Development, and Finance all showing increases compared to the previous quarter.
The one exception is CEO and Executive Director roles, which appears to have dipped slightly from Q4 2025 to Q1 2026. This is likely normal quarterly variation rather than an indication of any broader trend.
Activity by Income Type
Data regarding income was available for 145 of the 174 organisations in Q1 2026, as those who advertised anonymously or did not disclose their incomes were excluded.
- 20% (29 organisations) reported annual income of less than €1 million, down from 25% (41) in Q1 2025.
- 48% (69 organisations) reported annual income of between €1 million and €10 million, up from 45% (74) in Q1 2025.
- 32% (47 organisations) reported annual income exceeding €10 million, up from 29% (48) in Q1 2025.
While the number of organisations recruiting has fallen across all income brackets, larger and mid-sized organisations continue to account for the majority of recruitment activity while movement in smaller organisations has decreased. This is consistent with previous quarters, as smaller organisations typically operate with more compact management structures and therefore recruit for senior roles less frequently.
Key Observations
The growing share of Finance, HR, and Operational Support roles suggests organisations are investing in internal resilience, strengthening their financial management, compliance, and operational foundations.
The continued dominance of Social Services, Health, and Local Development & Housing in the subsector breakdown reflects where public need and public funding remain most concentrated.
Overall, the data paints a picture of a sector adapting to a more challenging fiscal environment – prioritising sustainability and back-office capability while maintaining its commitment to core service delivery.
Get in Touch
Our Talent Team records senior roles in the nonprofit sector and produces quarterly insights. To explore previous Nonprofit Talent Trends Reports, visit our Talent Insights page. For more information, contact Shannon Barrett, Principal – Talent Services, at Shannon.barrett@2into3.com.
What Fundraisers Want in Their Next Role
To attract and retain fundraisers, nonprofits need more than a competitive salary. Here’s what senior candidates really look for before saying yes.
Nonprofit Talent Trends – 2025 Insights
Learn about the 2025 nonprofit talent landscape, including skill demands, subsector expansion, and leadership movements shaping the sector.
New Year, New Budget – What About Your Ambition?
As you turn your attention to annual budgets and work plans, it’s worth pausing to ask a bigger question – are you also making space for your ambition?