Longhouse — Schools Market Intelligence 2026
Why schools struggle to hire fundraisers, and what it costs them
A practical briefing for school business managers, bursars and heads on the current development recruitment market. Built on IDPE benchmarking data, sector salary research and Longhouse's direct experience placing development professionals in schools across the South East.
The opportunity
Schools that invest in development see exceptional returns
IDPE's 2025 benchmarking report, drawing on data from 180 schools, makes the case for development investment clearly. The question is not whether to invest, but how to hire the right person to lead it.
"UK independent schools are 98% dependent on fees, whereas their counterparts in the US are only 65% dependent on fees. Philanthropy is part of the long-term solution, and we are seeing schools who have not yet considered it beginning to invest in this space."Cairney and Company, commenting on IDPE data and VAT implications, 2025
The challenges
The six pain points schools face when hiring in development
Most schools have no experience of recruiting fundraisers. These are the problems we see repeatedly, and how Longhouse addresses each one.
Schools do not know what a good development candidate looks like
Fundraising is a specialism that most school leadership teams have no direct experience of. Without knowing what good looks like, it is almost impossible to write a compelling brief, assess candidates fairly, or spot a weak shortlist.
87% of schools raising over £500k annually have a Head actively involved in development — most schools making first hires do not yet have that relationship in place.VAT has made income diversification urgent, not optional
Since January 2025, independent schools have faced 20% VAT on fees. Most are passing on 11–15% to parents. Schools that were already 98% dependent on fee income now face an urgent need for philanthropic income, but few have the development infrastructure to generate it.
Government forecasts 37,000 pupils leaving the independent sector by 2025/26. Schools without diversified income are most at risk.Salary benchmarking is consistently wrong
Schools typically benchmark development salaries against teaching pay scales or generic non-teaching staff grades. Neither is appropriate. Development professionals come from the charity sector, where London and South East salaries follow a different market entirely.
Development Manager roles in London and SE England typically pay £36,000–£50,000. Schools offering £28,000–£32,000 will not attract experienced candidates and often appoint someone under-qualified.A wrong hire costs far more than the recruitment fee
A failed development appointment typically results in 12–18 months of lost momentum, missed major gift opportunities, disengaged donors, and headteacher time drained by managing out of a poor hire. In development, where relationships take years to build, this is exceptionally costly.
Research by Oxford Economics and Unum estimates staff turnover costs an average of £30,614 per employee. For a senior development role, the true cost including lost income is significantly higher.The best development candidates are not on job boards
Experienced charity fundraisers who are the strongest candidates for school development roles are typically in post, performing well and not actively searching. They will not see a TES advertisement or respond to a generic job board posting.
In 2024, charity job applications rose 56% while vacancies fell 20% — the market is flooded with active but often under-qualified candidates. Passive candidates are where the value is.Schools underestimate the importance of the charity-to-education crossover
The strongest development candidates for schools often come from the charity sector, not from other schools. They bring genuine fundraising skills — major gifts experience, individual giving expertise, donor stewardship — that school-to-school moves rarely deliver. Most education recruiters do not access this pipeline at all.
IDPE data shows major gifts account for 76% of philanthropic income in schools. This requires genuine fundraising expertise, not just school administration experience.Salary benchmarks 2025
What development roles pay in the South East
Figures reflect current market rates for development professionals in London, SE London and the broader South East. Use these to set competitive briefs before going to market.
| Role | SE London / London | South East (outside London) |
|---|---|---|
| Education — development and advancement | ||
| Director of Development | £60,000 – £85,000+ | £50,000 – £70,000 |
| Head of Advancement | £50,000 – £65,000 | £44,000 – £58,000 |
| Development Manager | £36,000 – £50,000 | £30,000 – £42,000 |
| Major Gifts Officer | £38,000 – £54,000 | £32,000 – £46,000 |
| Head of Alumni Relations | £42,000 – £58,000 | £36,000 – £50,000 |
| Annual Fund Manager | £32,000 – £44,000 | £28,000 – £38,000 |
London rates typically run 15–20% above comparable South East roles outside London.
The market
Independent and state schools across SE London and the South East
The South East has the highest concentration of independent schools in England, and a growing state school development market — particularly as academies begin making first development hires.
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Sources: IDPE and Gifted Philanthropy Schools Fundraising and Engagement Benchmarking Report 2025; Cairney and Company analysis of IDPE data (Feb 2025); CharityJob Salary Report 2025; House of Commons Library VAT on private school fees briefing (2025); Oxford Economics/Unum staff turnover cost data; Graham-Pelton 2024 CASE Insights Report on Philanthropy in Independent Schools; Glassdoor UK