Leveraging Talent Unlocked: How the Leading Edge–PSB Insights Research Points Us Forward

Running through all six of the report’s key insights are takeaways for funders, executives, lay leaders, organizational staff and fellow Jewish community members about how we can better leverage our sector's unique value propositions, especially now. Ultimately, our sector can do more to capture the imaginations of potential talent, Jewish and non-Jewish.

Our community is standing at a blustery intersection full of headwinds and tailwinds. We are seeing soaring interest in values-based work, Jewish identity and belonging while also grappling with antisemitism, anti-Israel sentiment and shifting political norms. The convergence of these trends makes this an opportune moment to invite more talent into the fold and help them build meaningful careers as they help us shape a stronger future. But we have to help connect the dots.

The research shows that for Jewish and non-Jewish talent across age groups, prospective employees value benefits, job security and strong workplace relationships (unsurprisingly, salary remains the top priority). We can make the most of these insights by highlighting the full scope of our compensation packages as a key selling point. Robust healthcare plans, parental and family leave, professional development and educational opportunities — not to mention the connections that come with being a part of an enduring community — must be part of our community’s calling card.

Gen Z employees in particular are attuned to the full picture of what working life can offer. In addition to the findings above, they are motivated by growth opportunities and pursuing purpose-driven work, things many organizations in our sector can tout. With 74% of Gen Z Jews looking to switch jobs in the same industry in the next two years, there is incredible upside to helping the next generation see how our sector meets their needs.

In this regard, the report highlights the importance of messaging to non-Jewish talent. Those working outside the sector don’t know what a strong presence non-Jews have in the Jewish communal workforce (currently 38%, including half of new employees). Meanwhile, 84% of potential hires are not very or not at all familiar with Jewish nonprofits — a significant figure considering any increase in familiarity increases someone’s likelihood of working in the sector. In addition to building awareness, we can help non-Jews see themselves fitting in, emphasizing the work they would do serving diverse communities and social justice goals.  

Furthermore, we want to underscore the need for conscientious messaging about Israel. We serve our missions and potential hires best when we are up front about who we are. In a post-October 7 landscape, it’s even more important that organizations clearly communicate their commitment to and relationship with Israel, and also convey an openness to discussing what this means. Taking these actions will help ensure a good fit between Jewish nonprofit organizations and potential employees.

Now is a good time to speak up about everything our sector has to offer. The research shows a spike in interest, 30% among Jewish talent, in working in the sector. And as government layoffs and cuts to the secular nonprofit sector (and certain segments of the private sector) proliferate, there are more professionals looking for a promising opportunity, and we can be there for them. We also have the best selling point out there — our existing Jewish professionals whose skill, drive and spirit are a credit to our community. We can, each of us, adopt the role of talent recruiter and share with our friends and peers what is possible here.

Amid a crucial state of transition, we look ahead to what’s next for Jewish life, for Israel, for civil discourse and more. To get where we want to go, we need inventive and dedicated professionals to forge a sturdy and joyous path forward. But before they can succeed in this task, our current and potential rock stars need to feel our commitment. It’s going to take all of us working together to turn the twin keys of recruitment and retention to unlock our sector’s full potential.