What Is a Major Gift Officer? A Complete Guide

In fundraising, some roles manage the audience - others build deep connections. The Major Gift Officer (MGO) is that bridge-builder. They’re the strategic and relationship-centered people behind a nonprofit’s most transformative gifts.

An MGO isn’t just a fundraiser, they're relationship architects, mission-driven strategists, and gifted storytellers. They manage a portfolio of your most committed (or sought-after) supporters with the focus of an entrepreneur running their own multi-million-dollar enterprise.

Whether you're looking to hire one or exploring how to become a major gift officer, understanding the dynamics of this crucial role is the first step. This is your complete guide to MGO fundraising.

The Key Responsibilities: More Than Just “Getting the Gifts”

The major gift officer job description goes far beyond asking for money. An MGO is a master of the entire fundraising cycle, guiding a select group of donors on a journey from interest to impact.

• Portfolio Management: The MGO is entrusted with a curated portfolio of ~100-150 of the organization's highest-potential donors. Their job is to know these individuals deeply, understand their passions, and serve as their primary point of contact. (Yes, many organizations have major gift portfolios of 200+, but this is a case where “less is more”.)
• Cultivation: This is the art of relationship-building. A successful MGO will create personalized "cultivation plans" for each donor, executing a series of meaningful, non-ask-related touchpoints — from private tours to "insider" updates — to draw a current or prospective donor closer to the mission.
• Solicitation: When the time is right, the MGO confidently and strategically makes the ask for a transformative gift, often assembling a team (including the CEO or a board member) to provide the most powerful case.
• Stewardship: After a gift is made, the MGO’s work is just beginning. In fact, I call great stewardship the handshake for future gifts. The MGO executes a robust stewardship plan to thank the donor, report on the impact of their investment, and create a feeling of partnership, ensuring long-term loyalty.
• Reporting: A great MGO is accountable, tracking their activities, pipeline progress, and key metrics in the CRM to demonstrate progress and inform future strategy.

The Essential Skills of a Successful MGO

Top-performing MGOs are a unique blend of artist and scientist. They possess both the interpersonal savvy to build authentic relationships and the strategic discipline to manage a goal-oriented process.

The Art (Soft Skills):

• High Emotional Intelligence (EQ): The ability to listen well (more than you speak), cultivates self-awareness,  the ability to read a room, and possesses a desire to understand a donor's underlying motivations and concerns.
• Insatiable Curiosity: A genuine desire to learn about other people, what drives them, and what they hope to achieve with their philanthropy.
• Masterful Storytelling: The skill to weave a narrative that connects a donor's personal passion or values with the organization's mission, making the impact of a potential gift feel tangible and exhilarating.

The Science (Hard Skills):

• Strategic Discipline: The ability to create and execute a plan for every single donor in their portfolio, never "winging it." This includes taking notes on meetings or discovery - and adding them to the CRM. 
• Data Analysis: The comfort of using a CRM and other data to identify prospects, track progress, and make informed decisions.
• Crisp Proposal Writing: The skill to write a clear, compelling, and emotionally resonant gift proposal that makes a powerful case for support.

Hiring a Great MGO: The Right Traits and Solid Skills

When you're hiring for this critical role, you need to look beyond the resume. I look for experience in relationship-centered work (yes in fundraising, but also outside of fundraising). Here are key interview questions to help you spot a true A-player:

• "Tell me about the most prospect or donor relationship that you cultivated to an Ask and then how you continued to grow the relationship between the supporter and the organization. What was the amount of the Ask? And in your mind, what made it successful?" (Assesses their relationship-building philosophy)
• "Walk me how you typically prepare for a major gift Ask. I’d like to hear the longer-term prep and what happens in the days before." (Assesses their strategic discipline)
• "Not every Ask is successful. Share with me an Ask you planned when the donor declined to give or said, ‘No.’ What did you do next?" (Assesses their resilience and long-term view)
• "Talk to me about how you manage your portfolio. How do you use data and your CRM to plan your week?" (Assesses their organizational skills and accountability)

Look for candidates who speak in terms of "we" not "I," who focus on the donor's journey, and who light up when they talk about connecting people to a mission. For those who may be coming from a non-fundraising background, 

Hiring the Right Fit: Traits Over Titles

When interviewing candidates, focus on mindset and approach—not just résumé bullets. Try questions like:

• “Tell me about a donor relationship that moved the needle. What did you do to make it work?”
  
• “Walk me through your preparation process for a major gift ask.”
• “What did you do after a donor said ‘no’?”
• “How do you use CRM data to structure your workweek?

Look for professionals who say “we” not “I,” who speak donor-first, and whose eyes light up when talking about connecting generous people to purpose.

Compensation & Career Trajectory

MGOs are high-impact roles, and compensation reflects that. As of mid-2025:

ZipRecruiter reports an average base pay of about $83,500/year (~$40/hr) (ZipRecruiter, Aly Sterling Philanthropy, Development Guild). Meanwhile, PayScale notes an average overall salary of ~$77,200 (Payscale). ERI SalaryExpert finds senior MGOs can earn up to $134K, with an average total compensation near $108K including bonus (Salary Expert).

Pathways from MGO often lead to roles like Major Gifts Director, Director of Advancement, Chief Development Officer, and even Executive Director.

Stepping Into the Role: A Mindset Reset

Moving from annual giving or events to major gifts means shifting from volume to depth:

• From thousands of small gifts to a portfolio of 125 high-priority donors
  
• From quick wins to patient, long-term engagement—sometimes across 6–18 months

If you're stepping into this role, mindfulness is key: build space in your thinking and schedule for relationship momentum—not just tasks.

Your First 90 Days as an MGO

First 30 Days: Listen & Learn

• Meet with development staff and key program leaders
• Dive into your CRM notes and donor history
• Introduce yourself to your top 25 donors with a friendly, low-pressure outreach
   

First 60 Days: Connect & Discover

• Aim for 10–15 discovery meetings—your goal: listen to their stories
• Spot early stewardship opportunities or donor readiness
• Draft customized cultivation strategies for your top tiers
  
  

First 90 Days: Plan & Act

• Share a 12‑month strategic donor plan with your supervisor
  
• Launch your first 1–2 actual asks, with support from leadership
• Set up a dashboard for weekly reporting on pipeline progress and moves

Your Path to Major Gift Mastery

If you are ready to move from knowing the theory to executing a proven plan with confidence, the Major Gift Training Program was designed for you. It is a comprehensive, step-by-step system that gives you the tools, templates, and coaching you need to succeed.

>> YES, I'M READY TO MASTER MAJOR GIFTS! 

The Ultimate Guide to Major Gifts Program | The Major Gift Officer | Identifying and Qualifying Prospects | Cultivating Donor Relationships | The Art of the Major Gift Ask | Stewardship and Donor Retention | Building a Program from Scratch | The Role of Technology | Common Challenges | Case Studies