Hiring in 2026 – What Irish Charities need to rethink now

Hiring has become one of the toughest challenges facing Irish charities and not-for-profits. Roles stay open longer than expected. Strong candidates drop out late in the process. Existing teams are stretched thin, trying to deliver services while navigating tighter funding, rising costs, and increased governance expectations.

As we move into 2026, one thing is clear: many organisations are not struggling because they lack purpose they are struggling because the hiring landscape has fundamentally changed. Here we aim to outline what has shifted, where charities are getting stuck, and what effective, realistic hiring looks like in Ireland today.

Hiring in Irish Charities – What has changed?

Ireland’s labour market remains tight, particularly for roles in fundraising, finance, and governance. At the same time candidates across all sectors are more conscious of workload, flexibility, and pay than ever before.For charities this is happening alongside the cost-of-living pressures that make low or unclear pay harder to justify, increased scrutiny from funders, regulators, and boards and greater awareness of burnout and sustainability in frontline and support roles. The result? Purpose still matters deeply but it no longer compensates for poor hiring processes, vague roles, or unrealistic expectations.

Mission still matters but it no longer can carry the role

Many charities assume that a strong mission will outweigh other concerns. In reality most candidates now ask a more balanced set of questions:

• Is the salary transparent and fair?
• Is the workload realistic?
• Is flexibility genuinely supported?
• Will I be set up to succeed or set up to burn out?

Candidates want to do meaningful work, but they also need roles that are sustainable in the context of housing costs, childcare, commuting, and wellbeing. Charities that acknowledge this openly rather than relying on goodwill are far more likely to attract and retain the right people.

The biggest hiring mistakes Charities are still making

Across the sector a small number of issues show up repeatedly.

1. Overloaded job descriptions: trying to solve multiple organisational gaps with one role often results in weak shortlists and early turnover.
2. Slow decision-making, lengthy approval chains, delayed interviews, or weeks of silence can cost strong candidates particularly in competitive skill areas.
3. Unclear or missing salary information: candidates increasingly self-select out when pay is vague or withheld until late in the process.

None of these issues are about bad intent. Most are the result of pressure, limited capacity, or inherited practices that no longer work.

What good Charity hiring looks like in 2026

Charities that are hiring well in 2026 are not necessarily spending more they are being clearer, fairer, and more disciplined. Common features include roles defined by outcomes and skills not long wish lists, transparent salary ranges and contract terms, structured competency-based interviews, timely communication creating a respectful candidate experience and thoughtful onboarding with realistic expectations.

Importantly these practices support not just recruitment but also governance, compliance, and long-term retention. For Section 38 and Section 39 organisations in particular strong hiring processes help demonstrate value for money, consistency and good management of public funds.

What leaders and boards should be asking now

Hiring is no longer just an operational or HR issue, it is a strategic risk and opportunity.

Questions leaders and boards should be asking include:

• Where are our critical roles or succession risks?
• Are our pay and hiring practices equitable and defensible?
• Are we losing people due to workload, management, or lack of progression?
• How confident are we that new hires are being set up to succeed?

Clear answers to these questions support better oversight, stronger teams, and more resilient services.

To conclude

Irish charities exist to deliver impact but impact depends on people. As expectations around work, fairness, and sustainability continue to evolve, hiring practices must evolve also. The organisations that adapt now by being clearer, more transparent, and more realistic alongside leveraging our expert HR Search services to identify and attract the right talent, will be best placed to secure the people they need to deliver their mission in 2026 and beyond.  For any queries on this article or any queries in general – get in t0uch with our team here!