Share and intensity of work current AI systems can materially affect.
SOC 11-2033
Fundraising Managers AI displacement risk
AI donor research, appeal drafting, and campaign analytics compress the production side of fundraising. Major-gift relationships, event leadership, board coordination, and the credibility of the ask keep fundraising management human-led.
Likely potential for exposed tasks to move to software after workflow integration.
Donor cultivation at scale is increasingly software-assisted, but significant gifts close through trust built over years. Managers who direct analytics-driven programs while owning key relationships outperform both extremes.
Distribution
Where Fundraising Managers sits across 620 tracked roles
Displacement pressure 36 — higher than 61% of the 620 occupations tracked on displacement.ai.
Score version
This page uses Seed model v0.4 (seed-v0.4-2026-05), last reviewed 2026-08-15. Directional occupation-level planning model using hand-reviewed public research, task exposure estimates, wage context, and transition-pathway assumptions.
16 O*NET task statements matched to SOC 11-2033. The displayed task profile combines these official task statements with the current public score model.
Median wage context: $125,470 (May 2025, US national). The latest BLS row matched SOC 11-2033.
Scores are planning signals, not forecasts. Local hiring demand, employer-specific workflows, licensing, and credentials must be validated before making career decisions.
2030 economic stress test
How Anthropic's scenarios classify Fundraising Managers
SOC 11-2033 places this role in the paper's cognitive occupation group. These group-level outcomes do not change the 36/100 role score and are not an occupation forecast.
+0.4% group wage
-0.5% cognitive employment since mid-2026; 2.9% cognitive unemployment.
Economy-wide: +1.6% GDP and 3.9% unemployment.
-0.3% group wage
-3.9% cognitive employment since mid-2026; 4.5% cognitive unemployment.
Economy-wide: +8.3% GDP and 4.6% unemployment.
-11.5% group wage
-21.5% cognitive employment since mid-2026; 17.9% cognitive unemployment.
Economy-wide: +32.4% GDP and 11.9% unemployment.
Compare the assumptions and limitations across all three scenarios. Source: The Anthropic Institute Working Paper No. 2026-02.
Official task evidence
O*NET task matches for Fundraising Managers
The current evidence import matched 16 task statements from Task Statements 31.0 (August 2026). These rows are used as a grounding layer for judging which parts of the occupation are repeatable, language-heavy, analytical, social, physical, or compliance-sensitive.
Dataset31.0 (August 2026)
Matched tasks16
SOC11-2033
- Core task / ID 21252
Develop strategies to encourage new or increased contributions.
- Core task / ID 21258
Manage fundraising budgets.
- Core task / ID 21251
Develop fundraising activity plans that maximize participation or contributions and minimize costs.
- Core task / ID 21259
Plan and direct special events for fundraising, such as silent auctions, dances, golf events, or walks.
- Core task / ID 21255
Establish goals for soliciting funds, develop policies for collection and safeguarding of contributions, and coordinate disbursement of funds.
- Core task / ID 21254
Establish and maintain effective working relationships with clients, government officials, and media representatives and use these relationships to develop new fundraising opportunities.
Source: O*NET Resource Center, Task Statements. Raw import target: data/raw/onet/task-statements-31-0.txt.
Task profile
Where AI changes the work
Develop fundraising strategies and plans
Exposure 52, automation 24%, augmentation 68%.
O*NET evidence: Direct activities of external agencies, establishments, or departments that develop and... (ID 21253)
Research and identify potential donors
Exposure 68, automation 42%, augmentation 70%.
O*NET evidence: Conduct research to identify the goals, net worth, charitable donation history, or othe... (ID 21248)
Build donor and community relationships
Exposure 24, automation 6%, augmentation 42%.
Direct campaigns and special events
Exposure 32, automation 11%, augmentation 52%.
O*NET evidence: Plan and direct special events for fundraising, such as silent auctions, dances, golf e... (ID 21259)
TaskExposureAutomationAugmentation
Develop fundraising strategies and plans5224%68%
Research and identify potential donors6842%70%
Build donor and community relationships246%42%
Direct campaigns and special events3211%52%
Transition pathways
Adjacent moves that preserve existing skills
role redesign
ModerateDirector of Development
Training horizon: 3-6 months. Skill overlap 78. Wage preservation signal 112.
- Own revenue strategy
- Build a major gifts portfolio
- Lead board fundraising
credentialed transition
ModerateNonprofit Executive Director Track
Training horizon: 12-24 months. Skill overlap 62. Wage preservation signal 116.
- Broaden into program and operations
- Lead strategic planning
- Deepen funder relationships
Comparison guides
Compare the next move before you commit
3-6 months
Fundraising Managers to Director of Development
Compare AI displacement pressure, wage preservation, skill overlap, training time, and first proof project for moving from Fundraising Managers into Director of Development.
12-24 months
Fundraising Managers to Nonprofit Executive Director Track
Compare AI displacement pressure, wage preservation, skill overlap, training time, and first proof project for moving from Fundraising Managers into Nonprofit Executive Director Track.
What the AI risk score means for Fundraising Managers
The displacement pressure score for Fundraising Managers is 36. That score blends task exposure, automation pressure, augmentation potential, wage vulnerability, transition feasibility, and source confidence. It is designed to help workers and workforce teams decide where to act first, not to claim a specific date when a job will disappear.
For this role, the clearest risk pattern is visible at the task level. Research and identify potential donors carries 42% automation pressure, while Research and identify potential donors carries 70% augmentation potential. That means the best response is usually a targeted redesign of work: move away from repeatable production tasks and toward judgment, exception handling, coordination, stakeholder context, and accountable use of AI tools.
Labor-market context and wage risk
Median wage: $125,470 (May 2025, US national). Employment context: Nonprofit revenue leadership with donor-analytics tooling. Typical education: Bachelor's degree common.
Wage vulnerability is 34, while transition feasibility is 74. A high wage-vulnerability score means workers should pay close attention to salary preservation before making a move. A high transition-feasibility score means there are adjacent paths that can reuse existing skills without requiring a complete career reset.
- Moderate displacement pressure
- Donor research tools are standard
- Major gifts stay relationship-driven
Upskilling priorities
Skills that make this role more resilient
The safest upskilling plan starts with skills already close to the work. For Fundraising Managers, the strongest near-term skill priorities are listed below. These are useful whether the goal is to stay in the role, move to a redesigned version of the role, or transition into an adjacent occupation.
Donor strategy
Build proof of this skill through a work sample, checklist, dashboard, case note, workflow map, or portfolio artifact tied to the transition paths on this page.
Relationship building
Build proof of this skill through a work sample, checklist, dashboard, case note, workflow map, or portfolio artifact tied to the transition paths on this page.
Campaign analytics
Build proof of this skill through a work sample, checklist, dashboard, case note, workflow map, or portfolio artifact tied to the transition paths on this page.
Grant writing
Build proof of this skill through a work sample, checklist, dashboard, case note, workflow map, or portfolio artifact tied to the transition paths on this page.
90-day transition plan
The most practical next step is not to wait for a layoff or a full role redesign. Use the next 90 days to create evidence that you can operate in a safer, more AI-augmented version of the work.
- In the first 30 days, document the repetitive tasks in your current work and identify where AI can reduce drafting, lookup, classification, or reporting time.
- By 60 days, complete one small project connected to Director of Development, such as own revenue strategy.
- By 90 days, compare internal openings and external postings for Director of Development or Nonprofit Executive Director Track and update your resume around measurable workflow outcomes.
FAQ
Questions about AI and Fundraising Managers
Will AI replace Fundraising Managers?
AI donor research, appeal drafting, and campaign analytics compress the production side of fundraising. Major-gift relationships, event leadership, board coordination, and the credibility of the ask keep fundraising management human-led. The better planning signal is not full replacement, but which tasks become automated, which tasks become AI-assisted, and which responsibilities still need human judgment.
Which parts of Fundraising Managers work are most exposed to AI?
Research and identify potential donors and Develop fundraising strategies and plans show the strongest automation pressure in this model. Research and identify potential donors and Develop fundraising strategies and plans are better treated as AI-augmented work.
What should Fundraising Managers learn next?
Start with Donor strategy, Relationship building, Campaign analytics. The most practical adjacent paths in this model are Director of Development and Nonprofit Executive Director Track.
How should this score be used?
Use it as a planning signal, not a prediction. Confirm local hiring demand, wages, licensing, credentials, and employer adoption before making a career move.
Sources
Evidence trail
International Labour Organization / 20 May 2025Generative AI and Jobs: A Refined Global Index of Occupational ExposureMcKinsey Global Institute / 26 July 2023Generative AI and the Future of Work in AmericaO*NET Resource Center / Database 31.0 (August 2026)Occupation, Task, Skill, and Work-Activity DataUS Bureau of Labor Statistics / May 2025 estimates (released 15 May 2026)Occupational Employment and Wage Statistics