CharityJob-Salary-Report-2023-final 2

CharityJob Salary Report
2023
May 2023
Introduction
2022 was a challenging year for charities recruiting, as the UK experienced a candidate-
driven market. With more roles available than candidates to fill them, candidates had
the opportunity to shop around for roles that offered meaningful work and competitive
compensation. This made it increasingly difficult for charities to attract and retain top
talent. As we move further into 2023, there’s hope on the horizon as signs of increasing
stability in the recruitment market emerge. Nevertheless, offering fair salaries remains
a crucial part of fair and effective recruitment practice.
CharityJob is the largest specialist recruiter for the UK charity sector, and we firmly
believe that offering fair salaries is not only essential for attracting and retaining top
talent but also for promoting diversity, equality, and inclusion in the charity sector.
To help define a fair salary, we’ve produced this report, which uses data from 61,900
jobs posted on our website in 2022, to provide insight into average salaries across the
sector. We hope that this will help you to make fairer and more informed decisions
about salaries.
We’ve also developed a Charity Salary Checker tool with the most up-to-date
information for you to benchmark salaries based on job title, size of charity and location.
This tool can help ensure that charities are offering competitive salaries that align with
industry standards, helping to attract the best candidates and build a stronger sector
overall.
Salary report 2023 2

Table of Contents
Methodology5
Comparison with 2019 data 5
Location5
Charity size 5
Job levels 5
Data accuracy 6
Market trends 7
A candidate-driven market 7
Average salaries across the sector 7
Changes in working arrangements 7
Average salaries by job category 8
Changes in the number of jobs by category 9
Salary by job category 10

Fundraising 10
Admin 11
Marketing, PR & digital 12
Operations 13
Finance 14
HR 15
Policy, advocacy, governance & campaigns 16
Business Services 17
Support work 18

Candidate insights 19
Who are our candidates? 20
What do our candidates want from the recruitment process? 20
Which roles are CharityJob candidates applying for? 21
What type of work are CharityJob candidates looking for? 21
Which benefits do CharityJob candidates receive and value most? 22

Which benefits do our candidates receive in their current jobs? 22
Which benefits do CharityJob candidates want? 24
How important is salary compared to other factors? 24
Summary and conclusion 26

Methodology
All salaries in our guide are derived from 61,900 UK charity and not-for-profit job
vacancies posted on the CharityJob website in 2022.
We’ve also included findings from our CharityJob Benefits survey where we asked our
candidates about the benefits they receive and value most in their jobs.
A few things to note…
Comparison with 2019 data

In this report, we compare data from 2022 to our data from 2019. This is to give an idea
of how the recruitment market has changed. We’ve chosen to only report on areas
where there’s been a significant or interesting change.
Location
The majority of jobs posted on our website were in London and the south of England.
This is in line with NCVO figures that show that more than half of the voluntary
workforce (51%) is based in the south of England. Salaries elsewhere are typically a
little lower.
Charity size
We’ve listed salaries for small, medium and large charities, which for the purpose of
this report have been classified by headcount as follows:
• Small charities: 20 or fewer

• Medium charities: 21-100
• Large charities: 101+
Job levels
Within job categories, we’ve specified salaries by job level. These are in accordance
with how these jobs are categorised by recruiters when posting jobs.

Data accuracy
The data presented in this report is based on a huge number of job roles and has been
reviewed by a team at CharityJob. We’re confident that it reflects the sector closely.
Nevertheless, it’s important to note that the categorisation of job roles is dependent
on how recruiters classify the jobs they post on our website, which may not be without
some errors. To mitigate this, we’ve removed any job categories that are based on only
a limited number of roles.
In this report we have chosen to include only the categories of jobs with the highest
number of roles posted in 2022. As such, there are categories that we have excluded.
In some of these categories we saw significant decreases in average salaries from 2019
to 2022. This has resulted in the average overall salary decreasing for the same period,
even though average salaries for the categories included have all increased.
In some cases, jobs or organisations have not been categorised. These then fall into an
‘unknown’ category which we’ve included in the overall trends in this report, but not
in the breakdown of data. This explains why there is sometimes a difference between
average salaries and averages shown in the tables.
In this report, when we use the term ‘demand’, we’re referring to the number of
clicks on the ‘apply’ button for various job types, specifically indicating demand from
candidates.
As described in the ‘Market trends’ section below, there was an upswing in the number
of job postings and a decline in clicks on the ‘apply’ button for all positions listed on the
CharityJob website in 2022, consistent with nationwide recruitment market trends.
However, it’s important to note that there has been an increase in demand in Q1 of
2023, due to a levelling out of the numbers of available roles and candidates.

Market trends
A candidate-driven market
In 2022 the UK experienced a candidate-driven market, where there were far more
job vacancies than candidates available to fill them. Whilst we’re beginning to see
signs of this changing as we go through 2023, our data from 2022 reflects this tough
recruitment market.
The number of jobs posted on our website increased by 35% from 2019 to 2022, with
61,900 jobs in 2022. However, demand for jobs decreased, with 13% fewer clicks on
apply when compared to 2019.
Average salaries across the sector

The average salary for a role posted on CharityJob in 2022 was £34,820, indicating a
decrease of 3% from 2019.
During this time inflation also increased from 1.8% in 2019 to 9.2% in 2022.
Changes in working arrangements

There have been significant changes in working arrangements as an effect of the
pandemic, with 53% of all roles posted being on-site, 35% being hybrid, and 12% being
remote. This is compared to 2019, when 96% of roles posted were on-site. Smaller
charities are more likely to offer hybrid working, whereas large charities have 60% of
their job roles on-site.

In 2022, remote roles were the highest in demand, with nearly six times more clicks on
apply than on-site jobs and three times more clicks on apply than hybrid jobs. Hybrid
roles were twice as popular than on-site roles. Salaries for hybrid and remote roles
have both increased by 18% since 2019, whereas the average salary for on-site roles
decreased by 5%.
Average salaries by job category

Looking across job categories in the charity sector, finance roles have the highest
average salary across all charity sizes, with medium charities offering the most at
£51,600. On the other end of the scale, admin has the lowest salary across all charity
sizes, with large charities offering the lowest at £24,300.
Overall, small charities tend to offer lower average salaries across all job categories
compared to large and medium charities.
Small Medium Large Overall

charities charities charities average for
the sector
Fundraising £37,300 £39,500 £36,100 £38,600
Admin £26,000 £27,000 £24,300 £26,200
Marketing, PR & digital £34,000 £36,700 £38,210 £36,800
Operations £33,500 £35,600 £33,400 £34,900
Finance £42,900 £51,600 £48,200 £49,300
HR £40,100 £42,600 £41,200 £42,600
Policy, advocacy, £34,200 £34,500 £38,100 £36,200
governance &
campaigns
Business services £33,700 £37,000 £38,100 £37,700
Support workers £27,000 £27,600 £27,000 £27,500

Changes in the number of jobs by category
The total number of jobs posted on the CharityJob website increased by 35% from
2019. In particular we saw massive changes to the workplaces of jobs posted on our
site. The number of hybrid roles increased by over 2000% from 2019, with remote roles
increasing by almost 800%. As expected the number of on-site roles decreased (24%)
from 2019 to 2022.
Looking across categories, support workers were the most common type of job posted
on our site in both 2019 and 2022. Fundraising jobs were the second most common job
category in both years.
Since 2019, policy, advocacy, governance & campaigns roles have had the largest
increase in the number of jobs posted, with a 66% increase. Admin roles also saw a
significant growth in number, increasing by 55% from 2019 to 2022.
Number of jobs in each category in 2019 and 2022
Category 2019 2022 % change since 2019

Fundraising 8,700 9,500 9%
Admin 4,400 6,800 55%
Marketing, PR & digital 4,600 6,400 39%
Operations 2,700 3,800 41%
Finance 3,700 3,900 5%
HR 1,200 1,500 25%
Policy, advocacy, governance & 2,900 4,800 66%
campaigns
Business services 2,700 3,900 44%
Support workers 8,900 12,400 39%
Numbers may differ as overall report is based on 86% of total jobs.

Salary by job category
Fundraising
Average salary 2019: £36,300 Average salary 2022: £37,700 ↑ 4%
The total number of jobs posted in this category increased by 9% from 2019, with small
and large organisations seeing increases of 22% and 25% respectively.
The average salary increased by 4% from £36,300 in 2019 to £37,700 in 2022. In

particular, the average salary for hybrid working jobs increased by 18% to £36,800.
This is largely due to the huge increase in the number of hybrid working jobs—200 in
2019 to 3,900 in 2022. There was no significant change to the average salary for on-site
roles, even though the number of these jobs decreased by 50% from 8,200 to 4,100.
Salaries for junior, experienced (non-manager) and management level roles increased
by 9%, 5% and 4% respectively. The average salary for entry level positions decreased
by 4%, senior executive and director salaries both decreased by 9%.
Average salary by experience level and organisation size
Small charities Medium charities Large charities

Entry level £24,200 £24,700 £25,200
Junior £28,700 £29,100 £29,400
Experienced (non-manager) £34,700 £34,200 £34,800
Management £43,600 £44,100 £42,800
Senior executive £60,300 £61,600 £50,500
Director £63,000 £61,100 £72,000

Admin
2022 saw a 55% increase in the number of admin jobs. In particular the number of jobs
at small charities increased by 90% from 2019.
In line with market trends, the average number of clicks on apply per job for admin
roles decreased by 45% from 2019 to 2022. Looking at the breakdown for this category,
there was a huge increase in the proportion of clicks on apply for hybrid and remote
jobs compared to 2019—from 7% to a whopping 71%. This is in keeping with pre- and
post-pandemic trends we see across categories.
This category also has the largest proportion of entry level and junior roles (48%)
compared to the proportion across all categories (22%).
The overall average salary stayed fairly consistent at £25,600 for 2019 and £26,200
for 2022. Interestingly, experienced non-manager roles in medium charities had a 22%
higher average salary than in larger charities. Entry level roles, however, have only
minor differences in average salaries between the different organisation sizes.

Entry level £22,600 £23,200 £23,100
Junior £25,600 £25,800 £24,700
Management £31,800 £35,300 £36,400
Senior executive Limited data Limited data Limited data
Director Limited data Limited data Limited data

Marketing, PR & digital
This category encompasses marketing, PR & communications and digital positions.

Over the last three years the aggregate number of roles in these specialisms has risen
by 39% from 4,600 in 2019 to 6,400 in 2022.
Average salaries have also increased by 3% from £35,900 in 2019 to £36,800 in 2022.
As with all categories, we saw a decrease in the average number of clicks on apply per
job (-20% since 2019). Nonetheless, demand for these jobs was third highest in 2022.
Salaries in large charities for jobs up to the management level slightly exceed those
in small and medium charities. The average salary for management and director level
roles increases with the size of the charity. However senior executive roles have a
higher average salary in small charities.
Salaries for marketing, PR & communications, and digital jobs are relatively similar.

Entry level £25,000 £26,600 £27,800
Junior £26,000 £29,600 £32,200
Management £41,400 £44,200 £45,600
Director £56,400 £61,700 £64,400
Average salaries for subcategories by organisation size

Marketing £35,100 £34,300 £38,500
PR £33,900 £36,100 £36,900
Digital £33,200 £40,500 £41,000

Operations
This category includes operations and project management roles.
The average salary for operations roles increased by 3% from £34,000 in 2019 to
£34,900 in 2022; this is in line with trends observed across all categories.
Whilst the number of jobs being posted increased by 41%, the average number of
clicks on apply has decreased by 39%.
The proportion of experienced (non-manager) roles increased from 52% in 2019 to

59% in 2022. Entry level and junior roles decreased from 20% to 13%.

Entry level £24,400 £22,700 £26,900
Junior £28,600 £28,300 £25,300
Management £38,400 £42,600 £43,300
Director £52,100 £49,500 £63,900

Operations £31,200 £33,100 £30,300
Project Management £32,900 £36,700 £36,800

Finance
The volume of finance jobs posted on our website increased by 5% from 2019 to 2022,
while the average salary remained relatively constant.
Comparing salary ranges for different levels in small, medium and large charities:
medium charities offer higher salaries for roles at all levels, except entry level.

Entry level £26,900 £29,000 £30,200
Junior £30,000 £34,400 £31,000
Management £48,000 £62,300 £57,700
Director £76,600 £78,400 £70,900

HR
The number of jobs in HR increased by 25% from 2019. The proportion of experienced
(non-manager) level jobs increased from 51% in 2019 to 56% in 2022. Although the
demand for candidates increased in 2022, the average number of clicks on apply per
job decreased by 33%.
The average salary for HR jobs increased by 7% from £39,900 in 2019 to £42,600 in
2022. But salaries for entry level roles decreased by 9%, which may be related to the
average number of clicks on apply for these roles decreasing by 26%.

Entry level £27,600 £26,000 £25,600
Junior £31,900 £34,500 £29,500
Management £45,800 £48,200 £51,200
Director £82,900 Limited data £83,600

Policy, advocacy, governance & campaigns
This category encompasses policy/research, advocacy, governance and campaigns

positions. Since 2019 the aggregate number of jobs in these specialisms has increased
by 66% from 2,900 to 4,800.
Campaigning roles, in particular, have skyrocketed with an 82% increase in the number
of roles posted since 2019.
Despite a decrease in clicks on apply since 2019, jobs in this category, followed by
admin, then marketing, PR & digital jobs, were the most in demand in 2022 with the
highest average clicks on apply.
The average salary for these roles has seen a 7% increase from £33,700 in 2019 to
£36,200 in 2022. In particular, experienced (non-manager) roles and director roles in
this category have seen salary increases of 9% and 17% respectively. Experienced (non-
manager) roles increased from an average of £32,000 in 2019 to £34,900, and director
roles increased from an average of £56,300 to £66,000.

Entry level £24,600 £26,900 £25,800
Junior £28,700 £28,200 £27,500
Management £41,700 £45,600 £48,800
Director £50,100 £45,400 £48,200

Advocacy £30,100 £29,000 £31,000
Campaigning £34,000 £34,400 £38,400
Governance £32,600 £40,200 £39,300
Policy/research £37,500 £38,800 £43,200

Business Services
This group contains business development, IT, training and vocational/services.
The average salary for this category increased by 2% from £37,100 in 2019 to £37,700
in 2022, however the salary ranges vary quite significantly between the subcategories.
Average salaries for all experience levels except the experienced (non-manager) level
increased from 2019. In particular, entry level and junior roles both saw increases of
7%.
The total number of business services jobs posted increased by 44% from 2,700 in 2019
to 3,900 in 2022. Large charities in particular saw an increase of 42% in the number of
jobs available.

Entry level £23,700 £23,900 £26,900
Junior £26,100 £27,200 £29,000
Management £41,400 £45,700 £47,800
Director £64,100 £72,200 £61,300

Business development £36,400 £38,900 £40,600
IT £38,900 £44,500 £46,200
Training £28,100 £30,600 £27,500
Vocational/services £26,900 £25,700 £28,600

Support work
This category encompasses advice/information, social care/development, social work,

support worker and volunteer management jobs.
The overall number of jobs in these specialisms has increased by 39% from 8,900 in
2019 to 12,400 in 2022, making this the category with the most roles available. There
was also a notable increase in the number of jobs posted by large charities.
Although average salaries across subcategories are fairly similar, they tend to be
slightly higher in medium charities. Salaries across the various experience levels all
follow different trends—some are higher paid in large charities and others in small
charities.
Salaries for entry level and junior roles have seen significant increases of 16% and 22%
respectively since 2019. On average, salaries for support worker jobs tend to be lower
than in other categories.

Entry level £22,500 £23,300 £23,200
Junior £23,700 £25,600 £27,300
Management £35,800 £37,400 £34,300
Senior executive £44,800 Limited data £39,200
Director £50,700 £69,700 £64,700

Advice/information £28,400 £28,900 £29,300
Social care/development £26,700 £27,500 £27,000
Social work £30,000 £32,300 £29,600
Support worker £23,900 £24,700 £24,300
Volunteer management £25,800 £28,500 £27,500

Candidate insights
At CharityJob, we’re dedicated to providing the best possible recruitment experience
for both our candidates and recruiters. By gaining a deep understanding of the needs
of both groups, we strive to improve our services and enhance the recruitment process
for everyone.

Who are our candidates?
In early 2022 we surveyed our candidates to find out more about who they are. Here’s
what we found:
• One in four candidates is from an ethnic minority—our candidates are more
ethnically diverse than the population or the charity sector as a whole.
• Two in three candidates are over the age of 40; a greater proportion than the
sector.
• Two in three candidates are female, similar to the sector as a whole.
• One in three candidates lives in London.
• Three in four candidates have an undergraduate degree or higher.
• One in three candidates works in the sector.
• Four in ten candidates are management level or above.
What do our candidates want from the recruitment process?

In October 2022, we conducted a survey of almost 500 candidates who had used our
website to search and apply for jobs in the past six months. Our aim was to better
understand how we can improve our support for both candidates and recruiters during
a challenging recruitment period. The survey sought to understand the difficulties that
candidates encounter in their job hunts and to gather their feedback on how recruiters
could improve their application experience.
Candidate pain points
The two most common pain points that candidates face in the recruitment process are:
1. having to complete long application forms (reported by 59% of candidates), and
2. not hearing back from recruiters about job applications (reported by 54% of
candidates).
Other common barriers include: having to write cover letters (40%), jobs having too
many requirements (34%), salaries not matching responsibilities for roles (29%), lack
of transparency on hybrid and flexible working (29%) and not finding jobs that they’re
interested in (28%).

What candidates want from recruiters
We asked respondents what advice they would give to recruiters. They told us they
want recruiters to:
• be clear in job descriptions (this applies to job requirements, level, salary, benefits,
flexible working, remote or hybrid working arrangements, location of the job and
the application process),
• stop using long application forms and processes,
• give candidates feedback—and at the very least, always let them know if they’re
unsuccessful,
• reduce the number of requirements and make sure that the salary is appropriate,
• be open to older candidates and those from other sectors and roles,
• use CVs and don’t ask for information elsewhere that is already on a CV, and
• let them know if the closing date for a role may change.
Which roles are CharityJob candidates applying for?

In this candidate-driven market, demand for jobs across all categories has decreased,
with a 38% decrease in average clicks on apply since 2019.
However, looking at the data from 2022 only, we can see that jobs in the policy/research,
advocacy, governance & campaigns, admin and marketing, PR & digital categories
were most in demand, with the highest numbers of clicks on apply.
Remote roles were also in the highest demand, with six times more clicks on apply
than on-site jobs and nearly three times more clicks on apply than hybrid jobs. On-site
jobs had the lowest demand.
What type of work are CharityJob candidates looking for?

In the CharityJob Benefits survey (as mentioned below) we asked candidate
respondents about the type of work they’re looking for. 53% of those we surveyed
were looking for full-time work, 22% were looking for part-time work and 25% would
consider full-time or part-time work.
57% of those we surveyed were looking for a permanent role, 4% were looking for
a fixed term or temporary role and 39% would consider a permanent or fixed term/
temporary role.

Which benefits do CharityJob
candidates receive and value most?
In March 2023 we sent a survey to all candidates to ask them about the benefits
they receive in their current roles and the ones they value the most. Of the 1,400+
respondents, 71% were currently in employment in the UK (60% within the charity
sector and 40% outside of the charity sector).
Which benefits do our candidates receive in their current jobs?

We asked candidates who were currently in employment in the UK to select all the
benefits and perks they receive from a list. Here’s what we found:
The most common benefits and perks that charity sector employees receive are:
• 25+ days annual leave (not including bank holidays)
• Remote working options
• Flexible working hours
• Free tea/coffee
• Training and development opportunities
• Mental health and wellbeing support
The table on the next page shows the list of all benefits and perks and the percentage
of employees, both inside and outside the sector, who received them.

Benefit/perk % of charity % of non-
sector charity sector
employees who employees who
received the received the
benefit benefit
25+ days annual leave (not including bank 80% 71%
holidays)
Remote working options 79% 49%
Flexible working hours 71% 49%
Free tea/coffee 53% 44%
Training and development 53% 48%
Mental health and wellbeing support 50% 45%
Above statutory paid sick leave 36% 35%
Employee discounts or retail discounts 28% 36%
Cycle to work scheme 26% 32%
Holiday purchase scheme 18% 21%
Health insurance or private medical insurance 17% 21%
Enhanced pension 17% 23%
Enhanced paid maternity leave 17% 17%
Season ticket loan 16% 15%
Life insurance 15% 16%
Free snacks 11% 15%
Enhanced paid paternity leave 8% 12%
Gym membership or contribution towards gym 7% 15%
membership
Clear progression pathway 5% 11%
Other 5% 5%
Performance bonus or commission 5% 16%
Childcare assistance (financial) 4% 6%
Company car or car allowance 3% 6%
Four day work week on full-time pay 3% 3%
None of the above 1% 4%
Share purchase options or share purchase plan 0% 7%

Which benefits do CharityJob candidates want?
From the same list, we asked respondents to select the five benefits and perks most
critical to them when considering job opportunities.
The most commonly chosen were:

• 25+ days annual leave (not including bank holidays)
• Flexible working hours
• Remote working options
• Training and development opportunities
• Four day work week on full-time pay
How important is salary compared to other factors?

We asked candidates how important the following factors are when considering job
opportunities: salary, flexible working hours, remote working options, organisation
culture, diversity of the organisation and organisation mission/purpose.
Whilst 91% of respondents told us that salary is either ‘important’ or ‘very important’,
respondents were most likely to see organisation culture and organisation mission/
purpose as ‘very important’.
This suggests that for CharityJob candidates, a fulfilling and meaningful job is about
more than just a pay packet. Although salary is important, an organisation’s culture as
well as its mission is what attracts candidates—they want to work for a cause they’re
passionate about, surrounded by people equally as passionate. In fact, our data also
shows that 76% of candidates begin their job search by first exploring organisations
based on their cause. This highlights the importance of mission-driven work in the
charity sector (CharityJob, 2017).

How important are the following factors when considering job opportunities?

Summary and conclusion
This salary benchmarking report highlights the challenges faced by charities recruiting
in 2022 due to a UK-wide candidate-driven market with increased job vacancies but
fewer candidates, resulting in a decreased demand for jobs. However, in the first
quarter of 2023, there are signs of the market beginning to stabilise.
Jobs in the policy/research, advocacy, governance & campaigns, and admin categories
experienced the greatest increase in job vacancies in 2022, increasing by 66% and 55%
respectively from 2019. These jobs were also in the highest demand, despite overall
decreases in demand across all categories.
The pandemic has changed the way charities work, with a significant increase in
remote and hybrid working opportunities. In 2022, 54% of all roles posted were on-
site roles, 34% were hybrid and 12% were remote. This is compared to 2019, when 96%
of roles posted were on-site. Smaller charities are more likely to offer hybrid or remote
working, while large charities have more roles based on-site.
Looking at average sector salaries in 2022, there was a modest decrease of 3% from
2019. The report also reveals that medium charities generally pay more than small and
large charities. To align with inflation, charities should look to increase salaries in 2023.
However, for CharityJob candidates, other factors are as important, or more important,
than salary when evaluating job opportunities. Findings from the CharityJob Benefits
survey revealed that more candidates attach high importance to organisation culture
and mission/purpose compared to salary. The report also shows that they highly value
the flexibility that some jobs in the charity sector offer. Remote roles, in particular, are
in very high demand, with six times the number of clicks on apply than on-site roles,
and hybrid roles also twice as popular as on-site jobs. Charities should look to offer
more flexible ways of working to attract candidates.
Offering fair salaries is essential for recruiting top talent, as well as for promoting
diversity, equality, and inclusion. Please note that the salaries in this report are based on
last year’s data. Check out our Salary Checker tool for the most up-to-date information,
and don’t forget to consider inflation when making salary-related decisions.
We hope this report has proved a useful tool in providing insight into average salaries
in 2022 and will help charities to make informed decisions about salaries and benefits.

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CharityJob Salary Report

Salary report 2023 2

Salary by job category 10

Salary report 2023 3

Which benefits do CharityJob candidates receive and value most?  22

Summary and conclusion  26

Salary report 2023 4

A few things to note…

Comparison with 2019 data

• Small charities: 20 or fewer

Salary report 2023 5

Salary report 2023 6

Average salaries across the sector

Changes in working arrangements

Salary report 2023 7

Average salaries by job category

Small Medium Large Overall

Salary report 2023 8

Number of jobs in each category in 2019 and 2022

Category 2019 2022 % change since 2019

Salary report 2023 9

The average salary increased by 4% from £36,300 in 2019 to £37,700 in 2022. In

Average salary by experience level and organisation size

Small charities Medium charities Large charities

Salary report 2023 10

Average salary by experience level and organisation size

Small charities Medium charities Large charities

Salary report 2023 11

This category encompasses marketing, PR & communications and digital positions.

Average salary by experience level and organisation size

Small charities Medium charities Large charities

Average salaries for subcategories by organisation size

Small charities Medium charities Large charities

Salary report 2023 12

This category includes operations and project management roles.

The proportion of experienced (non-manager) roles increased from 52% in 2019 to

Average salary by experience level and organisation size

Small charities Medium charities Large charities

Average salaries for subcategories by organisation size

Small charities Medium charities Large charities

Salary report 2023 13

Average salary by experience level and organisation size

Small charities Medium charities Large charities

Salary report 2023 14

Average salary by experience level and organisation size

Small charities Medium charities Large charities

Salary report 2023 15

This category encompasses policy/research, advocacy, governance and campaigns

Average salary by experience level and organisation size

Average salaries for subcategories by organisation size

Small charities Medium charities Large charities

Salary report 2023 16

This group contains business development, IT, training and vocational/services.

Average salary by experience level and organisation size

Average salaries for subcategories by organisation size

Salary report 2023 17

This category encompasses advice/information, social care/development, social work,

Average salary by experience level and organisation size

Small charities Medium charities Large charities

Average salaries for subcategories by organisation size

Small charities Medium charities Large charities

Salary report 2023 18

Salary report 2023 19

What do our candidates want from the recruitment process?

Salary by job category 10

Which benefits do CharityJob candidates receive and value most? 22

Summary and conclusion 26