When a charity makes its first ever hire, everything about the process carries extra weight. There is no existing team to lean on and no established way of doing things. The person you appoint will shape the organisation from day one. That was the position Free to Fly was in when its Chair called me about a Project Operations Manager, and it was a search I was especially pleased to lead.

What is Free to Fly?

Free to Fly is a small charity helping vulnerable pregnant women safely escape abuse. It also supports them to prepare for motherhood and permanently break the cycle of domestic abuse for future generations. It is work of real importance, carried out by a dedicated group of people who care deeply about the women and babies they support.

A call from an old friend

The Chair and I were at university together, so this began with a familiar voice. Working with someone you know brings its own responsibility. You want to give the very best advice, and that sometimes means being candid. I was glad to be able to do that, because the charity was about to take a significant step.

The role was a brand-new, part-time position of 21 hours per week. More importantly, it was Free to Fly's first employed post. For a charity that had, until then, been run by its trustees and volunteers, that was a real milestone.

How do you prepare a charity for its first hire?

By getting the role, the candidate pack and the offer right before you go to market. Because this was a first hire, we worked closely with the Chair from the outset. It is easy for a small charity to underestimate how much a first appointment depends on preparation. The candidate pack has to communicate the right things. The offer has to be right, both for the charity and for the person being asked to join it. A first employee is taking a bigger leap than most, so both sides need to feel confident.

We offered constructive feedback and advice on the pack and on the offer, so that the role was presented clearly and fairly. We also crafted an engaging candidate pack and created a video with the Chair. Hearing directly from the person who founded the vision brings a charity to life in a way that a written description cannot, and it helped candidates picture what it would mean to join at the very beginning.

What happens if a first appointment does not work out?

We return to market and keep searching, and for Free to Fly we did so at no extra cost. Our first campaign, earlier in the year, resulted in a successful appointment. Unfortunately, the person who joined left after seven weeks due to personal reasons. No one is to blame in a situation like that. Life changes, and it is disappointing for everyone, especially for a small charity that has invested so much hope and effort in a first hire.

This is a moment when the character of a recruitment partner shows. We were committed to finding the right person for Free to Fly, so we returned to market for a second campaign and continued our proactive headhunting approach at no extra expense to the charity. For a small organisation with limited resources, that mattered. It meant the Chair could concentrate on the mission rather than worry about another bill.

How did the second campaign go?

It attracted eight applications, with four candidates shortlisted and two going to formal interview. The numbers are small, but that is fitting for a small charity with a very particular need. What mattered was not the volume of applicants but whether the people in the process combined the right skills with real care for the cause.

After a thoughtful selection process, an outstanding Project Operations Manager was appointed in August 2026.

The outcome

The successful candidate is a fantastic individual who really cares about the mission. They bring relevant skills and experience together with the relationship-building ability to thrive in this role. That last quality is vital in a first position. As Free to Fly's only employee, they will work closely with trustees, volunteers, partners and supporters, and will need to build trust quickly with each of them.

They are ideally placed to help the charity grow its impact and support even more women and their babies to build safe, hopeful futures. I am delighted to have played a part in that, and I am looking forward to seeing what Free to Fly achieves next.

The Chair kindly shared their reflections on working with us:

“Thanks for all your help, you've been amazing and things progressed so much quicker for which I am incredibly grateful!”

Chair, Free to Fly

What small charities can take from this

A first hire is one of the most important decisions a small charity will make, and it is worth taking the time to get it right. Be clear about what the role needs to deliver and what you can realistically offer. Tell your story with warmth, ideally through the voice of the person who knows it best. And choose a recruitment partner who will stand behind the appointment if it does not work out, rather than leaving you to start again alone.

Can Charisma help with your charity's first hire?

Yes, we can advise on the role, the pack and the offer, and support every stage of the search. If you are a smaller charity preparing to make your first appointment, or a growing organisation adding a brand-new role, we would love to help. Contact the team for a friendly conversation about what you need.